AMS, 7-11 Bishopsgate, London (2026)

19/04/2026

Our client, a community-focused financial services leader, required a robust, customer-centric contingent workforce strategy to evolve the candidate journey, enhance their employer brand, drive cost savings, and reduce time-to-fill for high-volume roles.

💡 The Solution: Branded Direct Sourcing
Tailored to the client’s unique needs, we provided a dedicated team operating under the client’s employer brand while utilizing talent pool technology and VMS integration to build specialized, streamlined pipelines across multiple divisions.

The Impact: $6M+ in Annualized Savings
Within just two years, the partnership delivered transformative results:
- Financial Growth: Over $6 million in annualized savings.
- Talent Velocity: 60% of contingent roles are now filled directly from a pool of 70,000+ qualified candidates.
- Stakeholder Excellence: Achieved a 95% hiring manager satisfaction rate.

🔎 Learn more: https://www.weareams.com/resources/case-studies/transforming-contingent-workforce-management-through-direct-sourcing/?utm_campaign=Always+ON&utm_content=Our+client%2C+a+community-f&utm_source=facebook

This is people powered partnership.

12/04/2026

Despite strong brand recognition, HVAC Technicians didn’t feel a strong sense of "belonging" to the company’s culture. A complex application process and a passive market made talent acquisition challenging.

💡 The AMS Solution
To implement an authentic, hero-focused value proposition that replaced traditional industry jargon, AMS focused on the following key pillars:
- Research-Led: We conducted 12 focus groups to tap into the "fixer" pride that Technicians feel.
- Strategic Talent Value Proposition: We rebranded roles as "elite agents" on a mission and deployed this messaging via Spotify, social media, and digital-out-of-home platforms.
- Tech-Enabled: We simplified the candidate journey by creating a bespoke landing page and utilizing "Tech Ambassadors" for instant engagement.

The Impact
- 50% faster time-to-offer.
- 66% increase in application flow.
- Global Reach: Applications from 34 countries and a massive boost in brand awareness.

🔎 Learn how we strengthened brand perception in key markets with a scalable strategy and clear ROI: https://www.weareams.com/resources/case-studies/driving-global-brand-awareness-with-ams/?utm_campaign=Always+ON&utm_content=Despite+strong+brand+reco&utm_source=facebook

This is people powered partnership.

05/04/2026

Solairus Aviation, a U.S. leader in private aircraft management, operates in a high-stakes environment where precision and speed are vital. 🌎 Managing a high-volume workforce requires an elite ability to source niche talent, such as pilots with specific aircraft certifications.

Faced with a critical five-month window to replace its legacy ATS, Solairus successfully migrated over 30,000 candidate records without compromising its ability to filter high-volume applicant pools for business-critical flight qualifications.

💡 The AMS Solution
Solairus and AMS transformed talent acquisition by implementing iCIMS in just five weeks, focusing on automated ranking, advanced sourcing, candidate re-engagement and strategic migration.

The Impact: Hiring in Minutes, Not Days
The transition delivered immediate, measurable results:
- Rapid Hiring: In one case, a flight attendant with specialized training was identified and hired within minutes using new search and text tools.
- Efficiency Boost: Recruiters now spend less time on manual resume reviews and more time engaging top talent.
- Stakeholder Satisfaction: Hiring managers gained 100% visibility into pipelines through customizable dashboards.
- Candidate Experience: Streamlined application flows led to faster response times and higher engagement.

🔎 Learn more about this technology transformation: https://www.weareams.com/resources/case-studies/solairus-aviation-transforms-hiring-with-a-high-powered-ats-in-record-time/?utm_campaign=Always+ON&utm_content=Solairus+Aviation%2C+a+U.S.&utm_source=facebook

This is people powered partnership.

29/03/2026

Hilti Corporation is a global leader in professional construction products, employing over 32,000 people worldwide. To stay ahead in a competitive market, they needed to deploy a new, future-proof, scalable TA model. 🌎

Hilti’s sourcing function faced a critical skills gap. To deliver the consultative approach the business required, a global team of sourcers needed to move beyond the basics to uncover niche, passive talent in a volatile market.

💡 The AMS Solution
AMS Advisory delivered an immersive, modular training program tailored to Hilti’s unique global needs. Over four weeks, we conducted 12 intensive sessions focused on advanced technical sourcing, consultative soft skills, and key knowledge transfer.

