As the Kingdom of Saudi Arabia continues to open its doors to foreign investment, Recruitment services play a crucial role in matching job seekers with employers, ensuring a thriving workforce in Saudi Arabia’s dynamic business. However, this process comes up with its own challenges here are some insights into the major challenges faced by these companies and offer some strategies for success. Limited Talent Pool This is one of the important challenges as their limited talent pool in certain industries or specialized roles. The rapid economic growth in Saudi Arabia has created a high demand for skilled professionals, leading to fierce competition among employers. Numerous professionals from overseas, particularly from the UAE, have moved over to Riyadh in the recent past. Competition for talent is specifically intense for local talent as companies can only employ up to a certain percentage of non-Saudi nationals. Given the talent shortage, companies are willing to invest big in training programs to upskill candidates and bridge the skills gap. Cultural Differences Cultural and language barriers can pose challenges in communicating job requirements and evaluating candidates. Some key cultural aspects include: Building strong relationships in Saudi business culture, this involves face-to-face meetings, showing respect to elders and superiors, and understanding the importance of hierarchy. The working week in Saudi Arabia runs from Sunday to Thursday, with Friday and Saturday being the weekend. In addition, businesses must accommodate prayer times, which occur five times a day. Gender segregation is still prevalent in Saudi Arabia, and companies must be mindful of this when organizing events, meetings, and office spaces. Legal and Regulatory Environment Saudi Arabia has introduced various labour reforms and regulations in recent years. To handle it , agencies need to stay updated with the latest labour laws and regulations, establish strong partnerships with legal experts or consultants, and provide regular training to recruiters on compliance matters. Foreign companies must partner with a local sponsor, to establish a subsidiary in Saudi Arabia. The sponsor is responsible for obtaining necessary licenses and permits and maintaining legal and regulatory compliance. Saudi Arabia has employment regulations, for hiring and retentions. The "Saudization" program, also known as Nitaqat, requires companies to maintain a certain percentage of Saudi employees. Taking a deep knowledge of the tax structure as the compliance with tax laws is crucial for international businesses operating in Saudi Arabia. Talent Acquisition and Localization Due to the competition and attractive opportunities, candidates may switch jobs frequently. To combat this, recruitment agencies can work closely with employers to develop employee engagement programs, provide career development opportunities, and ensure competitive compensation packages. Building strong relationships with candidates and conducting regular follow-ups contribute to long-term talent retention. Partnering with recruitment agencies that understand the local market. Offering competitive compensation packages to attract top talent. Invest in training and development programs that can retain employees and ensure they have the updated skills. Embracing diversity and inclusion in your organization can help create a positive work environment, attract talent, and improve overall business performance. Hence in conclusion, international companies seeking to establish subsidiaries in Saudi Arabia must be prepared to navigate a range of challenges, from cultural differences to complex legal and regulatory environments. By understanding these challenges and implementing effective strategies, international businesses can successfully enter and thrive in the Saudi Arabian market. As an HR Director with experience in this market, I am eager to connect with international recruitment agencies and explore opportunities for collaboration in the exciting and growing Saudi Arabian business landscape.

In the dynamic and competitive legal industry, law firm associates often find themselves contemplating a move to another law firm. While the decision to transition involves careful consideration, there are several common factors that drive associates to seek new opportunities. This article explores the top five reasons why law firm associates make a move, shedding light on the motivations behind their decisions. Career Advancement and Professional Growth One of the primary reasons associates seek new opportunities is the desire for career advancement and professional growth. Associates aspire to work on challenging and high-profile cases, gain exposure to new practice areas, and develop their skills. Moving to a different law firm can provide access to a broader range of opportunities, including the chance to work with renowned partners, acquire specialized knowledge, and accelerate their path towards partnership. 2. Work-life Balance and Well-being Maintaining a healthy work-life balance is crucial for the overall well-being of associates. Many law firms are known for their demanding and often grueling work hours, which can lead to burnout and adversely impact personal lives. Associates may seek a change to a firm that values and promotes work-life balance, offering flexible working arrangements, reasonable workload expectations, and supportive policies that prioritize employee well-being. 3. Compensation and Benefits Compensation and benefits play a significant role in an associate's decision to explore new opportunities. Associates invest substantial time and effort into their legal careers and expect fair and competitive remuneration for their skills and contributions. A move to another law firm may provide the chance to negotiate higher base salaries, performance-based bonuses, or improved long-term financial prospects. 4. Practice Area Alignment Associates often seek to align their career paths with their personal interests and long-term goals. Some may realize that their current law firm does not offer the desired practice area or lacks the depth of expertise necessary to develop their specialization. By transitioning to a new firm known for its strength in a particular practice area, associates can broaden their experience, sharpen their skills, and enhance their professional reputation. 5. Firm Culture and Values The culture and values of a law firm significantly impact an associate's job satisfaction and overall professional experience. Associates may consider a move if they feel a cultural misfit within their current firm or if the firm's values do not align with their own. Factors such as a lack of inclusivity, limited mentorship opportunities, or a toxic work environment can prompt associates to seek a firm that fosters a collaborative, supportive, and inclusive culture, where they can thrive both personally and professionally. Conclusion The decision to make a move to another law firm is a consequential one, influenced by a combination of personal and professional factors. Law firm associates seek new opportunities to advance their careers, achieve a better work-life balance, secure competitive compensation packages, align themselves with their desired practice areas, and find a firm culture that resonates with their values. By understanding the motivations behind these moves, law firms can better cater to the needs and aspirations of their associates, fostering a mutually beneficial environment that promotes growth and success.

