Why us
Why us

Our client, a fast-growth, privately-owned technology business, had recognised that they significantly lacked ethnic and gender diversity in various senior manager, director and leadership positions. They approached us to map the market and assist them in identifying potential diverse future leaders.

At a glance: our client

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Industry

Technology

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Service

Talent mapping

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Business size

Mid cap

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Target Country

UK

What we achieved for them

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4 working weeks

to identify a range of suitable diverse profiles

Future talent

Pipeline of future diverse talent

for senior roles within the business

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No additional costs when hiring

as we don’t charge placement fees

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Challenge

Understanding the best workplace options in a changing world

Our client had made significant recent improvements in diversity hiring for junior and mid-level roles across the organization, but wanted to do the same for more senior/leadership roles across a number of key functions within the business.

They recognised that the relevant external talent pool for hiring in the ‘here and now’ at that level was limited, so wanted to get creative in how it developed future diverse leaders.

We were tasked with identifying ‘rising star’ talent who were female or from ethnic minorities and were currently sat at ‘head of’/mid-manager level, within both software engineering and sales/commercial partnership roles.

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Solution

Mapping the market to find future diverse leaders

Our talent mapping was UK-wide, with focus on a range of digital/tech organisation types, such as:

  • ‘dot com’ businesses
  • eCommerce/consumer
  • eTailers
  • online travel
  • online service technology businesses
  • businesses with a consumer-facing technology platform

Approximately 100 one-page profiles were generated as part of our final report, recognised as ‘rising stars’ and future leaders by way of priority for approach. A further c150 individuals identified were listed for future consideration.

Whilst not the main focus of the research, we also included some relevant diverse profiles across HR, Legal, and Operations roles when these profiles came up organically during the talent mapping process.

The client subsequently started to engage with individuals mapped to discuss future senior-level opportunities on a pipelining basis. There was no additional cost in hiring these individuals, either now or in the future, as we don’t charge placement fees.

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