Credem: how to find the best talent at scale among 30,000 applications to fuel business growth
With Skillvue, Credem halved time-to-hire and doubled interview quality — working with consistency and efficiency across 30,000 applications a year, 600+ branches and an accelerating hiring plan.
Credem
Financial Services
Credito Emiliano
~€1.6B
5,000+
600+
Hiring
A bank in sustained growth needs to hire talent at the speed of the business.
Credem (Credito Emiliano) is one of Italy's and Europe's most respected private banking groups. With a net profit of €621 million in 2025, it is recognised as one of the most solid institutions for asset quality and risk management. It is also, and above all, a bank that grows: while the Italian banking sector closes branches and reduces headcount, Credem does the opposite — since 2020 it has created over 1,400 new jobs.
This growth creates a critical challenge for HR: every year Credem receives around 30,000 applications, largely from junior profiles, school leavers and recent graduates applying through the Progetto Giovani, the group's main entry channel. In a sector where the average employee age exceeds 48 and 20–25% of the workforce will reach retirement by 2035, the ability to identify and onboard high-potential young talent is not an administrative task: it is the lever that determines whether the bank can continue to grow.
30,000 applications, 600+ branches, junior profiles indistinguishable by CV.
The best candidates risked leaving before the process ended. In a market where Credem competes with other banks, fintechs and tech companies for the same profiles, every week of delay in the process increased the risk of losing the most sought-after candidates.
High-potential young talent was not immediately visible
CV-based screening could not differentiate junior profiles. The soft skills that truly matter for these roles were completely invisible at the first step. The result: too many false positives in interviews, too many high-potential profiles missed.
The process didn't reflect the Employer Brand investment
For a bank certified Top Employer for 10 consecutive years and Equal Salary for 5, a process perceived as slow or cumbersome created a positioning dissonance. The youngest candidates expect a fast, modern and inclusive experience.
Time-to-hire risked losing the best candidates
In a market where Credem competes with other banks, fintechs and tech companies for the same profiles, every week of delay increased the risk of losing the most in-demand candidates.
Selection quality was not consistent
Guaranteeing uniform screening standards across a network of 600+ branches in 19 regions was an operational and fairness challenge. Without a centralised, structured filter, hiring quality could vary significantly.
What needed to change
Make the first filter more selective and predictive: identify high-potential profiles hidden among the 30,000 applications, reducing false positives
Reduce time-to-hire and optimise shortlists: respond to the best candidates before the competition and bring to interview only candidates with verified skills
Guarantee consistent standards across the network: same level of evaluation across 600+ branches
Improve employer brand: a fast, inclusive and modern process, consistent with the Top Employer positioning
AI Assessment with Skillvue
Skillvue was integrated into the Progetto Giovani hiring process with a gradual, data-driven approach: first validation on an initial perimeter, then progressive extension. The goal was to measure impact with real data before scaling.
Application collection and AI Assessment
The HR team collects and shortlists applications. Every candidate completes an assessment on the key cross-functional skills for client management in branch.
Ranking and shortlist
Skillvue produces a ranking with a detailed profile for each candidate. The HR team directs interviews on the basis of structured data.
Interview with the Credem team
Recruiters and hiring managers start from a solid information base and already well-defined profiles.
What changed and why it matters.
More candidates get to demonstrate their value
The assessment gave more people the opportunity to surface real skills beyond the CV. High-potential profiles that previously got lost in the volume are now identified — exactly what a bank hiring 400 people a year and competing for the best needs.
Radically improved interview quality
The +50% fit-to-hire means the second step of the process has become more efficient: less time spent on low-yield interviews, more informed decisions, faster feedback cycles.
Human-in-the-loop, always
The assessment doesn't produce a verdict: it produces information. The ranking and skills profiles feed the recruiter's decision — they don't replace it. AI augments human analytical capacity, it doesn't replace it.