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Sourcing niche talent at scale to accelerate Digital Transformation

Published 31/08/2022

By Armstrong Craven Team

Talent Research Specialists

Quick Summary Our work with large financial institution in Southern Europe to hire multiple tech-roles as part of their Digital Transformation.


A large financial institution in Southern Europe partnered with an Armstrong Craven Major Programmes team for an initial 6-month project. A major strategic focus for them was to accelerate their digital transformation in order to compete with others in their sector who had become "online only".

The Challenge: Sourcing talent for multiple tech roles.

To enable this transformation, they had to complete the hiring of 40 new tech roles, ranging from Network Administrators to Security Architects and Data Developers. Traditional recruitment methods were not bringing in the volume of quality candidates required and paying traditional recruitment agencies on a fee per placement was both risky and expensive.

Our Solution

Our Major Programmes team specialise in sourcing scarce and niche talent at scale. The dedicated team on this project consisted of four expert tech talent Sourcers plus a project leader with the approach of mapping and engaging the market. Within 3-4 weeks, the team were delivering 12 - 15 qualified, interested and assessed individuals into the talent acquisition pipeline. This allowed the internal recruiters to strengthen their shortlists with proactively sourced (headhunted) candidates alongside their direct and internal applicants. Our team was also focused on finding diverse candidates and complete searches as proactive sourcing was the only way to engage these talent cohorts.

The first stage was to create an in-depth talent map across the target roles and locations using all of our market-leading sourcing skills and tools. Due to the tight timelines on the project, we also took the opportunity to approach this talent as we mapped, ensuring we started attracting candidates from the earliest point for maximum efficiency. We engaged with the best talent in the market, thoroughly qualifying each candidate to confirm their skills. During the engagement phase, we took the time to fully understand the career goals of each prospect before submitting them to the internal recruitment team, ready to interview.

The Results

The project was hugely successful, with 276 profiles submitted into the project and a map of talent to support future growth also delivered to the client.

Our client has since moved away from using their traditional search partners and is looking to grow their dedicated Sourcing team at Armstrong Craven. As this partnership has matured, we are seeing greater results as our teams integrate with the culture of the business, constantly overachieving on the submission-to-offer ratio.

Our Sourcing team has also been supporting with more niche senior hiring. Our client is able to take full advantage of having a team of headhunters who now understand the complexities of their organization and can sell their opportunities and organisation to prospective scarce and senior candidates.

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