As we step into the heart of 2024, it's crucial to pause and reflect on the significant changes and developments that have shaped the legal recruitment landscape in the APAC region since late 2023. This period has been one of both challenges and opportunities, marked by pivotal shifts and emerging trends that have a profound impact on the way we approach legal recruitment today. Stability in Hong Kong One of the most notable trends has been the return to stability in Hong Kong. After a period of uncertainty, this resurgence has been a welcome change, reinforcing Hong Kong's status as a vital hub for legal expertise in APAC. This stability has not only boosted business confidence but has also opened new avenues for legal professionals and firms alike. Aquis Search has been at the forefront, facilitating key placements that leverage this renewed confidence. Mainland China's Political Landscape In contrast, Mainland China presented a more complex scenario. The evolving political landscape has, at times, posed challenges to our mission of attracting top-tier legal talent. Navigating these intricacies has not only tested our resolve but also sharpened our adaptability, allowing us to devise innovative strategies that align with the region's unique needs and potential. The Rise of AI in Legal Recruitment Another key trend reshaping the industry is the rapid advancement and integration of AI technologies. From streamlining candidate sourcing to enhancing talent matching, AI has brought a new level of efficiency to legal recruitment. However, while AI provides valuable tools, the human element—our intuition, expertise, and understanding of the legal landscape—remains irreplaceable in making nuanced decisions in legal recruitment. In this report, we’ll cover the key trends and compensation data in the major APAC markets: Hong Kong, Singapore, and India. In addition, we’ll share qualities to look for in exceptional legal professionals as well as tips and insights on how to boost employee retention, attract foreign talent, and prepare your organisation against future challenges. We hope this report can help you navigate the dynamic legal recruitment landscape in APAC and secure the best-fit talent for your organisation. The Evolving Role of General Counsel in the APAC Market The year 2023 marked a dynamic period for legal recruitment across major APAC markets, each navigating unique challenges and opportunities. In Hong Kong, the easing of Covid restrictions led to a resurgence in legal hiring activities towards the year's end, with law firms keenly pursuing candidates in banking and litigation. Singapore's legal sector, having rebounded post-pandemic, entered a highly competitive, candidate-driven market in 2023. Law firms faced the challenge of balancing rising salary expectations, spurred by international law firms, while ensuring internal equity. In India, mid-sized firms actively sought legal professionals with 6-12 years PQE, especially in corporate law and specialised areas like data privacy and compliance. The market saw substantial hiring in sectors such as real estate, EVs, and renewable energy. Across the Asia-Pacific region, a common thread was the increasing adoption of contract employment, reflecting a move towards more adaptable and cost-efficient hiring strategies. Let’s take a look at each market in detail. Hong Kong: Resilience and Recovery After Covid restrictions and lockdowns in 2022, Hong Kong’s economy geared up for recovery in 2023. We saw a pick up in legal recruitment activities near the end of 2023. Law firms are continuing to pursue candidates they had informal discussions with earlier in the year, with a particular interest in meeting with highly-skilled candidates in the banking and litigation sectors. Additionally, firms are actively looking to fill roles vacated by lawyers who left earlier in the year, demonstrating an ongoing need for legal professionals in the region. For legal professionals in Hong Kong, the concept of "work flexibility" has emerged as a highly valued benefit when evaluating job offers, in addition to the traditional remuneration package. Law firms that adopt a hybrid work model, offering the option of one or two remote work days per week, are likely to enhance their appeal and successfully attract top-tier talent. Hong Kong Legal In-house Annual Salary in 2023 Singapore: Candidate-first Market Singapore’s legal sector prospered in 2022 as its economy bounced back from the pandemic. However, this led to a competitive job market in 2023 where law firms, corporations, and financial institutions all vied for the best legal talent, creating a “candidate-driven” market. A key trend in 2023 was the rise in salaries, which began with international law firms raising pay, which then influenced salaries at regional firms and companies hiring in-house lawyers. This created a tricky situation for hiring managers, who had to balance offering attractive pay to bring in new talent while making sure salaries were fair across different levels within their teams. In response to this intense competition, law firms have diversified their recruitment strategies, emphasising not only traditional factors like Book of Business but also putting importance on personality and cultural fit and technological savviness, especially with artificial intelligence and machine-learning tools. Source: Click here Singapore Legal In-house Annual Salary in 2023 India: Recruitment Surge in Regulated Industries Throughout 2023, the legal market in India witnessed significant shifts in hiring, particularly in mid-sized firms. These firms showed a keen interest in recruiting lawyers with 6-12 years of post-qualification experience (PQE). The demand was especially high for corporate lawyers and specialists in fields like data privacy, ethics, compliance, and intellectual property. Notably, candidates with 6-8 years PQE were often recruited directly from law firms, while those with over 9 years PQE were typically sought for their in-house experience. Several key industries were at the forefront of legal hiring during the year. Real estate, electric vehicles (EVs), batteries, pharmaceuticals, medical devices, and renewable energy sectors, all highly regulated, saw a surge in the need for legal professionals. The gaming and esports industry also experienced a significant uptick in hiring early in the year, though it later adopted a more cautious stance in response to regulatory changes. Another emerging trend in the Indian legal market is the rise of contract or interim recruitment, aligning with patterns