Elgin Shaw - Case Studies
Discover how Elgin Shaw delivers exceptional talent solutions through real-world success stories.
Discover how Elgin Shaw delivers exceptional talent solutions through real-world success stories.
Client Overview:
A fast-growing technology company was struggling to recruit top-tier talent across multiple roles critical to its expansion. Attracting and hiring the right candidates had become increasingly difficult, and the company needed a strategic partner to help them find exceptional talent in a timely and cost-effective manner.
Key Challenges
Diverse Talent Requirements:
The client had a wide range of open positions, including software developers, data scientists, project managers, and marketing professionals. They needed a partner capable of addressing this variety with precision.
Tight Hiring Deadlines:
To support aggressive growth goals, the company needed to fill roles quickly—without compromising candidate quality.
Low Employer Brand Visibility:
In a competitive tech hiring landscape, the company’s employer brand lacked the visibility needed to attract top-tier candidates.
Our Approach
1. Deep Understanding of Client Needs
We began with an in-depth discovery phase to understand the company’s culture, values, and specific role requirements.
2. Strategic Recruitment Planning
Elgin Shaw developed a tailored recruitment strategy that included a targeted sourcing plan, realistic timelines, and the identification of the client’s key differentiators to attract the right talent.
3. Multi-Channel Talent Sourcing
Using a combination of industry job boards, social platforms, networking events, and our proprietary database of tech professionals, we built a diverse and qualified candidate pipeline.
4. Employer Brand Enhancement
To boost visibility and appeal, we collaborated with the client on employer branding initiatives—highlighting culture, growth opportunities, and innovation through compelling content and employee testimonials.
5. Streamlined Screening & Selection
Elgin Shaw employed a hybrid screening process using automated tools and expert-led evaluations to ensure strong technical and cultural fit, accelerating time-to-hire without sacrificing quality.
Results
Hiring Targets Met:
Successfully filled key roles across departments within the desired timeframe.
High-Quality Talent:
Candidates not only possessed strong technical skills but also aligned with the company’s culture and long-term vision.
Cost Efficiency:
Our strategic approach significantly reduced the time and internal resources needed for hiring, delivering tangible cost savings.
Stronger Employer Brand:
With improved visibility and positioning, the client attracted more engaged and high-potential candidates.
Conclusion
This successful partnership between the client and Elgin Shaw highlights the power of a strategic, insight-driven recruitment approach. By aligning closely with the client’s goals, tailoring our strategy, and elevating their employer brand, we delivered exceptional results. Beyond filling roles, the collaboration helped lay a strong foundation for the client’s sustained growth and long-term success.
Client Overview:
Our client, a rapidly growing technology company specialising in omnichannel solutions, faced increasing operational complexity due to an expanding customer base and diverse software environment. Recognising the need to strengthen their DevOps capabilities, they sought to hire a Senior DevOps Engineer to lead their transformation. The goal was to streamline software delivery pipelines and ensure application availability, security, and scalability.
Key Challenges
Lack of DevOps Expertise:
The organisation lacked a dedicated DevOps team, relying instead on manual and error-prone deployment processes.
Complex Infrastructure:
The technology stack included microservices, containers, and cloud-native applications — making orchestration and maintenance increasingly difficult.
Security and Compliance Needs:
With data security and regulatory compliance as top priorities, the company required someone capable of integrating security into every stage of the DevOps lifecycle.
Scalability Pressures:
To support business growth, the infrastructure and deployment pipelines needed to scale effectively while maintaining stability and performance.
Our Approach
At Elgin Shaw, we led a structured and consultative recruitment process tailored to the client’s strategic goals:
1. Needs Assessment
We performed a comprehensive audit of current DevOps workflows, tooling, and infrastructure. This led to identification of the specific technical and leadership capabilities required for the role.
2. Role Definition & Job Description
We crafted a detailed job description outlining responsibilities, qualifications, and success metrics. Emphasising expertise in CI/CD, Infrastructure as Code (IaC), containerization (e.g., Docker, Kubernetes), cloud platforms, and security integration.
3. Candidate Sourcing
Sourced top-tier professionals with proven DevOps experience in complex, cloud-native environments. We leveraged social media platforms, professional networks, and passive candidate outreach to find high-impact talent. Candidates were prioritised who held certifications such as AWS DevOps Engineer and Docker Certified Associate.
4. Technical & Cultural Evaluation
Conducted rigorous screening interviews and hands-on technical assessments to evaluate problem-solving, automation skills, and DevOps fluency. Assessed soft skills, cultural fit, and cross-functional collaboration ability to ensure long-term alignment with the organisation.
5. Reference & Offer Management
Elgin Shaw performed thorough reference checks to validate experience and leadership effectiveness. We presented and negotiated a competitive compensation package aligned with market standards and candidate expectations.
Results
We successfully placed a Senior DevOps Engineer who delivered significant impact across the organisation:
Streamlined Deployments:
Reduced deployment errors and manual intervention through automation, improving release reliability.
Security by Design:
Embedded security throughout the CI/CD pipeline, ensuring compliance and proactive risk mitigation.
