Date: June 3, 2025

Exceeding client expectations while maintaining 100% audit compliance

Background

This case study documents Indotronix’s decade long relationship providing quality staffing services to a major financial firm with over half a trillion dollars in global assets. We began sourcing for this client after a large Request For Proposal (RFP) where we were a part of the <2% selected. This was our first direct client in the industry, and we adapted our approach and strategy with every new requisition we received, continuously learning and growing. We cultivated an excellent relationship with the client right from the first year, supporting their operations across a variety of departments from treasury management to cloud infrastructure and digital transformation. Our relationship has continued to expand with us building on our successes and being granted more responsibilities.

Challenges

• Submission Limitations: Only allowed to submit one resume per requisition to the client. This restriction differs from the approach taken by other clients who prioritize the speed with which a requisition is addressed. With this client, we are given more time but only to submit one qualified resume and thus we adapt our strategy accordingly and pipeline a large volume of candidates.
• No-Touch Policy: There is no direct contact between vendors and internal stakeholders. The hiring managers conduct spotlight calls which take the form of open forums attended by all vendors where the client’s needs are explained and queries are addressed.
• Limited Regional Talent Pools: When sourcing talent to support the client’s initiatives, especially for certain niche roles pertaining to AML policies or risk management, we were required to look for suitable candidates who were within a small radius of certain locations. The client sought candidates who were looking to convert to full-time positions rather than contingent workers. Over the past five years, a large number of American jobseekers have come to prefer remote work but companies have sought to return their employees to in-person offices. It could be challenging to bridge this divide between client and candidate when hiring for in-person or hybrid roles.This problem is compounded by the fact that the locations where the workers were required had limited talent pools.

Our Approach:

• Experienced Account Manager (AM): Hiring for the financial sector can be challenging as one has to navigate a complex web of compliance and regulatory frameworks. Our account manager is a Subject Matter Expert (SME) in the financial sector and employs various strategies to effectively support and guide the recruitment team:
  • Spotlight Calls: The AM attends 100% of all spotlight calls, taking detailed notes and thoroughly understanding what the client considers to be the ideal candidate for a position. The AM then passes on these insights internally to help the recruitment team source best-fit candidates.
  • Pipelining: We proactively pipeline for possible roles even before we receive a requisition. This process is supported by the AM’s intimate understanding of the business environment which allows them to anticipate the kind of roles that we might be required to hire for as the firm develops.
  • Relationships with Candidates: Maintaining relationships with candidates we have already placed with the client allows us to gain insight into trends within the firm, supporting our pipelining efforts.
• Bill Rate Management: We offer the client 11%+ discount on average which is made possible by strategic bill rate management by our AM. We have been recognised consistently as offering the client the best candidates at incredibly competitive rates.
• Relocating Quality Candidates: To address the issue of limited regional talent pools, we cast a wider net, searching for quality candidates from across the country and encouraging them to relocate, supporting them through the process while addressing any concerns they had.

Talent Delivered:

Here are a few notable and recent successes we’ve had with the client:

Risk Management:

• Addressed the client’s critical need for specialised staffing in the fields of risk management, cybersecurity and compliance.
• Navigated a complex landscape governed by regulatory frameworks such as SSAE 18, CECL, PPNR and OCC Guidelines for MRAs (Matters Requiring Attention).

Anti-Money Laundering:

• Client sought to strengthen their transaction monitoring and fraud detection capabilities.
• Indotronix assembled a team of highly skilled professionals with certifications like CAMS, CFCS and Actimize expertise to address complex Anti-Money Laundering (AML) challenges.

Results:

• Third highest amongst the client’s spend in 2024
• Recognised as ‘showcase vendor’ in the first year of engagement.
• Subsequently nominated as ‘Supplier of the Year’ with the Eastern Minority Supplier Development Council.
• Highest starts among all vendors in April and May of 2025

Conclusion

The past decade has been defined by a thriving relationship where our continued success with the client has cultivated an atmosphere of trust and reliability. We move into the next decade continuing to support the client’s specialized staffing needs, positioning them for sustainable growth in a challenging financial landscape.