Eleven full case studies, eight named clients, and a working library of 110 deployments behind the headline numbers. Every metric is independently calculated against client baselines — no “up to” ranges, no curated outliers, no “a major UK retailer” coyness where the client has agreed to be named.
A UK-headquartered investment bank moved from CV-screen to evidence-first using the Assessment Platform across their 2025 graduate finance cohort. Screening time dropped 64%, offer-acceptance rates climbed, and first-year performance ratings beat prior cohorts by 1.6×. Diversity within the hired cohort increased by 22 percentage points without any change to the role profile.
How the RAE used Schools Engagement and Immersive Work Experience to grow from 4 partner schools to 40, with measured progression outcomes at every stage. First three-year cohort now in the workforce.
Causeway used TTP’s Recruitment Outsourcing to handle attraction and screening for their 2025 graduate intake. The team kept full control of the hiring decision; we did the work that didn’t require their time.
Microsoft’s UK apprentice scheme grew from 80 to 240 hires per year over three intakes. Pass-rate on first-year apprenticeship endpoint assessment held at 94%, while first-gen hires rose from 19% to 38%.
10,200 seasonal store and distribution hires for the 2025 Christmas peak. Median time-to-decision under 48 hours. Candidate NPS held at +52, against a sector benchmark of +14.
DHL’s UK Immersive Work Experience programme reached 38,000 students aged 14–18 in 2025. 19% completion rate (sector benchmark: 6%). Of completers who later applied, 41% cited the IWX experience as the reason.
Channel 4 partnered with TTP to design an IWX experience targeting students from non-traditional broadcasting backgrounds. 12,000 students engaged in year one; subsequent apprenticeship applications up 4.4× from target schools.
PwC’s graduate audit and tax pipelines moved to the Assessment Platform in 2024. Predictive validity against 12-month performance climbed from r = 0.18 (legacy) to r = 0.41. 4-fifths rule satisfied across all monitored characteristics.
A Level 3-to-Level 6 engineering routeway across nine UK sites. 24-month apprentice retention now at 89%, against an industry benchmark of 67%. Programme finalist at the 2025 ISE Awards.
TfL deployed via G-Cloud 14 across the 2025 cycle. Disaggregated reporting on adverse impact across all protected characteristics. Social Value Act response scored above threshold on all five MAC themes.
Every headline figure on this page is calculated against a client-specific baseline, agreed in advance, measured at a defined post-hire interval, and reviewed by the client before publication. We don’t aggregate ranges (“up to 70%”) or pick best-of-cohort outliers.
If we’ve quoted a number, the client has signed off on the methodology.
Procurement teams: the underlying methodology, baseline definition, measurement window and external assurance letter are available under NDA. Most can be sent within one working day.
Clients who’ve agreed to be named feature here in full. Where a client has chosen anonymity (financial services and parts of the public sector are common), we describe sector and scale precisely but withhold the name. The numbers are still real.
If you’re building a vendor shortlist, a procurement file or a social-value response, the proof pack below has what you need. Pre-built, no NDA on the headline numbers, full methodology under NDA.
Most clients start with a 45-minute working session: anonymised data from your last cohort, plugged into the most relevant of the patterns above. You walk away with a read on what would change for your roles, and zero obligation to do anything about it.
For candidates →