Strategy

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

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 global investment management corporation, promoted a Director to a bigger role based in New York but had no suitable internal candidates to fill the position left in Hong Kong. We had worked with this brand successfully on various Manager-level positions before and could show a strong track record in the space, so were engaged to find a suitable replacement.

Our solution:

We treated the mandate as a retained project, so shared our insight with the client on which companies we would target, before a consultant dedicated solely to the project screened and qualified suitable candidates who met the criteria. We interviewed each potential candidate to gain an understanding of their skillsets, experience, and more importantly their motivation. Our strong relationship and close communication with the HR team was critical in securing the right candidate for them.

The outcome:

• We headhunted a candidate from a competitor firm who wasn’t actively looking for a new opportunity. They had an intense travel schedule, meaning we had to meet them at any given opportunity

• The hiring manager had also previously worked at the same competitor so was able to provide better insight to the candidate about the transition to this new role

• Our relationship with the client was strengthened by the successful outcome

The challenge:

Our client, a telecommunications company, was building out an internal Strategy and Corporate Development team and particularly wanted to hire someone with investment banking experience, but their limited budget was significantly lower than a bank’s salary level.

Our solution:

We knew we would need to find a candidate whose primary motivation wasn’t money, so we worked with the client to tighten the pitch, focusing on the attractive work/life balance the role would offer, in terms of less travel.

The outcome:

• Our successful candidate was from an investment bank but would have been overlooked due to their salary being 25% over budget

• We knew the candidate was open to moving industry as she had just had a child and wanted a better work/life balance

The challenge:

After placing their CEO, our client wanted us to build out their newly formed innovations lab division, from Analysts through to Senior Managers. As it was a new division for the business, they weren’t well known in the space, and because there had been multiple structural changes, there was a level of uncertainty around the project that made it a tough sell to management consultants.

Our solution:

We met with the key stakeholders to hone the message and understand exactly what their expectations for the new Innovation lab were and who would be right for the roles. Amending the project brief in this way meant we could highlight any issues and focus on exactly what the team roles would entail, making it a more attractive prospect for candidates, and helpful for the leadership team before they interviewed.

The outcome:

• We presented our shortlist to the client, before a series of interviews over a period of four weeks

• As the list became smaller, we added backups to the process in case not all first choices accepted the offer