Scalable Infrastructure:
Architected scalable systems capable of supporting the company's rapid growth trajectory.
Capability Building:
Facilitated knowledge transfer and mentored internal teams, laying the foundation for long-term DevOps maturity.
Lessons Learned
Hiring the right DevOps leader is pivotal to driving digital transformation. This case study underscores the importance of:
- Clearly defining technical and cultural requirements.
- Implementing a multi-stage evaluation process.
- Prioritizing onboarding and integration to maximize early impact.
The successful recruitment of this Senior DevOps Engineer marked a turning point in the client’s operational maturity, aligning engineering practices with their growth, security, and innovation goals.
Introduction
This case study explores the strategic approach, challenges, and outcomes behind a high-stakes executive search for a Chief Technology Officer (CTO)—a role critical to driving transformation and innovation in today’s fast-evolving business landscape.
Client Background
A prominent UK-based manufacturing company found itself at a pivotal moment. Facing rapid digital disruption and shifts in market dynamics, the business needed a visionary technology leader to reimagine its future. The CTO role was seen as a cornerstone for innovation, digital strategy, and competitive positioning. With no permanent CTO in place, the company embarked on a mission to find a transformative tech executive who could define and execute a forward-looking technological vision.
Key Challenges
Technological Disruption
Fast-moving advancements in manufacturing tech, automation, and digital platforms required the company to evolve rapidly and proactively embrace innovation.
Leadership Gap
Operating without a permanent CTO created a strategic void at the executive level—particularly in guiding digital initiatives and long-term technology investments.
Strategic and Cultural Fit
The ideal candidate needed to blend deep technical expertise with strong leadership and the ability to align with the company’s values, culture, and long-term goals.
Our Approach: The CTO Search Initiative
1. Strategic Collaboration
By partnering with Elgin Shaw, the client gained access to deep industry knowledge, extensive executive networks, and a proven methodology for C-level recruitment.
2. Defining the Ideal CTO Profile
Through close consultation, we established a detailed blueprint of the required capabilities:
- Strategic vision and innovation mindset
- Proven leadership in tech-driven transformation
- Experience across legacy and emerging technologies (e.g., AI, cloud, IIoT)
- Emotional intelligence and cultural alignment
3. Championing Diversity & Inclusion
A key goal of the search was to attract candidates from a variety of backgrounds—gender, ethnicity, and industry—to foster a diverse and inclusive leadership environment.
4. Rigorous Selection Process
The evaluation process included:
- In-depth technical and leadership interviews
- Scenario-based assessments focused on real-world innovation challenges
- Cultural fit evaluations to ensure synergy with the executive team
Results & Business Impact
The outcome of the CTO search was transformative:
Visionary Leadership
A dynamic CTO was appointed—bringing a strong track record of innovation and the ability to inspire both tech teams and the wider business.
Technological Advancement
The new CTO launched forward-thinking initiatives that enhanced product development, digital capabilities, and global market competitiveness.
Cultural Evolution
The CTO fostered a culture of collaboration, inclusivity, and continuous improvement, which significantly boosted employee morale and retention.
Renewed Competitive Edge
With a solid tech strategy and stronger executive alignment, the company regained its market-leading position and accelerated its digital transformation journey.
Conclusion
This case study illustrates the profound impact that the right CTO can have on a company’s future. Through a strategic partnership with Elgin Shaw, the client not only filled a critical leadership gap but also laid the foundation for long-term innovation and resilience.
Introduction
This case study explores how a fast-growing SaaS company partnered with Elgin Shaw to recruit a Senior Technical Full Stack Developer capable of not only leading technical innovation but also evolving into a future Chief Technology Officer (CTO). The search marked a critical step in reshaping the company’s technical leadership during a key phase of scale-up and transformation.
Client Background
A high-growth, AI-driven Software-as-a-Service (SaaS) company had recently secured Series B funding, paving the way for rapid expansion. To support this next stage of growth, the company required a top-tier full stack developer—a technical leader who could architect scalable solutions, lead product innovation, and eventually step into a CTO role.
The client recognised that this hire would be instrumental in defining its technology roadmap, engineering culture, and long-term strategic direction.
Key Challenges
Technical Leadership Void
Without a dedicated technical leader in place, the company lacked strategic oversight in its development processes and technology decisions.
Evolving Tech Stack
The complexity of AI-powered SaaS products and the need for scalable, cloud-native solutions required a developer with deep full stack expertise and experience in rapidly evolving tech environments.
Cultural Fit
Beyond technical excellence, the ideal candidate needed to align with the company’s startup mindset, values, and commitment to inclusive innovation.
Our Approach: The Recruitment Initiative
1. Strategic Partnership
Elgin Shaw collaborated closely with the client to deeply understand its technology stack, business goals, and organisational culture—ensuring every step of the search was aligned with long-term strategic priorities.
2. Role Definition & Technical Competency Mapping
Together, we built a detailed profile of the ideal candidate, focusing on:
- Proficiency in modern full stack technologies (e.g., JavaScript frameworks, Node.js, cloud services)
- Architectural and DevOps knowledge
- Experience building scalable SaaS platforms
- Leadership capability and CTO potential
3. Inclusive Search Strategy
Diversity was a key pillar of the campaign. We proactively sourced candidates from underrepresented backgrounds, recognising that varied perspectives are essential for technical innovation and a strong team culture.
