Global Energy Provider: MSP and Specialist Talent at Scale

Built on scale, exposed by a skills shift

One of the country's largest energy holding companies set out to rewire its talent acquisition function. Delivering 50,000 megawatts of capacity to 8.2 million customers through 28,000+ employees, the business was dependent on a stable, specialist workforce of 2,600 contingent workers and 56 key suppliers.

As digitalization and automation accelerated, this business's talent needs shifted toward hard-to-find tech skills its model wasn't built to source. The company needed the right people, at the right time, without raising cost or lowering quality.

The goal: meet a rising demand for mission-critical tech talent, without compromise.

Market-wide skills shortage: Technology and automation roles were harder to fill, everywhere.

Mounting cost pressure: Talent needed to arrive faster, without additional spend.

Built for volume, not depth: The MSP had no direct route into specialist tech talent.

Trust, not just fill rate: Leadership needed confidence in delivery, not a checkbox.

Specialist talent embedded, not bolted on

MSP and specialist recruitment, combined. Rather than building a new program from scratch, Vertage embedded specialist technology recruiters directly inside the client's existing MSP program, extending it rather than replacing it.

A dedicated talent community. Vertage drew from established communities of specialist technology, engineering and life sciences talent, rather than sourcing role by role. The right candidates were ready, ahead of time.

Built with the client, not just for them. Close, ongoing collaboration shaped the MSP model as needs evolved, instead of fixing it in place from day one.

The result: a scalable, cost-effective program, built to flex as fast as the business.

From filled roles to a stronger business

Fulfilment, transformed. A 99.4% fulfilment rate put mission-critical roles into the business, faster than ever.

Savings that compound. $2m+ in cost avoidance and savings, delivered without compromising talent quality.

Fast precision hiring. Time-to-fill fell 13% overall, 21% for IT roles specifically - the exact skills hardest to source.

Visibility for leaders. Real-time data on progress, spend and contract consistency built confidence for faster decisions.

A stronger employer brand. Backed by specialist market insight, the client strengthened its EVP, becoming a stronger competitor for talent.

Build a workforce strategy that compounds