Embedded RPOFinancial services
Regional payments platform
10 × Platform Engineers, 2 × SRE Leads
The brief
A platform team of four had to reach fourteen inside two quarters. The internal recruiter was spending the week scheduling rather than sourcing, and engineering was losing a day a week to first-round screens.
What we did
Two embedded recruiters took over sourcing, screening and coordination under the client's employer brand. Engineering only met candidates at final stage, against an interview kit we built with their tech lead.
Retained executive searchHealthcare
Healthcare software provider
1 × Chief Technology Officer
The brief
A confidential leadership replacement that could not be advertised while the incumbent was still in post, in a market where most credible candidates were not looking.
What we did
Mapped the relevant leadership market, approached directly and discreetly, and kept the client unnamed until candidates were under NDA. Referenced with former direct reports, not just nominated referees.
Contract staffingRetail & e-commerce
Specialty retail group
8 × Engineers, 3 × QA
The brief
Engineering capacity had to double for a four-month peak, with no appetite for permanent headcount once it passed.
What we did
Contractors placed on our payroll with contracting, invoicing and statutory compliance handled end to end, working hours agreed before placement, and a clean exit scheduled at term end.
Hire, train & deployLogistics & supply chain
Logistics technology operator
15 × Graduate Engineers
The brief
Experienced engineers on their stack were scarce and priced above budget, but the actual requirement was aptitude rather than years of experience.
What we did
Aptitude-based screening, a twelve-week curriculum built around their stack and standards, and assessment gates before anyone was deployed. Conversion to the client's payroll after the agreed term.
Permanent + verificationManufacturing
Components manufacturer
1 × Security Engineer
The brief
A first security hire into a team with nobody able to assess security candidates technically, and a board that wanted the appointment verified properly.
What we did
Specialist screening, an interview loop the client's panel could reuse for every subsequent security hire, and full employment, education and reference verification before the offer went out.
Diversity hiring + RPOMedia & entertainment
Broadcast media group
6 × Engineering roles
The brief
A diverse application pipeline that produced the same hiring profile every time it reached offer stage. The funnel was being measured at the top only.
What we did
Job descriptions rewritten to stop capable people self-deselecting, structured scoring introduced across the panel, and stage-by-stage funnel reporting so drop-off became visible.
