Integral Ad Science (IAS) is a global leader in digital ad verification and media quality, operating across the U.S., Canada, India, APAC, and EMEA. With a fast-growing workforce spanning technical, commercial, and operational teams, IAS needed a scalable way to unify communications, streamline onboarding, modernize compliance, and elevate culture programs across regions and time zones.
As Senior Director of People Operations, Cheryl Taylor oversees global internal communications, People programs, and onboarding. Her mission: deliver a consistent, high-quality employee experience at global scale—without multiplying manual effort.
Today, IAS has built one of the most advanced ChangeEngine implementations worldwide, powering everything from onboarding and compliance to newsletters, recognition, culture, ERGs, and CSR initiatives through a single, automated, data-driven system.
IAS operates across five major regions—India, Canada, APAC, EMEA, and the U.S.—each with unique compliance requirements, time zones, and communication needs. Before ChangeEngine, internal comms were siloed, inconsistent, and manually recreated for different audiences, resulting in missed updates and no centralized visibility into engagement.
Onboarding hundreds of employees per year required manual checklists, repeated emails, and region-specific variations that took hours per new hire. Compliance programs, L&D campaigns, and CSR initiatives were created through PPTs, PDFs, emails, or Slack posts with no analytics. The People team spent major time coordinating communications instead of improving programs.
IAS had no unified data on:
Leadership wanted measurable outcomes, but the People team lacked the systems and data necessary to report ROI.
IAS now uses segmentation across region, department, tenure, and role—reaching more than ten distinct audience groups with precision. Messages are delivered across work email, personal email, Slack, and localized regional tracks.
To date, IAS has delivered 140,000+ targeted communications through ChangeEngine, ensuring every employee receives the right message, at the right time, in the right format.
IAS uses MultiformatAI to turn dense HR documents into clear, visually engaging one-pagers, Slack snapshots, and region-specific summaries.
More than 150 HR documents have been modernized, rebranded, and made easier for employees to absorb.
IAS now runs fully automated onboarding journeys across:
These workflows deliver region-specific policies, benefits, compliance tasks, learning resources, and manager reminders automatically.
The result: 12–20 hours saved per new hire while delivering a more consistent, high-quality onboarding experience.
IAS uses ChangeEngine to automate and measure engagement across:
Recognition programs—including birthdays, anniversaries, promotions, and internal mobility—consistently achieve 90–100% open rates globally.
IAS now streamlines communication for major L&D programs:
Employees and managers receive timely nudges, pre-work, and reminders that increase participation and drive stronger outcomes.
IAS replaced PPTs, Eloqua templates, and manual email blasts with branded, trackable newsletters for:
IAS can now measure which content resonates and adjust strategy using real data.
IAS scaled internal communications across all regions—onboarding, compliance, culture, recognition, L&D, and CSR—without sacrificing consistency or quality.
IAS eliminated outdated PDFs and PPTs and now delivers digestible, branded, high-quality materials that improve clarity and reduce employee confusion.
Automation, segmentation, multi-channel delivery, and AI-assisted content generation save IAS more than 11,000 hours per year, including more than 800 hours saved from automated workflows alone.
These reclaimed hours go directly into strategic work, culture-building, leadership programs, and employee experience innovation.
Automated onboarding frees the People team and ensures every new hire receives the same high-quality, region-specific experience that sets them up for success.
Milestones such as birthdays, promotions, anniversaries, and internal mobility now drive consistent global engagement—strengthening culture and connection to leadership.
IAS now communicates clearly, consistently, and equitably across time zones, roles, and regions. Employees receive timely information about people programs, company-wide updates, and cultural initiatives—strengthening trust, transparency, and retention.
IAS can finally quantify internal communication at scale, reporting:
This positions the People team as a strategic business driver—not just a service function.
