Case Studies

Almost half of our Citi _nologists come from an underrepresented group in tech. Based on studies back in 2020, only 19% of the whole UK tech sector came from a low socio-economic background – together, we have shattered those stats with our current level of 39%.

Macquarie is Australia’s largest investment bank and is known for their market leading emerging talent programs. With _nology, they have been able to supplement existing initiatives and build a heightened focus on diversity, professional maturity and transferable skill sets to elevate proficiencies in their engineering teams.

With ambitious growth plans in place, Accenture wanted to overcome the challenge of scaling at pace while ensuring the quality of new hires wasn’t comprised by tight deadlines. They came to us for a solution and we decided to create a pipeline for them – and a diverse one at that.

As the world’s largest tech consultancy, Accenture constantly need to fulfil the needs of their clients, and resource complex projects. We created a full talent pipeline for them, and a diverse one at that. Our bespoke model enabled rapid team expansion, with individuals fully trained in the exact tech stack that Accenture required.

Goldman Sachs had plans to launch a new Engineering office in Birmingham and needed to hire and build it out quickly. We were a core part of their strategy to introduce new engineering talent into the new office. They were struggling with finding diverse tech talent, and specifically wanted to address their low level of Black employees.

With a company-wide corporate transformation set in motion, Deutsche Bank sought to position technology at the heart of their future activities. Attracting and training both external and internal candidates, _nology created a bespoke training course to drive this desired digital sea change.

After working with Admiral Group on hiring junior talent from our software development course, the company looked to the _nology retraining programmes for a bespoke solution on creating new tech talent. 

Woolworths wanted to protect the skills of the future and look after existing employees that were likely to be impacted by the company’s significant digital transformations over the next 5-15 years. We engaged them with a staff retraining solution based on our proven model of getting people without tech backgrounds into tech roles.

With time to hire and diversity being key challenges for QBE, our consultancy model at _nology was the perfect fit. Our approach allows us to deploy almost immediately, with a pool of job-ready tech talent across the globe.

QBE is a global insurance company with offices spanning 27 countries, and an HQ in Sydney. We’ve created an ongoing pipeline of Software and Cloud Engineering employees who are skilled in their tech stack and who align to their social impact commitments.

As a global entertainment leader, data is the bedrock of Sportbet’s business. We supported their Data Platforms team to free up senior talent so they could focus on the high-value and complex components of a major data modernisation project.

After securing funding in 2021, Zego’s goal was to double their headcount from 265 to over 500 employees by the end of the year. With a rise in demand for technologists, they needed support in finding diverse, job-ready tech talent to fill out their existing Engineering team.

Brighte is a Sydney-based company committed to making sustainability accessible by helping consumers finance solar. They’ve secured $100 million in Series C funding and were listed as Australia’s sixth-fastest growing tech company, so they needed support to continue that pace and scale while fulfilling their ongoing commitments to diversity and inclusion.

Revitalising their tech team with new graduates, Nationwide needed to arm them with practical experience and technical knowledge. However, time pressures meant there was little time to dedicate to training. The _nology team delivered a course designed to not only develop tech skills but supercharge a collaborative team culture, too.

Lendi was finding it extremely costly to find specialised engineers and developers for their Salesforce team in a candidate-short market. They wanted a recruitment avenue that wasn’t as expensive or risky, and they wanted to grow team diversity. Our solution for Lendi advocated our core principle – build talent, don’t buy talent.