As a consortium, we have extensive public sector knowledge, and with over a decade of experience in permanent, executive and digital recruitment, we bring a rich history of supporting organisations to build market-leading digital & data teams. 

We are market leaders in Digital, Data and ICT consultancy across healthcare and the broader public sector and been engaged with over 50 public sector organisations delivering digital programmes at a total value of over £500m. Additionally, also have substantial experience in sourcing exceptional digital talent across the private and public sector.

We have worked across a variety of markets, including the public and private sector from ground-level start-ups to FTSE 100. The hires we make for our clients are high profile and often high demand technical areas. 

Our specialist digital teams are made up of experienced recruitment and management consultancy thought leaders, and with unparallel collaboration, we can rapidly fulfil any recruitment need with the highest level of quality.

Our continued success has been recognised having been awarded onto the Sunday Times UK’s top 100 fastest growing companies.


Smart Co Consulting is a consulting business that builds digital data teams and runs projects for leading organisations across EMEA.

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Channel 3 Consulting is a Public Sector specialist with over 10 years’ experience delivering significant digital programmes into healthcare and local government.


DigiTech Resourcing is a source in providing the highest quality of digital talent to some of the largest companies in Europe.


What makes us different?

Diversity & inclusion

We understand and fully support the government’s ambition to “become the most inclusive employer in the UK by 2020,  a Civil Service that is making  the best use of talent that exists in all parts of society and, therefore, one where we attract, develop and retain the most diverse talent”. 

We ensure candidates are not discriminated against on the grounds of ethnicity, gender, age or sexual orientation either deliberately or via unconscious bias.


We are constantly reviewing new ways of attracting candidates from a diverse and broad background, such as:

  • Making our job descriptions as clear and concise as possible, avoiding off-putting language.

  • Innovation from blogs, webinars and conferences.

  • Having an internal Diversity and Inclusion Champion.

  • Providing accessible formats for recruitment documentation.

  • Reviewing how other countries and the private sector work and trying to replicate innovative ideas.

Consultancy Approach

We have established in-house technical leadership who provide consulting services to our clients and support our recruitment engagements. We have former public sector CIO’s who understand the challenges  of recruiting permanent digital teams. We understand policy, drivers and blockers.

Our Network

We have a vast network of some of the thought leaders within the UK public sector digital space.

  • Technical Assurance utilised in the recruitment process

  • Technical Leadership to review client requirements. 

  • Technical Assessment of potential candidates.

  • Peer to Peer client support during process.


What Lots are we on?


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  • Face-to-face meetings

  • Understanding the client’s EVP

  • Client’s employer brand (Market message /  Employee value proposition / Culture gathered)

  • Insights and role specifications gathered.

2. Approach

  • Defining sourcing strategy

  • Outlining time-frames and SLA’s for delivery

  • Outlining methods of assessment

3. Execution

  • Job description created

  • In-depth search conducted

  • Competitor Analysis

  • Market Map

  • Our network, associates and affiliated partners are utiliseTailored interviews, utilising internal SME's

4. Shortlist

  • A detailed outline of each shortlisted candidate; interview report, CV and profile report presented

  • Detailed feedback is given to successful and unsuccessful candidates

  • Successful candidates progress to interview(s)

5. Progress Feedback

  • Candidate search analysis

  • Milestone tracking against SLA, feedback reports

  • Client feedback to refine our service

6. Offer Negotiation

  • Present offer and manage the process of candidate resignation and contract signature

  • Detailed feedback to all successful and unsuccessful candidates

7. On-boarding

  • Assist with contractual agreements

  • Support and advice during career transition

  • Preparation for their first day

8. Start

  • Final check and handover to HR

  • Post-placement client and candidate satisfaction check

  • Early days peer to peer support

Case Studies - LOT 2



Ixxus Ltd are a Global Consultancy and System Integrator with offices in London, Europe and the US. Uniquely over 90% of the employeesare technical staff, with all technical staff being client facing. 

Ixxus were having varied success working with five IT suppliers, one of which being Digitech. Although their success rates in finding candidates was acceptable, they felt there was significant grounds to change their supply model to increase efficiency and overall service quality. Having worked with Ixxus for over 10 years and consistently outperforming the competition (filling over 50% of roles in the previous two years), Digitech were invited to tender for sole supplier status along with two other suppliers.

An agile partner was needed who could work closely with stakeholders to understand their business objectives, culture and dynamics. After a rigorous procurement process DigiTech were appointed as sole supplier for all technical/digital hires. This includes weekly on-site presence to maintain stakeholder engagement and meeting hiring managers for role briefings.

The end-to-end recruitment process wasredesigned in conjunction with key stakeholdersand successfully implemented. Ixxus improved their time to hire (freeing value hiring manager time), resulted in a significant reduction in the cost of hire and improved the candidate quality.


