Building and nurturing technology talent for sustainable growth
Our client is a Fortune 100 financial services organization with more than 3,000 branches and 77,000 employees nationwide. This client identified a major gap in finding, growing, and retaining tech talent and turned to Crew to design a sustainable pipeline of future technology leaders.
Client challenge
For years, the bank had successfully leveraged Crew’s talent development program across diverse areas such as product management, business analysis, and data analytics. However, on the heels of the pandemic and the great resignation, a notable shortfall in engineering talent emerged as a significant hurdle across the organization. As demand for software engineers rose and the pool of available talent was depleted, the bank identified the need to cultivate a future leadership pipeline in this critical domain. Given the track record of success with the program and the talent crisis in technology, our client partnered with Crew to build a future leader pipeline.
Our solution
Crew crafted a cohort of twelve skilled software engineers, each with a set of proficiencies that aligned with the bank’s technological requirements:
- Three .Net developers specializing in corporate trust web-based platforms
- Three Java developers catering to wealth management platforms
- Three developers and one Scrum Master instrumental in the capital markets space
- Two Java developers dedicated to corporate trust and digital projects
Before beginning their assignments at the client, these consultants underwent a comprehensive two-week onboarding program, which was carefully tailored to align with the bank’s specific development principles. This program, seamlessly integrated with Crew’s best-in-class consultant training, ensured the cohort’s readiness. The cohort also continued to participate in (at least) monthly ongoing training and acted as a cohesive team on-site, educating each other about their work and project initiatives.
The Crew consultants possessed a diverse set of development skills, including .Net, DataCap, Java, Spring Boot, React, open-source technologies, Microservices, Jenkins CI/CD pipeline, SQL, and AWS. In their roles, they handled the complete software development lifecycle, from analysis and design to testing, development, and maintenance of high-quality software experiences and products. They excelled in agile software development and DevOps principles, taking ownership of full-stack development while consistently producing production-ready and testable code – prioritizing the customer experience in design and coding decisions. Through active engagement in code reviews, they provided feedback and guidance on engineering best practices and development procedures to each other. Additionally, the consultants contributed to a culture of innovation, collaboration, and continuous improvement, embracing emerging technologies to support the bank’s technology transformation.
Results
When the pilot program reached its one-year milestone, the entire cohort remained highly engaged and successful. One consultant had transitioned seamlessly into a full-time role before the one-year mark, two more converted to full-time employment at the client after one year, and eight more had their contracts extended – with the intention of future conversion opportunities. This enduring partnership between our client and Crew positions the bank well to continue fostering engineering excellence and strategic talent development in software development and beyond.
