TechFace Success Story

aity, a digital finance solutions provider, has built its foundation on Swiss engineering excellence and unwavering quality standards. Although aity has built a strong legacy over the years, it is now channeling its efforts toward a bold, forward-looking transformation centered on technological innovation. recognizing that the IT industry is in constant flux due to rapid technological innovation, the company is committed to staying ahead of the curve. This future-oriented mindset demands an open attitude, high flexibility, and a strong commitment to lifelong learning from all employees.
As part of a comprehensive rebranding initiative, aity set out to redefine itself as a modern, attractive employer. In a rapidly evolving IT landscape marked by continuous technological trends and innovations, the company recognized the imperative to remain future-ready. This forward-thinking approach is anchored in fostering an open mindset, embracing flexibility, and nurturing a culture of lifelong learning among all employees.
Additionally, aity acknowledged the importance of enhancing diversity within its tech teams—a move aimed at bolstering both innovative capacity and cultural richness. In pursuit of this goal, the company overhauled its recruitment process, with particular emphasis on optimizing job postings and refining interview procedures. These strategic changes were designed to catalyze a broader transformation of the corporate culture, positioning aity not only as a leader in technological innovation but also as a pioneer in inclusive and modern employment practices.

TechFace collaborated with aity to design and implement a workshop for their People Experience Managers and Executive Management members. The workshop aimed to raise awareness, develop methods and strategies enabling leaders to attract and retain diverse talent more effectively.
The workshop was carefully structured to create a safe environment that encouraged open dialogue and questions. It focused on identifying and adapting language in job postings to attract more women and diverse talent, while developing interview processes and questions that reflected the company's commitment to diversity and inclusion. Finally, we touched on the topic of onboarding processes and practices that support an inclusive work environment.

Our involvement encompassed three critical phases:

1. Discovery and Planning


- Conducted detailed stakeholder surveys to understand goals and needs
- Analyzed current job ads, processes and identified areas for improvement
- Designed customized workshop content based on organizational needs


2. Comprehensive Workshop Delivery
Delivered a two-hour intensive workshop covering key areas:


- Job posting analysis and optimization
- Interview process development
- Facilitated interactive group exercises and real-world application


3. Implementation Support


- Provided post-workshop documentation and recommendations
- Offered continued guidance through follow-up offers such as being a recognised sponsor at the #wetechtogether conference
- Discussing progressive workshop series that advances from foundational concepts to enhanced inclusion strategies, ensuring continuous growth and engagement

The initiative delivered substantial value across multiple dimensions:

- Enhanced job posting effectiveness through inclusive language and structure
- Improved interview processes with clear guidelines and fair evaluation methods
- Increased awareness of unconscious bias in recruitment
- Strengthened employer branding as a modern, inclusive workplace

The workshop's impact was particularly evident in the transformation of job posting practices and People Experience Manager awareness and adaption. The company successfully implemented job posts that appeal to a broader talent pool. Additionally, team leaders demonstrated increased confidence and understanding in diversity recruitment, leading to more effective and equitable hiring practices.

For organizations considering similar initiatives, we recommend beginning with a comprehensive workshop program that establishes a strong foundation of understanding among team leaders and key stakeholders. This initial step is crucial as it creates awareness of unconscious biases, develops a shared understanding of inclusive practices, and builds commitment to diversity goals across the organization.
Following this foundational phase, organizations should focus on implementing practical tools and processes. This includes developing standardized templates for job postings with inclusive language, supported by comprehensive interview question pools aligned with company values. Organizations should then implement evaluation frameworks that ensure fair candidate assessment and establish dedicated contact persons for interview-related questions. Regular review and updating of recruitment materials and processes is essential, along with the integration of diversity goals with broader organizational objectives.
Success measurement plays a crucial role in program sustainability. Organizations should track and analyze diversity metrics in application pools, interview process effectiveness, and candidate experience feedback. Long-term success indicators should include retention rates and internal mobility statistics, providing valuable insights for continuous program optimization.