Assessing senior GCC talent for technical depth and communication, live across 22 Centers of Excellence in two weeks.
Scale with no room to ease in
Schneider Electric’s global digital Center of Excellence hires at scale across 22 Centers of Excellence. Coordinating interviews across all of them meant endless scheduling, and evaluation drifted from one CoE to the next, while senior hiring managers lost hours to first-round screening calls that could have gone to engineering work.
Asking hiring managers to trust an AI-generated report instead of running their own L1 screens was a genuine behavioral ask, and the mandate left no room to ease in: go live across all 22 CoEs at once, in two weeks.
“The calibre of people you need just isn’t easy to find.”
One rollout, every CoE, hiring managers still in charge
Schneider chose a full, simultaneous rollout: every CoE, two weeks, no pilot. InfoSec and compliance were cleared first, and Schneider’s existing job roles, evaluation criteria and hiring guidelines were loaded in, so teams started from their own standards. Hiring managers stayed the source of truth: their judgment still led every decision, and the AI interview simply gave them faster information to make it with.
Within two weeks, all 22 CoEs were live. 180 people were trained across two tracks, one for recruiters and one for hiring managers. Month one saw 1,200 interviews conducted and 100% recruiter adoption, full-scale from day one.
Centers of Excellence live in two weeks, a full simultaneous rollout, not a phased pilot.
Source: Zeko AI deployment data.recruiter adoption in month one, across all 22 CoEs, with 180 people trained and 1,200 interviews conducted.
Source: Zeko AI platform data.Meeting the height of the bar
The AI interview reflected Schneider’s own bar because its existing roles, evaluation criteria and hiring guidelines were loaded directly into the platform. Reporting was walked through with both recruiters and hiring managers.
Senior GCC roles demand more than technical depth; people are expected to communicate and articulate clearly. The real work was getting the interview to evaluate communication alongside technical depth, and getting hiring managers to trust that it genuinely did.
15+ open-house and training sessions ran across all 22 CoEs on two tracks. A dedicated CSM handled every query, a shared deployment tracker gave both sides full visibility, and weekly syncs kept the rollout on schedule.
Sustained adoption at true GCC scale
Live since February 2026, the deployment has stayed strong: sustained adoption across every CoE, and hiring-manager trust in the relevance of what the interview asks. Because this is Schneider’s global digital CoE, the deployment doubles as proof that AI interviewing holds at true GCC scale.
“In engineering, the gap between a good hire and the right hire is significant, and the calibre of people you need just isn’t easy to find. Zeko AI helped us evaluate for exactly that level, so we keep bringing in people most companies struggle to reach.”
Scope: deployment window of two weeks to full go-live across 22 Centers of Excellence; metrics measured in month one after go-live. “Recruiter adoption” = recruiters actively running the platform across the 22 CoEs. Figures from Zeko AI deployment and platform data. Named and quoted with Schneider Electric’s approval.
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Build a Consistent, Audit-Ready Hiring Process
Standardize interviews across geographies and improve hiring quality with Zeko's AI platform.
Trusted by 150+ enterprises
SOC2 · GDPR · ISO27001
4.8/5 Average Candidate Rating
Act Now
Build a Consistent, Audit-Ready Hiring Process
Standardize interviews across geographies and improve hiring quality with Zeko's AI platform.
Trusted by 150+ enterprises
SOC2 · GDPR · ISO27001
4.8/5 Average Candidate Rating