The Impact
The result is a future-proof TA function that thinks and acts strategically across all geographies.
- Upskilled Global Team: 20 sourcers empowered with well-rounded, consultative capabilities.
- Scalable Success: Training content is now being repurposed to elevate the broader talent acquisition function.
- Enhanced Experience: Stronger partnerships between sourcers, recruiters, and hiring managers.

🔎 Learn how we transformed Hilti’s TA function: https://www.weareams.com/resources/case-studies/elevating-sourcing-skills-and-enabling-a-new-ta-model-to-succeed-hilti/?utm_campaign=Always+ON&utm_content=Hilti+Corporation+is+a+gl&utm_source=facebook

This is people powered partnership.

22/03/2026

With over 90,000 colleagues across 130 countries and an annual revenue exceeding $24 billion, Marsh McLennan manages some of the most complex challenges of our time. 🌎 Despite their massive scale, a rapidly expanding global footprint, and a volatile talent market put pressure on their existing TA model.

They needed a way to ensure budget-conscious scalability and resilience without sacrificing service excellence.

💡 The AMS Solution: Strategic Rightsizing
AMS Advisory delivered a forward-looking operating model that aligned people, process, and technology while optimizing resources, centralizing platforms, and reducing agency dependency.

The Impact: Future-Proof Performance 📈
The transformation resulted in a TA model built for the long term:
- Improved Cost-Efficiency: Smarter resource allocation reduced overhead.
- Enhanced Operational Agility: The ability to navigate market fluctuations with confidence.
- Strategic Alignment: TA operations now directly support the broader business strategy.

🔎 Learn how we future-proofed TA for Marsh McLennan: https://www.weareams.com/resources/case-studies/unlocking-flexibility-to-meet-the-demands-of-a-dynamic-market/?utm_campaign=Always+ON&utm_content=With+over+90%2C000+colleagu&utm_source=facebook

This is people powered partnership.

19/03/2026

57% faster time-to-hire through simplified job profiles, and removing degree requirements? That’s a huge win. 🎯 In our paper, we reveal how leading companies in the pharmaceutical, banking, and IT sectors are transforming their hiring outcomes through a skills-based approach.

Some of the key outcomes achieved include:

- 1300% increase in candidate traffic by removing degree requirements
- 714% larger talent pools by hiring across industries
- 85% of roles filled internally through reskilling
- 27% boost in skills data adoption with the right tech and change strategy
- 95% conversion rate of applicants to bench selection

🔎Discover how leading companies are building the workforce of the future: https://www.weareams.com/whitepapers/skills-based-approaches-in-action-real-world-case-studies/?utm_campaign=Always+ON&utm_content=57%25+faster+time-to-hire+t&utm_source=facebook

18/03/2026

Skills transformation isn't a "flip the switch" moment. It’s a journey. 🎯 Six months ago, AMS launched our enterprise Skills platform. Today, we’re pulling back the curtain on the real story: what worked, what didn’t, and the lessons every leader needs to know before they start.

Every step of our journey has provided critical insights into the key drivers of adoption, the sources of friction, and the areas where we must further align our systems and processes.

🔎 Inside the paper:

- The must-haves: data, job architecture, governance, change.
- The watch-outs: tech limitations, resource gaps, user friction.
-The wins: clearer career paths, better learning, stronger performance conversations.

If you’re ready to move beyond the theory and build skills adoption that works, this is for you.

Download the paper here: https://www.weareams.com/whitepapers/from-vision-to-reality-what-we-have-learned-on-our-skills-transformation-journey/?utm_campaign=Always+ON&utm_content=Skills+transformation+isn&utm_source=facebook

‘Skills

17/03/2026

The perfect blend for hiring success? AI-powered orchestration + human intelligence. 💡Discover how Standard Chartered is responsibly embedding AI to build a future-proof workforce, enhance hiring quality, and unlock efficiency at scale, in our paper examining:

- Where AI adds value and where human expertise remains essential
- The practical steps Standard Chartered have taken to bring AI to life in TA
- How AMS’s Evolved Recruiter Ai Framework and AMS One have enabled this shift
- The leadership and change management required for sustainable adoption

📥 Download the paper: https://www.weareams.com/whitepapers/bringing-ai-to-life-in-ta-at-standard-chartered-bank/?utm_campaign=Always+ON&utm_content=The+perfect+blend+for+hir&utm_source=facebook

This is People powered partnership.

16/03/2026

Great minds don’t always think alike - and that is our greatest strength. 🧠✨ At AMS, we don’t just see neurodiversity as a human imperative; we see it as an advantage.

