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Case Studies

Client Case Studies

Real Challenges, Practical Solutions, Measurable Outcomes.

A selection of real projects from across our HR, recruitment, psychometrics, development, workshop and outplacement work — grouped by service area. Client names are kept confidential.

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White Cube case studies

Examples of the work we do

Browse a cross-section of our client engagements by service area. Each is a real project — we keep client names confidential, but the challenges, approach and outcomes are as delivered.

Recruitment & Selection

5 case studies
Sport & Leisure Charitable Trust

Director of Finance & Corporate Services Recruitment

A Sport and Leisure Charitable Trust needed to appoint a Director of Finance and Corporate Services. This was a senior, business-critical role. They required the rigour of an executive search process but at a cost that worked for them as a not-for-profit charity.

  • A strong shortlist of candidates produced
  • A robust, objective process delivered at a fraction of a traditional agency or search fee.
  • Positive feedback from the appointing panel on candidate quality and process.
  • Director role successfully filled.
Global Engineering Contractor

Graduate Assessment Centre Support

A Global Engineering Contractor running its annual graduate assessment centre wanted to tap into expert external support to help make the selection process robust, fair and consistent. In addition, to prepare both candidates and assessors effectively ahead of the day.

  • Well-prepared assessors and candidates.
  • A robust, objective graduate assessment centre
  • Consistent, competency-based measurement supporting fair and objective selection decisions.
  • Successful recruitment of Graduates for multiple disciplines.
Industrial Fastenings Supplier

Finance Manager Recruitment

An Industrial Fastenings Supplier needed to recruit a Finance and Administration Manager. They wanted an objective, rigorous process to source and select strong candidates for the role.

  • Strong shortlist sourced
  • Successful appointment made at leadership level
  • Objective, behaviourally informed selection process.
  • A flexible process delivered at a lower cost than a traditional agency placement fee.
Subsea Engineering Specialist

Recruitment Toolbox & Interview Skills Workshops

A Subsea Engineering Specialist business wanted to improve and standardise the way it recruited. Providing development support for over 20 Line Managers to enable a consistent, professional approach to recruitment. In addition a suite of recruitment documents and supporting materials were developed to help standardise the approach taken across each Manager.

  • A consistent, compliant recruitment toolbox which was adopted across the business.
  • Over 20 line managers upskilled in best-practice, competency-based recruitment and selection.
  • Professional, standardised approach to hiring
  • Improved candidate experience.
Food Processing Business

Recruitment Audit and Improvement Review

A Food Processing business wanted to conduct an external review of its overall approach to recruitment. Including job descriptions, employer branding, recruitment advertising, recruitment strategy, systems, policies, induction, learning and development, and retention. The aim was to identify practical opportunities to improve on a cost-effective basis.

  • A clear, prioritised picture of current recruitment strengths
  • Identification of a wide range of improvement opportunities.
  • Practical recommendations the business were able to act upon to attract and retain talent more effectively.
  • Quick, cost-effective policy and document updates delivered using customisable templates.

HR Consultancy

4 case studies
Offshore Renewables Wind Developer

HR Support

A growing Offshore Renewables Wind Developer required external HR support to put the core HR documents and processes in place. They were seeking a partner to review what currently existed, identify and fill any gaps, and provide ongoing operational and strategic input on a rolling basis.

  • A clear picture of HR priorities from the initial audit with a prioritised action plan.
  • Core HR documentation and policies embedded to support rapid growth.
  • Transition to becoming self-sufficient in HR once an internal HR team were recruited as the business scaled up.
Logistics Management Company

HR & Manager Training Support

A Logistics Management company required external HR support in addition to focused Manager Development in some of the more challenging aspects of people management, including performance, discipline, grievance and absence management.

  • Managers equipped to handle performance, conduct and absence issues confidently, proactively and more effectively.
  • HR issues resolved constructively on an ongoing basis.
  • Delivery of HR support that is appropriate to the size and requirements of the business.
National Third-Sector Membership Body

Organisational Development & HR

A National Third Sector Membership Body sought organisational development support across several areas. Refreshing the organisations vision and values, gathering employee feedback, understanding market perception, and updating HR policies in line with current legislation.

  • Refreshed organisational vision and values shaped through staff input
  • Improved employee buy-in.
  • Clear feedback themes identified and turned into organisational action plan priorities.
  • An updated, legally compliant HR policy suite established.
Garden Centre

HR Policy Review & Ongoing Support

A long-established Garden Centre Business needed to review its HR documentation and policies, including areas such as holiday and annual leave policy and process. They required the provision of flexible ongoing HR support as they had no formal internal HR capability.

  • Updated, legally compliant HR policies in place.
  • A flexible retained HR resource giving the business priority, proactive support as required.
  • Reduced cost and administration burden through a single, quarterly retainer.

Psychometric Assessment

2 case studies
North Sea Oil & Gas Operator

360 Feedback & Development Coaching

A North Sea Oil and Gas Operator wanted to support the development of around a dozen Senior Managers in the Leadership team with structured, objective feedback and development support.

