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“Whenever we see a small company with a good idea, we’re on fire”: How M&A and innovation keep L’Oréal ahead in global beauty

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A decade ago, while L’Oréal stood as the clear global leader in beauty, a new set of independent brands was beginning to gain traction. Despite their at first comparatively microscopic scale, digital natives Glossier and e.l.f. Beauty, celebrity challengers such as Fenty (Rihanna) and Kylie Cosmetics (Kylie Jenner), and the jostling ranks of Korean beauty brands all had a key advantage. While L’Oréal and the other big players had marketing models based on traditional media and sales models based on brick-and-mortar retail, these competitors were perfectly adapted for the new age of social media, influencers, and e-commerce. 

It sounds like the preamble to a business-school case study on disruption, the kind that doesn’t end well for the disrupted. Yet L’Oréal didn’t have its Kodak moment. Instead, despite the intensifying competition, it has consistently outperformed the $450 billion global beauty market, which itself continues to grow at 4% to 5% annually.

91 L’Oréal’s rank on the Fortune 500 Europe

Today, L’Oréal remains one of the jewels in the French corporate crown, its 37 brands selling a bewildering array of potions, creams, cleansers, serums, dyes, moisturizers, mascaras, beauty devices, and more, across more than 150 countries. The group’s $47 billion turnover is nearly double what it was in 2014, comfortably outpacing the likes of Estée Lauder or Beiersdorf over the same period, and still towering above the next generation of competitors. What is it doing right?

Innovation at the core

“Beauty is an endless quest for humans, which is why the market is always evolving,” says L’Oréal deputy CEO Barbara Lavernos. Customer expectations evolve, too—who wants obsolete wrinkle cream?— but the company has kept up with and in many cases exceeded those expectations. “At the end of the day, what works in beauty is really good products,” Lavernos says.

There’s a reason 116-year-old L’Oréal was named Fortune’s most innovative European company earlier this year. Indeed, Lavernos’s own 2021 elevation from executive vice president of operations to deputy CEO, where she oversees innovation, tech, and research, is a measure of how centrally the group views product innovation in an offer-driven market. The company launched 3,636 formulas in 2024 alone. 

Of course, everyone wants to be innovative. L’Oréal mostly succeeds. “L’Oréal invests heavily to make sure they can use new technologies to better identify the needs of customers; for example, with AI analyzing social media content, or to make a better formulation to address a specific need. They do this again and again with new technologies,” explains Marc Mazodier, professor of marketing and beauty chair at ESSEC Business School.

And L’Oréal’s investment is considerable. The group’s research and innovation budget is greater than those of its next three competitors combined, at €1.3 billion in 2024, or around 3% of net sales. It leans more than most toward hard science, with 4,200 researchers globally working on better understanding everything from acne to aging, even pioneering reconstructed human skin to reduce the need for animal testing.

“Beauty is an endless quest for humans, which is why the market is always evolving”Barbara Lavernos, L’Oréal deputy CEO

“You have to understand L’Oréal is born from the mind of a chemist,” Lavernos says, referring to Eugène Schueller, who founded the business in 1909 with an early hair dye sold to Parisian salons. “Science has been, since the ignition of the company, the soul and beating heart of our group.”

To Mazodier’s point, the patterns of investment are changing, however. Last year, for the first time, the company spent more on tech than on pure R&D, driven by AI. You can see this in things like L’Oréal’s BETiq system, which optimizes resource allocation for advertising and promotions. CEO Nicolas Hieronimus recently said that BETiq had improved return on investment by 10% to 15%, and now covers over 40% of L’Oréal’s €13 billion total marketing spend. 

Read more: L’Oreal sees Middle East and Southeast Asia as next growth engines as China slows: ‘Eventually demographics have to win’

Tech also makes its way into the lab. L’Oréal scientists were able to use its 14.5-terabyte beauty database to create digital twins for different types of curly or Afro-textured hair, allowing in silico research to test responses to different molecules, which Lavernos says can be 100 times as fast as the traditional experimental route. This discovery directly led to new, high-performing products, including Redken’s Acidic Bonding Curls, the first no-sulfate, no-silicone bonding treatment designed specifically for curly hair.

