Scaling Beauty and Tech: How The Beauty Tech Group Transformed Its Global Hiring Operation with Workable

By Global Enterprise News | Industry & HR Technology Desk
Published: September 2026

Executive Summary & Main Facts

In the fast-evolving landscape of global e-commerce and beauty technology, scaling a workforce at pace without sacrificing operational rigor is one of the toughest challenges a modern enterprise can face. For The Beauty Tech Group—formerly known as CurrentBody—navigating this challenge required a complete overhaul of its talent acquisition infrastructure.

Operating at the intersection of consumer technology and high-end skincare, the international enterprise manages a portfolio of four distinct, innovation-driven brands: Currentbody Skin, Zip Beauty, Tria Laser, and Currentbody Skin The Clinic. Underpinned by four core technological pillars—LED, radio frequency, microcurrent, and laser—the company distributes its products to consumers in more than 80 countries. Its footprint also extends into robust business-to-business (B2B) partnerships, most notably with prestigious luxury retailers such as Harrods Beauty.

With more than 200 employees distributed across global offices spanning the United Kingdom, the United States, China, India, and Japan, The Beauty Tech Group faced a complex talent acquisition puzzle. To support its rapid commercial expansion and transition into a publicly listed entity, the company partnered with Workable, a leading applicant tracking system (ATS) and recruitment platform.

The results have been transformative. Within an eight-month window, the group’s high-performing influencer marketing team scaled from 34 to over 50 professionals—representing a dramatic 47% workforce expansion. Furthermore, the introduction of automated self-scheduling tools saved the talent acquisition team approximately 20 hours per week, freeing up vital human capital to focus on strategic hiring initiatives, candidate relationship management, and multi-market scaling.

The Evolution of The Beauty Tech Group: Chronology and Context

From Niche Innovator to Global Powerhouse

The journey of The Beauty Tech Group is a masterclass in modern digital retail and consumer technology disruption. Founded to bring professional-grade beauty and aesthetic treatments directly into the domestic sphere, the company quickly outgrew its original identity as Currentbody. By grouping its specialized offerings under four powerhouse brands—each leveraging advanced physics-based skincare applications—the organization cemented its status as a global category leader.

However, rapid international expansion inevitably brings internal organizational complexities. Supporting e-commerce operations in over 80 territories, coordinating localized marketing, managing strict regulatory affairs, and servicing multi-lingual customer bases require an exceptionally diverse talent pool.

The Pre-Workable Reality: Ad Hoc and Reactive

Before partnering with Workable, the company’s recruitment operations lacked the formal architecture necessary to support a rapidly growing, multi-national enterprise. According to David Smith, Talent Acquisition Manager at The Beauty Tech Group, the hiring process was historically "quite ad hoc, quite reactive."

When individual business units or departments needed to expand, hiring requests were managed through informal channels—often beginning with a direct conversation with the Chief Financial Officer (CFO). There was no standardized recruitment framework, no unified candidate journey, and no centralized database to track applicant movement from initial sourcing to final onboarding.

While an applicant tracking system was technically in place prior to Workable, Rachel Harrison, Talent Acquisition Business Partner specializing in the influencer marketing function, noted that it was severely underutilized. The legacy setup suffered from sluggish, undefined workflows that directly impacted the candidate experience. In a competitive labor market where top-tier marketing and tech talent expect seamless digital interactions, the limitations of an unstructured hiring process became a major bottleneck.

Supporting Data and Quantitative Metrics

The decision to migrate to Workable was validated by immediate, measurable improvements across operational efficiency, team growth, and structural scalability.

Official Responses and Strategic Insights

Leadership within The Beauty Tech Group has been vocal about the strategic necessity of upgrading their recruitment infrastructure. Transitioning from a reactive startup mindset to a proactive, enterprise-grade talent acquisition model required tools that could keep pace with their growth ambitions.

David Smith on Building Infrastructure for Best Practice

David Smith, who brings extensive experience working across various applicant tracking systems throughout his career, emphasized why Workable stood out in a crowded HR tech market.

"That’s why we wanted to partner with someone like Workable," Smith explains, "to make sure that we’ve got the processes in place for the best practice when it comes to recruitment and hiring."

Smith highlights the comprehensive nature of the platform as its core differentiator. For a recruiter, having a centralized ecosystem that handles everything from initial careers page creation to application tracking, structured interviewing, scorecards, and final offers eliminates administrative friction.

