The proof that an integrator delivers is not a logo wall. It is the consistency of results across cases, in different sectors, with different digital maturities. Here is our proof, measured and dated.
01 · THE PORTFOLIOWhat our client base says
Eleven active groups in portfolio, three overrepresented sectors · luxury and beauty, industry and energy, financial services. That structure is not a coincidence · these are the sectors where the hidden cost of human capital is highest and where executives have the indicators to measure it.
Active portfolio
Eleven brands that trusted us to overhaul their human capital
Dior
Vinci
Air France
Allianz
Crédit Agricole
TotalEnergies
Thales
Decathlon
Orange
Sephora
Randstad
+ you?
The detailed cases below are anonymized on sensitive elements, but the quantified indicators are real data from our engagements. The function titles of the stakeholders are accurate, the durations are accurate, the amounts are accurate. No protected competitive data is disclosed.
02 · THE CASESThree transformations in depth
Case 01
Luxury · beauty
14-month engagement · 2024-2025
Retail advisor turnover reduced from 34% to 19% across a population of 420 employees
Context· Premium retail brand facing advisor turnover above sector average, direct impact on service quality and an annual recruitment cost estimated at 4.8 million dirhams. CHRO mandated by the CEO to deliver a quantified stabilization plan within twelve months.
Results measured at 14 months
Annual turnover
34%→19%
Measured on rolling 12-month cohort
Rotation cost avoided
4.8 M MAD→2.2 M MAD
Consolidated net annual gain to date
Probation confirmation
71%→91%
On new joiners post-redesign
Phase 01 · Diagnostic
Audit of the recruitment process and onboarding journey, mapping of departures by tenure, exit interviews on a representative sample. Identification of three blind spots · selection too fast, under-structured onboarding, absent managerial ritual after the first month.
Phase 02 · Design
Redesign of the 90-day onboarding journey with measured pedagogical milestones, activation of a managerial coaching program for store managers, production of a microlearning refresher module delivered at D+30 and D+60.
Phase 03 · Execution
Rollout on three pilot sites then industrialization to 22 points of sale, weekly measurement, adjustment at D+45 on the refresher module. Dashboard handover to CHRO with transfer of managerial playbooks.
Verdict
2.6 million dirhams saved on a full year, a gain/engagement-cost ratio of 7:1 in year one.
Case 02
Industry · energy
10-month engagement · 2024
Site engineers time-to-fill cut from 87 days to 41 days without degrading filter quality
Context· Industrial group operating on six sites in Morocco, structural difficulty filling field-engineer roles with an average time-to-fill close to three months. Opportunity cost estimated at 220,000 dirhams per month of delay per role, directly visible on project margin.
Results measured at 10 months
Average time-to-fill
87 days→41 days
Over 18 engineering roles filled
Candidate qualification rate
12%→34%
Qualified interview / volume ratio
Confirmation at 6 months
74%→88%
New joiners post-redesign
Phase 01 · Diagnostic
Audit of the sourcing funnel and eligibility criteria, mapping of recruiter time spent on application screening, scoring of conversion rate at each step. Identification of the bottleneck on the pre-qualification phase, with 62% of recruiter time consumed on basic filtering.
Phase 02 · Design
Deployment of a conversational AI pre-qualification system, recalibration of role eligibility criteria with site leads, integration into the existing ATS workflow, definition of a real-time operational scoring fed back to recruiters.
Phase 03 · Execution
Rollout on two pilot roles, adjustment of conversational scripts at D+20, extension to all engineering roles in the group. Weekly measurement with recruitment leads and hiring sites. Pilotage handed over to corporate HR at D+180.
Verdict
3.3 million dirhams of opportunity cost recovered over twelve months, recruiters repositioned on candidate experience and critical roles.
Case 03
Financial services
12-month engagement · 2024-2025
Real-situation transfer lifted from 28% to 73% on a critical managerial journey
Context· Banking group facing a persistent gap between delivered managerial training (annual budget of 2.4 million dirhams) and evolution of field practice. L&D director mandated to redesign the program with a requirement for measurable transfer, not just satisfaction.
Results measured at 12 months
Field transfer at 90d
28%→73%
Observed by line managers
Completion rate
52%→91%
Full path over 180 managers
Cost per successful transfer
4,760 MAD→1,820 MAD
Budget / observed transfer ratio
Phase 01 · Diagnostic
Audit of the existing journey, interviews with a sample of managers who had taken the training, field observation in 12 pilot branches. Identification of three breaking points · content too dense, no anchoring after the session, no post-training measurement.
Phase 02 · Design
Modular journey redesign · interactive video capsules for core pedagogy, microlearning reminders at D+15 and D+45, field observation ritual integrated with the line manager, real-time transfer dashboard for L&D.
Phase 03 · Execution
Progressive rollout on three cohorts of 60 managers, monthly measurement, adjustment at D+90 on the field observation ritual. Dashboard handover and training of internal L&D teams on pilotage, shift to advisory mode at D+240.
Verdict
Training budget unchanged, field impact more than doubled, new measurement standard adopted by the group.
Reading
Three sectors, one single intervention pattern.
The three detailed cases above differ in size, topic, and digital maturity. What they share is the sequence · quantified diagnostic before solution, design calibrated on context, execution measured and transferable. The discipline of a consultancy, paired with the commitment of an integrator.
Every time, the engagement started with a refusal of transformation rhetoric. No introductory slide on the human capital of tomorrow. A quantification of the current cost, a projection of the recoverable gain, a results contract on the first 90 days. The rest is execution.
03 · YOUR CONTEXTWhich indicators to quantify first at your company
At this stage, the question an executive asks is not "are these cases interesting", but "which ones resemble my context". Our diagnostic starts with that framing · which cohort, which indicator, which target before/after. That is what you get in eight minutes with our online estimator, before any first call.
If you are a CHRO, CEO or CFO of an organization with more than 200 employees in Morocco, and you recognize one of these three situations in your own risk pipeline, the logical next step is a framing conversation. Not a demo. An initial quantification shared between us, with a commitment not to exceed 30 minutes.
Move to yours
What is your equivalent of these figures, today?
The online diagnostic delivers a personalized scorecard in eight minutes. You leave with a first estimate of recoverable gain, whether you activate Impactium afterwards or not.