Scaling Beauty Innovation: How The Beauty Tech Group Transformed Its Global Hiring Infrastructure with Workable

Main Facts

In the fast-evolving world of beauty technology, operational agility is just as critical as product innovation. The Beauty Tech Group—formerly known as CurrentBody—is a global powerhouse redefining at-home beauty through advanced devices and targeted skincare solutions. Operating four distinct brands (CurrentBody Skin, Zip Beauty, Tria Laser, and CurrentBody Skin The Clinic) and leveraging four core technologies—LED, radio frequency, microcurrent, and laser—the company reaches consumers in over 80 countries. Alongside a robust direct-to-consumer e-commerce model, the group maintains strategic business-to-business partnerships with luxury retail institutions such as Harrods Beauty.

With a workforce exceeding 200 employees distributed across strategic international hubs in the UK, US, China, India, and Japan, the company’s human resources and talent acquisition (TA) demands are exceptionally complex. The talent operation is spearheaded by David Smith, Talent Acquisition Manager, working alongside Rachel Harrison, TA Business Partner. Harrison focuses specifically on the influencer marketing division—one of the enterprise’s most commercially vital and rapidly expanding units.

To support its explosive international growth, maturation into a publicly listed company, and the high-volume hiring required for specialized teams, The Beauty Tech Group partnered with recruitment software leader Workable. Migrating to Workable’s Premier Plan completely revolutionized the company’s HR architecture.

The quantitative outcomes of this digital transformation are striking:

• Team Scaling: The influencer marketing division expanded from 34 to over 50 professionals in just eight months—a 47% workforce increase.
• Operational Efficiency: Automated self-scheduling features have returned an estimated 20 hours per week to the TA team, redirecting crucial capacity toward high-volume, multi-stage hiring.
• Global Synchronization: A single unified platform seamlessly supports multi-market, cross-border hiring operations across five countries.
• Enterprise-Grade Governance: Transitioning to the Premier Plan introduced rigorous requisition management and enhanced reporting capabilities tailored to the regulatory demands of a publicly listed enterprise.

Chronology: From Reactive Ad-Hoc Recruiting to Strategic Infrastructure

The Pre-Workable Era: Ad-Hoc and Reactive Processes

Before deploying Workable, the recruitment lifecycle at The Beauty Tech Group could best be described as reactive and unstructured. According to Talent Acquisition Manager David Smith, talent acquisition operated without a centralized framework. When business units required additional headcount, department heads would approach the Chief Financial Officer (CFO) directly to pitch the need. Once approved, the hiring process began from scratch.

While the organization technically utilized an applicant tracking system (ATS) prior to Workable, TA Business Partner Rachel Harrison noted that the platform was drastically underutilized. The legacy setup lacked defined workflows, resulting in sluggish progression, bottlenecks, and an inconsistent candidate experience.

As the company rapidly scaled across diverse, specialized disciplines—ranging from influencer marketing and performance digital to regulatory affairs and multilingual global roles—the limitations of an unstructured recruitment model became an unsustainable drag on commercial momentum.

The Turning Point: Implementing Workable

Recognizing that sustainable global expansion required institutional infrastructure built for enterprise scale, leadership turned to Workable. David Smith emphasized that the primary motivation was aligning the company with recruitment best practices. Having utilized various applicant tracking systems throughout his career, Smith selected Workable for its holistic, end-to-end functionality.

The platform immediately centralized the recruitment ecosystem. From the initial creation of branded careers pages and inbound application tracking to screening, structured interviewing, offer generation, and automated handoffs to HR systems, Workable established a single source of truth. Deep integrations with corporate email and calendar systems eliminated data siloes, ensuring that every stakeholder operated with synchronized, real-time information.

Transitioning to the Premier Plan

As The Beauty Tech Group achieved public listing status, its corporate governance, compliance, and financial reporting standards shifted dramatically. The initial recruitment setup could no longer satisfy the heightened level of internal scrutiny.