observed in the Asia-Pacific region. Firms unable to secure approval for permanent headcount increasingly opted for contract roles, typically offering 1-year fixed-term renewable contracts. This approach has proven more cost-effective than seconding a candidate from a law firm, providing firms with flexibility and cost efficiency in their legal staffing strategies. India Legal In-house Annual Salary in 2023 That being said, how do you know if you need a General counsel, and when to hire one? Guide to Hiring an In-House General Counsel Determining the right time to hire a General Counsel (GC) is a critical decision for any growing business. The investment required for this strategic role is significant, yet the benefits a GC brings to an organisation can be game-changing. How to Know if You Need an In-House GC Identifying the need for an in-house GC is crucial. Here are key indicators: Complex Legal Challenges Demand In-House Expertise As your organisation faces more intricate legal challenges, the need for dedicated legal expertise becomes paramount. Unlike external counsel, an in-house GC can provide tailored, immediate advice that is closely aligned with your business's specific needs and risks. The Efficiency Gap: Slow Response from External Counsel Relying solely on external legal firms can lead to delays, particularly when swift decision-making is required. An in-house GC ensures that legal advice is readily available, allowing for faster response times and more agile business operations. Navigating Expansion and Mergers with Legal Precision During periods of growth, such as expansion or mergers, the legal complexities multiply. An in-house GC can play a pivotal role in guiding these processes smoothly, ensuring legal compliance and mitigating risks. Enhancing Interdepartmental Collaboration An in-house GC can act as a legal bridge between different departments, integrating legal considerations into various business strategies and operations. This role is crucial for holistic and legally sound decision-making across the organisation. Maintaining Regulatory Compliance in a Dynamic Environment With constantly evolving regulations, especially in diverse markets like APAC, having an in-house GC ensures that your organisation stays compliant and ahead of legal changes. Understanding the need for an in-house GC highlights the direct benefits they bring to an organisation. But beyond these functional advantages, it's also important to consider the financial implications of such a strategic hire. The Cost Savings of Hiring an In-House Legal Counsel While the initial costs of hiring a GC (including salaries, perks, and hiring expenses) are significant, the long-term financial value far outweighs these expenses. Here are some examples: Regulatory Compliance Consider a licensed financial services entity that needs to address internal control, compliance, and legal matters for regulatory reasons. An in-house GC's expertise in these areas can prevent costly legal violations and regulatory penalties. Efficiency in Legal Processes In-house counsel can provide quicker turnaround times for legal issues, reducing the reliance on, and costs associated with, external legal firms. This efficiency not only saves money but also ensures that business operations are not hindered by legal delays. However, the decision to hire an in-house GC is not just about addressing immediate legal needs or cost savings; it's equally about finding the right fit for your organisation. The qualities of a GC, particularly in a diverse and dynamic region like APAC, are critical to ensuring they align with and effectively contribute to your organisation’s goals and culture. The Qualities to Look for in a GC When hiring a GC, especially for operations in the diverse APAC region, consider these qualities: Track Record: A proven history of successful legal management and decision-making is essential. Adaptability: The ability to adapt to different business environments and legal landscapes, particularly in APAC, is crucial. Cultural Fit: Understanding and integrating into the organization's culture, as well as the broader cultural context of the APAC region, is vital for effective legal guidance. Communicative Skills: In APAC's diverse setting, excellent communication skills and the willingness to understand and adapt to different communication norms are crucial. Technological Savvy: With the increasing role of technology in the legal field, a GC who is adept at using tech tools to enhance efficiency and effectiveness is highly desirable. In the quest to find the ideal General Counsel, sometimes the perfect candidate may not be local but located overseas. Enticing top legal talent to relocate to your country is a nuanced process, requiring more than just an attractive job offer. It's crucial to have a well-thought-out relocation strategy that addresses the specific needs and concerns of candidates, especially in the diverse and complex APAC region. The Relocation Challenge: How to Recruit the Best Talent Relocating talent to various parts of the APAC region poses unique challenges. While cities like Singapore and Hong Kong offer a relatively straightforward relocation process, other areas might present more complex situations. Recognizing these challenges is the first step, and offering effective solutions is key to successful talent relocation. Convincing Talent to Relocate to APAC Cities The prospect of moving to a new city can be both exciting and daunting for potential candidates. Addressing their concerns and highlighting the benefits of such a move are crucial in making the relocation appealing. Embracing Diversity of Experiences One of the most compelling aspects of moving to a new city in APAC is the diversity of experiences on offer. This new environment can provide a more well-rounded perspective on both personal and professional matters, invaluable for career growth. The opportunity to immerse oneself in different cultures and business practices can significantly enhance an individual’s adaptability and global perspective. The Appeal of a Challenge High performers often seek challenging environments to test and hone their skills. Emphasising the unique challenges and opportunities in APAC cities can be a significant draw for these ambitious individuals. This appeal is particularly strong for those who thrive in dynamic settings and are eager to make a tangible impact in their new roles. Competitive Compensation and Perks Attracting top talent requires competitive compensation, but it's about more than just salary. Creative compensation