Case study
Large pharmaceutical company, digital transformation of IT organisation
Overview
Our partner, a large pharmaceutical organisation in Switzerland wanted to digitally transform their IT organisation and move to an entirely new and fully modernized digital workplace. This required a complete overhaul of their software and infrastructure, including the migration of many enterprise applications to the Cloud.
It also required reconfiguring the whole IT organisation and many processes. One of their main goals was to create best in class service management through a centralized global help desk, and to do so they needed to bring in highly skilled talent to set up the processes and bring expertise in the new stack of modern enterprise applications.
The challenge
A large-scale reorganisation was required, and multiple new key roles were created. The program demanded identification of a large volume of niche skills at a senior level in a candidate scarce market and the company had limited specialist recruiters available on site.
The company engaged our specialist IT recruitment teams in Zurich and Basel to partner with them and manage the project from conception to finish. The challenge was not only to find senior IT talent with the right technical and managerial background, but also to supply to sites across Switzerland with different local language requirements.
Security architect and operations manager
Industrial IT site lead X2
European IT site lead
Solutions architect
Infrastructure design team leader
IT process and support manager
IT risk / CSV manager
SAP change control manager
IT solutions manager – M365
Business architect
IT service manager – Communications
Solution
To successfully project manage the build, we established a bespoke RPO process aligned to our partner’s unique needs. We were fully embedded into the company’s recruitment platforms and handled both external and internal applications including; screening, uploads, interview scheduling and preparation, references and offer negotiations.
We had clear qualification meetings with the relevant hiring managers for each new role. In doing so we established the scope, requirements, and most importantly the pivotal role this employee would play within the organisation.
We then consulted our partner on titles, technical skillsets, availability, expectations, market availability and rates. A team of researchers and a lead consultant were assigned to each role and a full mapping of the market was undertaken to identify the ideal candidate.
Outcome
We successfully filled 90% of roles within 5 months of inception
We achieved a 100% offer to acceptance ratio
We demonstrated our first-class matching skills by achieving an
80% conversion of shortlisted candidate to interview request rate
We significantly reduced cost per hire and saved our partner time through managing the process efficiently
In addition to filling the roles, we were also able to utilise our extensive market knowledge and network to advise on project critical topics such as skills availability, route to market strategy, costing and location strategy