Computacenter

With a globe-spanning business, Computacenter acts as an expert consultant on all things digital for its broad customer base, which includes government bodies, major corporations, healthcare providers, and more. 

With over four decades at the forefront of technology sourcing and supply chains, professional services, and the management and maintenance of digital operations, Computacenter’s hiring strategy often targeted candidates with prior experience in project management. 

As a result, their existing team was largely comprised of time-served experts. However, this strategy was not seen as effective for building a long-term and, importantly, sustainable talent pipeline of candidates. 

The organisation and its leaders recognised the need for change. Heads of Transformation and Change were time-starved but required the personnel and resources to complete their business-critical work. 

They came to Pareto with the idea of shifting away from their hiring model focused on traditional talent and attracting fresh, ambitious graduates with the attitudes and core competencies that would set them up for long-term career success with this IT and managed services-focused market leader. At the same time, such an investment in emerging talent would also serve to bolster their existing employee value proposition, highlighting Computacenter’s commitment to developing the skills of their staff.