“Tech is really the game changer in my professional life. I’ve worked here 35 years, and I would never have imagined, in my engineer’s brain, the way we work, interact, and sell products to consumers today. And I have no clue what it will be 10 years from now, because a new innovation happens every week,” Lavernos says.

A long-term play

Lavernos’s decades-long career is not at all unusual at L’Oréal. Longevity of service is de rigueur at the group; Hieronimus is known internally as a “L’Oréal baby,” and is only the sixth CEO in its history. This is a company that plays the long game, something made easier by its ownership structure: L’Oréal is still majority owned by the founder’s family, the Bettencourt Meyers, and by Swiss conglomerate Nestlé, which bought a stake in 1974. 

“Science has been, since the ignition of the company, the soul and beating heart of our group.”Barbara Lavernos

“Imagine my role in research or in tech. You are beginning a science that you need to cook and accelerate, but the real delivery might happen years later. So here, having this stable family ownership is fantastic,” Lavernos says. “But because we’re also on the stock exchange, we are as challenged as if we were not family-owned, so we could say sincerely it’s the best of both worlds.”

Beyond enabling tech and research investments, you can see long-termism in action in L’Oréal’s disciplined and strategic approach to M&A, with winning investments since 2014 in the likes of NYX, CeraVe, Aesop, and Dr. G.

“They’re picking companies that can add to their portfolio. So Dr. G gives them access to this booming Korean-beauty trend. But they’re taking the brand and making use of L’Oréal’s huge marketing budget, supply-chain structure, and scientific advances, which give those smaller companies access to a global stage. It’s very clever, because it doesn’t try to subsume those smaller companies into L’Oréal,” says Danni Hewson, head of financial analysis at investment platform AJ Bell. 

Indeed, many consumers wouldn’t realize that brands like La RochePosay, SkinCeuticals, Maybelline, Lancôme, Kiehl’s, Pureology, and Garnier were part of the same group, because they have such distinct identities and operate at different ends of the cosmetics, skin-care, and hair-care markets. 

The same applies to its lucrative licensing partnerships in fragrances with luxury brands like Prada, YSL, and Armani: win-win propositions that give the brands access to L’Oréal’s retail scale and expertise, while allowing L’Oréal to benefit from their existing brand appeal. It’s paid off: Recent deals signed with Miu Miu and Jacquemus have helped the group’s €15 billion Luxe division take overall global leadership in prestige (luxury) beauty for the first time.

$47 billion L’Oréal’s revenue

$6.9 billion L’Oréal’s profits

(Sources: Regulatory filings; S&P Global. (Figures are 2024 full-year results.))

“Brand equity is a treasure. It’s quite easy to develop a brand quickly, but then you won’t be sure you can protect the brand equity,” Lavernos says. The idea instead is to nurture the brand over time: “Imagine a family in which you adopt your sons and daughters. You welcome them into the family.”

The Hair Evaluation Room at the L’Oreal Research & Innovation Center at the Kanagawa Science Park in Kawasaki, Japan.

Toru Hanai—Bloomberg/Getty Images

Lavernos describes a recent visit by the founders of British skin-care brand Medik8, in which L’Oréal took a majority stake in June, to L’Oréal’s labs in France: “Imagine the joy for me to observe the discussion between these two scientists and our team. They were so excited because they had access to so much equipment and science. We don’t know what we will launch together, but undoubtedly we will create new products because the capacity is there. It’s true in media investment, in finance, in all functions. But if we don’t keep their brand equity, which makes their success, we are destroying value.”

Strength in breadth

The result of this M&A approach is a well-configured, complementary, and uniquely broad portfolio that reaches every geography, category, price point, and demographic segment.

Strength in breadth protects the group from downturns in particular markets: Unlike Unilever, Procter & Gamble, and Estée Lauder, L’Oréal is exposed to both mass and prestige beauty, as well as the rapidly growing dermatological skin-care market, and professional hair care. When one does badly, the others tend to compensate, with prestige customers trading down in a pinch, for example. In China, where the market for global beauty brands has declined sharply since 2022 amid an economic slowdown and rising local competition, L’Oréal has seen a contraction, but has been relatively buoyed by its focus on prestige products there, which have been less affected than the mass market.

