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

Main Facts

In the fast-evolving landscape of global consumer goods, operational agility is just as important as product innovation. The Beauty Tech Group—formerly known as CurrentBody—is a pioneering force in the at-home beauty technology sector. Operating across more than 80 countries through e-commerce channels and high-profile business-to-business partnerships with luxury retailers like Harrods Beauty, the company develops sophisticated skincare solutions built on core technologies such as LED, radio frequency, microcurrent, and laser.

Managing four distinct brands (CurrentBody Skin, Zip Beauty, Tria Laser, and CurrentBody Skin The Clinic) and a global workforce of over 200 employees scattered across the United Kingdom, the United States, China, India, and Japan presents immense organizational hurdles.

To support this rapid international footprint and a transition into a publicly listed company, The Beauty Tech Group overhauled its talent acquisition framework. Partnering with recruitment platform Workable, the company digitized, structured, and scaled its hiring operations. The results have been transformative: the critical influencer marketing team expanded from 34 to over 50 professionals in just eight months—a 47% growth spurt—while the talent acquisition (TA) team reclaimed approximately 20 hours per week through automated self-scheduling tools alone.

Chronology: From Ad-Hoc Recruitment to Enterprise-Grade Infrastructure

The Pre-Workable Era: A Reactive Approach

Before integrating Workable, talent acquisition at The Beauty Tech Group was, by the admission of Talent Acquisition Manager David Smith, "quite ad hoc, quite reactive." When individual business units required headcount expansion, department leads would approach the Chief Financial Officer directly. This conversation served as the informal starting gun for a recruitment cycle that lacked a standardized framework, unified tracking, and a cohesive candidate journey.

Although the company had previously invested in an applicant tracking system (ATS), TA Business Partner Rachel Harrison noted that it went largely underutilized. The processes remained sluggish and poorly defined, directly impacting the candidate experience. As the business diversified—hiring for specialized roles spanning influencer marketing, performance digital, regulatory affairs, and multi-lingual global positions—the cracks in this unstructured approach widened. The leadership team recognized that scaling a modern, multi-market enterprise required robust technological infrastructure.

The Migration and Partnership

Seeking an all-in-one solution that could handle everything from initial employer branding to final onboarding handoffs, The Beauty Tech Group evaluated the market and selected Workable.

Initially deploying standard recruitment features, the TA team quickly realized the platform’s utility as a single "source of truth." However, as the company achieved public listing status, its governance, compliance, and reporting requirements shifted dramatically. To meet these elevated corporate standards, The Beauty Tech Group upgraded to Workable’s Premier Plan. Supported by a dedicated account manager, the company introduced formal requisition management workflows and enhanced reporting capabilities, ensuring full transparency for resource planning, budgeting, and global headcount visibility.

Supporting Data: Key Metrics and Business Outcomes

The integration of Workable has generated measurable efficiency gains across The Beauty Tech Group’s recruitment lifecycle, directly supporting commercial growth and operational sustainability.

Official Responses and Stakeholder Perspectives

The success of the Workable implementation is underscored by firsthand accounts from the internal talent acquisition team, who navigate the daily realities of scaling a high-growth brand.

David Smith, Talent Acquisition Manager

David Smith brings extensive industry experience to his role, having worked with numerous applicant tracking systems throughout his career. For him, Workable’s primary differentiator is its comprehensiveness.

"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 explains.

He also emphasizes the utility of structured tools like digital scorecards during prescreening calls. In a profession where recruiters naturally gravitate toward organic conversation, scorecards act as an operational 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," Smith notes. Once prescreens are completed, hiring managers receive automated alerts and can instantly review the scorecard directly within the platform, eliminating the risk of lost context or delayed handoffs.

Rachel Harrison, TA Business Partner (Influencer Marketing)

Tasked with overseeing recruitment for the influencer marketing function—arguably the brand’s most commercially vital and fast-moving sector—Rachel Harrison faced severe administrative bottlenecks prior to adopting Workable. Coordinating complex interview schedules across multiple candidates, hiring managers, and pipeline stages was previously a major drain on resources.

The introduction of Workable’s self-scheduling feature altered this dynamic entirely.

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

Candidates are empowered to book directly into pre-vetted calendar slots, while the platform simultaneously coordinates across multiple hiring managers’ diaries—a feat that would be virtually impossible to execute manually at scale.

Furthermore, Harrison highlights the importance of candidate experience as a direct reflection of brand identity:

"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."

By utilizing automated email templates—a feature she noted was notably absent in other ATS platforms she had used—Harrison’s team delivers timely, professional, and consistent communication from the first touchpoint to the final offer.

Implications: Building a Resilient Future for Global Commerce

The transition of The Beauty Tech Group from an ad-hoc operation to a streamlined, data-driven hiring powerhouse carries wider implications for the retail technology and e-commerce sectors.

1. Brand Alignment Through Candidate Experience

In consumer-facing industries, particularly luxury beauty and wellness, the line between consumer marketing and employer branding is increasingly blurred. Candidates interacting with The Beauty Tech Group are frequently existing customers or industry professionals familiar with high-end brands like Harrods Beauty partnerships. By maintaining a polished, communicative, and frictionless recruitment journey via Workable’s careers pages and automated messaging, the company safeguards its premium market positioning.

2. Agility Amid Regulatory Scrutiny

Transitioning into a publicly listed company introduces layers of compliance, audit requirements, and financial accountability that catch many growing businesses off guard. By proactively upgrading to Workable’s Premier Plan, The Beauty Tech Group embedded strict requisition controls and transparent approval workflows directly into its hiring DNA. This foresight prevents unauthorized headcount expansion and gives executive leadership precise visibility into future labor costs across five international jurisdictions.

3. The Future of Talent Operations

The Beauty Tech Group’s trajectory proves that rapid commercial scaling does not have to come at the expense of administrative control. By delegating repetitive coordination tasks—such as calendar scheduling and initial status notifications—to intelligent software, human recruiters are liberated to focus on high-value strategic initiatives: assessing cultural alignment, advising hiring managers, and cultivating long-term talent pipelines.

Concluding his assessment of the platform, David Smith offers a clear endorsement:

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

For an enterprise whose core mission is to introduce technological transformation into daily consumer routines across the globe, possessing an equally innovative and reliable recruitment engine is no longer a luxury—it is the foundational bedrock upon which all future growth is built.