An Australian bank’s Head of Engineering introduced the  Capacity Uplift Solutions Program (CUSP) to their team. The engineering team was under pressure to grow, with demand for Developers and DevOps Engineers outpacing supply and budgets stretched thin. But capacity wasn’t the only challenge. The bank was equally focused on creating balance, setting a clear goal to boost female representation in technology and open pathways for women entering or returning to the IT workforce.

Though the CUSP program, eight consultants joined the team from career changers and return-to-work professionals, many with strong overseas experience but large career gaps after raising families. Four were women, helping the bank tap into overlooked talent while building gender balance across its engineering workforce.

Across the 12 months, consultants received accredited technical training, 10 professional skills workshops, and 26 mentorship sessions, while working on-site with clear development goals tailored to the team’s priorities.

CUSP delivered fast, measurable results. Within 3–4 months, participants were fully productive, often outperforming expectations. Six of the eight consultants secured permanent roles, including four at the bank, proving the program’s strength in talent development and retention.

The initiative also advanced DEI, with four female returners helping to rebalance the engineering team and bring diverse perspectives back into IT. By tapping into this overlooked talent pool, the bank built capability, boosted inclusion, and saved around $125,000 per resource annually compared to contingent hiring.