The client’s faced difficulties in attracting Quality Engineers, as many new graduates showed little interest in testing roles.

Leveraging FDM’s close relationships with leading universities and our year-round recruiting, we can provide a steady pipeline of high-performing talent. Over an eight-year partnership, FDM coached and onboarded 600 consultants, establishing a reputation for reliability in fulfilling the client’s staffing needs.

In collaboration with the client’s project managers across multiple disciplines, FDM conducted a detailed discovery process to understand the exact skills required for their projects – ranging from Mainframe to Guidewire to Salesforce, with additional expertise in cloud, AI, and proprietary technologies.

FDM identified the specific qualifications, mindsets, and problem-solving abilities consultants needed to meet the client’s evolving demands. By creating customised solutions, FDM demonstrateds our flexibility and commitment to driving the client’s success through a focused approach to recruitment.

FDM partnered with the bank to implement a flexible Agile model that upskilled consultants for diverse specialist requirements without separate end-to-end programs.

We designed a six-week core engineering program featuring client-specific sprints in UNIX, SQL, Java, Selenium, Cucumber, DevOps, and Azure.

Upon completion, consultants either transitioned directly to the bank for further training or received role-specific coaching in our Skills Lab.

Through internal interviews, we assessed consultants’ strengths, enabling advancement into specialized roles like Full-stack Developer, Salesforce Consultant, Mainframe Engineer, Mobile Developer, and UI/UX Quality Engineer, resulting in 40 distinct learning paths.

Consultants passed strict quality gates before progressing, ensuring the bank could trust our selection without additional interviews. The bank played an active role and engaged with consultants through regular Q&A events.

Our recruitment model evolved into a program-based approach, increasing flexibility, efficiency, and speed in deploying talent on-site year-round.

In response to COVID-19, FDM quickly pivoted to deliver all recruitment, internal interviews, and customised coaching virtually, in close collaboration with our client.

The initial cohort achieved impressive results, with less than 2% dropout among 68 participants. This success positioned FDM to address a broader range of needs from developers and analysts to support roles. High-impact projects included AI-driven automation and maintenance of the bank’s wealth planning platform.

Over the next calendar year, FDM was tasked with recruiting, coaching, and onboarding 550 consultants globally across multiple specialisms:

• 300 Quality Engineers, 16 Full-stack Developers, and Business Support Analysts were junior level, sourced from top graduate talent
• 54 Scrum Masters recruited from career transitioners with transferable skills
• Around 60 Salesforce specialists, including Developers, Business Analysts, Admins, and Quality Engineers
• 30 Quality Engineering Tech Team Leads, with various other roles making up the balance

To ensure effective execution, FDM established a dedicated team of coaches focused solely on the organization’s restructuring. This strategy resulted in an impressive attrition rate of less than 1% with a 93% conversion to permanent, solidifying FDM’s reputation for scaling from small-team deployments to delivering large-scale, customized global talent solutions.