Key digital leadership hires across 

  • Software Engineers

  • Testers (manual and automation)

  • Scrum Masters

  • Digital Project/Programme Managers

  • Solution Architects and Director level Digital hires


“Working in partnership with the team has proven very resourceful in our acquisition strategy. They have quickly become our number one supplier for technology, leveraging their digital market insight to qualify our requirements and unlock hidden talent. In addition to hiring quality professionals they have continued to add value, ahead of other suppliers, by conducting and sharing market maps, salary benchmarking and solutions for extremely competitive markets. They have played a key role in reducing our time to hire, recruitment costs and attracting a better quality of talent”. Talent Acquisition Manager - Paddy Power Betfair

 "We have worked with Steve and his team since 2008, they are our primary source of placements within Mail Online technical as well as servicing other areas within DMG Media.  We work with a Group PSL of technical agencies but have always found them to provide the most relevant and successful candidates for the brief.” Head of Web Operations - Mail Online (DMG Media)

Key data leadership hires across 

  • Data Management Programme Management

  • Data Business Analysts

  • Data Governance Lead

  • Data Architect

  • BI Managers

  • BI Business Analyst

  • Insight Managers

  • RPA Developer and 4 Senior Data Scientists 


A Big 4 Consultancy embarked on an IT transformation within their Internal Firm Services to support the business with a global centralisation of data to provide a source or the truth, increased data governance and management of their data with a new centre of excellence. 

Also, they were looking to increase their analytics and insights with predictive analytics and data science as well as automation of internal processes (RPA).

Smart Co was exclusively engaged due to our specialism in this space and our consulting team technical oversight to find the best talent in the market within these high demand areas.

Smart Co worked collaboratively with the client to understand their need and business strategy behind the transformation and utilised our internal technical leadership to qualify the requirements from a peer to peer perspective.

We mobilised the right team consisting of Technical leadership, Engagement managers, senior consultants and research teams to add distinct value to our engagement. 

Our dedicated research team carried out an extensive market map and utilised our extensive network to gain recommendations of the top talent in the market with specific head-hunting approaches to engage and attract talent utilising the insights gained.  We then conducted in-depth interviews to ascertain suitability and match while assessing potential risks. At all times we ensure they had 1 point of contact with transparent and open communication.

We are proud of our 100% success of all roles engaged across the three main hubs – London, Birmingham and Manchester that resulted in:


“I have worked with Steve and the Digitech team throughout my time at Wowcher/Living Social and also at my previous company at BMI Research, and I’d be more than happy to recommend their services to any future company that I work with. They are not only professional in their approach, but tend to find the most accurate candidate matches for technical skills and culture fit, they meet me regularly to get a full understanding of each requirement and understand what we need. Digitech have probably filled 80% of all live roles in my time at Wowcher. They are a great partner and a company that I’d recommend to any technology organisation”. Chief Technology Officer (CTO) Wowcher

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We're retained on an exclusive basis in an advisory capacity to partner with you to identify, assess and select the very best possible candidate for your organisation.

  • We customise a sourcing strategy to match your industry, market, company, leadership, current and future challenges.

  • We take time to understand the client’s EVP and tailor our recruitment approach for different scenarios.

  • We construct an extensive job description, including the organisation’s overview and history.

  • We conduct a specific data-driven candidate research and identification process, with clear deliverables and a rigorous method of sourcing candidates, is performed.

  • You gain access to an exceptional network of industry connections of expert talent and leaders.

  • We provide weekly progress and efficiency reports, in line with agreed deliverables and requirements.


One of the world's largest media companies had a business strategy to move their entire business to the Cloud with £200m a year programme spend. 

This is most significant and most complex programme globally as so engaged Smart Co to run a search to identify the Head of Cloud Architecture to design and drive the initiative to bring the business onboard with this significant change.

This required a deep head hunt and market mapping exercise to identify the limited people that could do this size and scale of the programme. To be as effective as possible:


We dedicated our research team to conduct:

  • A detailed market mapping exercise targeted key organisations and people that had successfully delivered cloud programmes

  • Identified aligned trade shows where these people would be attending 

  • Identified keynote speakers for thought leaders within Cloud 

  • We utilised our extensive network and Associate network to receive several recommendations from trusted sources, to assist with the targeted approach.

  • We then engaged our senior consultants & technical leadership to engage with early conversations establishing interest.

  • As we had jointly worked with this Media company closely in the past shaping and developing organisation structure, we were able to deliver the right market message to maximise the PR benefits of the recruitment process for them.

  • Our interviews probed candidates in detail on their ability to capture such scale and also the behavioural side specifically on resilience to establish fit.

  • Following this, we also obtained informal insights into their ability from C suite contacts in our market to gain a 360 view.

  • We were able to determine the best fit and suitability presenting the best candidate to them which they hired. The process was completed all within 5 weeks.


“The service I have been receiving is nothing short of extraordinary. Responsible, attentive and provides productive suggestions and look forward to speaking with at any point of the day.”

“Their healthcare insight meant we secured the right candidate well ahead of schedule and started our sales campaign early. Working with them has been a very worthwhile investment – they have delivered a great result and added value throughout the process.” - CEO, Refero

For more information, please contact James Sandford, Client Partner - Health & Public Sector, +44 (0) 7703 329966 /