Neoma supports you with
diverse tech talent pipelines.
Whether the talent is already in your building, or hasn't made its way to you yet, Neoma builds the pathway to get them where they need to be.
Neoma [nee-OH-ma] /niːˈoume/ · n. [Greek neos (new) + mene (moon)] · New moon; symbolising renewal, transformation, and new beginnings.
How Neoma builds tech talent pipelines.
Reskilling
We identify employees whose roles are evolving and build a structured pathway into tech. They keep their context, institutional knowledge, and relationships.
HOW IT WORKS
- Workforce assessment to identify candidates with the right aptitude and motivation
- Technical program, 12 weeks full-time or 6 months part-time
- Embedded change management and manager coaching throughout
- Post-program placement into designated roles, with 24-month retention tracking
Hire, Train, Deploy
We source, train, and place tech professionals from non-traditional backgrounds into client roles on a day-rate model. No placement fees and transparent remuneration.
HOW IT WORKS
- Neoma sources candidates against an agreed role and capability profile
- 12-week intensive technical training program before deployment
- Placed on a competitive day rate, with full cost transparency
- Option to convert to permanent employment at program end
The pressure on tech talent isn't easing.
The skills gap is structural, not cyclical.
Demand for tech capability inside large organisations continues to outpace the supply of job-ready graduates and experienced hires.
Internal talent is underutilised.
Established organisations carry deep institutional knowledge. That knowledge has real value in a tech context, if given the right pathway.
Career changers are the market's best-kept secret.
People transitioning from other careers bring commitment, diverse perspective, and professional maturity. They then stay longer, integrate faster, and perform better.
Review. Reskill. Retain.
01 · REVIEW
Workforce assessment
We assess aptitude, motivation, and readiness across the candidate pool. For reskilling cohorts, this includes manager alignment and role mapping. For HTD, it begins with sourcing against the brief. We run a cobranded marketing campaign demystifying tech roles and attracting candidates excited to work at your organisation.
02 · RESKILL
Technical program
Curriculum designed to your tech stack. Delivery is hands-on, project-based, and supported by experienced coaches. Both streams give participants full understanding of the SDLC, have AI literacy baked in from day 1, and they're given opportunities to work on both greenfield and existing codebases.
03 · RETAIN
Placement and continuity
We track every participant for 24 months post-placement - you're given access to live dashboards showing you their end to end journey including one on ones, and manager feedback. We track every diversity metric you're interested in. 100% retention at 24 months is our benchmark.
From at-risk to future-ready in under six months.
The hidden cost of the alternative.
Before cutting headcount or going to market for tech talent, run the numbers. Adjust the sliders for your scenario.
Estimated net saving vs. redundancy + external hire
$1,279,782
per cohort, Year 1
Adjust for your context
People entering the program
Current annual salary of participants
Used to calculate Fair Work NLS redundancy entitlement
Reskilling vs. the alternative
* Redundancy entitlement calculated using Fair Work Act NLS scale. Recruitment cost based on AHRI benchmark of $23,860 direct cost plus 1.5x salary for full replacement. Productivity loss modelled at 30% decline across remaining team for 6 months. Individual results vary.
We've done this before.
100
Assessed
12
Selected
66%
Women
100%
Completed
90.8
NPS
100%
Retained at 24 months
One of Australia's largest retail organisations transitioned twelve people from non-tech into tech roles.
“I have had the privilege of partnering with Gemma Toogood over the past few years on the Microsoft Tech Talent Generator initiative. Her exceptional work in designing and delivering highly technical programs has enabled professionals from non-technical backgrounds to transition into tech careers. Her unwavering passion for supporting underserved communities, including women, ethnic minorities, and the LGBTQIA+ community, is truly inspiring. Gemma's dedication will have a lasting impact on every learner that emerges from this program.”
Narelle Stefanac · Global AI Skills Lead, Microsoft | AI, Azure & M365 Certified
How we work commercially.
No hidden margins
Our pricing is structured openly across both streams, with no opaque fees layered on top. No conversion fees to turn day rate contractors perm.
Transparent consultant remuneration
For HTD engagements, we disclose what each consultant takes home so you can see exactly how the day rate is structured.
What this always means for your organisation
- No placement fees
- No hidden margins
- Transparent consultant remuneration
- Pricing confirmed at scoping
- 24-month retention tracking included
01
Discovery call
45 minutes. We map which stream or combination fits your immediate priority.
02
Workforce review
Light-touch scoping of the cohort, roles, and timeline. No obligation, no cost.
03
Program design
Commercial proposal and delivery plan produced against the agreed brief.
04
Pilot cohort launch
First cohort underway. Tracked, reported, and iterated in real time.
Stream One · Reskilling
Deepa Banerjee · participant snapshot
Deepa Banerjee
Transitioning: Contact Centre Team Lead → Tech
Background
Multi-year tenure in a customer-facing role. Deep familiarity with the organisation's customer and systems landscape.
Why selected
High aptitude score, strong problem-solving profile, and motivated by internal growth rather than external opportunity.
Program stage
Mid-program. On track for placement into a tech delivery team by program end.
Skills in development
Stream Two · Hire, Train, Deploy
Martina Thompson · candidate snapshot
Martina Thompson
Career changer → Site Reliability Engineer
Background
Former high school science teacher, 8 years. Systematic thinker with strong documentation and process skills. Career change driven by a long-term interest in infrastructure and systems.
Why selected
Top percentile in Neoma's technical aptitude assessment. Demonstrated resilience and self-direction through independent study before applying.
Deployment details
Day-rate consultant. Consultant remuneration disclosed at scoping. Ready for placement in two weeks.
Skills trained