Seven Maisons, fifteen countries, one talent engine
We analyzed your current open positions across the Richemont portfolio. Here's what the data reveals — and how to get even more from it.
Richemont's talent needs span everything from haute horlogerie artisans in Plan-les-Ouates to CRM strategists in Seoul — a breadth few companies can match. We studied your open roles, career site structure, and Workday feed to understand how the portfolio is hiring and where small improvements could create meaningful returns.
The Maisons Behind the Roles
Cartier leads with a third of all positions, followed by Richemont corporate and Van Cleef & Arpels — a mix that reflects the portfolio's strategic priorities.
Cartier leads the hiring portfolio
13 of 40 roles are for Cartier, reflecting its position as the flagship. Van Cleef & Arpels follows with 7 roles spanning manufacturing and retail.
Commercial and Marketing lead hiring
Retail and client-facing roles make up nearly half of all positions, while Manufacturing signals active investment in artisanal production capacity.
Worth noting
Three Manufacturing roles (Sertisseur, Contrôleur Qualité, Technicien) sit in Geneva's watchmaking corridor — specialized talent that benefits from structured sourcing strategies.
Craftsmanship at Scale
Manufacturing roles across Plan-les-Ouates, Meyrin, and Buttes — the Swiss watchmaking corridor where tradition meets precision
Where You're Hiring
22 cities across 15 countries, with a strong European core and meaningful presence in Asia Pacific.
Paris is the epicenter
30% of roles are in France (11 Paris, 1 Cannes), followed by Switzerland's watchmaking corridor with 6 roles across 5 cities.
Europe-heavy, Asia Pacific rising
68% of roles are in Europe, but APAC's 22% share — driven by South Korea, Malaysia, Thailand, and Singapore — signals the region's growing importance.
- Countries represented15
- Unique cities22
- France concentration30%
- Switzerland (watchmaking)15%
A Global Retail Footprint
11 Commercial roles from Seoul to Dubai, Kuala Lumpur to New York — boutiques where heritage meets client experience
Untapped Potential
Your Workday ATS and career site already capture valuable data. A few structural improvements could unlock significantly better analytics, candidate experience, and reporting.
Maison identity lives in descriptions, not structured fields
The "Maison" field on your career site contains department names (Commercial, Marketing, Manufacturing) — not the luxury house. To know if a role is Cartier or Van Cleef & Arpels, you must read the full description. This prevents structured filtering, portfolio-level analytics, and brand-specific reporting.
- Roles with Maison in a structured field0 of 40
- Maison discoverable from description only39 of 40
- Maison not identifiable at all1 of 40
The unlock
Adding a Maison tag in Workday enables portfolio-level dashboards: time-to-fill by brand, sourcing effectiveness per Maison, hiring velocity across the group. One field, massive visibility gain.
22% of roles have no contract type
9 of 40 jobs are missing the contract type entirely. For a portfolio that invests 25% of openings in trainee and apprentice programs, this gap makes it hard to track your early-career talent pipeline.
Quick fix
Making contract type required in your Workday posting template ensures 100% completeness going forward. Backfilling 9 gaps takes about an hour.
Bilingual postings without structured language tags
70% of posts are English, 30% French — but there's no language field. Candidates can't filter by language, and job boards can't properly route listings across your 15-country footprint.
Recommendation
Add a language tag in Workday and consider dual-language postings for key markets. Improves SEO, job board syndication, and candidate matching.
Strong trainee pipeline — 25% of all roles
10 of 40 positions are trainees and apprentices — a significant investment in next-generation luxury talent, particularly in product design, sustainability, and data analytics.
- Senior / Manager / Lead roles15
- Mid-level roles14
- Trainee / Intern / Apprentice11
- Unique job titles38
Opportunity
Structured seniority levels in Workday would make this pipeline investment fully visible in reporting — and enable internal mobility analytics across the portfolio.
How We'd Partner With Richemont
Phased, low-disruption improvements that start delivering value in week one.
Phase 1 — Workday Data Architecture
Add structured Maison, language, and seniority fields. Ensure contract type completeness. Validate field mapping consistency. Your analytics go from partial to trustworthy.
Phase 2 — Portfolio Talent Dashboard
A Power BI dashboard with group-level visibility: open roles by Maison, hiring velocity by region, department distribution, and pipeline health. One view for the entire portfolio.
Phase 3 — Career Site Optimization
Improve candidate filtering, add Maison-specific landing pages, implement structured data for SEO, and enable language-based routing. Make the career site match the brand experience.
Ongoing — Job Architecture & Taxonomy
Standardize titles across Maisons, build a seniority framework, create consistent department tagging. Enables compensation benchmarking and internal mobility analytics.
Digital & Innovation
Creating seamless omnichannel experiences — where technology meets timeless luxury
We understand luxury talent operations
WezOps is an HR Technology consultancy specializing in ATS optimization, talent analytics, and global operations for the world's most demanding companies.
ATS & Workday
Deep experience with Greenhouse, Workday, Lever, Ashby. We optimize for data quality and recruiter efficiency.
Talent Analytics
Power BI dashboards for multi-brand, multi-entity portfolios. Recruiting data becomes strategic decisions.
Global Operations
Payroll, compliance, and HR ops across 17 countries. We understand multi-jurisdiction talent management.
Let's unlock the full value
of your talent data
30 minutes is all we need to show how these insights translate to actionable improvements for Richemont.
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