Trusted approach to building a sustainable talent pipeline

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A clear route to niche talent in a constrained market

Hiring Supervisory Control and Data Acquisition (SCADA) engineers in the UK was challenging for our customer. Traditional recruitment channels delivered limited results, internal talent pools were constrained, and market demand for experienced engineers was high. The pressure increased as the customer prepared for a critical system upgrade that required timely access to specialised skills.

Contractor rates above £700 per day through consultancy frameworks placed long-term strain on budgets, while the shortage of niche talent threatened programme delivery. The customer needed a way to reduce hiring risk and restore control.

Niche talent access elevated through early careers

Pontoon partnered with the customer to elevate the recruitment strategy for SCADA roles. Instead of competing for experienced engineers, we proposed a strategic shift: build a pipeline of graduate engineers with strong fundamentals and high learning agility.

Key elements of the redesigned approach included:

  • Requirements redefinition. We worked with hiring managers to focus on essential competencies and remove noncritical experience criteria.

  • Early talent engagement. Pontoon’s Early Careers team delivered a targeted graduate campaign aimed at STEM candidates interested in electricity and energy systems.

  • Training alignment. Each worker received customer specific training during their assignment and gained access to external learning providers through an annual allowance integrated into the charge rate.

  • Conversion pathway. Our team delivered a structured “try before you buy” pathway, giving the client 12 months to assess workers before permanent conversion. We built a route into permanent employment supported by quarterly reviews, performance discussions and defined development plans.

This approach enabled the customer to shift from short term talent acquisition to a sustainable pipeline model. 

A resilient workforce model

The redesigned model restored control and unlocked measurable value. By hiring at an average daily rate of £250, compared with more than £700 in the external market, the customer achieved over £1.25 million in savings in a year.

11 graduate engineers were placed into SCADA roles,securing the resources required to deliver the critical infrastructure upgrade. All workers earned highest Net Promoter Scores (NPS) of 9 or 10, confirming the strong alignment between capability, training and programme needs.

Beyond immediate delivery, the customer now benefits from a resilient, homegrown engineering workforce with reduced reliance on costly contractors. The model also supports the client’s broader goals of workforce upskilling that strengthen the organisation for the future.