"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."

Rachel Harrison on Managing High-Volume Influencer Marketing Recruitment

For Rachel Harrison, who oversees the high-velocity hiring demands of the influencer marketing division, the operational relief provided by Workable has been palpable. Operating in the influencer space requires rapid decision-making, swift relationship-building, and constant coordination between multiple stakeholders.

Discussing the impact of automated workflows, Harrison points out the distinct advantages over legacy systems she has utilized in the past:

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

Furthermore, Harrison stresses that candidate experience is inextricably linked to brand equity. Because The Beauty Tech Group operates in the premium consumer sector—partnering with luxury names like Harrods—every touchpoint a candidate experiences during the recruitment process must reflect that elevated standard.

"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."

Detailed Breakdown: How Workable Transformed Operations

The integration of Workable into The Beauty Tech Group’s daily workflows triggered a series of systematic improvements across six distinct operational pillars:

1. End-to-End Lifecycle Centralization

Workable provided the organization with a unified source of truth. By integrating seamlessly with corporate email and calendar systems, the platform synchronizes schedules and communication threads. When a candidate is successfully hired, automated alerts instantly notify the broader HR team, eliminating manual handoffs and reducing administrative drag.

2. Radical Time Savings via Self-Scheduling

Before automated scheduling, coordinating interviews across busy hiring managers, international time zones, and high-volume candidate pools consumed massive amounts of TA bandwidth. Workable’s self-scheduling feature allowed candidates to book available interview slots directly into synced calendars. For Harrison, this single feature saved approximately 20 hours per week, turning an administrative logistical nightmare into a streamlined automated process.

3. Structured Pre-Screening with Scorecards

To maintain quality control during high-volume hiring phases, Smith utilized Workable’s digital scorecards during pre-screen interviews. Because recruiters naturally lean toward conversational styles, structured scorecards keep interviews focused on critical competencies. Once completed, hiring managers receive automated alerts and can instantly review the standardized scorecard within the system—preventing information loss and speeding up advancement decisions.

4. Professionalizing Candidate Communication

In a competitive employment landscape, radio silence damages employer branding. Utilizing Workable’s automated email templates, the team established timely, professional, and consistent communication touchpoints throughout the application lifecycle. This upgrade directly addressed previous candidate feedback regarding slow and uncoordinated outreach.

5. Transitioning to Enterprise Governance via the Premier Plan

As The Beauty Tech Group transitioned into a publicly listed company, internal governance, reporting transparency, and financial compliance requirements tightened significantly. Recognizing that their existing tier could not satisfy these heightened demands, the team upgraded to Workable’s Premier Plan. This introduced formal requisition approval workflows and advanced reporting dashboards, giving executives clear visibility into headcount planning, departmental budgeting, and resource forecasting. The migration was executed seamlessly with the dedicated support of a Workable account manager.

6. Reinforcing Brand Equity Through the Careers Site

For a company selling high-end consumer technology, branding is paramount. Workable’s customizable careers site builder enabled the HR team to craft an immersive destination that communicates the company’s core values, workplace culture, and mission. This ensures prospective employees immediately absorb the premium ethos of the enterprise before stepping into the interview loop.

Broader Implications for the Beauty Tech and E-Commerce Sectors

The successful transformation of talent operations at The Beauty Tech Group carries wider implications for the broader e-commerce, retail, and beauty-tech sectors. As consumer brands increasingly rely on digital marketing ecosystems, specialized roles—such as influencer marketing managers, performance digital strategists, regulatory compliance officers, and international supply chain experts—are in exceptionally high demand.

Companies attempting to scale these critical commercial functions using ad-hoc spreadsheets or legacy, disconnected ATS platforms frequently find themselves lagging behind agile competitors. The Beauty Tech Group’s experience proves that investing in enterprise-grade recruitment infrastructure is not merely an internal HR upgrade; it is a foundational business growth strategy.

By reclaiming 20 hours a week in administrative capacity, scaling a vital revenue-generating team by 47% in less than a year, and successfully adapting to the rigorous reporting standards of a public company, The Beauty Tech Group has proven that operational excellence in recruitment directly fuels commercial success.

As David Smith summarized:

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

For an organization whose commercial promise is rooted in technological innovation and personal transformation across 80 countries, having a hiring engine capable of matching that ambition ensures that The Beauty Tech Group is fully equipped for its next chapter of global growth.