What’s the real price of hiring the wrong tech candidate? Spoiler alert—it’s far more than what you’ll find on an invoice.

Case Study: Enhancing Diversity in Tech Leadership for a Leading Bank. One of Australia's leading banks faced a significant challenge in enhancing diversity within their technology leadership teams and niche areas such as cybersecurity. Despite their reputation and market position, they struggled to attract a diverse pool of talent, particularly from underrepresented groups in tech. The Challenge T he primary issues identified were: > Lack of Diversity Talent Applying: The bank was not receiving enough applications from diverse candidates, which was crucial for filling leadership and specialized roles in tech. > Perception of the Financial Services Industry: Many potential candidates, especially women and minorities, were hesitant to join the financial services sector. The industry was often perceived as predominantly white and male-dominated. > Large Team Dynamics: Candidates were concerned about the inability to make a significant impact within large teams, a common structure in financial services. Complex Hiring Process: The bank's in-depth hiring process, involving multiple rounds of interviews, was a deterrent for many candidates. The Solution Halcyon Knights deployed a seasoned consultant who leveraged his extensive network and relationships with tech professionals to address these challenges. The key strategies included: > Leveraging Long-term Relationships: The consultant had nurtured relationships with engineers and tech talent throughout their careers, fostering trust and understanding their career aspirations. > Transparent and Effective Communication: By clearly communicating the benefits of working for the bank and transparently addressing concerns, the consultant was able to sell the opportunity effectively. This included highlighting the potential for high-impact work, career growth, and the bank’s commitment to diversity. > Streamlined Recruitment Process: Although the bank had a complex hiring process, the consultant worked to ensure candidates were well-prepared and understood each stage. This preparation helped alleviate concerns and improved the candidate experience. > Tailored Candidate Approach: By understanding the unique needs and preferences of each candidate, the consultant could tailor the approach to each individual, ensuring a better fit for both the candidate and the bank. The Results The concerted efforts led to impressive outcomes: > Diverse Leadership: Five women were successfully placed into various leadership and engineering roles within the bank. > High Impact: These candidates have now been in their roles for 8-9 months, making significant contributions and driving impactful projects. > Balanced Diversity Targets: The placements have helped the bank balance its diversity targets, fostering a more inclusive work environment. Through strategic relationship management and a tailored recruitment approach, Halcyon Knights addressed the bank’s diversity challenges, placing high-impact candidates in leadership roles. This case study highlights the importance of trust, transparent communication, and understanding candidate needs in achieving diversity and inclusion goals in the tech industry.