Industry: Financial Services
Challenge: Low diversity metrics, inadequate talent sourcing partnerships, and lack of succession planning for C++ development roles
Solution: Customised graduate deployment and training programme with focus on gender diversity and advanced technical skills
Results: Increased department diversity to 70% with 70 candidates placed since 2015, including a gender diverse cohort of 10 Alumni in NYC, over 90% FTE conversion, and a tailor-designed C++ Developer blueprint established.
> The background
A global leader in the financial services space recognised the need to significantly improve diversity metrics within a particular technology department. The organisation was committed to building a more inclusive workforce while maintaining high technical standards for its C++ development capabilities.
The client needed to establish robust partnerships and programmes that could deliver both diversity improvements and advanced technical skills that were rare in the traditional talent market.
> The challenges
1. Diversity
The client, a global leader in the financial services space, wanted to increase the diversity metrics for a particular department. Existing recruitment approaches were not delivering the diverse talent pipeline needed to meet their inclusion goals.
2. Wrong talent sourcing partnerships
Other Hire Train Deploy vendors could not offer junior talent with the right knowledge of C++. Additional junior workforce was needed with advanced technical skills not commonly found in the talent pool, requiring specialised training and development programmes.
3. Ineffective succession planning
Without a fully established graduate programme, the department could not access, develop and support the junior technology talent they required. This created ongoing challenges in building sustainable technical capabilities.
> The solution
The mthree Alumni programme provided talent sourcing and training to increase diversity and performance across the client's sites. These programme features were developed in partnership with the client's People and Culture team, senior technology leaders, and hiring managers.
Key programme elements
Talent sourcing & partnerships
Through mthree partnerships with HBCUs and other colleges and universities with under-represented groups, we provided opportunities for junior talent from different backgrounds to showcase their potential and abilities. This approach significantly expanded the diversity of the candidate pipeline.
Engagement process
We developed a tailored engagement process to keep Alumni motivated in their roles. This includes performance appraisals, opportunities for additional training, pastoral care, and regular social events to maintain engagement and support career development.
Tailored training programme
Since 2015, mthree has designed and delivered a female driven C++ cohort. Our Alumni are increasingly gender diverse and ready to hit the ground running from day one. The programme focuses on developing advanced technical skills that are rare in the market.
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department diversity achieved
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candidates placed since 2015
Significant diversity improvement
Increased diversity of department to 70% with 70 candidates placed since 2015, demonstrating sustained commitment to inclusive hiring practices over nearly a decade.
Strong gender diversity results
Including a gender diverse cohort of 10 Alumni in NYC, showing particular success in attracting and developing female talent in traditionally male-dominated technical roles.
Excellent FTE conversion rates
Over 90% of Alumni converted to full-time employment, indicating strong programme effectiveness and candidate satisfaction with their roles and development opportunities.
Succession planning framework
A tailor-designed C++ Developer blueprint that can be used and shared for succession planning, creating a replicable framework for ongoing talent development in specialised technical areas.
Enhanced technical capabilities
Increased junior technical skills - rare on the market - providing the client with access to advanced C++ development capabilities that were previously difficult to source through traditional recruitment channels.
> The Conclusion
This case study demonstrates how a focused, long-term approach to diversity and technical excellence can deliver exceptional results. By partnering with diverse educational institutions and developing specialised training programmes, we helped the client achieve significant improvements in both diversity metrics and technical capabilities.
The programme's success over nearly a decade shows the value of sustained commitment to inclusive hiring practices while maintaining high technical standards. The focus on gender diversity in C++ development has been particularly impactful in addressing representation gaps in this specialised field.