  • Completion of 360 feedback and development of bespoke, 20+ page individual reports
  • Individual development priorities agreed.
  • Measurable progress against focus areas supported by coaching.
  • Regular progress reports
Energy Service Company

DiSC Team Profiling & Workshop Session

An Energy Services Company wanted to help a small team work together more effectively and perform at a higher level. They were looking for an objective way to help understand the team's behavioural dynamics on a cost effective basis.

  • The team gained a shared, objective understanding of their behavioural styles.
  • Practical strategies agreed to improve internal and external working relationships.
  • Individual and team action plans developed
  • Positive individual and team feedback following the session.

Training & Development

11 case studies
Global Oil & Gas Engineering Contractor

Young Professionals Development Programme

A Global Oil and Gas Engineering Contractor wanted to develop up to 80–90 people from within its young professionals community. A practical programme of short workshops was developed that built and enhanced core skills.

  • A large cohort of young professionals developed across core skills, with the provision of the equivalent of several days' workshop time over several months.
  • Strong participant feedback scores
  • Evidence of practical skills being applied back in the workplace.
  • A repeatable, branded programme the business could extend to future cohorts.
Space Satellite Launch Business

Presentation Skills Workshops

A Space Satellite Launch business wanted to help a number of its employees become more confident and impactful presenters.

  • Employees delivered live presentations with coached feedback
  • Significant, visible improvement in confidence and delivery capability.
  • Positive delegate and HR feedback on both workshop relevance and impact.
  • A practical skills based toolkit retained for future presentations by delegates.
Asset Integrity Services Provider

New Leader Coaching Programme

An Asset Integrity Services provider had promoted four employees into leadership roles and wanted to support them through the transition into management / leadership roles. The primary aim was to build capability, self-awareness and confidence.

  • Four new leaders supported through their transition into management
  • Individual, customised development plans.
  • Improved self-awareness and leadership confidence reported by both individuals and managers.
  • Positive line-manager and HR feedback on the impact of coaching.
North Sea Oil & Gas Operator

Mentoring Skills Workshops

A North Sea Oil and Gas Operator was launching a mentoring initiative and wanted to give mentors and mentees the skills to make pairings as successful as possible.

  • Mentors and mentees equipped with a shared understanding of the Mentoring Programme aims, purpose and process
  • Practical toolkit for Mentors and Mentee before commencement.
  • Positive delegate feedback on increased confidence and readiness for the programme.
  • A stronger foundation for successful, longer-lasting mentoring relationships.
Communication Consultancy

Line Manager Development

A Communication Consultancy wanted to develop several of their Line Managers and potential Line Managers with practical, workplace-focused skills. Sessions were designed in a partnership approach rather than off the shelf.

  • Line managers developed with a consistent approach
  • Development of a range of practical management tools.
  • Individual development objectives set and reviewed across the workshops.
  • Strong participant feedback, with skills applied back in the workplace.
Social Enterprise Charity

Manager & Supervisor Development

A Social Enterprise Charity wanted to develop a number of managers and supervisors on a tight budget. Development support was provided over several years. The aim was to build practical, people-management skills in areas such as having difficult conversations, providing feedback, managing remotely and conducting effective performance reviews.

  • Managers and supervisors equipped with practical people-management skills.
  • Greater confidence in handling feedback, difficult conversations and remote teams.
  • Positive feedback from managers and leadership / HR function on impact.
Regional Economic Development Organisation

Graduates into Business Development Programme

A regional economic development organisation wanted to help SMEs in a range of key sectors, including food and drink, technology and life sciences, by bringing recent graduates into the sector and provide support to develop them. Many SME’s lacked the necessary resources to recruit and develop graduate talent on their own as effectively. A bespoke programme was developed with funded support and run with two different Graduate cohorts over c12 months for each cohort.

  • Graduate cohorts developed and embedded into growing SMEs in key sectors.
  • Businesses gaining fresh talent and building succession for the future.
  • Highly positive feedback from graduates and employers on the programme.
Specialist Paper Manufacturer

Supervisor Development Programme

A specialist paper manufacturer wanted to develop a range of new, entry-level and more experienced supervisors with a structured programme. The primary aim was to build confidence and management capability as they transitioned into greater levels of responsibility in people management orientated roles.

  • New supervisors developed through a structured programme.
  • Stronger, more consistent supervisory practice across the business.
Global Drinks and Spirits Producer

Intervention Workshops

A Global Drinks and Spirits Producer wanted to run intervention workshops for around 50 hospitality orientated staff. The primary aim was to help them understand and manage their own communication and behavioural styles and increase confidence when they may need to intervene and have potentially difficult conversations, in areas such as providing constructive feedback or dealing with a problem or issue at work.

  • Around 50 staff more aware of their communication style and its impact.
  • Practical tools adopted to handle interactions and interventions more assertively and effectively.
  • Positive participant feedback on both relevance and quality of delivery.
Social Care Charity

One-to-one coaching

A social care charity wanted one-to-one coaching for an individual. The aim was to develop areas such as delegation skills, the ability to step back and reflect, build healthier work boundaries, and de-personalise the management of difficult situations in the workplace.