Yet diversification isn’t just defensive. It has also provided ample opportunities in a market where there is still a lot of growth. RBC Capital Markets analyst Fon Udomsilpa says that L’Oréal has an excellent record of spotting these opportunities and then committing resources to capitalize, both by capturing share and by growing the overall category further. “A good example is face masks, which come from Korean beauty. L’Oréal is the only listed Western company that has actually captured share from Korean companies, and in many markets it is actually the leader in that category,” Udomsilpa explains.

Barbara Lavernos, L’Oréal’s deputy CEO, in charge of Research, Innovation, and Technology.

Courtesy of L’Oréal

Geographically, breadth has allowed L’Oréal to achieve particularly impressive results in Africa and Asia (outside of China, Japan, and Korea): Like-for-like sales in these regions rose 12.3% in 2024. But growth has also been strong in its traditional markets like Europe (up 8.8%) and North America (up 5.5%). 

Lavernos points not only to category expansion, like Kérastase’s new night serum for hair (“I love it, I use it every day”), but also to demographic expansion to help explain this. Boomer men, she notes, are an undertapped but rapidly growing segment. 

Can this growth continue indefinitely, though?

“Being a veteran of this company, I know what it takes to stay where we are. Being a market leader is the most challenging position, by definition,” Lavernos says. “I learned during my first week here that I must adopt a sane way of worrying, a healthy concern…[So] what am I fearing for the future? Disruption that re-deals the cards of the game in a very different manner. If you see science-fiction movies you sometimes see ways to manage your beauty that are very different.”

Instant, automated, personalized beauty, à la The Jetsons, hasn’t quite arrived yet. But L’Oréal’s culture of healthy concern was evident when Hieronimus announced the group’s “beauty stimulus” plan last year. Despite another year of record sales, there have been challenges in some markets outside of China, such as U.S. mass-market makeup, where e.l.f. Beauty and others have gained market share, leading L’Oréal to an intensification of new product launches, across all categories, but particularly targeted at Gen Z and social media users.

Lavernos is vigilant but bullish. “Why should I be confident for the future? Because of the quality and the confrontational spirit we have in this company, confronting ideas, having points of view that are different,” she says. “Whenever we see a small company with a good idea on social media, or a good product, we are on fire. We are competitors. We are so unhappy with ourselves whenever someone is doing something better.”

L’Oréal, in other words, has no intention of resting on its laurels. It intends to keep changing with the changing market, so it can stay ahead.

With additional reporting by Prarthana Prakash



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AI’s reliance on patterns can lead to ‘mediocre’ results, warns CEO of design consultancy IDEO

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Can AI be used to generate original work rather than mere “slop”? That’s the question facing many designers who both hope to leverage AI’s power to generate and refine new ideas quickly, and worry about their ability to compete with a flood of AI-generated, yet subpar, content.

Yet Mike Peng, the CEO of design consultancy IDEO, thinks that human creativity, enhanced by AI, could be the path forward for designers. 

AI’s pattern recognition capability can make it an incredibly powerful tool, noted Peng at Fortune Brainstorm Design in Macau on Dec. 2. But its reliance on averages can lead to “somewhat mediocre” results, he warned.

“Creativity is all about not being mediocre and being on the edge,” he added.

Similarly, AI is excellent at iteration, but only creativity can determine where to apply those iterated ideas. “This comes from taste, curation, discernment—you need to know where to look,” Peng advised.

And while AI might outperform humans in terms of execution, or how to get from “point A to point B,” bringing it to life requires creativity and empathy, which Peng said “can only be done by folks like us.”

So how best to inculcate a creative mindset and unlock the power of AI? “The only way we can get better at it—and the only way we as creative people, as designers, can become superpowered—is to be able to experiment” Peng said.

Playfulness, curiosity and experimentation, along with human-centered design are, hallmarks of IDEO, the world-renowned global design and innovation consultancy founded in Palo Alto in 1991. Peng took over as IDEO’s CEO earlier this year, after spending five years as CEO of Moon Creative Lab, a venture studio affiliated with Japan’s Mitsui.

