Azerty Jobs : Clustree revolutionizes career management in business thanks to Big Data!
Clustree is the brilliant idea of Bénédicte de Raphélis Soissan, a 27-year old entrepreneur with several years of consultation with large CAC 40 companies. Her project: to revolutionize career management in business, and nothing else! And according to the reputation of investors (Xavier Niel, among others), the young startup seems like it will fulfill its ambitions!
More than anything else, Clustree is a technology that allows us to cross-check an infinite amount of data (in this case, the employees’ skills, and their schools and professional experiences) in order to help companies manage their Talent Pool as effectively as possible. For Bénédicte de Raphélis Soissan, the added value of such a tool is undeniable:
"By analyzing millions of career paths around the world, in every business sector, we can bring to light all the possibilities for development and careers that exist. In particular, the transversalities and original profiles for a position. For them, human resource directors finally have the means to convince managers that they may meet their needs. It’s factual, and it can’t be challenged.”
Clustree’s initial observation is the increasing complexity of human resource management in business due to several factors, such as the rapid obsolescence of skills, the emergence of new professions, and even the retention of talent facing turnover. In other words, HR is entering a new era, so it’s logical – and necessary – for us to invent new tools so we can address it calmly.
At the same time, we see that large companies have a hard time changing their way of thinking about career management and recruitment in general, even when they have the desire to do it. So, with Clustree, Bénédicte de Raphélis Soissan is only responding to a latent need for inspiration.
And more specifically, how does it work?
The "matching" system of positions and talents in the company is made possible by very smart features tailored to the requirements of managers. Illustration:
When an employee is about to leave the company, the "alerting" tool anticipates what position and sector and is quick to suggest possible career paths to retain him. The founder’s principle: "How can one change jobs without changing companies?"
And employees also reap benefits: the "dreamjob" tool, for example, lets employees see what career path they need to take and how long it will take them to get the position they dream about within their company – practical!
Finally, is it a real innovation?
Clustree is obviously an innovative startup, and it’s innovative in many ways. The startup is already responsible for a process innovation because it’s the only one to use Big Data to optimize career management in business – successfully. But that’s not all. More than anything else, Clustree allows for thinking outside the usual framework of HR, by highlighting the potential of employees more than their CV. As Bénédicte de Raphélis Soissan says so well:
"Our role is to support human resources to be inspired by reality to get away from processes and focus on humans as a source of innovation for the company."
Thus the major innovation introduced by Clustree is social! And this is the full force of what might be called “the Clustree paradox”: an automated system that maximizes the management of human capital.
Today, Clustree supports large French companies like Engie and Canal +, and it stands out as a true ally to businesses that have decided to free themselves from existing frameworks to take charge of their own talent management issues, using the evidence.