Industry: Reinsurance
Challenge: Improving gender diversity metrics across multiple countries, ageing workforce requiring succession planning, and de-risking hiring processes across various technical roles
Solution: Global talent sourcing strategy leveraging international partnerships, tailored training programmes across four distinct job categories, and coordinated deployment across Canada and UK operations
Results: Over 30 roles successfully staffed across four job categories with 93% conversion rate, enhanced diversity pipeline, and successful transition of trainees to permanent employees
> The background
A Global Reinsurance Company recognised the need to address multiple strategic workforce challenges simultaneously whilst expanding their operations across Canada and the UK. The organisation required a comprehensive approach to building diverse technology teams that could support their growing global footprint whilst addressing succession planning needs and reducing hiring risks.
The client sought to implement a scalable solution that would deliver both immediate staffing requirements and long-term strategic benefits through improved diversity metrics, reduced hiring costs, and enhanced talent pipeline development across multiple technical disciplines.
> The challenges
1. Diversity Metrics Improvement
The client wanted to increase gender diversity metrics across two countries and several departments, reflecting their commitment to building more inclusive and representative technology teams. This requirement needed to be balanced with maintaining high technical standards and meeting urgent staffing needs.
2. Lack of Succession Planning
The client had an ageing workforce and needed to build a future pipeline of talent to ensure business continuity and knowledge transfer. This demographic challenge required strategic workforce planning to avoid skills gaps and maintain operational capability as senior employees approached retirement.
3. De-Risk the Hiring Process
The client wanted to reduce hiring risks to save money on mis-hires whilst managing time investments in interviewing and training processes. Traditional recruitment approaches were proving costly and unreliable, necessitating a more structured and predictable talent acquisition strategy.
4. Multiple Different Operations Role Types
The client had several different job types that needed to be filled globally across various technical disciplines, requiring a flexible approach that could accommodate diverse skill requirements whilst maintaining programme efficiency and cost-effectiveness.
> The solution
The mthree Alumni programme provided comprehensive talent sourcing and training to increase diversity whilst helping the client reduce risk in the hiring process. Our global capabilities and structured approach enabled simultaneous delivery across multiple role types and geographical locations.
Key Programme Elements
Strategic Talent Sourcing
Our Talent Acquisition managers incorporated their knowledge of the client into our global recruiting strategy. Through mthree's international partnerships with colleges, universities, and organisations, we provided opportunities for junior talent from diverse backgrounds to showcase their potential and abilities across multiple markets.
Tailored Training Programmes
After engaging with the client to understand the specific skills they required for candidates, our technical trainers developed tailored training modules and team projects to align with various job roles. This approach ensured trainees were well-prepared to excel in their positions whilst incorporating specialised training on the insurance industry to provide context and deepen their expertise.
Global Placement Capabilities
mthree has operations established in ten countries. With our global footprint and in-house academy, we were able to successfully hire, train, and deploy trainees regardless of location, ensuring their skills were comparable across different markets and operational requirements.
Alumni Delivery Model Implementation
1. Discover and Define Phase
Our academy and talent acquisition teams worked closely with hiring managers across Canada and UK operations to identify specific requirements for four distinct job categories: Business Analyst and Project Manager roles, Software Engineering positions (Full Stack and Business Technology), DevOps Engineering roles (Business Technology), and Software Engineering specialising in Machine Learning (Business Technology).
2. Global Sourcing Strategy
We leveraged our international partnerships and global recruiting capabilities to identify diverse talent across multiple markets, ensuring access to the best candidates whilst meeting diversity objectives and technical requirements across different geographical locations.
3. Comprehensive Training Programme
The training curriculum was designed to address multiple technical disciplines simultaneously whilst incorporating industry-specific knowledge about reinsurance operations. This approach enabled efficient programme delivery across diverse role types whilst maintaining specialisation where required.
4. Coordinated Global Deployment
Our global operations capabilities enabled simultaneous deployment across Canada and UK locations, ensuring consistent quality standards and coordinated programme delivery regardless of geographical complexity.
0%
conversion rate to FTEs
Exceptional Programme Scale and Conversion
We successfully staffed over 30 roles spanning four distinct job categories in Canada and the UK, achieving an impressive 93% conversion rate that demonstrates both programme effectiveness and candidate quality across diverse technical disciplines.
Enhanced Diversity and Talent Pipeline
The programme successfully addressed gender diversity objectives whilst creating a sustainable talent pipeline to address succession planning challenges. The structured approach provided predictable outcomes for future workforce planning requirements.
Successful Global Integration
The coordinated delivery across multiple countries and role types validated our global capabilities whilst demonstrating the client's confidence in the programme's scalability and effectiveness for future expansion requirements.
Positive Organisational Impact
Client feedback highlighted that the programme created a new channel for attracting recent graduates, bringing a diverse range of skillsets and backgrounds. The trainees brought enthusiasm and fresh perspectives to teams, leading to enhanced learning opportunities and active engagement within the organisation.
Long-term Career Development Success
The successful transition of trainees to permanent employees demonstrates the programme's effectiveness in creating sustainable career pathways. The client expressed confidence in seeing continued growth in careers for programme graduates, validating the long-term value of the investment.
> The Conclusion
This case study demonstrates how global talent programmes can simultaneously address multiple strategic workforce challenges whilst delivering exceptional business outcomes. The successful deployment of over 30 professionals across four job categories with a 93% conversion rate validates the effectiveness of combining global sourcing capabilities with tailored training and coordinated deployment strategies.
The programme's success in addressing diversity, succession planning, and risk reduction objectives simultaneously proves that comprehensive workforce solutions can deliver multiple strategic benefits without compromising on quality or efficiency. The global delivery across Canada and UK operations showcases the scalability of structured talent development approaches.
The positive feedback regarding fresh perspectives, enhanced learning opportunities, and active organisational engagement demonstrates that strategic talent acquisition can deliver cultural as well as operational benefits. The emphasis on diverse skillsets and backgrounds validates that inclusion drives innovation and organisational vitality.
The successful transition to permanent employment and client confidence in long-term career development illustrates the programme's role in creating sustainable talent pipelines that address both immediate staffing needs and future succession planning requirements.
