Strategic Workforce Intelligence Partnership with a $14B Sydney-based Banking Giant
Discover How Draup Enabled Data-Driven Workforce Planning and Talent Modernization for a National Financial Services Leader
About the Company
One of Australia’s largest consumer banking enterprises, the organization serves millions of customers across an extensive national branch and digital network. Backed by metropolitan hubs and regional operations, the institution is recognized for stability, innovation, and a strong customer-first culture. As competition intensifies and digital banking accelerates, the company has prioritized modernizing its technology talent, strengthening diversity outcomes, and building a scalable, data-driven workforce strategy across engineering, operations, and analytics.
Before Draup
1
Limited Tech & Regional Talent Visibility
Fragmented insights into emerging skills and regional talent hubs constrained workforce planning and hiring strategy.
2
Rising Attrition Among Early Career & Women Professionals
High national tech attrition especially among early career talent and women disrupted critical talent pipelines.
3
Hybrid Work Uncertainty & Inclusion Gaps
Visibility bias, commute safety issues, and childcare gaps made stricter RTO policies disproportionately challenging for women in tech.
4
Unstandardized Job Architecture
Legacy, inconsistent role definitions hindered benchmarking, talent assessment, and mobility.
The Core Challenges
To unify workforce intelligence across engineering, data, and operations.
To understand rapidly evolving AI- and cloud-driven skills across key technical roles.
To balance cost, diversity, and scalability across major metropolitan and emerging regional hubs.
To clarify the academic and early-talent pipeline for long-term university engagement.
The Solution
Outcome
Unified Women-in-Tech Visibility
Delivered comprehensive, data-backed insights into gender representation, attrition drivers, and talent availability across Australia’s major tech hubs.
Modernized Technical Job Architecture
Standardized engineering and data taxonomies improved hiring efficiency, role clarity, and internal mobility across key technology functions.
Evidence-Based Inclusion & Hybrid Work Strategy
A flexible-work equity model strengthened fairness, safety, and accessibility for women in tech while informing more consistent team-level RTO decisions.
Strengthened Talent Pipelines & EVP Differentiation
Regional graduate intelligence enabled strategic university partnerships, while peer-driven EVP insights enhanced attraction and retention of mid-career women engineers.
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