Sales & Marketing

We entered the market when there was a high demand for specialist, talented Sales & Marketing professionals with niche skillsets and experiences in their respective industries. Retained search firms were too slow and cumbersome to seize the opportunity and larger transactional recruitment agencies were not able to uncover hard to find talent needed in Vietnam. So, we employed a range of bespoke search methods but in a proactive, fast-moving and affordable way, accelerating the growth of many consumer firms in the region.

Under the influence of the post-COVID economy, companies are transforming their business models and human resources structures, resulting in high demand for quality Sales & Marketing professionals to help adapt to the changing environment. Such sought-after talent do not only have to be knowledgeable about the industry but also have the skills to quickly grasp market trends and the ability to advise and solve, to help find that new potential “land”. This is what motivates us to work tirelessly in helping forge valuable connections between clients and potential candidates.

Our success is built on our ability to identify the highest calibre Asia-focussed consumer talent for our clients from their competition. We also add value through our insights into what the best performing brands are doing to connect with their audiences and how to replicate this. At Argyll Scott Vietnam we go above and beyond to provide the best experience for both our candidates and clients, which includes clear and consistent communication, market insights and advice, and the human touch to recruitment.

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Key features:

• We source and secure high calibre talent using innovative, customised search methods

• Dedicated resourcing of 1 or 2 recruiters in your specific disciplines

• Time to hire: 2 to 4 weeks, including search

• Shortlists within 72 hours

• Pre-agreed timeline to hire

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Why you’ll love it:

• Quick and easy access to engaged and active talent

• Reduced time to hire

• Less time spent interviewing

• Less time spent reviewing resumes

Key features:

• Time to hire: 4-8 weeks, including search and shortlisting

• Pre-defined timelines and start date for the candidate agreed as the search is started

• Dedicated recruitment team on each specific search, to ensure a thorough search and all relevant candidates in the market are spoken to

• Weekly updates on your search

• Option to conduct market mapping and report on your brand perception in the market

• Staggered pricing solutions, in line with different hiring phases

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Why you’ll love it:

• You gain preferred access to the best pools of active and passive candidates in your market

• Your experience will be interactive - we’ll empower you and engage candidates towards your brand

• Guaranteed to secure the hire

• Remain anonymous whilst you go out to market

• Easier to plan around a pre-agreed start date

• Ability to spread the cost across a number of weeks or months

​Key features:

• Using both our Regional Research Center of Excellence (COE) and experienced in-country Consultants, we will objectively map niche markets

• Fully bespoke from a location, skill set and seniority perspective

• Proactive and organic for quick access and use

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Why you’ll love it:

• Better awareness of the candidate pools available in your market

• Increased awareness of your employer brand to help you stand out from the crowd

• Benchmark your talent strategy against the most effective in the market

• Gives you the ability to rapidly ramp up and scale down resource

• Successfully headhunt direct competition to your business

• Arms you with the information you need to make a business case on your talent requirements

• Your experience will be interactive - we’ll empower you and engage candidates towards your brand

The challenge:

Our client, a well-known luxury clothing company, was looking to replace the incumbent Retail Manager due to performance issues, so required a search that would be quiet and sensitive.

The right-fit candidate needed to have a strong luxury retail background, and experience in 360-degree regional retail management, including people and culture, P&L and clienteling. The employer had already approached a few candidates discreetly, but to no avail. They mandated Argyll Scott to help, due to our strong partnership since having previously made a senior placement with them.

Our solution:

We conducted a thorough mapping exercise of the talent in the luxury market. Our regional teams came together to also identify those candidates keen to relocate to Singapore or returning Singaporeans from abroad who fit the brief. We used our platform to deploy discreet digital adverts on LinkedIn and relevant job boards to attract more candidates.

We met face-to-face to qualify every candidate. Understanding that personality and cultural fit was vital for the client, we arranged comprehensive screenings and interview sessions prior to presenting candidates’ profiles. The hiring manager was provided with a weekly update on the search status.

The outcome:

• Out of 43 candidates shortlisted, four were presented and interviewed

• There was a long waiting time between interview stages, because of the client’s business nature and internal processes. As such, keeping the candidates warm and engaged was especially important, while we kept close to the hiring manager for updates

• When the offered candidate unexpectedly fell through at the finishing line, we delivered a quick turnaround and backfilled this position within just four weeks

The challenge:

Our client, a well-known luxury brand, was looking to hire a Head of Buying to lead their APAC & GC team. The perfect candidate needed to have a strong luxury merchandising background across China and APAC, as well as management experience of a sizable team, and the ability to manage and influence HQ. The employer had already looked at internal options and had also approached a few candidates discreetly, but to no avail, so engaged us due to our previous track record, having successfully made a senior placement with them.

Our solution:

We conducted a thorough mapping exercise of the talent in the luxury merchandising market for various brands. We produced four candidates, one of which was shortlisted, however we weren’t convinced about their genuine interest in the role, so advised against it. At the same time, our referral network uncovered a candidate who was returning from Shanghai to Hong Kong, who met the criteria and would be a strong cultural fit.

The outcome:

• 10 candidates outside of the client’s network were shortlisted, 6 were presented and interviewed

• There was a long interview process due to the time of year and availability of senior decision makers, so we kept all candidates engaged and interested

• Our candidate accepted an offer and we are helping with relocation advice to ensure a smooth transition to Hong Kong

The challenge:

Our client, a prestige vintage furniture designer, wanted to expand their business into Europe, Latin America and the US, and were looking for a Sales Director with local market experience and connections, from a furniture background, who understood the DNA of the brand. Finding someone from overseas, with this niche sector experience and a thorough grasp of the complications of logistics would be a huge challenge, factoring in time differences and not being able to meet face to face.

Our solution:

We mapped the market and competitor brands, identifying and shortlisting candidates from major franchising countries such as the US, Brazil, Australia, France, UK, and Sweden. We arranged interviews to narrow it down and one outstanding candidate went all the way through to final stage interview. We arranged for the candidate to meet the team in China, subsequently managing the offer process and keeping all parties happy.

The outcome:

• We successfully placed the Sales Director within two months, enabling the client to develop the US market

• We are now a trusted partner and a positive brand ambassador for them