How Randstad optimized their benefits investment and improved employee experience with maslow

Managing benefits in a large organization isn't just about offering options — it's about making sure they get used. At Randstad, with over 500 employees distributed across the country, the challenge wasn't adding more benefits, but making them relevant.

For years, Randstad's benefits strategy relied on traditional offerings: kits, physical gifts and memberships like gyms. But there was a clear problem: not all employees used those benefits. While the company invested in things like sports memberships, a significant portion of the team was left out. The result: low adoption and inefficient investment.

On top of that, there was an operational challenge: managing physical benefits for hundreds of people across the country was complex, demanding and hard to scale. In other words: lots of effort, little actual usage.

The goal was clear: offer something more flexible, inclusive and aligned with people's real needs. With maslow, Randstad implemented a simple but powerful model: assign monthly credits to employees who weren't using certain traditional benefits, letting them choose how to spend them.

The platform offered a wide variety of redemption options, full flexibility in credit usage, an intuitive digital experience and a significant reduction in operational load. It also helped start digitizing the management without losing focus on experience.

The rollout was progressive, starting with 200 active users in an initial adoption phase.