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Client Overview:
Solving IT’s client is in the global financial market industry. They had a gap in their hiring process for Quantitative Risk professionals in the Clearing Department. This team is crucial in maintaining the smooth functioning of the financial markets, reducing counterparty risk, and promoting market integrity.
Problem
The client requested help addressing their need to hire multiple contract resources with a niche skillset for the Clearing Department in the Quantitative Risk Team. They sought a solution to assess junior talent effectively before making full-time hiring decisions. The roles primarily involved developing, analyzing, and back-testing models for clearing initiatives.
Solution
Solving IT collaborated with Client’s Contingent Labor Program Manager to learn about their projects and company selling points to attract top talent. We worked with them to align a process with a clear timeline, milestones for hire, and incentives for the contractors.
We built a dedicated team and partnered with the Client’s Internal Talent Acquisition team and local Universities to find and evaluate candidates with 0-3 years of experience.
Once offers were extended, contractors experienced a smooth onboarding experience with consistent check-ins, contributing to the positive retention rate of the desired talent. We provided updates at each milestone which resulted in contractor incentives to ensure that high-potential talent stayed within the organization.
Outcome
Solving IT successfully onboarded and retained over 75% of hired contractors.
Our partnerships with local Universities allowed for access to an emerging talent pool of niche skillsets, a long-term talent pipeline, and accessibility to a diverse talent pool.
Through the collaborative approach, well-defined process, milestone framework, and feedback touchpoints, the client was able to hit their goal of building out their internal team.
*AI Image from Canva
