Advanced Analytics & Data Science

A great solution for hiring talent into your business quickly and effectively. Whether you’re recruiting for a handful of roles a year or a handful of roles a week, we are here to use our extensive network to find the best candidates for you.

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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 48 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

Hire interim and Fixed-Term Contract (FTC) talent to compliment your existing permanent workforce. This solution is best suited to businesses needing to plug skills gaps or bolster existing resource on a short-term basis. Our in-house contractor care team can fully manage your payroll, mobility, and visa processes.

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Key features:

• High-quality supply of Interim and FTC resource within required timescales

• Access to our local and global community of candidates and cutting-edge expertise

• All contractors pre-screened and vetted as requested

• Dedicated account manager to provide a single point of contact

• We will onboard and manage contractors throughout the contractor lifecycle, including payrolling

• We always find a cost-efficient way to run projects without compromising on quality with minimal overall impact on current resources

Why you’ll love it:

• Rapidly ramp up & scale down resource to suit your needs

• Cost efficient way to run projects without compromising on quality

• Bring on contractors without having a payroll or benefits package in place, significantly reducing costs

• Gives you the ability to hire permanent staff when you don’t have the correct legal entity set up

• Faster contractor onboarding

• Helps to mitigate against payroll risks, streamline your financial and commercial processes and improve service delivery

Carried out by expert researchers, our market maps provide invaluable insight into active and passive candidate communities within specific market areas and aim to help you gain a more comprehensive understanding of your market position.

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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

Beyond just providing the individual resources you need for your project, we can provide the whole team to deliver it. We take on what is usually a period of high volume, team build out or period of transformation and run it as a project exclusively.

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Key features:

• Pre-agreed milestones and SLAs

• Flexible pricing options to suit your needs

• One central supplier for all recruitment regardless of skillset or discipline

• An experienced account team for the project duration and a dedicated account manager to provide a single point of contact

Why you’ll love it:

• More flexibility than traditional Recruitment Process Outsourcing models

• Fully tailored solution based on your project goals

• Receive a seamless experience and gain a strategic business partner who understands your business and helps you achieve your goals faster

• Working exclusively with us, we will control your message in the market and promote your brand successfully

• Budget and forecast for new hires more effectively

• Reduce your time to hire, so you can complete projects ahead of schedule

Perfect for senior hires or multiple roles requiring similar niche skill sets. We take full responsibility for the entire search – our approach is targeted and specific, we meet and screen all prospective candidates for cultural fit before considering an introduction.

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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

A cost-effective and time-saving solution to help you streamline your hiring process while maintaining total transparency. We will conduct thorough research on your company’s brand and competitor positioning so we can align your employer brand with your hiring strategy.

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Key features:

• Dedicated recruiter embedded into your business – but also still fully connected to the Argyll Scott ecosystem

• Pre-defined SLA’s

• Full account management team and regular reviews

• 100% focus from the recruitment team

• Flexible billing structure

Why you’ll love it:

• Cost saving without quality saving

• Combined benefits of both the search and RPO model

• Search firm brand ambassador and extension of your internal HR / Talent Acquisition team

• Faster to hire because of the better understanding we have of your business

• Market knowledge and intel to help shape your hiring strategies and decisions

The challenge:

Our client, a well-known Global Insurance firm in Singapore, was looking to replace the incumbent Regional CISO due to performance issues, so required a search that would be quiet and sensitive. The right-fit candidate needed to have a strong technical and regulatory background, and experience in regional security policy making. The client had 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.

Our solution:

We conducted a thorough mapping exercise of the talent in the financial services 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 client was provided with a weekly update on the search status.

The outcome:

• Of the 43 candidates shortlisted, four were presented and interviewed

• There was a long waiting time between interview stages, because of the firm’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 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, the client 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 and 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 an 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.