packages, as detailed in MLA Global's insights on using creative compensation for recruiting, can be a game-changer. These may include benefits tailored to individual needs, emphasising the value the company places on its employees. Such packages not only meet the financial needs but also address the lifestyle and personal preferences of the talent, making the offer more attractive. Highlighting Growth Potential Working in APAC's fast-growing markets offers substantial career benefits. For instance, an American professional gaining experience and language skills in Mainland China becomes a highly valuable asset in global markets. This aspect of professional development is a major draw, as it opens doors to a myriad of future opportunities and positions the individual as a valuable player in the global marketplace. Boosting Retention and Reducing Attrition Maintaining a stable and satisfied workforce in a new location requires more than just successful initial recruitment. Companies must actively work to retain their talent by addressing their ongoing needs and aspirations. Mapping Out Growth Paths Offering clear career growth paths is essential for retention. Employees need to see a future with the company and understand the opportunities available for their career progression. This clarity not only aids in retention but also motivates employees to invest their best efforts, knowing that their growth and the company’s growth are intertwined. Rethinking Perks and Benefits It's important to consider a broader range of perks and benefits, including relocation expenses and support. As Christie Babinski discusses in adapting to changes in executive relocation, rethinking relocation strategies is crucial in today's dynamic workplace environment. This holistic approach to relocation support not only eases the transition for employees but also demonstrates the company’s commitment to their well-being, which is a strong factor in employee satisfaction and retention. Emphasising Diversity and Flexible Work Arrangements Diversity and flexible work arrangements, such as hybrid working, have become increasingly attractive. They not only suggest a better work-life balance but also demonstrate a company's commitment to accommodating diverse needs and lifestyles. By offering such flexibility, companies can appeal to a broader range of talent and foster a more inclusive and productive work environment. Clear Communication of Expectations Finally, it's vital to communicate expectations clearly, including the specifics of remote or hybrid work arrangements, to ensure a smooth transition and integration into the new environment. Clear communication helps set realistic expectations and builds trust, which are key components of a successful and lasting employer-employee relationship. AI, Gen Z, and the Future As we look towards the future of legal recruitment, two key elements emerge as significant factors in shaping the landscape: the rise of Artificial Intelligence (AI) and the emerging influence of Generation Z. Understanding the impact of these factors is crucial for in-house recruiters in strategizing for the future. The Rise of AI Recent advancements in AI have been both intriguing and controversial. A notable instance involves a lawyer creating a court brief entirely generated by AI tools like ChatGPT, raising questions about the role of AI in legal drafting. While such developments showcase AI's potential in simplifying complex tasks, they also highlight limitations in creativity and reliability. The impact of AI in the regulatory and legal industry, as discussed in Larson Maddox's article on AI, points to its growing significance. AI has been instrumental in streamlining processes, enhancing data analysis, and even in predictive analytics. However, it is essential to recognize that AI is not yet a substitute for human judgement and expertise. It lacks the creative and ethical reasoning that is often crucial in legal contexts. This means that while AI is a valuable tool, the need for competent in-house counsel with technical skills and legal acumen remains paramount. Legal firms must stay abreast of technological advancements while valuing the irreplaceable human element in legal decision-making. The Role of Gen Z As for Generation Z, they are gradually becoming a more influential force in the workforce. While the oldest members of Gen Z are still years away from assuming leadership roles, nurturing their unique skills and perspectives is vital. Gen Z is marked by their independence, tech-savviness, and a unique approach to work and leadership. They value authenticity, flexibility, and purpose-driven work, traits that can redefine workplace dynamics and expectations. Engaging with Gen Z effectively means adapting recruitment strategies to appeal to their values. Offering opportunities for continuous learning, embracing technology, and fostering a culture of inclusivity and flexibility are key. Additionally, recognizing their potential for innovation and fresh perspectives can help legal firms stay ahead in a rapidly evolving market. As this generation continues to mature professionally, their role in shaping the future of the legal industry will undoubtedly become more pronounced. Your Partner in Legal Recruitment: Aquis Search As we reflect on the evolving landscape of legal recruitment in the APAC region, it's evident that the challenges and opportunities are as varied as they are significant. From adapting to the rapid advancements in AI to understanding the unique perspectives of Gen Z, and navigating the complexities of relocation, each aspect underscores the need for expert guidance and nuanced approaches in legal talent acquisition. At Aquis Search, we stand at the forefront of this dynamic environment, offering unparalleled expertise and insight. Our decade-long experience in the legal recruitment market across Asia, from private practice to financial services and commerce, has honed our ability to connect exceptional legal talent with the right opportunities. Our deep network, extensive market knowledge, and close relationships with key industry players enable us to effectively navigate the intricacies of the legal landscape, ensuring the best fit for both employers and candidates. Partner with Aquis Search, where our commitment to excellence and deep understanding of the APAC legal market can help you navigate the future of legal recruitment with confidence. To start a conversation about your legal recruitment needs and learn more about how we can assist you, please email us at [info@aquissearch.com].

