Technology

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.

​

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

​

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.

​

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.

​

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

​

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.

​

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.

​

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

​

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.

​

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 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 restrictions of COVID-19 we arranged VC meetings to quality 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 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 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

The challenge:

We first began working with this multinational beauty company, when they were going through a period of great change. They were in the midst of pivoting their brand image and had also gone through a large M&A, resulting in lots of redundancies and showing the early warning signs of a negative company culture, making it difficult to attract new talent who could execute the company’s new vision.

They required a highly experienced recruitment partner who knew the market well, could help them develop innovative candidate attraction strategies and manage a full RPO solution. They chose to partner with Argyll Scott because of our shared values. We quickly developed a strong rapport with the HRD, who appreciated our truly consultative approach.

Our solution:

Our RPO solution manages the company’s entire hiring process. From the outset, we established clear SLAs which have adapted with the client’s needs over time. A key part of our solution is our account management team. As we service their roles across five countries, all roles come through our key account manager before being delegated throughout the region. The account management team also manage the Management Index Report, a detailed weekly update for the HR Director.

Our approach also involves a lot of consulting and coaching of hiring managers, to help understand their needs and build workable solutions. Frequent and transparent two-way communication enables us to sell the roles and the exciting vision of the brand effectively. We’re constantly building a strong pipeline of business-critical talent and refining our solutions to better support our client’s expansion plans.

The outcome:

• We’re a key hiring partner for this beauty brand across the region – the initial mandate for 20 roles across Sales & Marketing, Accounting & Finance, Procurement and Supply Chain functions developed into Argyll Scott filling 60+ retained roles.

• Our client’s brand has grown significantly across the APAC region in that time, and we’re hugely proud to have been a part of that.

• We’ve grown our account management team and capabilities in line with the client’s growth.