“There is no play without friction,” Peng noted. “Play is about overcoming something, achieving something.” That’s counter to companies often trying to make their products and services faster and easier to use. To avoid mediocrity, “we have to play, we have to experiment, we have to be on the edge” with new technology, he said.

IDEO, he notes, is “in the business of creating something that AI cannot exactly do on its own.” Yet, for him, the human superpower remains understanding human complexity and interactions.

After all, Peng urged, creatives and designers will “be the ones to bring this experience to life.”



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David Ellison’s billionaire dad got him a plane at 13. He flew in airshows then went to Hollywood

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David Ellison’s ascent to the summit of Hollywood power traces an unconventional flight path. At 13, the Oracle founder’s son received an extraordinary gift from his father: his own airplane. By 17, he was performing aerial acrobatics in professional airshows. Two decades later, he has traded the cockpit for the boardroom, steering his company through a $8 billion merger that placed him atop Paramount, with hopes of adding Warner Bros. to his trophy case.

The aviation obsession began early. After watching Top Gun as a child, David Ellison became fixated on flying. His billionaire father, Larry Ellison, purchased a plane for him at age 13, and they took lessons together. By 16, he was flying a high-performance German aerobatic aircraft capable of rolling 360 degrees in under a second. Wayne Handley, a pilot who worked with the family, told Variety that to “pry this airplane out of David’s hands, Larry bought him a top-of-the-line aerobatic airplane out of Germany, the Extra 300.”​

David Ellison soloed on his 16th birthday and began competing in airshows at 17. In 2003, at 20, he became the youngest member of the Stars of Tomorrow aerobatic team at the EAA AirVenture Show in Oshkosh, Wisconsin. He flew a Cap 232 painted in full Flyboys regalia to promote the 2006 film.

“I started flying aerobatics when I was 14,” he told Smithsonian Air & Space magazine. “I flew a bunch of airshows, a competition in an Unlimited, and I flew at Nationals.”​

The pivot to entertainment emerged gradually. It was while studying film at the University of Southern California that Ellison appeared in Flyboys, playing an American pilot fighting for the French in the World War I drama. The film cost $65 million but earned only $18 million, marking a brief acting career. ​

Ellison abandoned competitive flying and acting at the same time, dropping out of USC to focus on production. In 2006, he founded Skydance Media with financial backing from his billionaire father. The company’s name reflects Ellison’s passion for stunt flying, also known as “skydancing.”​

Skydance’s first major success came with the Coen brothers’ True Grit in 2011, which grossed over $250 million worldwide on a $38 million budget. This launched a partnership with Paramount that produced five Mission: Impossible films grossing $3.3 billion globally, two Star Trek movies, and the record-breaking Top Gun: Maverick, which is the 14th highest-grossing film of all time.

The Paramount merger, approved by federal regulators in August, culminates Ellison’s transformation from daredevil to mogul. Now 42, David is the chairman and CEO of Paramount Skydance, overseeing CBS, MTV, and Paramount Pictures. The deal faced obstacles including competing bids and political pressure from President Donald Trump, who extracted a multimillion-dollar settlement from Paramount over a 60 Minutes lawsuit.

Ellison’s strategy centers on technology integration. He plans to create a “studio in the cloud” with Oracle’s infrastructure, using AI to streamline production and reduce costs. The company will double theatrical releases while modernizing Paramount+’s streaming algorithms to minimize subscriber cancellations.

Competitors note he has become adept at managing financial outcomes while appeasing high-profile talent, two critical aspects of studio operations.

But Ellison still has that flyboy DNA: He has his pilot’s license to operate helicopters, perform aerobatics, and fly commercial and multi-engine aircraft. Now, the daredevil who once thrilled Oshkosh crowds is navigating a different kind of turbulence—a 113-year-old studio in an industry being reshaped by streaming giants and tech conglomerates.

For this story, Fortune journalists used generative AI as a research tool. An editor verified the accuracy of the information before publishing. 



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CEO gives job candidates live feedback in interviews—and if they ‘get offended’ they’re not a fit

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For most candidates, feedback on how their interview went arrives days after an interview—if it arrives at all. But one CEO has decided that waiting is a waste of time. Instead, he’s started delivering his critiques to candidates on the spot (sometimes in front of a full panel) as part of the interview test. 