Driven by the growth of offshore firms in the Hong Kong market and the wider career benefits offered, we’ve observed a marked uptick in the number of lawyers expressing interest in moving to the offshore space. Lawyers from top-tier US and UK law firms are now embarking on this offshore track, as these firms competitively position themselves to attract and retain talent. To transition to an offshore firm, lawyers are generally required to be admitted in a Commonwealth jurisdiction. E&W qualified lawyers can cross-qualify almost immediately to practice BVI or Cayman law. However, due to the limited pool of qualified candidates with E&W qualifications and fluent Mandarin skills, offshore firms may consider bringing on qualified lawyers from other jurisdictions. Non-Commonwealth qualified associates have the opportunity to join as "Legal Managers," with the potential to later cross-qualify as England & Wales qualified Associates. But why should you move to an offshore firm and what benefits can it bring? Let’s delve into how moving offshore can elevate your legal career. The 5 Unmatched Benefits of Transitioning Offshore The heightened sophistication of offshore deals entices lawyers seeking a new direction. Unlike traditional onshore firms, offshore platforms offer a full spectrum of services to their clients, including finance, corporate, investment funds, and litigation in their core jurisdictions. Here are the specific benefits that make offshore practice alluring to lawyers: 1. Quality of work Many lawyers believe leaving an onshore firm means compromising on the high quality of work, but this is not in line with what we have seen. On the contrary, lawyers find the work at offshore firms equally technically stimulating. The quality of work and the pedigree of lawyers within offshore teams is generally exceptional, with many coming from a Magic Circle or international law firm background. 2. A new challenge / broadening practice area Moving offshore introduces lawyers to a diverse work scope in a different environment. Unlike international firms with siloed practice areas, offshore firms allow lawyers to handle a hybrid of corporate, finance, and funds work. This presents a great opportunity for lawyers to build up their existing experience while exploring different law areas, with ample support and guidance, cultivating stronger lawyers throughout the process. We've successfully placed lawyers in offshore firms as "retool hires", where they transition to a different practice area from their previous firm. Many funds roles at offshore firms have been filled by corporate or finance lawyers seeking a new direction. Offshore firms are committed to providing the training and support needed for lawyers to make this ambitious transition. 3. Autonomy Offshore firms usually have smaller teams, enabling lawyers to take on responsibility early on. Unlike onshore firms where partners exclusively manage client interactions, here junior lawyers often engage with clients directly. This fosters autonomy and provides a significant developmental advantage. 4. Pay We’ve observed that offshore firms adopt a commercial approach to salary, veering away from the traditional salary lockstep dictated by PQE level. Instead, they lean towards a meritocratic salary approach. Offshore offers usually match Magic Circle salary levels, including sign-on bonuses, to attract highly coveted candidates. 5. Work Culture While any legal position in Hong Kong is demanding, many offshore firms foster a more collegial and friendly work environment. Though hard work is undoubtedly expected, working hours are often more predictable with achievable targets within a normal working day. Career Prospects after Moving Offshore Whether you’re in corporate, finance, investment funds, or litigation, a role with an offshore law firm will undoubtedly enrich your CV. The high-level experience garnered offshore, as highlighted above, can yield long-term benefits; be it paving the way to partnership or unlocking opportunities back onshore or in-house. We are well-positioned to facilitate such career transitions. If you're contemplating a move to an offshore firm, we invite you to reach out to us. Our seasoned team is ready to provide tailored advice and support to help navigate your career towards exciting offshore opportunities. Email us for a confidential chat today at [scottharrison@aquissearch.com]

Why is it taking so long to hire people? Some reasons include skill shortages, talent scarcity, more selective job seekers looking for better pay and flexible work, and the large exodus of people from the workforce during the pandemic. However, there are several factors that can help employers stand out and ‘win’ in any market, based on our analysis after working closely with our partner clients. Let’s review them. Tip #1: Implement a Work-from-home policy Remote work is here to stay. For candidates choosing their next position, a WFH policy is a  key differentiator. Employers looking to retain staff or attract new ones should consider offering a form of WFH policy to have an edge in the market. If you are considering implementing a Work-from-home policy, here are a few tips that can help ensure its success: Assess Job Suitability: Not all roles are conducive to remote work. Evaluate which positions can effectively operate from a home environment without compromising productivity or team dynamics. Develop Clear Guidelines: Establish specific rules and expectations, such as working hours, communication protocols, and performance metrics. Clarity prevents misunderstandings and ensures consistency. Invest in Technology: Provide the necessary tools and technology to facilitate remote working. This includes secure VPN access, collaboration software, and reliable communication channels. Train Your Team: Educate both managers and employees on best practices for remote work. This includes managing time effectively, setting up a productive workspace, and maintaining work-life balance. Regular Check-ins: Implement a system of regular check-ins to maintain engagement, offer support, and address any challenges that arise. This helps in sustaining team cohesion and employee morale. Tip #2: Streamline Your Interview Process A slow-moving interview process most often doesn’t work and can send the wrong signal to candidates. If you find a suitable candidate, accelerate the process where possible so you don’t lose out. Where this is not possible, it is a good idea to keep prospective employees engaged with senior stakeholders and communicate interest levels and timelines. Here are five ways to maintain candidate engagement throughout the process: Send regular updates Even if the process is unavoidably lengthy, keep candidates informed about their status and next steps. Transparency builds trust and maintains their interest. Promote interaction with team members Introduce candidates to potential future colleagues or managers during the interview process. This gives them a sense of the team culture and working environment. Set up a feedback loop Provide constructive