As we mark Neurodiversity Celebration Week 2026, we are moving beyond awareness and into inclusive action. We know that when barriers are removed, talent performs.

Whether it’s through creativity, hyper-focus, or alternative problem-solving, our neurodivergent colleagues bring the fresh perspectives that drive world-class innovation.

Our Blueprint for an Inclusive Future:
- Belonging over Assimilation: We believe no one should have to change who they are to succeed. We celebrate lived experience and value how people think, rather than asking them to conform to a single "norm."

- Action over Awareness: From inclusive interview practices to our reasonable adjustment toolkits, we are embedding accessibility into the entire talent lifecycle.

- Strength in Variation: With 15-20% of the population identifying as neurodivergent, we recognise these differences as natural variations that strengthen team performance.

Celebrating Lived Experience 🌎
This week, we are proud to host an internal global panel discussion, where our colleagues will be sharing their personal journeys—from navigating a diagnosis to balancing work and home life. This is to remind us that many challenges aren't about "deficits," but about the environments we build.

At AMS, we are committed to building an environment where every mind is empowered to succeed.

15/03/2026

How do you manage a growing workforce when 89% of your contingent spend is "invisible"? One leading financial institution with a footprint across the Americas faced this exact challenge. 🌎

As the bank’s contingent workforce grew, the lack of centralized governance created a "black hole" in visibility. This led to fragmented processes, supplier sprawl with over 200 vendors, and significant compliance risks.

The AMS Solution: A Deep-Dive Diagnostic
After conducting a holistic diagnostic with over 60 stakeholders to build a sustainable roadmap, we analyzed Statement of Work (SOW) engagements for hidden risks, developed a Target Operating Model (TOM) and cost-savings playbook, and recommended technology upgrades to replace legacy systems.

The Impact: Strategic Clarity & Massive Savings
- $10 Million+ in identified annual cost-saving opportunities.
- 85% Potential Reduction in supplier count.
- 88.6% Centralization: Moving from just 11% managed spend to a nearly fully centralized model.
- Strengthened Compliance: Enhanced reporting and risk controls to protect the organization.

🔎 Learn how our data-led diagnostic unlocked value and mitigated risk: https://www.weareams.com/resources/case-studies/contingent-workforce-diagnostic-driving-reduced-cost-and-risk/?utm_campaign=Always+ON&utm_content=How+do+you+manage+a+growi&utm_source=facebook

This is people powered partnership.

14/03/2026

Most corporate boards are experts at spotting financial red flags, yet they often struggle to see the people and cultural risks brewing beneath the surface.🌍 Skills shortfalls and leadership misalignment are early warning signs that, if ignored, slowly erode the ability to execute.

When boards prioritize human capital oversight, they aren't just managing "HR issues"—they are future-proofing the organization's most critical engine for growth.

🔎 AMS Chief Growth Officer Nicola Hancock, and fellow Forbes HR Council members share the workforce, culture and talent risks they believe boards still underestimate: https://www.forbes.com/councils/forbeshumanresourcescouncil/2026/03/05/hr-leaders-address-key-organizational-risks-boards-often-underestimate/

In our paper, ‘The 2026 talent blueprint’ we explain why 2026 is "make-or-break" for leadership, exploring the 5 key trends impacting talent: https://www.weareams.com/whitepapers/the-2026-talent-blueprint-trends-that-matter/?utm_campaign=Always+ON&utm_content=Most+corporate+boards+are&utm_source=facebook

13/03/2026

The India advantage? The mature talent ecosystem. Today, India is home to more than 1,950 global capability centers (GCCs). 📍 The talent is ready. The cost advantage is real. But success hinges on strategic clarity, phased ex*****on, and expert support.

Our new guide, developed by experts in talent acquisition and global expansion, is your blueprint for a successful Global Capability Center (GCC) strategy.

It's packed with actionable, scalable insights to ensure your GCC becomes a long-term strategic asset, supporting your organization’s business and growth goals.

Inside this essential guide:

- Practical roadmap for launching your first GCC in India
- Deep talent market intelligence—by location and critical role
- Clear guidance on hiring models, critical timelines, and local operational nuances
- The Build–Scale–Optimize model providing a talent-driven path from idea to impact

📊 Turn your GCC strategy into a long-term competitive differentiator with our guide: https://www.weareams.com/whitepapers/whitepaper/from-vision-to-value-the-definitive-guide-to-launching-a-gcc-in-india?utm_campaign=Always+ON&utm_content=The+India+advantage%3F+The+&utm_source=facebook

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