  • Noticeable progress on delegation, reflection, boundary working.
  • Greater resilience in handling difficult situations.
  • Positive feedback from the individual and their Line Manager / HR.
Offshore Drilling Contractor

Executive Coaching

An Offshore Drilling Contractor wanted executive coaching support for a senior leader, identified as having strong potential for further, future progression. The key aim was to support their development and improve their readiness to take on bigger roles.

  • A high-potential leader supported in their development and readiness to progress.
  • Greater self-awareness of behavioural and communication style and its impact on others.
  • Positive feedback from the individual and their Manager / HR on growth and impact.
  • Successful career progression into a more senior role.

Workshops

6 case studies
Tourism Organisation

Belbin Team Roles Workshop

A Tourism Organisation wanted its team to understand each other better, further improve team cohesion, and take practical value back to their roles through an in-person short away day session.

  • Team members behaviourally profiled with a shared language (Belbin) for working together.
  • Improved understanding of team strengths and gaps, captured in a brief action plan.
  • Positive participant feedback from the day.
National Charity

Belbin Team Roles “Town Hall” Workshop

A national charity wanted to strengthen teamworking and cohesion across around 65 employees, with a focus on effective team and remote working, via an all-staff attendance away day.

  • Around 65 staff profiled and engaged in a shared team-development experience.
  • Practical strategies identified to support remote and cross-team working.
  • Strong participant feedback following the session.
Aviation Operator

Facilitated Leadership Team Session

An Aviation Operator wanted a facilitated session for ~20 Managers and Leaders within the business. The session used behavioural profiling to help them understand their styles and work more effectively as a team.

  • Managers and Leaders profiled with a shared understanding of their team profile and dynamics.
  • Practical communication and collaboration strategies agreed as part of the action plan.
  • Positive Manager, Leader and HR feedback on the session.
Engineering Service Company

Leadership Team Building Day

An Engineering Services Company's Leadership of ~10 people wanted to get to know each other better, improve team cohesion, and combine real development with a memorable and impactful team building session.

  • The leadership team behaviourally profiled
  • Alignment around a shared team plan.
  • Stronger working relationships built through practical team-building activities.
  • Positive participant feedback on the day's balance of development, insight and enjoyment.
Local Authority Council

Belbin Away Day & Planning Facilitation

A senior team at a Local Authority wanted a facilitated away day for several senior managers. The aim was to understand each other's styles, improve collaboration, and agree clear priorities for the way ahead.

  • Shared understanding of team styles and a clearer sense of the team’s collective purpose.
  • Agreed priorities, ground rules and SMART objectives for better collaboration.
  • Positive participant feedback on a practical, highly productive day.
North Sea Oil Operator

Belbin team roles workshops (large-scale)

A North Sea Oil Operator wanted to run Belbin reports and short workshops across the entire business. Reports and workshops were delivered for 600+ personnel. The aim was to improve teamworking, communication and cohesion and give teams practical skills to apply back in the workplace.

  • A large onshore population developed using a shared team-roles language.
  • Team-level action plans addressing some real challenges such as remote working.
  • Positive quantitative and qualitative feedback across the programme.

Outplacement & Career Transition

4 case studies
Offshore Drilling Contractor

Outplacement Support Programme

An offshore drilling contractor needed outplacement support for employees affected by an office closure. They required flexible, professional help to support departing staff during a difficult change process.

  • Affected employees supported professionally with bespoke, confidential transition help.
  • Many of those supported progressed into new roles or their next planned step during the programme.
  • The company's reputation as a responsible employer was protected through the process.
University

Large Scale Outplacement Support

A University undergoing significant restructuring needed outplacement support for 100+ staff affected across a wide range of academic and business-support roles. Flexible and cost-effective delivery was an essential requirement.

  • 100+ staff affected across multiple disciplines
  • All personnel affected were offered support through the restructuring process.
  • Individuals left equipped with more effective CVs, improved job-search strategies and enhanced interview confidence.
  • Positive participant and client feedback were provided on the practical, sensitive and professional delivery.
Premium Food Producer

Outplacement support

A premium food producer needed outplacement support for a number of employees over an extended period, to help support ad hoc headcount reduction. Support was delivered sensitively and cost-effectively, with a tailored approach to assist each person.

  • Departing employees supported on a individual basis to help them move forward with confidence the best way possible.
  • Improved CVs, with clearer job-search strategies and plans in place for those taking up support.
  • Cost-effective delivery, charged only for support that is actually used.
  • Positive transition outcomes, with those supported progressing towards their next role.
North Sea Oil & Gas Operator

Large Scale Outplacement Support

A North Sea Oil and Gas Operator needed outplacement support for ~60 employees affected by a significant headcount reduction. Professional, flexible help was required to be delivered at a reasonable scale, through a combination of in person and online support. Delivery helped support people to transition into their next roles while protecting the company's reputation.

  • Departing employees across the workforce supported professionally with tailored, confidential help.
  • Strengthened CVs, job applications and increased interview confidence
  • Individuals actively reporting more positive responses in a highly challenging job market.
  • The operator's reputation as a responsible employer protected through a difficult process.

Discuss a similar challenge with us

Whatever people challenge your organisation is facing, we would welcome the opportunity to talk it through.

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