feedback, whether it’s a job offer or a rejection. This can leave a positive impression on candidates, who might consider future opportunities with your organisation. Schedule virtual office tours If applicable, offer virtual tours of the workplace to remote candidates. This helps them visualise their potential work environment. Personalise communication Tailor communication to reflect the candidate’s background and the role they are applying for. Personal touches can significantly enhance the candidate experience. Tip #3: Offer Competitive Salaries and Benefits Salary still represents a very important factor in decision making and employers that pay the most generally have the best chances of attracting the top talent. But when top-tier pay isn't an option, emphasising other aspects becomes vital. Start by clearly outlining career pathways, showing candidates the potential for progression within the organisation. Use the interview process or showcase current employees' advancement stories to illustrate this. Additionally, you can also consider offering professional development programmes, such as training, mentoring, and further education opportunities, to demonstrate a commitment to your team's growth. Lastly, underscore the importance of internal mobility by showcasing the organisation's support for role changes and valuing diverse experiences and skillsets, which brings us to the next tip. Tip #4: Emphasise Career Advancement Career development remains an obvious factor for attracting talent. However, employers often don’t discuss this during interviews as the focus is on the fit for the current role. Companies need to know how to illustrate other opportunities within the business and interview candidates for both cultural fit and future possibilities. How to highlight career development opportunities Career Pathways: Clearly outline potential career progression within the organisation. This can be achieved through discussions in the interview process or providing examples of current employees who have advanced in their roles. Professional Development Programmes: Showcase any training, mentoring, or further education opportunities available to employees. This demonstrates a commitment to the personal and professional growth of your team. Leadership Development: For roles with potential leadership trajectories, emphasise the availability of leadership training and development resources. Success Stories: Share testimonials or case studies of employees who have successfully grown within the company. Real-life examples resonate strongly with potential candidates. Internal Mobility: Highlight the possibility of internal transfers or role changes as part of career development. This shows that the organisation values diverse experiences and skill sets. Tip #4: Promote Global Mobility Opportunities The opportunity for international relocation has never been more important. Candidates like to know if this might be possible and under what circumstances. The prospect of relocation or even working the summer from another location could be enough to get them on board. Emphasising global mobility and diverse career opportunities within the business can significantly enhance the attractiveness of a role. Here’s how to effectively integrate this into your recruitment strategy: Illustrating International Career Opportunities: Global Opportunities Overview: Clearly present the range of international opportunities available within the company. This could include short-term assignments, long-term expatriate positions, or opportunities for international travel. Success Stories: Share examples of employees who have taken advantage of global mobility programmes. Personal testimonials offer a tangible insight into these opportunities. Cultural Exchange and Learning: Emphasise the cultural learning and professional growth that comes with international roles. Highlight how this can contribute to an employee's personal and career development. Support Structures: Detail the support provided for international assignments, such as relocation assistance, language training, and cultural adaptation support. Flexible Arrangements: Discuss the flexibility of such programmes, catering to different personal and professional circumstances, such as offering remote working periods from different locations. Tip #5: Prioritise Diversity and Inclusion 76% of candidates believe diversity is an important factor to consider when evaluating a company. Diversity and inclusion continues to gather attention with many firms setting targets to hire more female talent. Some employers also offer programs to bring back mature talent that have been out of the market. Employers that get this right will have a stronger brand reputation and will be recognised as an employer of choice. Interestingly, brand reputation is important to 86% of women and 67% of men looking for their new role, according to NorthOne. How to integrate Diversity and Inclusion in Recruitment: Clear Communication of D&I Policies: Ensure that your company's commitment to diversity and inclusion is prominently featured in job descriptions, on your website, and in recruitment materials. Diverse Interview Panels: Utilise diverse interview panels to demonstrate an inclusive culture. This helps candidates feel represented and valued. Inclusive Job Descriptions: Craft job descriptions that are inclusive, using language that encourages a diverse range of applicants to apply. Training for Bias Awareness: Regularly train hiring managers and recruitment teams on unconscious bias, ensuring a fair and equitable hiring process. Showcase Diverse Leadership: Highlight the diversity within your leadership team and company initiatives focused on promoting inclusion at all levels. Tip #7: Uphold Transparency in Recruitment Transparency with potential candidates is crucial in the recruitment process. It's important to openly discuss both the key selling points and the challenges of joining your business. Not every company can offer options like working from home, so addressing these aspects upfront is essential. This candid approach prevents the creation of false impressions, which can lead to wasted time and misdirected attention. By being transparent, you are not only respecting the candidate’s decision-making process but also optimising your own recruitment efforts, focusing on those who are genuinely interested and well-informed about what the role entails. How Aquis Search can help With our team’s deep market knowledge and professional network across the region, we take a personal approach to help you discover, attract and place senior executives in leadership roles. Since 2009 we have provided bespoke recruit-and-retain solutions to our long-term clients that range from traditional financial institutions to innovative startups. Building on our core values of Trust, Partnership, and Integrity, we are your talent strategy ambassador, because our business is personal. If you need assistance with filling an executive or leadership role, contact us today at [scottharrison@aquissearch.com] for a confidential chat.