“Started to give candidates direct feedback during the interview process,” Gagan Biyani (who goes by @gaganbiyani) revealed in a recent X post. “Often in public during our panel interviews or live at the end of my 1:1 with them.”

The CEO of Maven, an education platform, and cofounder of another e-learning provider, Udemy, said it’s the “most telling part” of the interview—and often a deciding factor in whether they get offered the job or not. 

“If this is their nightmare, [the] candidate freezes up or even gets offended,” Biyani added it highlights straight away that they are “not a fit” for the company. “If this is exciting, they are more likely to join.”

The California-based chief revealed that he typically reserves the test for applicants that he wants to move forward with. But sometimes, Biyani admitted he’ll even throw the feedback test to candidates he liked who aren’t the perfect fit for the role.

And there’s no right or wrong answer per se—he’s even happy for candidates to scrap what they said moments earlier and pivot based on the critique: “No matter what, we expect the candidate to take the feedback in real-time and change their answers from then on out.” 

Mixed reactions to the interview tactic: ‘If your company doesn’t care about psychological safety, run this test’

The interview tactic has drawn a mixed response. Some commented that they “love it” and that it’s a great way to gauge a candidate’s ability to receive criticism and whether that can thrive under transparent communications. Many others were not so sure. 

“Publicly critiquing someone in a high-stakes, power-imbalance situation like this isn’t a test of ‘coachability.’ It’s a test of who is willing to suppress their nervous system response to humiliation, stress, and social threat in exchange for a job,” the most-liked response read. “Freezing, discomfort, or offense in that context isn’t fragility, it’s biology…. And filtering people out based on how well they override that isn’t selecting for resilience or a growth mindset. It’s selecting for compliance under pressure.”

Others highlighted that a candidate’s reaction in a high-stakes interview setting could be very different from day-to-day in the role, that some need time to sleep on feedback before responding, that it’s a “dehumanising” approach that would raise HR’s eyebrows, and ultimately could result in losing talent.

Career coach Kyle Elliott, EdD, echoed that “in 10 years of coaching more than 1,000 clients, no one has ever reported facing this type of situation.”

While feedback is perfectly normal, he said that the fact that it’s one-sided, based on a single interview without any prior rapport, with a job offer hinging on the response makes it problematic—and is unlikely to actually help test a candidate’s ability to do the job they’ve applied for. “This just reads like an insensitive science experiment.”

“If your company doesn’t care about psychological safety, likes to put people on the spot, and triggers trauma responses, I suppose you could run this test, Elliott added. “Otherwise, your interview process should mirror the candidate’s day-to-day work environment to get the best talent possible.”

How to handle live feedback in an interview

Live feedback is uncommon, but as Lewis Maleh, CEO of the global executive recruitment agency Bentley Lewis, warned, it is growing in popularity.

“We are seeing more companies experiment with stress testing candidates in various ways to assess how they perform under pressure,” he told Fortune. “I’ve heard of some tech CEOs and startup founders doing similar things, particularly in high-pressure roles where quick thinking and resilience are critical. But it’s definitely not mainstream practice.”

Maleh sees the logic. “If you’re hiring for a role where receiving feedback, adapting quickly, and performing under pressure are essential, testing those skills in real time makes sense,” he said. But “it absolutely can be cruel depending on how it’s executed.” Public critiques can intimidate even brilliant candidates, potentially ruling out top talent who simply don’t thrive in that scenario.

Either way, with tech companies often setting the pace for unconventional hiring and retention practices, similar tests could become more common across other sectors.

Maleh’s advice to candidates? Practice receiving feedback in real time. 

“Ask friends or mentors to critique your work or ideas on the spot and practice responding thoughtfully rather than defensively,” he added. “You can also use your favourite LLM chat (ChatGPT, Gemini, Grok) and ask it to “act as a very harsh interviewer” to give you practice.” 

“Focus on staying calm, asking clarifying questions, and showing you can incorporate feedback quickly.”

But don’t forget that interviews are a two-way street: “Remember that if a company’s interview process feels excessively harsh or performative, that might tell you something about their culture too.”



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