See how organizations use Saville assessments to hire at scale, build leaders, and make defensible people decisions.
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Tap a situation that sounds like yours. We'll show you the case studies of others who've done it, and the outcomes they got.
Hire at scale
25%average improvement in 90-day retention
Reduce turnover and improve quality of hire across high-volume roles.
Matching case studies
Build leaders
2xsuccess rate of new senior appointments
Identify, select, and grow the next generation of leadership.
Matching case studies
Develop teams
94%of leaders rate 360 feedback highly valuable
Roll out evidence-based development and 360 feedback.
Matching case studies
Safety-critical hiring
37%reduction in safety incidents traceable to selection
Hire defensibly for high-stakes, regulated roles.
Matching case studies
Leaders who could reflect, not just perform
3 modules
delivered over several months, building from individual to group insight
Financial services | Development & 360
50 leaders assessed, a new leadership team built with confidence
50 leaders
assessed across 9 business groups and 6 countries
Leadership selection
Future event leaders, identified from the top 100 shows
9 regions
with HR representatives trained to run the process themselves
Succession planning
50-plus leaders, aligned behind one transformation
50+ leaders
assessed and coached through individual feedback sessions
Development & 360
People Managers, trained to run their own team workshops
8 roles
People Managers assessed against, via the Work Roles model
Financial services | Development & 360
70 leaders assessed, a succession pipeline built on evidence
70 leaders
assessed for potential and performance against the same criteria
Succession planning
A bespoke leadership report, built in three weeks
3 weeks
from the start of consultation to a delivered, bespoke report
Telecoms | Leadership selection
Over 4,000 applicants screened, without losing the brand experience
4,000+
applicants effectively screened using the Work Strengths questionnaire
Financial services | High-volume hiring
315 self-nominated employees, identified and developed in one program
1 in 50
the odds of wrongly identifying potential, down from 1 in 5
Succession planning
89 candidates to 20 leaders, in weeks not months
32 women
identified for Development Centers, in under two weeks
Public sector | Leadership selection
£40,000 saved per cohort, without losing quality
£40,000
potential savings per cohort, from eliminated interviews and assessment centres
Aviation | High-volume hiring
From an annual 9-box grid to 40 minutes, on demand
40 minutes
to complete the Wave Professional Styles questionnaire, on demand
Retail | 10,000–100,000 | Succession planning
From several partners to one, across 150 countries
17.9k employees
one consistent standard for hiring and development
Retail | 10,000–100,000 | High-volume hiring | Development & 360
Front-line hiring, rebuilt around evidence
150 hours saved
screening graduates fairly at volume
Financial services | 10,000–100,000 | Early careers
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Don't see your industry?
We've probably done it. We just haven't written it up yet.
If you're scoping a project and want to know whether we've solved something similar, talk to us. We can usually share unpublished case work under NDA in a 30-minute call.
