Eightfold is an AI‑powered talent intelligence platform. This Eightfold deployment guide covers initial demo, PoC, configuration, UAT, change management, adoption and Go-live.
Global organisations face significant hiring challenges. For example, AstraZeneca processes about 1.3 million job applications each year.
This scale makes AI solutions attractive because they improve efficiency and candidate experience. Industry analysts emphasise strategic planning and change management.
Many HR tech initiatives falter due to low user adoption. Average HRIS adoption is about 32%, and 4% of HR leaders cite poor adoption as a top hurdle.
This report draws on best practices from analysts (Gartner, Forrester, Bersin) and lessons from companies such as AstraZeneca, Eaton, HSBC, and Vodafone.
It outlines how to deploy and launch Eightfold in a large global company. This covers the journey from initial demo through proof of concept, testing, change management, training, and go‑live. It culminates in a typical timeline and key lessons learned.
The objective is to provide senior recruitment leaders with an objective, professional blueprint for Eightfold deployment.
1. Initial Demo →
The deployment journey starts with an initial demo of Eightfold’s Talent Intelligence Platform.
This step is critical for creating enthusiasm and securing buy-in from key stakeholders such as talent acquisition leaders, IT, hiring managers, and HR executives.
2. Proof of Concept →
Once you secure stakeholder buy-in, the next step is a Proof of Concept (PoC) or pilot deployment.
The PoC acts as a small-scale implementation to validate Eightfold’s effectiveness in your environment before a full rollout.
3. Configuration, Integration and Testing →
After a successful pilot, the project moves into full implementation.
This phase covers configuration of the Eightfold platform, integration with existing systems, and rigorous testing. System configuration aligns Eightfold to the company’s processes and data.
4. Change Management and User Adoption →
Deploying a new AI recruiting platform is as much about people as it is about technology.
Change management should run in parallel with technical work so the organisation is ready to embrace the platform. This phase covers communication, training (detailed in the next section), and ongoing stakeholder engagement to drive adoption.
5. Training and Enablement →
Training is a cornerstone of successful deployment. Even advanced platforms fail if users do not know how to use them or resist doing so.
Effective training gives recruiters, coordinators, hiring managers, and other stakeholders the skills to leverage Eightfold from day one.
6. Go Live Planning and Launch →
Eightfold launch is the culmination of the project. It is when Eightfold go-live for production use across the organisation. Success requires meticulous planning and careful execution.
Gartner advises creating a detailed plan that minimises last minute changes and preserves support continuity to ensure a seamless transition.
Eightfold Deployment Timeline
Deploying Eightfold in a large global company typically takes 6 to 9 months from project initiation to full go-live for an end-to-end talent intelligence platform. Timelines vary based on company size, complexity, and scope.
Eaton Corporation modernized its talent acquisition with Eightfold (integrated with SAP SuccessFactors) over approximately 7 months. Vodafone adopted a phased approach starting in 2021 with external hiring and gradually expanded to internal talent mobility over three years. Each phase followed its own implementation cycle.
Use the following timeline to guide your deployment.
