CHALLENGE – The Bank of England (BoE) had a vision for a new Assessment Centre: it would excite candidates about joining BoE, better reflect the BoE employer brand and align with a new-look campus recruitment campaign…

CHALLENGE – In a competitive market for recruiting entry-level technologists, we worked with Vodafone to redefine their Employment Value Proposition (EVP)…

CHALLENGE – Siemens needed a Graduate Unique Selling Proposition (USP) to inform their September Campus Plan, ensuring that this localised UK USP aligned with the global Employee Value Proposition (EVP).

CHALLENGE – Faced with stiff competition from other technology brands, we helped Expedia Inc. to understand if their current marketing messages and collateral needed to be changed to better encourage careers in technology.

CHALLENGE – With high importance placed on their market-facing employment brand, Atkins wanted a global perspective to ensure firm-wide commitment to recruit and retain the best people.

CHALLENGE -We worked with Isban (now Santander Technology) to design the non-technical elements of their new two-year, rotational graduate programme.

CHALLENGE – Siemens wanted to consider if their graduate programme (SGP) was operating at the optimal level, given that their global programme had local variations when implemented regionally.

CHALLENGE – Aberdeen Asset Management (AAM) wanted to review their existing Graduate Programme and how to best incorporate a pilot ‘soft skills’ development pathway into the new programme.

CHALLENGE – Tesco wanted to demonstrate the effort and successes involved with their Early Careers recruitment and development approach. They wanted to showcase their work to the wider business, providing context and…

CHALLENGE – Police Now wanted to better understand high-intensity learning programmes to support the design of their intensive training course.

CHALLENGE – Vodafone decided to create a more considered approach to their Early Talent strategy – from apprenticeships to graduates.

CHALLENGE – Arriva asked us to deliver a training session as part of the training delivered to the new Arriva graduate intake in September 2017.

CHALLENGE – Premier Foods required a new approach to training their graduates with a primary focus on core skills to supplement on-the-job learning.

CHALLENGE – We were commissioned by Capital One to deliver a training session as part of the Capital One September 2017 Graduate Induction.

CHALLENGE – The NHS Leadership Academy wanted Line Managers to understand and communicate the values and approaches of successful managers so that they could support trainees and nurture future leadership talent.

CHALLENGE – Enterprise Rent-A-Car wanted to empower their people to become truly effective, high-performing, Human Resource professionals.

CHALLENGE – Driven by the ambition for their students to be the ‘stand-out choice for employers’, and supported by their award-winning ‘Career Development Journey’, the University of Leicester wanted…

CHALLENGE – EY wanted an event that provided students with clear takeaways and benefits whilst showcasing what services EY offered and the different skills needed within each service line. We used…

CHALLENGE – Barclays wanted to innovate the way they recruit into their Future Leaders Development Programme (FLDP) through an attention-grabbing and brand new concept.

CHALLENGE – The Bank of England (BoE) had a vision for a new Assessment Centre: it would excite candidates about joining BoE, better reflect the BoE employer brand and align with a new-look campus…

CHALLENGE – EY’s top 150 talent leaders were meeting in Miami to imagine the future of work. Rather than ‘tell’ people about the future, we helped nthem ‘see’ it.

CHALLENGE – HSBC’s Retail Banking and Wealth Management (RBWM) induct approximately 150 graduates from across the globe into their Global Graduate Induction. The aim of the induction was to inspire, …