Industry: Healthcare and Pharmaceuticals
Challenge: Lack of gender diversity in tech teams, internal HR capacity constraints, and competitive talent market in Munich
Solution: Customised data-led training programme with 50%+ female representation, leveraging extensive academic network and targeted sourcing strategy
Results: 100% conversion rate with all 10 Alumni converted to FTE, 60% female representation achieved (6 women, 4 men), and successful expansion planning for 15 additional roles across various teams
> The background
A Tier 1 Healthcare and Pharmaceutical company in Germany recognised the critical importance of building gender-diverse technology teams to drive innovation and reflect their commitment to inclusive workplace practices. The organisation needed to address significant gender imbalance in their tech workforce whilst meeting urgent staffing requirements for their data teams.
The client sought to implement a comprehensive solution that would not only fill immediate headcount needs but also establish sustainable practices for ongoing diversity recruitment in one of Europe's most competitive technology markets.
> The challenges
1. Lack of Gender Diversity
A key internal initiative for the client was to increase the number of women in tech in order to increase gender diversity. Internal HR hiring teams were unable to successfully reach and engage female graduates into their hiring process, limiting their ability to achieve meaningful representation in technology roles.
2. Lack of bandwidth for IT Managers
IT Managers under pressure to meet workload were unable to operate recruitment and development programs to solve headcount challenges. The existing management structure lacked the capacity to implement and oversee comprehensive talent acquisition and development initiatives while maintaining operational responsibilities.
3. Hard to source location
Initial requirements were for the Data team in Munich which is a highly competitive market for Technology talent. The concentration of major technology companies and startups in Munich created intense competition for qualified candidates, particularly those meeting diversity criteria.
> The solution
We leveraged mthree's extensive academic network as well as our local partnerships to access a large talent pool of high potential candidates. In addition, we customised the mthree Alumni programme to provide talent that is trained to perform in specific technologies on-site.
Key Programme Elements
Talent Sourcing
We worked with our university partners and via our sourcing team to present candidates that met the technical and diversity criteria of our client. This targeted approach ensured a robust pipeline of qualified female candidates while maintaining high technical standards.
Tailored Training
One of our technical trainers engaged technology leaders to learn about their tech stack. They then designed training modules and team projects for all trainee roles, ensuring graduates would arrive with immediately applicable skills and knowledge of the client's specific technology environment.
Quick Sourcing Turnaround
The client had significant urgency to begin filling the open headcount in the data business and we were able to exceed expectations. Our established networks and streamlined processes enabled rapid identification and presentation of qualified candidates.
Alumni Delivery Model Implementation
1. Discover & Define Phase
Our academy and sourcing teams worked with three hiring managers to identify required Data Skills, key competencies, and target profiles. We agreed on a customized data curriculum for 8 trainees with 50%+ female representation target.
2. Sourcing & Screening
We sourced from Local & EU Universities, engaged our Local Headhunting team, and utilized Online Job Boards & partnerships. Over 100 applicants were screened, 30 reached technical interview stage, 15 candidates were presented to the client, and 10 were offered roles on the training programme.
3. Training Programme
A 5-week data-led programme was built to cover core skills required across the three teams. Candidates received an additional week of individual straining to allow for even further customisation for their specific role. Professional skills modules represented 10% of the hours across the entire course.
4. On-site Support & Conversion
Individual training pathways were designed and delivered to allow for team fit. Regular appraisals were conducted to support hiring manager bandwidth and ensure performance standards were maintained throughout the deployment period.
Exceptional Conversion Success
All 10 Alumni were converted to FTE at no additional cost, demonstrating 100% programme effectiveness and client satisfaction with graduate quality and performance.
Outstanding Gender Diversity Achievement
Gender Diversity Goals were overachieved with 6 women out of 10 total hires (60% female representation), significantly exceeding the original 50%+ target and establishing a new benchmark for the organisation's diversity recruitment efforts.
Successful Programme Scaling
Initial demand was for 8 resources but 10 were enrolled in the initial training to allow for any quality issues or attrition. The program,e's success has led to training and planning for another 15 roles across various teams, demonstrating scalability and organizational confidence.
Rapid Market Response
Despite the highly competitive Munich technology market, the programme successfully identified, trained, and deployed quality candidates within the client's urgent timeline requirements.
Sustainable Diversity Framework
The programme established proven methodologies for achieving gender diversity in tech recruitment that can be replicated and scaled across the organisation's future hiring initiatives.
> The Conclusion
This case study demonstrates how strategic partnerships can effectively address both urgent talent needs and long-term diversity objectives simultaneously. The 100% conversion rate and 60% female representation validate that diversity and quality are not competing priorities when proper sourcing, training, and support systems are in place.
The programme's success in Munich's competitive market showcases the effectiveness of leveraging extensive academic networks combined with targeted diversity sourcing strategies. The customised 5-week training programme with additional individual specialisation ensured that all graduates arrived ready to contribute immediately to their specific roles.
The expansion planning for 15 additional roles demonstrates the programme's sustainability and the client's confidence in this approach as a long-term solution for building diverse, high-performing technology teams in competitive markets.