In response, the company upgraded to Workable’s Premier Plan. This migration introduced formal requisition management workflows—requiring systematic approvals before opening new roles—and robust analytical reporting tools. These enhancements provided executive leadership with real-time visibility into resource planning, budgeting, and global headcount metrics. Supported closely by a dedicated Workable account manager, the enterprise-wide rollout was executed seamlessly.

Supporting Data: Operational Metrics and Business Impact

Official Responses and Perspectives

The transition to Workable has fundamentally reshaped how talent acquisition professionals and hiring managers view recruitment within The Beauty Tech Group. Leadership has been outspoken regarding how the platform’s features directly address day-to-day operational hurdles.

David Smith on Centralization and Structure

David Smith highlighted the comprehensive nature of the Workable platform as its definitive competitive advantage:

"It just has everything there. It’s all in that system—from the very start of us creating our careers page through to the applications, interviewing, and offer or feedback. That’s the real game changer. It’s all there."

Smith also praised Workable’s integrated evaluation scorecards, which he utilizes during every initial prescreening call. Because recruitment naturally invites conversational tangents, the structured scorecards serve as an invaluable anchor:

"It keeps you on track because it means that you’re asking those key questions so that you can provide that information to hiring managers."

Once a prescreen concludes, hiring managers receive automated alerts and can immediately review scorecards directly within the system, eliminating lost emails and communication breakdowns. Reflecting on his extensive industry experience, Smith offered a definitive endorsement:

"In the past, I’ve used multiple ATS systems, and for me, Workable is certainly one of the best."

Rachel Harrison on Candidate Experience and Efficiency

For Rachel Harrison, managing high-volume recruitment for the influencer marketing team presented acute logistical challenges, particularly coordinating interview panels across diverse stakeholders and scheduling stages. Workable’s automated self-scheduling feature provided an immediate breakthrough:

"With Workable’s self-scheduling system, I save around twenty hours a week."

By allowing candidates to book interview slots directly into synchronized calendar availability, the tool eliminated endless administrative back-and-forth. Harrison also emphasized the superiority of Workable’s automated communication tools compared to legacy systems she had encountered:

"Other ATSs that I’ve used haven’t really had that kind of ability."

Furthermore, Harrison stressed that candidate experience is treated as an extension of the corporate brand itself:

"Candidate experience is really important to us given the brand that we are, the premium feel that we have, and we want to ensure that candidates in our process are getting that feel."

Utilizing Workable’s customized careers page builder allows the company to immerse prospective talent in its cultural values and brand prestige from the very first touchpoint.

Implications for Future Growth and Industry Standing

The successful integration of Workable into The Beauty Tech Group’s operational DNA carries profound implications for the company’s future trajectory. In a modern corporate environment where recruitment efficiency directly dictates speed-to-market and competitive advantage, modernizing talent acquisition is no longer optional.

1. Scaling Commercial Engines Without Administrative Drag

By reclaiming approximately 20 hours per week through automated scheduling and streamlined workflows, the talent acquisition team was able to focus intensely on strategic sourcing. This capacity directly enabled the 47% scaling of the influencer marketing department within an eight-month window—a feat that would have caused severe administrative burnout under the legacy, ad-hoc system.

2. Protecting and Enhancing Brand Equity

In consumer-facing luxury and beauty technology markets, brand perception is paramount. A disorganized or opaque recruitment process can inadvertently alienate high-caliber candidates who also happen to be consumers. By deploying professional automated messaging, polished careers portals, and smooth interview journeys, The Beauty Tech Group ensures that every applicant—regardless of whether they receive an offer—walks away with a premium impression of the organization.

3. Readiness for Public Markets

Transitioning from a privately held, reactive business model to a publicly listed enterprise requires uncompromised data integrity, auditable approval workflows, and transparent headcount reporting. The implementation of Workable’s Premier Plan equipped executive leadership with the governance structures necessary to satisfy institutional investors, maintain regulatory compliance, and make data-driven workforce planning decisions.

Ultimately, for a global enterprise dedicated to bringing transformative, technology-driven beauty solutions to consumers across more than 80 countries, having an internal talent operation that matches the sophistication of its product line is an indispensable prerequisite for enduring success.