Company overview

A leading medical device company.

History/Overview

The client has ongoing recruitment needs spanning medium to long-term contracting and permanent hires. Pinpoint has successfully filled 50 roles within their business, achieving a 95% success rate, with many contract positions being extended for several years. Through strong and established relationships with multiple IT department line managers, we have gained a deep understanding of the company’s culture, projects, and staffing requirements.

Recruitment needs/brief

A new operating model was strategised and implemented by the client, meaning a reshuffle of staff. This included an initial reduction of staff numbers and a shift to contract staff in the short term. After redefining the structure, permanent recruitment were required for key leadership roles.

Approach/process

Pinpoint worked with the client to develop a timeline and process for staged recruitment and took away much of the sourcing and screening stages. Our sourcing approach was through headhunting, referrals, and using our extensive professional network. We demonstrated the speed needed to secure the contractors, as well as the thoroughness required for the permanent leadership roles.

Challenges

Post 2020 was a unique period in recruitment, navigating Covid restrictions, post covid demands for staff, rate and salary increases. Demand outweighed supply and Pinpoint worked creatively in a candidate short market to offer other benefits to compete with multiple offers candidates had at the time. Working closely with the client, we identified other benefits outside of salary, such as the unique product the company developed; the feel good factor of working in the health industry; the leadership team; plus the training and career development opportunities available.

Result/outcome

For the contract roles, the standard turnaround time from the initial call with the line manager to the offer stage was 7-10 days. The quality of the candidates often resulting in extended contracts or temp to permanent hires. Additionally, Pinpoint filled multiple permanent positions that had been open for months with the client’s internal recruitment team.

As a result of this success, along with the trust and confidence in Pinpoint’s approach and ability to deliver, the client designated Pinpoint as their preferred agency for IT roles, granting them exclusive responsibility for these positions.

Conclusion/lesson learned

Organisational people change requires a delicate approach. By partnering with Pinpoint we were able to offer a more independent and confidential approach to the market, therefore protecting the client brand.

Additionally, internal recruitment teams can often be hesitant to hand over roles. However, by building strong partnerships with Pinpoint, quicker outcomes were achieved, helping the company save money by securing the right people more efficiently. Success in this process depends on fostering relationships built on mutual trust, a clear understanding, and alignment with the client’s objectives.