banking enterprise gains faster access to niche talent through smarter sourcing and scalable global delivery.
targeted sourcing and fast global delivery improve hiring efficiency, strengthen workforce readiness and build specialized pipelines for high-demand talent
client
a global bank with more than 60,000 employees across 100+ countriesgoals
When staffing its growing global business services hub in Poland and across key regions, the organization aims to reduce reliance on external agencies and improve access to specialized, niche talent. It needed enhanced sourcing capabilities, deeper market visibility and stronger support for engaging passive candidates across key markets.solution
Randstad Sourceright, a Randstad Enterprise company, provides a selective recruitment process outsourcing (RPO) solution to source and screen specialized talent, operating as a seamless extension of the company’s internal recruitment function. Delivered through a global business services (GBS) talent model, the program combines centralized operations, deep sourcing expertise and global scalability to accelerate workforce agility and client readiness. Supported by real-time reporting tools and close collaboration across stakeholders, the GBS team builds qualified pipelines for all hub roles.key results
Accelerating niche hiring and strengthening pipelines for hard-to-fill roles, the selective RPO program and GBS delivery model consistently exceed performance targets across all key metrics. Time-to-screen averages just 1.1 days and time-to-submit averages 5.7 days — both ahead of expectations. High-quality pipelines drive strong conversion rates, with more than 61% of shortlisted candidates advancing to interviews and 31% of interviewed candidates accepting offers. In total, 275 offers have been accepted in just nine months, averaging 30 hires per month.
growing global business services hubs
At this banking enterprise, global competence centers play a critical role in designing and delivering operational, risk and technology solutions across borders. However, with growing demand for highly specialized talent — from advanced engineering and data analytics to risk management and cybersecurity — the hubs struggle to keep pace, facing challenges in building strong candidate pipelines and reducing their reliance on external agencies.
Competition for these capabilities continues to intensify as digital transformation accelerates and regulatory demands grow across a dynamic global landscape. The company faces mounting pressure to identify and attract niche talent in an increasingly competitive market where these skills are in short supply.
To complement the internal recruitment team’s strong process ownership, the company soughto ut additional expertise to engage passive candidates and improve hiring outcomes for these hard-to-fill roles. Global sourcing is essential to gaining access to the right talent and maintaining a competitive edge. With skill requirements evolving and visibility into market dynamics more critical than ever, the hubs needed a scalable solution to accelerate hiring and strengthen the company's long-term talent strategy.
dedicated sourcing to attract talent and strengthen pipeline
To overcome these challenges, the company engages Randstad Sourceright, a Randstad Enterprise company, for a selective RPO program to source and screen specialized talent globally. Delivered through a global business services (GBS) team, the program leverages centralized sourcing expertise, talent intelligence and technology to provide speed, scale and global reach. A dedicated sourcing team focuses on candidate research, proactive outreach and ongoing pipeline development for all hub roles — including highly specialized, niche and technical positions in areas such as engineering, data, cybersecurity and risk.
The solution is fully integrated into the company’s recruitment process and strategically complements internal hiring efforts. With a strong partnership mindset and clear communication, the sourcing model quickly builds momentum — delivering faster time-to-hire, stronger talent alignment and measurable improvements in candidate quality and hiring speed.
To strengthen pipelines and reach passive talent, the team deploys a talent marketing strategy focused on proactive sourcing and personalized engagement. Recruiters actively cultivate relationships with specialized professionals through online communities, professional networks and platforms like LinkedIn — showcasing career advancement opportunities, company culture and innovative projects to capture the interest of candidates who are not actively seeking new roles. Outreach is customized to each candidate’s background and aspirations, while employee referrals and strategic networking further extend reach into hard-to-access talent pools.
Sourcing is powered by Workday and proprietary business intelligence (BI) tools, providing both teams with real-time reporting and actionable insights. These capabilities enable data-driven decision-making and ongoing pipeline optimization, ensuring the talent pipeline remains strong, relevant and aligned with evolving business needs.
Leveraging its GBS network, the delivery team stays deeply connected to client operations — anticipating needs, providing market intelligence and acting as a seamless extension of the organization’s talent function and a trusted partner in workforce planning and execution.
talent access and team alignment
Since launch, the company has continued to redefine how it identifies and engages specialized talent. Recruiters have access to a broader pool of passive talent, resulting in stronger pipelines and improved hiring outcomes for niche and hard-to-fill roles. Hiring manager satisfaction continues to climb, and candidate surveys reflect a markedly improved experience.
The results speak for themselves. The selective RPO solution consistently exceeds performance targets across every key metric. Time-to-screen is reduced to just 1.1 days, while time-to-submit averages 5.7 days — both ahead of expectations. More than 61% of shortlisted candidates advance to interviews, and 31% of those interviewed accept offers. To date, the program has delivered 275 successful hires — averaging 30 per month — to fuel critical workforce priorities and support ongoing growth.
Beyond the numbers, the partnership has evolved into a strategic extension of the company’s talent function. Regular strategy sessions, detailed business intelligence reporting and a commitment to continuous improvement ensure the solution adapts seamlessly as priorities shift.
With trusted sourcing support in place, the company is positioned to compete more effectively, respond proactively to changing market dynamics and anticipate future workforce needs. The program expands internal hiring capacity, strengthens workforce planning, deepens market insight and provides the agility needed to stay ahead as workforce needs and market dynamics shift. Through GBS delivery, the client benefits from a flexible, embedded model that scales efficiently, delivers consistently and keeps expertise close to the business.