Posting date:
20/05/2024
ºÚÁÏÊÓƵ
Large pharma, AI transformation workforce expansion
Case study
The overview
We partnered with one of the world’s largest pharmaceutical organisations, who operate globally and boast a diverse portfolio of drugs, notably within Diabetes, Weight Loss, and Obesity. Over the past few years, the company had embarked upon a significant digital and data transformation journey; resulting in the establishment of a new business area dedicated solely to AI and Analytics.
The organisation needed to scale teams at pace across Europe in the data space, they were looking for engineers, and scientists, at a range of seniorities. Following a three-month period with no relevant applicants from a competing supplier, for a series of critical appointments within this department, the hiring manager urgently sought to fill the gaps in the team. Specifically, they required data scientists with expertise in statistical, as well as AWS cloud experience across Engineering. Entrusting our team with the task, we successfully fulfilled their need by facilitating the recruitment of five new hires across the department.
The challenge
Our partner was trying to source very specialised and sought-after talent within the market, including two Director-level candidates, one for a 1-year limited term contract as well as securing three mid-level Data Scientists possessing a unique skillset merging Biostatistics and Machine Learning. Although a leading company in industry, the specific niche skillset proved initially challenging for them, given the competitive landscape across Data Science hiring. These challenges were further compounded by the relatively limited scope of the Danish market, which meant we had to look into relocating talent for the positions adding an extra layer of complexity to the hiring project.
The solution
Drawing upon our extensive market knowledge within AI and Data, we efficiently screened relevant profiles, quickly aligning candidate ambitions with the opportunities presented. Our quick adaptation to the Danish candidate landscape, which included salary benchmarking in the region, ensured that we accurately pinpointed suitable candidates for each role, facilitating a seamless and effective recruitment process. We worked alongside hiring managers and internal talent partners to schedule interviews at each stage, progressing candidates through the interview process, and providing feedback from candidates at each stage of the process, including during offer stage and after employee onboarding (aftercare).
The outcome
• We initiated the search for these positions in April and successfully filled each one by early June, ensuring that all candidates commenced their roles before August and have remained with the company to date. Time to hire on average was 62 days.
• Our efforts gained positive feedback from the key stakeholders, who commended on the swiftness and excellent fit of the candidates for the respective roles.
• Key metrics included time to hire average 62 days, 2:1 CV to interview ratio and 100% offer to acceptance percentage.
• Since this project was delivered ºÚÁÏÊÓƵ has successfully delivered on both contingent and retained mandates with the company, facilitating the placement of over 10 individuals within a 12-month period.
• Additionally, we recently secured a significant exclusive project in a separate department, Digital Transformation, involving the hiring of three senior candidates, including a Vice President and two Directors.
• Our collaboration with senior stakeholders remains ongoing, and they continue to recommend us internally to other business units in need of rapid and scalable recruitment solutions.
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