A MedTech Leader Freed
41 FTE of Capacity Without Cutting a Role

A global hearing care and MedTech leader used Etter to decompose 31 Legal, Finance, and Financial Operations roles to task level, quantify roughly 41 FTE of redeployable capacity, and hand leadership a four‑phase roadmap.

~18,000

Employees

$4.78B

Revenue

Hearing Care & MedTech

Industry

Stäfa, Switzerland

Headquarters

About the organization

The organization is one of the world's leading hearing care and medical technology groups, delivering hearing instruments, audiological care, and cochlear implant solutions across more than 100 countries . AI adoption had become a boardroom level question, raised directly at the executive committee, and senior leaders across Legal, Finance, and Financial Operations wanted a clear, evidence based view of how automation and augmentation would reshape corporate work in the years ahead.

The Core Challenges

Answering a Boardroom Question on AI
A direct question from the CEO at the executive committee level pushed leadership to move past speculation and build a structured answer for how AI would reshape the workforce, one that would hold up in front of senior decision makers rather than analysts alone.
Extending Beyond the Initial HR Pilot
Having already explored AI's workforce impact through an earlier pilot in HR, the organization wanted to extend that same rigor into corporate functions it had not yet assessed, starting with Legal, Finance, and Financial Operations.
Scores Calibrated to How Work Actually  Happens
Automation and augmentation scoring had to sit on the  organization’s own job descriptions, process context, and headcount data,  with a validation step per function rather than a generic industry template.
Framing Disruption as a Redeployment Story
With paralegal, contracts manager, payroll, and tax filing  roles most exposed, the shift had to run through reskilling and redeployment  so it landed as an investment case, not a headcount cut.

31

Roles Assessed

3

Functions Covered

~16

Month to Break Even

41FTE

Equivalent Capacity Freed

58hrs

Per Role, Per Month

The Solution

The organization used the Draup platform to extend its Etter based workforce intelligence pilot from HR into Legal, Finance, and Financial Operations, assessing 31 roles across the three functions and turning the analysis into an executive ready roadmap.

01
Role and Task Decomposition
All 31 roles were broken into tasks and classified as human led, human plus AI, or AI led, surfacing paralegal, contracts manager, payroll, and tax filing as the highest disruption profiles.
02
Market Grounded Validation
Scoring was grounded in the organization's own data and validated against Draup's billion plus job description repository, with outside benchmarks from large scale AI deployments adding an external reference point.
03
Workforce Shift and Reskilling Pathways
The analysis mapped reskilling paths into roles like contracts analyst and FP&A associate, alongside emerging roles such as AI governance lead and data protection officer.
04
Phased Capacity Roadmap
A four phase roadmap moved leadership from findings review and tech stack mapping to function validation, pilot deployment, and reskilling.

Outcome

Executive Conversation Reframed

The engagement moved the conversation from speculation to a structured starting point, giving the executive committee a single, market grounded view of AI opportunity across Legal, Finance, and Financial Operations.

Redeployable Capacity Quantified  

The analysis surfaced a directional opportunity of roughly 41 FTE equivalent of redeployable capacity and about 58 hours per role per month across the 31 roles in scope, with further refinement planned through function level validation.

Growth Capacity, Not Headcount Reduction  

Leadership framed the gain as capacity to redeploy and to absorb future growth rather than as a reduction in headcount, with the investment modeled to break even around month 16.

A Roadmap Ready to Extend

The four phase roadmap gave leadership a phased path it could act on immediately, one built to extend to additional roles and functions across the organization over time.
6,100+​
Locations
4M+​
Career Paths​
1.7M+​
Peer Group Companies​
28K+
Skills
3,500+​
Roles
1B+​
Professionals​
55K+​
Universities​
1B+​
Job Descriptions​
200K+​
Courses​
180K+​
Technology Solutions​
1.6M+​
Account Priorities​
Labor Market Data Contextualized with Business Intelligence for Every Decision

Analyzing 1B+ data points
daily from 100K+ sources

6,100+​
Locations
4M+​
Career Paths​
1.7M+​
Peer Group Companies​
28K+
Skills
3,500+​
Roles
1B+​
Professionals​
55K+​
Universities​
1B+​
Job Descriptions​
200K+​
Courses​
180K+​
Technology Solutions​
1.6M+​
Account Priorities​
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Draup sources data from diverse, vetted global inputs including public datasets, labor information, professional ecosystems, and industry research. Coverage varies by region and role, and we supplement limited areas with alternative sources and analyst-led modeling.

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Our governance framework combines automated evaluations with Human-in-the-Loop reviews. We use statistical checks, audits, and cross-source comparisons to reduce demographic and structural bias before insights reach the platform.

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For hourly, frontline, and blue-collar roles where digital visibility is limited, we incorporate government datasets, localized labor information, and specialized partners to build a more complete and balanced view of workforce supply and demand.

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