The market for legal contract recruitment is on the rise, driven by the appealing flexibility and scalability it offers. Our clients are increasingly structuring their teams with contract lawyers for specific projects, whether for time-sensitive tasks, specialist roles, or strategic objectives. Today's legal professionals are more dynamic and adaptable than ever, enabling in-house teams to swiftly and effectively respond to fluctuating market conditions with a readily available, highly skilled workforce. In this article, we hone in on the benefits that organisations will get from hiring contract lawyers, especially during unstable economic times. Why should you hire a contract lawyer? Hiring legal professionals on a contract basis is often quicker and easier than recruiting permanent staff. Organisations are able to bring in the specific skills they need for a particular project despite the timeframe. There is a pool of candidates which is open and interested in contract roles for different reasons. Moreover, when hiring contract lawyers, recruitment firms like Aquis Search can streamline the entire hiring process. We specialise in identifying and vetting candidates, ensuring that only the most suitable legal professionals are presented for each specific role. This specialised approach not only saves valuable time for businesses but also significantly reduces the burden of the hiring process. With our deep understanding of the legal market and access to a wide network of skilled contract lawyers, Aquis Search effectively shoulder the responsibility of finding the perfect match for every project need, allowing organisations to focus on their core activities. Now, let’s look at each benefit that contracting brings: Specialist & experienced talent Temporary cover Workload management Speed of response Ease of sign off Cost efficiency 6 Benefits of Hiring Contract Lawyers Benefit 1: Specialist and experienced talent Contractors have the specialist skills and knowledge to undertake specific tasks. This level of expertise mitigates the risk and cost of training or developing an existing team member over the short term. In addition, contractors are experienced in-house lawyers with a proven track record in their field. They bring with them strong technical skills as well as the personal attributes needed to transition into a role. Benefit 2: Temporary cover Contracts can vary greatly, both in terms of duration and workload. They can be a few months in duration and act as a temporary resource that helps ease the workload during busy periods, sickness/maternity cover or fulfil any required work with minimal disruption. Benefit 3: Workload management Lawyers work long hours. When deadlines are approaching and business- critical negotiations need to be handled, lawyers typically work around the clock, sometimes to the detriment of productivity. During these busy periods, bringing on temporary staff will help ease the workload to alleviate the pressure on the rest of the team. It will also be a great boost to team morale, demonstrating the firm values and respects the current workforce to bring on additional manpower and spread the workload — overall improving the firm culture and ultimately productivity. Benefit 4: Speed of response Contractors can be deployed quickly. In urgent situations, they offer an immediate solution, with esteemed staffing agencies maintaining a roster of qualified candidates poised for prompt project initiation. Benefit 5: Ease of sign off It is far easier to bring on a temporary contractor than a permanent headcount. It is also the case that the pressure on legal teams can be greater when there are restrictions on hiring for permanent positions as employers do not feel confident in committing to long term resources in fluctuating markets. Companies can choose an interim resource as they monitor market conditions while at the same time ensuring current workload is fulfilled. Benefit 6: Cost efficiency Contract lawyers are typically paid a higher hourly rate than a comparable permanent headcount, however, when you consider the placement in the long-run it actually becomes more cost efficient. Although they get paid more by hour, it costs less to deploy as they are only utilised per project. Furthermore, the hiring firm does not have the long-term commitment that is required of permanent staff as well as the commitment of resources to train and develop the contractor. Your recruitment partner does the work At Aquis Search, we work with clients to recruit in the same way as hire permanent staff, and if the contractor is hired on our payroll, we take on the liability of this employee and manage all the HR matters. In short, the cost and liability of the contractor can rest solely with Aquis Search if required. Once they have commenced a placement, we maintain regular contact with both the client and the contractor to ensure the relationship is overseen for the duration. If you are looking for a recruitment partner for your hiring needs, write me an email at [scottharrison@aquissearch.com] for a confidential chat.

