Technology

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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 Global Fashion Retail firm, was looking to replace the incumbent APAC IT Director due to performance issues, so required a search that would be quiet and sensitive. The right-fit candidate needed to have a strong retail technology background with a good mix of eCommerce, brick and mortar store technology and vast experience handling complex, regional technical projects. The firm 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 numerous senior placements with them in various departments.

Our solution:

We conducted a thorough mapping exercise of the senior technology talent in the fashion retail market. We used our platform to deploy discreet digital adverts on LinkedIn and relevant job boards to attract more candidates. Due to the restrictions of COVID-19, we arranged VC meetings to quality every candidate. Understanding that personality and cultural fit was vital for this brand, 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:

• Of the 34 candidates shortlisted, 11 were presented and six were interviewed

• There was a short waiting time between interview stages, because of the hiring manager’s understanding that this was a vital role. As a result, they agreed to work closely with us so we could keep candidates close and keep the process running smoothly

• We had two candidates at the end stages who were both extremely qualified for the role. The client offered one of them and we negotiated a salary that worked for all parties

The challenge:

Our client, a multinational FMCG company, was setting up a new digital services centre in the region. They were struggling to find the right talent due to the niche skillsets required.

Additionally, they needed some consultative support to help them better understand how to structure their global, regional, and domestic teams, learning from best practice and their competitors in the industry.

Our solution:

We began by mapping all the FMCG hubs across six locations in APAC. Our dedicated research function built mini org-charts of these businesses, and uncovered the contact details of key candidates, which was shared with the client.

Two of our more experienced head-hunters qualified the candidates to uncover those who fit the specific requirements around experience, geography managed, and tenure. This included meeting, interviewing, and qualifying the right skills.

The outcome:

• Multiple appointments were made across Cyber Security, Data Science & Analytics, Product Engineering, Project, and Programme Management

• In addition, the hiring manager was so satisfied with the outcome that we delivered another successful map across physical security

The challenge:

Our client, a global life and health reinsurance company, have an innovation arm in the US. They were trying to launch it in APAC, however without much success since the Head of APAC sat in Silicon Valley and was not physically here on the ground in Asia. They had tried to recruit the role themselves for over a year when they approached Argyll Scott for our expertise. They were adamant that they would not retain this role as they believed they had covered the market extensively.

Our solution:

We began by engaging our dedicated research team who were able to map the market of innovation heads and their teams across APAC in Banking and Insurance. The shortlist involved eight candidates from four countries that they had not seen before.

The outcome:

• The role was filled with a candidate in mainland China from a healthcare research business. This candidate was not their first choice and was considered following a previous offer being turned down on the role

• The retained search and mapping process allowed us to always ensure there were at least two people in the process and a backup in case their first choice rejected the offer