Case studies

Real briefs, real outcomes.

A selection of recent work across recruitment and Three™ Advisory: hard-to-fill roles, whole delivery teams and programs stood up at pace.

Financial services · Contractor payrolling

Chosen as payroll partner over a long-standing incumbent

National superannuation fund, preferred supplier panel

Chosenover a long-term incumbent

Weeklypay, every Thursday

Same carefor every contractor, whatever the margin

The challenge

Three was already a recruitment partner on the fund's national preferred supplier arrangement. The fund also needed a payroll partner for contractors it sourced itself, a role held for years by an established provider.

Our approach

We treated every contractor the same way, whatever the margin: quick and simple onboarding, pay every Thursday, permanent-style benefits and a dedicated contractor care manager. For the fund's talent team we kept things easy, with fast responses, clear rate cards and onboarding handled end to end.

The outcome

How easy we were to work with, and strong praise from the contractors we looked after, led the fund to appoint Three as its new payroll partner, replacing the long-term incumbent. The fund now uses Three to payroll the contractors it selects itself.

Tom Peard

Joe Pilling

Bek Williamson

Talk to Tom, Joe or Bek

Legal · Exclusive technology recruitment partner

Trusted to recruit every technology role, exclusively

National law firm

Exclusivetechnology recruitment partner

~10 yrsworking relationship with Dan

1agency per role, not several

The challenge

The firm's technology hiring came with niche technical requirements, changing priorities and tight timeframes. Briefing several agencies on the same role had made the process transactional and competitive, rewarding speed over quality and not always producing the best long-term hires.

Our approach

Dan works closely with the firm's leaders and talent team, and understands the nuance of its culture. Every candidate is properly understood, screened and aligned to the firm's needs before they're presented, and Dan represents the firm's brand in the market with honest insight about what's achievable.

The outcome

The firm now partners exclusively with Dan and Three for technology recruitment instead of engaging multiple agencies. Its talent leader describes Dan as the firm's go-to recruiter and preferred external partner for all things tech.

With Dan, the focus is always on quality, fit, and a genuine partnership, as well as being quick to deliver.

Talent Acquisition Manager, national law firm

Dan Furlong

Talk to Dan

Mining & resources · Permanent search

A senior reliability and planning leader, found in 48 hours

Queensland coal operation, Bowen Basin

2 moadvertised with no result

48 hto identify the candidate

2 wkfrom interview to placement

The challenge

A senior reliability and planning leadership role had been advertised for two months with no result. Panel agencies had been engaged for two weeks without presenting a single profile.

Our approach

We went after the passive market rather than job boards: mapping competitor operations, identifying people who were employed and settled, and assessing cultural fit face to face, backed by Dan's local presence across the Bowen Basin.

The outcome

We identified a strong candidate from a competing Bowen Basin operation within 48 hours. They were known to site staff and came with references that reduced hiring risk from day one, and they were placed within two weeks of interview.

Dan Furlong

Talk to Dan

Local government · Contract & permanent recruitment

Resourcing a whole-of-council transformation program

Large South East Queensland council

Leadingrecruitment provider to the program

6+specialist disciplines supplied

LB308 & LB334LocalBuy panels

The challenge

The council was running a whole-of-council transformation program, including a major ERP implementation. It needed specialist delivery capability that is scarce and highly contested across the public sector.

Our approach

Adam built a dedicated pipeline of program delivery talent: project and program managers, business analysts, change managers, enterprise asset management and GIS specialists, and testers, with experience in platforms such as TechnologyOne and SAP. Engagement ran through the LocalBuy LB308 and LB334 panels.

The outcome

Three became a leading recruitment provider to the transformation program, supplying contract and permanent specialists across the delivery team.

Adam Beattie

Talk to Adam

Technology services · Contract recruitment

Hard-to-fill technical roles for a global IT services provider

Global technology services and managed services provider

5technical disciplines supplied

Nationalrecruitment partner

Contractspeed-to-start focus

The challenge

Specialist technical roles across several practices had been open for months. The provider needed contract people who could start quickly on client projects, in a market where the same candidates were being chased by every supplier.

Our approach

We combined our understanding of how managed service providers operate with targeted headhunting of passive candidates, presenting only people who matched both the technical brief and the client-facing nature of the work.

The outcome

Three became one of the provider's national recruitment partners, supplying contract specialists across architecture, cloud infrastructure, data engineering, cyber security and software development.

Adam Beattie

Talk to Adam

Financial services · Three™ Advisory + recruitment

Standing up a CPS 230 compliance program in two months

Financial services organisation

2 moto full program approval

8person team assembled

Solerecruitment provider

The challenge

The client needed to comply with APRA's CPS 230 operational resilience standard but didn't have the capacity to run it alongside other critical projects.

Our approach

Three™ Advisory designed and established the program: a program management plan, governance structure and early steering committees, plus a business case to secure budget and a phased resource plan to scale the team. Three Recruitment was the sole recruitment provider to the program.

The outcome

Within two months the program was fully approved, governance was in place and a team of eight had been assembled, setting the client up to meet APRA's compliance deadline.

Chris Young

Joe Pilling

Tom Peard

Talk to Chris, Joe or Tom

Financial services · Three™ Advisory

A technology stability review that won board investment

Financial services organisation

Boardapproval for critical investment

Fewerdisruptions after implementation

End to endanalysis to business case

The challenge

Recurring IT outages were causing service disruption, poor system performance and rising customer complaints, and they were hurting staff morale.

Our approach

Three™ Advisory analysed the instability and correlated outages with business disruption, through stakeholder interviews, deep-dive analysis and mapping of existing business continuity measures. We then built the business case for investment in core systems.

The outcome

The findings were presented to the board, which approved critical IT investment. Since implementation, system stability has improved, with fewer disruptions and better customer service.

Chris Young

Joe Pilling

Tom Peard

Talk to Chris, Joe or Tom

Transformation · Three™ Advisory + recruitment

Rebuilding an EPMO that had lost its way

Enterprise client

2 wkto identify the key issues

Newoperating model and roles

Recruitedand onboarded the new team

The challenge

The client's enterprise project management office had lost its purpose and clarity. Instead of driving governance and aligning projects to organisational goals, it had become an information hub with little impact.

Our approach

An experienced Three™ Advisory consultant assessed the current state and identified the key issues within two weeks. We designed a new operating model, defined how the EPMO would work with the rest of the organisation, wrote clear role descriptions and laid out a phased roadmap.

The outcome

We stayed on to recruit and onboard the new hires. The EPMO is now on a clear path to maturity, with executive buy-in, a defined roadmap and stronger governance.

Chris Young

Talk to Chris

Got a brief like these?

Brief a role