From Ad Hoc to Best Practice: How The Beauty Tech Group built a modern recruiting operation with Workable

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Who Is The Beauty Tech Group

The Beauty Tech Group — formerly known as Currentbody — is a global beauty technology company redefining at-home beauty through innovative devices and skincare solutions. The group operates four distinct brands: Currentbody Skin, Zip Beauty, Tria Laser, and Currentbody Skin The Clinic, built on four core technologies: LED, radio frequency, microcurrent, and laser. Products are sold through e-commerce to more than 80 countries, with a parallel business-to-business offering that includes partnerships with luxury retailers such as Harrods Beauty.

The organization employs more than 200 people across offices in the UK, US, China, India, and Japan. Talent acquisition is led by David Smith, Talent Acquisition Manager, with Rachel Harrison serving as TA Business Partner, focused specifically on the influencer marketing function, one of the group’s most commercially important and fastest-growing teams.

What Hiring Looked Like Before Workable

Before Workable, recruiting at The Beauty Tech Group was, in David’s words, “quite ad hoc, quite reactive.” When teams needed to grow, they would approach the CFO directly and that conversation would mark the beginning of the process. There was no structured framework, no consistent candidate journey, and no single system holding it all together.

The organization had an applicant tracking system in place before Workable, but Rachel acknowledges it was not being used effectively. Processes were slow and undefined, and the candidate experience reflected that. From both the hiring manager and candidate perspective, the experience left room for significant improvement. As the business scaled across multiple markets and disciplines — from influencer marketing and performance digital to regulatory affairs and multilingual roles — the limitations of an unstructured approach became increasingly difficult to absorb.

Why Workable

The decision to partner with Workable came from a clear recognition that best practice recruitment required proper infrastructure. “That’s why we wanted to partner with someone like Workable,” David explains, “to make sure that we’ve got the processes in place for the best practice when it comes to recruitment and hiring.”

For David, who has worked with multiple applicant tracking systems across his career, Workable stood out for its completeness. “It just has everything there. It’s all in that system — from the very start of us creating our careers page through to the applications, interviewing, and offer or feedback. That’s the real game changer. It’s all there.” The platform’s integration with email and calendar reinforced its value as a single source of truth for the entire recruiting function.

How Workable Changed Hiring at The Beauty Tech Group

1. A Structured, End-to-End Process 

Workable gave The Beauty Tech Group what it had been missing: a defined, repeatable process from first touch to hire. The platform covers the full recruitment lifecycle — careers page, applications, screening, interviewing, offers, and handoff to the HR system — in one connected environment. “It links with your emails, with your calendar, so it gives that one system and that one kind of source of truth,” David notes. When a hire is made, the HR team is automatically alerted through the integration, closing the loop without manual communication.

2. Self-Scheduling That Gives Time Back

For Rachel, who manages high-volume recruitment across the influencer marketing team, coordinating interviews across multiple candidates, hiring managers, and pipeline stages is one of the most time-intensive parts of the role. Workable’s self-scheduling feature has fundamentally changed that. “With Workable’s self-scheduling system, I save around twenty hours a week,” she says. Candidates book directly into available calendar slots, and the tool handles the coordination across multiple hiring managers’ diaries simultaneously — a capability that would be nearly impossible to replicate manually at the same pace.

3. Scorecards That Keep Prescreens on Track

David uses Workable’s scorecards during every prescreen call. For a recruiter who describes the profession as one that naturally gravitates toward conversation, the structure matters. “It keeps you on track because it means that you’re asking those key questions so that you can provide that information to hiring managers.” Once a prescreen is complete, hiring managers receive an alert and can review the scorecard directly in the system — no handoff emails, no information lost in translation.

4. Automation and Templates for a Consistent Candidate Experience

In a competitive talent market, every candidate interaction reflects on the brand. “The tools that Workable provides” allow the team to deliver, in David’s words, “a smooth and consistent journey.” Automated email templates ensure timely, professional communication at every stage — a meaningful upgrade from the slow, inconsistently managed outreach that preceded Workable. Rachel points to automated candidate communications as one of the clearest differentiators from prior systems she has worked with: “Other ATSs that I’ve used haven’t really had that kind of ability.”

5. A Premier Plan Built for a Public Company

When The Beauty Tech Group became a publicly listed company, its reporting and governance requirements changed. Rachel and the team quickly identified that the existing plan would not meet the demands of a more structured, scrutinized business environment. The upgrade to the Premier Plan introduced a formal requisition process — a significant operational shift for hiring teams — alongside enhanced reporting capabilities that support resource planning, budgeting, and headcount visibility. The rollout, supported by a dedicated Workable account manager throughout, was described as seamless.

6. A Careers Site That Reflects the Brand

Candidate experience is not a secondary concern at The Beauty Tech Group — it is an extension of the brand itself. As Rachel explains: “Candidate experience is really important to us given the brand that we are, the premium feel that we have, and we want to ensure that candidates in our process are getting that feel.” Workable’s careers site gives the team a platform to communicate the company’s values and culture in depth, setting candidates up for the interview process while reinforcing the premium positioning the group works to maintain.

Business Impact

In the eight months since Rachel joined The Beauty Tech Group, the influencer marketing team has grown from 34 people to more than 50 — a 47% increase — managed against the backdrop of a business navigating a public listing and expanding into new markets. Self-scheduling alone has returned an estimated 20 hours per week to the recruiting function. Hiring managers across the organization rate the platform positively, citing ease of access to candidates, CV review, and interview scheduling as the features that make their experience noticeably better.

David’s verdict is straightforward: “In the past, I’ve used multiple ATS systems, and for me, Workable is certainly one of the best.” For an organization whose products promise transformation — in beauty, in technology, in the everyday routines of consumers across 80-plus countries — having a hiring operation that can match that ambition is not a nice-to-have. It is a prerequisite for growth.