4. Rigorous Evaluation Process
Candidates underwent a multi-stage evaluation process including:
- Technical interviews with hands-on coding tasks
- System design assessments to gauge architectural thinking
- Culture and values alignment interviews with leadership
Results & Impact
The search delivered transformative outcomes:
Top-Tier Technical Talent Secured
We successfully placed a visionary Senior Technical Full Stack Developer with deep full stack expertise and the leadership acumen to grow into a CTO role.
Accelerated Product Development
The new hire implemented scalable architecture strategies, improved technical workflows, and enhanced the speed and quality of releases.
Cultural Impact
The new technical leader championed collaboration, engineering excellence, and inclusive practices, fostering a more engaged and high-performing development team.
Strategic Readiness for Scale
With a strong technical leader in place, the company is now better positioned to scale its operations, attract top engineering talent, and navigate future rounds of investment.
Conclusion
This successful recruitment marks a turning point for the client’s technical organisation. By engaging Elgin Shaw, defining clear leadership criteria, promoting diversity, and applying a disciplined search process, the company was able to attract transformative technical talent at a critical growth stage.
This case study highlights how investing in technical leadershipr—especially roles with CTO potential—can unlock innovation, accelerate scale, and drive sustainable competitive advantage in the SaaS sector.
Client Overview
A global leader in technology consulting engaged Elgin Shaw to support a time-critical recruitment drive. With internal talent teams stretched and multiple high-stakes client engagements underway, the company needed a fast and effective solution to build out a cybersecurity consulting team—ready to deliver on day one.
- Industry: Information Technology & Consulting
- Focus Areas: Cloud Security, Compliance, Threat Management
- Hiring Goal: 8 Cyber Technology Consultants
- Project Scope: Enterprise engagements across Financial Services, Healthcare, and Retail
The Challenge
The client faced a daunting task: staff three concurrent cybersecurity projects within just six weeks. Each role required a tailored mix of technical depth and consulting acumen, while navigating internal bandwidth limitations.
Key Constraints:
- Specialised Talent: Each role demanded sector-specific and technical expertise
- Tight Deadline: Onboarding had to begin within 6 weeks
- Resource Constraints: Limited internal recruitment capacity
- Client-Readiness: Hires needed both technical excellence and polished stakeholder communication skills
Objectives
- Deliver 8 fully qualified consultants within the required timeline
- Ensure role coverage across Cloud Security, Audit & Compliance, and Threat Detection
- Achieve at least 25% diversity among hires
- Exceed a 30% candidate-to-hire conversion rate
Our Approach
1. Precision Role Mapping
We launched the engagement with a focused discovery sprint, working directly with delivery leads to define each project’s technical and contextual needs. These insights were translated into bespoke role profiles, capturing not just hard skills, but consulting style and sector fit.
2. Multichannel Sourcing Strategy
- Targeted Outreach: Leveraged advanced Boolean search and niche sourcing tactics to engage cyber specialists (e.g., Azure Security Center, NIST, ISO 27001 experts).
- Referral-First Campaign: Activated our existing cyber talent network with incentivised referral campaigns and personalised messaging.
3. Streamlined, High-Touch Selection Process
To minimise candidate drop-off and maintain quality at speed, we designed a three-phase evaluation framework:
- Technical Interview: Delivered by client-side managers, focused on real-world problem-solving
- Project Simulation: Short task replicating client scenarios for skills validation
- Team Fit Session: Informal session with future colleagues to assess cultural and collaboration fit
4. Accelerated Onboarding Support
To ensure immediate productivity, we supported the client in deploying a fast-track onboarding pathway, including:
- Condensed training on client tools and environments
- Internal compliance briefings
- Peer mentorship assignments for rapid integration
Results & Outcomes
The search delivered transformative outcomes:
- 8 Hires Delivered: 2 junior, 6 senior cyber consultants
- Diversity Milestone Achieved: 3 out of 8 hires (37.5%) from underrepresented backgrounds
- Average Time-to-Hire: 24 days
- Offer Acceptance Rate: 75%
- Client Impact: All three cybersecurity projects fully staffed on time, with strong performance feedback across all consultants
What we learned
- Stakeholder Engagement: Direct collaboration with project leads ensured accuracy and speed
- Role Clarity = Search Precision: Detailed specifications helped us target the right talent faster
- Blended Talent Strategy: Combining referral networks, outreach, and existing pipeline gave us agility
- Lean Process = Engagement: A concise, structured interview process boosted engagement and reduced drop-offs
Recommendations for Future Campaigns
To sustain and scale this recruitment model, we proposed:
- Building a pre-vetted cyber talent bench for rapid deployment
- Developing a repeatable hiring playbook for high-speed cyber recruitment
- Creating a modular onboarding toolkit tailored to sector-specific project needs
- Establishing a "client-ready" certification across internal and external cyber talent pools