How Cpl Transformed Workforce Delivery for a Large Contract Development & Manufacturing Company
3 Minute ReadJune 2026
Overview
Cpl partners with a global Contract Development and Manufacturing Organisation (CDMO) to deliver an integrated Recruitment Process Outsourcing (RPO) and Managed Service Programme (MSP) for permanent and contingent hiring.
Operating in a highly regulated pharmaceutical, the organisation needed a scalable talent strategy that could support rapid growth while maintaining workforce visibility and compliance.
The partnership transformed workforce delivery, reducing time-to-hire by 63%, maintaining 95% of roles within SLA and improving cost efficiency, compliance and workforce visibility.
Background
This organisation operates in a demanding pharmaceutical manufacturing environment. Teams span production, quality, engineering, scientific, and corporate functions.
As demand for specialist talent increased, internal hiring processes came under greater pressure. The client needed a partner to simplify delivery, improve visibility of contingent workforce management, and maintain strict regulatory compliance, including Open, Transparent, Merit-based Recruitment (OTMR).
Rapid business growth had significantly increased hiring demand across specialist pharmaceutical and manufacturing disciplines. Existing recruitment processes lacked the scalability, workforce visibility and governance required to support growth while maintaining strict compliance standards. The organisation needed a strategic partner capable of unifying permanent and contingent hiring within a single, measurable workforce solution.
Solution
Cpl built a first-generation RPO and MSP model, embedding directly into the client’s HR and workforce structure. The team now operates as an extension of the organisation supporting quality, R&D, operations, engineering, EHS, IT, finance and project management.
Recruitment Delivery (RPO)
The recruitment process was redesigned end-to-end, from job design through to onboarding, into a single joined-up flow.
Sourcing, assessment, interview coordination, offers, and compliance were streamlined. This created stronger pipelines for permanent and fixed-term roles and delivered a more consistent candidate journey.
Contingent Workforce Management (MSP)
The contingent workforce was transitioned into a governed MSP model. What was previously fragmented became structured and visible.
This improved oversight of contractors and temporary workers, strengthened compliance control, and introduced consistent reporting across all contingent activity.
Supplier Management and Migration
A structured supplier rationalisation exercise reshaped the supply chain. Suppliers were consolidated in a controlled way, with novation activity and TUPE support where required.
Niche and Statement of Work (SOW) requirements were protected throughout the transition.
Governance and Performance Management
A five-pillar governance model was introduced:
Strategic account management to align priorities
Performance tracking to maintain delivery standards
Financial oversight to support control and forecasting
Contract and compliance governance to reduce risk
Continuous improvement to drive ongoing value
This improved accountability and made performance easier to manage.
Service Delivery Model
A blended onsite and offsite team was established, combining client services leadership, talent acquisition, HR support, onboarding specialists, and a Contingent Workforce Centre of Excellence.
Clear SLAs and KPIs underpin delivery, enabling responsiveness while maintaining consistency.
Talent Strategy and Employer Brand
Through Cpl’s Future of Work Institute, the client shaped a tailored People Value Proposition (PVP), supported by targeted engagement activity to strengthen employer positioning and connect with specialist talent pools.
Digitally Enabled Recruitment Ecosystem
An integrated ecosystem including ATS capability, helpdesk support, and real-time reporting dashboards improved visibility and access to insights. This enabled faster decision-making and a smoother experience for candidates and hiring managers.
Key Outcomes
The Managed Service has delivered measurable impact across workforce performance and efficiency:
95% of roles filled within SLA
94.7% offer acceptance rate
63% reduction in time-to-hire
4.3/5 candidate satisfaction (CSAT) score
Significant cost savings across contingent and permanent recruitment activity
Enhanced compliance with OTMR and regulatory requirements
Successfully recruited for critical and hard-to-fill positions, including end-to-end support for international hires and visa applications
Stronger talent pipelines across scientific, engineering, manufacturing, and corporate functions
Supported workforce growth and business continuity across engineering, quality, R&D, IT, operations/manufacturing.
More consistent candidate experience across all hiring channels
Improved visibility and governance across the contingent workforce
Increased stakeholder satisfaction through dedicated partnership
Today, Cpl continues to support the client's workforce strategy as a long-term talent partner. The integrated RPO and MSP model provides the scalability to meet evolving hiring demands, the governance required in a regulated pharmaceutical environment, and the workforce intelligence needed to support future growth.
