The second-largest municipal electricity distribution company in Canada — recruiting reimagined for the energy transition.
Customer story · Recruiting at utility scale
2,000 employees, 769,000 customers, 18% of Ontario's electricity — and a workforce due for generational turnover.
Toronto Hydro serves approximately 769,000 customers in the city of Toronto, distributing about 18% of all electricity consumed in the province of Ontario. As the second-largest municipal electricity distribution company in Canada, the operating stakes are high — and the workforce demographics are turning over.
The recruiting function had to do more than fill openings. It needed to identify bench strength for the leadership gaps coming over the next decade, elevate HR from administrative to strategic, attract and retain talent through career pathing, and consolidate fragmented hiring into a single centralised capability.
A 360-degree view of the talent pool — across one of Canada’s largest utilities.
SuccessFactors Recruiting deployed with consumer-grade UX, dedicated SAP specialist support, and the analytic reporting Toronto Hydro needed to make recruiting strategic.
The engagement
Context, objectives, platform fit, deployment, and outcome — the way the engagement actually played out.
A major utility facing generational workforce turnover. The recruiting function needed to evolve from transaction processing into a strategic capability.
A unified Applicant Tracking System with bench-strength visibility, embedded in a single centralised HCM platform.
Recruiting capability that matches operating scale.
Seven outcomes HR needed to deliver across the recruiting transformation.
Deploy a unified, modern ATS; identify bench strength for leadership and knowledge gaps; elevate HR from administrative to strategic; attract talent through compelling career opportunities; centralise into a single HCM system; provide clear career paths; develop a strong bench of future leaders.
Strategic HR — with the data to prove it.
Why this stack was the right choice for an organisation at this scale.
Consumer-like interface intuitive enough to require minimal training; dedicated SAP specialist time ensuring a smooth roll-out; 360-degree visibility of the talent pool through SuccessFactors Recruiting.
A platform recruiters, hiring managers, and candidates all wanted to use.
SAP-certified delivery of SuccessFactors Recruiting at utility scale.
SuccessFactors Recruiting configured for utility-scale hiring; centralised collaboration workflows across business units; internal posting and referral integration; applicant data centralisation; recruiting analytics; succession-readiness reporting.
Recruiting as a centralised shared service.
What changed after the rollout.
Higher recruiting efficiency; centralised collaboration eliminating silos between business units; streamlined internal posting and referrals; applicant data centralisation; real-time stakeholder visibility; faster decisions through analytic reporting; scaled-up in-house talent through retention initiatives.
Recruiting efficiency, talent insight, and strategic HR — all delivered.
The takeaway
Toronto Hydro now has a 360-degree view of its talent pool — and the leadership pipeline to power the next decade of grid transformation.
Book a discovery call and we'll show you what a SuccessFactors Recruiting rollout could look like at your scale.