Saffron Wildbore
~ 4min read
~ 4min read
Industry: Financial Services / Investment Banking
Challenge: Talent shortage, skill development gaps, and attracting local tech talent without traditional qualifications
Solution: 12-month rolling programme using Hire Train Deploy model with broadened requirements, quality assessment, and continuous learning support
Results: 78 successful placements within first 12 months, accelerated skill development in key roles, and increased workforce diversity in gender and ethnic minority backgrounds
An investment bank wanted to establish operations in a UK location that is one of Europe's largest life sciences hubs. The organisation needed to broaden its talent pool to source the required number of next-generation technologists while creating an inclusive working environment that would attract and retain local talent.
The client recognised that traditional degree-based recruitment was limiting their access to capable candidates and wanted to implement an innovative approach that could tap into local talent who possessed the right mindset and potential but lacked conventional entry requirements for junior tech roles.
The investment bank faced significant competition for tech talent in a major European life sciences hub. Traditional recruitment methods were failing to attract sufficient numbers of qualified candidates, particularly those with the specific technical skills needed for their technology teams.
The client needed to broaden its talent pool to source the required number of next-generation technologists. The existing local pipeline was insufficient to meet their scaling requirements, and they needed a more reliable and continuous supply of qualified candidates.
Local people who wanted to work in tech did not have typical entry requirements for junior tech roles. Many potentially excellent candidates were being overlooked due to the absence of formal qualifications, despite having the problem-solving abilities and communication skills needed to succeed.
We implemented a comprehensive 12-month rolling programme specifically designed for local people without degrees. Our 'Non-Degree' talent programme used the Hire Train Deploy model to place people who specifically do not have a degree within our client's teams.
We sourced from a range of emerging talent pools including schools, careers fairs, partnerships and local job centers. Social media advertising was predominantly used on Instagram and TikTok to reach candidates who might not engage with traditional recruitment channels.
We assessed every applicant's problem-solving skills, communication skills, and potential to succeed. mthree's global Academy provided a mix of upskilling opportunities including full-time instructor-led sessions, online learning and hands-on project work to ensure candidates developed both technical and professional competencies.
Our engagement team supported members' continued skill development with access to hundreds of online courses and industry recognised certifications. We supported them to earn qualifications such as Microsoft Azure Fundamentals, GitLab Training, Agile certifications and many more - giving them the choice to pursue further professional development.
month programme
members placed
The programme accelerated skill development and experience in key roles. Within the first 12 months, 78 members were successfully placed on site, contributing to driving business value and outcomes from day one.
All 78 placed candidates were sourced locally, successfully addressing the challenge of attracting and retaining talent in a competitive market while building a stable pipeline for future needs.
The programme resulted in a more diverse tech workforce in terms of gender and people from ethnic minority backgrounds. This diversity initiative not only met inclusion goals but also brought varied perspectives and approaches to problem-solving within the technology teams.
The 12-month rolling programme created a continuous supply of qualified candidates, providing the stability and continuity that was previously lacking in the local tech talent pipeline.
The success of non-degree candidates demonstrated that traditional qualification requirements were unnecessarily limiting the talent pool, validating the client's decision to broaden their recruitment criteria.
This case study demonstrates how innovative recruitment approaches can successfully unlock local talent pools that traditional methods often overlook. By removing degree requirements and focusing on potential, problem-solving abilities, and communication skills, the investment bank was able to build a diverse, capable technology team.
The 78 successful placements within the first 12 months validate the effectiveness of the Hire Train Deploy model when applied to non-traditional candidate backgrounds. The programme's success in accelerating skill development while maintaining quality standards shows that with proper training and support, candidates without formal qualifications can deliver immediate business value.
The enhanced workforce diversity achieved through this approach demonstrates that broadening recruitment criteria can simultaneously address talent shortage challenges and advance inclusion goals, creating a stronger, more innovative technology organisation.
If your organisation is looking to expand your talent pool beyond traditional degree requirements while maintaining quality standards and advancing diversity goals, mthree can help. Our proven Hire Train Deploy approach combines comprehensive assessment, specialised training, and ongoing development support.
Saffron is the Marketing Manager at mthree, with over five years of experience creating content that connects. She works across both B2B and B2C marketing, focusing on everything from career tips for graduates to real stories from our alumni. Saffron’s articles are all about sharing practical advice, industry insights, and inspiration to help readers take the next step with confidence.
