Global Telecom Leader Drives Talent Modernization to Build
AI-Ready Workforce

To keep pace with the rapidly evolving telecom ecosystem and enable next-gen networks and digital services, the global telecom leader embraced an ambitious Digital Talent Strategy. The goal was clear: reskill 160 Global Services Delivery (GSD) engineers as a pilot program before a full-scale rollout—professionals with deep legacy telecom expertise—into digital-first roles aligned with AI, machine learning, data, cloud, and agile product delivery. The company partnered with Xebia to craft a comprehensive, role-based learning program designed to build future-ready, project-capable digital talent.

Most engineers began their learning journey with little or no prior exposure to digital technologies. Internal self-paced learning options fell short—they were neither deep nor structured enough to prepare engineers for real-world roles. There was no framework for progression, and limited awareness about emerging roles like Generative AI, ML Engineer, Workflow Developer, or Product Owner.

Without a clear path or tangible outcomes, there was a high risk of incomplete transformation and low learner
engagement. The telecom company required a well-orchestrated reskilling program that inspired, guided, and empowered transformation at scale.

Xebia began its pre-training engagement by designing a role-to-skill framework upfront, conducting a detailed gap analysis, benchmarking workforce competencies through assessments, interviews, and manager feedback. Industry roles were then mapped to the client’s context—for example, defining exactly what an “AI/ML Engineer” looks like inside their ecosystem. From there, we built a skills matrix using Bloom’s Taxonomy to set the right depth of competence for each role, such as “Apply” for SQL queries or “Create” for end-to-end ML pipelines. We also designed a bespoke curriculum where every learning unit tied back to role-based competencies.

The result was a comprehensive three-level learning framework (L1–L3) across 24 batches, enrolling 160 engineers across Europe and India and delivering 77 custom modules tailored to 8 emerging digital roles.

Each learner followed a curated 30–50-day-journey, combining self-paced learning, instructor-led sessions, and hands-on labs that resulted in a 44% average learning gain.

Assessments were integrated throughout—from entry assessments to personalize journeys, to formative labs and quizzes. Role-based certification milestones were guided by Bloom’s Taxonomy, with real-world Capstone projects built on the telecom company’s actual data sets, enabling participants to take ownership and apply their skills in a practical setting, assuming various roles such as AI Engineer, Scrum Master, Product Owner, other Data & AI roles.

Most notably, it created a new pool of certified, project-ready engineers aligned to the telecom leader’s digital vision.
By integrating:
-role definition,
-skills mapping,
-and Bloom-aligned assessments,
Xebia built a repeatable model for talent transformation.

Instead of delivering training sessions only, we built a structured journey from Foundation to Intermediate and Advanced, ensuring certifications demonstrated readiness at each stage. The engagement went far beyond providing training—Xebia helped solve the telecom company’s larger challenge of redeploying legacy telecom engineers into future-ready digital roles with confidence.

Vice President

The success of this engagement has laid the groundwork for scaling role-based reskilling across the company. With a repeatable model that combines role definition, skills mapping, and structured assessments, Xebia is planning to train 1000 engineers into future-ready digital roles.