Quantitative trading, or ‘quant trading’, uses quantitative analysis of historic and back-tested data, market conditions, and trade volume to devise profitable investment strategies. Quant trading has become so popular in recent years due to the advancement in technology which eliminates human or emotional factors that can negatively impact investment strategies. Instead, quant traders and coders use complex financial and pricing models to devise their trading strategies or modify existing ones with their programming expertise in C/C++, Python, MATLAB and/or R. This makes decision making less susceptible to biases and increases their chances of turning profitable. At Aquis Search, we specialise in providing unparalleled guidance and recruitment solutions in the fields of quant trading and technology, backed by our extensive experience in Asia. So, what does it take to be a quant trader and what are the keys to success in this career path? Read on to find out. The Rigorous Journey to Becoming a Quant Trader To join the ranks of quant traders in investment banks or hedge funds, candidates undergo a stringent interview process, involving intensive maths, statistics, and computer science questions, along with computer science fundamentals and complex puzzles. Successful candidates often come from either top-tier academic institutions or have substantial industry experience. The market or region where the individual has gained his/her expertise plays a vital role, as some markets are more mature than the others, presenting more challenging scenarios which can expose the professionals from that region to a wealth of experience. Below, we look at the desired skill sets required to enter in the quantitative trading space as a “Quant”. We will also discuss the possibilities of movement of talent from non-financial sectors and their chances of succeeding in quantitative trading. 5 Essential Skills for Quant Traders Academic Background At Aquis Search, we’ve seen that finance or engineering graduates from top tier institutes are very successful in getting through the recruitment process. An additional specialised degree or diploma in financial engineering, statistics, analytics or data science is also an advantage. For employers, the challenge is availability of talent and so having an academic specialisation in the areas mentioned above increases any candidate’s chances of standing out at top tier firms. This especially holds true for graduates who have little to no professional experience yet. Knowledge Of Financial Markets And Trading Strategies The value of a quant trader is determined by the kind of financial market knowledge they possess, along with the trading strategies they have worked on or developed in the past. A proven track record puts a trader in a commanding position as they are revenue generating from day one of joining a business. However, in order to develop their portfolio, the trader must be constantly aware of the pulse of the market. They should be proficient in analysing the micro and macro-economic landscape of the world and leveraging their ability to analyse data to execute profitable trades. Technology And Programming Skills Programming is an integral part of quantitative trading. The information and insights derived from large data sets allow for the execution of more accurate trades through the use of precise coding. The interview process for a quant professional will focus on assessing a candidate’s ability to code productively. While the role might require just 30% of an individual’s time coding, employers consider it essential to have detailed knowledge. As a result of this, candidates often will be evaluated as full-fledged coders. Quant traders are required to know programming languages like C++ or Python to create and execute programmable scripts on the infrastructure created by the tech teams in a business. Research And Analytical Skills The strategies developed and executed can only be as strong as the research on the historical and market data conducted in the backend. Researchers and analysts are usually profiles that are taken up by graduates entrusted with the sole responsibility of gathering pertinent market information that can assist in formulating successful trading strategies. This includes: Ability To Work Under Pressure In A Competitive Setting In the high-octane environment where decisions are made on the current market scenarios, delay in analysis can mean a considerable loss due to market volatility. This subsequently impacts the trade execution strategies leading to a missed opportunity. Logical Thinking And Analytical Mentality Most problems on their face value would seem unsolvable. However, a professional with a logical approach towards these problems will be able to break them down into smaller questions and approach them in a step-by-step manner. This kind of professional would be the best candidate for the quant role. Again, in such scenarios, individuals should possess incredible attention to detail to ensure they don’t skip important pieces of information. A Trader’s Mindset In addition to being thorough with finance fundamentals and advanced theories, successful traders are also ingenious and inventive about their trading strategies. They might also have to think ‘out of the box’ and be unorthodox in their approaches. This requires them to be calm under pressure and persistent. When it comes to financial strategies they need to be comfortable with unchartered territories and have a risk-taking appetite that can yield results. Hiring From Outside Of The Industry Vs Existing Experience Hires The bar set for academic and professional excellence is considerably high when it comes to quantitative trading. The skills, knowledge and expertise required are proportionately compensated as this sector has one of the highest paying bonuses and fixed compensations. This makes it a sought-after job and attracts individuals who are outsiders to the world of quant trading. The question is: Can individuals from outside of the industry build a successful career in quant trading? The answer is a ‘yes’ but with conditions applied. Most of the skills required are transferable and hence gives a chance to the non-financial professionals to develop a career in quant trading. If you are looking to hire a quant trader from outside of the industry, here are some skill sets you should look for in the right candidate: Transferable Skill Sets to become a Quant Trader Quant trading is a field where diverse skills from various industries can be valuable. Individuals considering a transition into quant trading often bring a unique set of transferable skills that can contribute to their success: Advanced Mathematical and Statistical Analysis: Skills in advanced mathematics and statistics are crucial. Professionals from fields like engineering, physics, or computational sciences often have a strong foundation in these areas. Programming and Coding Expertise: The ability to write and understand complex code is essential. This skill is often found in software developers, computer scientists, and individuals from IT backgrounds. Problem-Solving Abilities: The capacity to tackle complex problems and find innovative solutions is highly valued. This can come from roles in research, engineering, or even complex project management. Data Analysis and Interpretation: The skill to interpret large data sets and extract meaningful insights is critical. Professionals from data science, academic research, or even certain areas of healthcare and life sciences might excel here. Risk Management: Understanding and managing risk is key in quant trading. Individuals from sectors like corporate finance, insurance, or even certain engineering disciplines may have relevant experience. Attention to Detail: Precision is vital in this field. Careers that demand a high level of detail, like law, architecture, or even technical writing, can develop this skill. Adaptability and Continuous Learning: The ability to adapt to new technologies and continuously learn is crucial in the ever-evolving field of quant trading. Professionals from fast-paced, tech-driven industries may be well-suited to this aspect. Strong Communication Skills: The ability to articulate complex ideas clearly is important. This skill is often honed in consulting, academia, and roles that require regular presentation or reporting. Strategic Thinking and Planning: Long-term strategic planning and effective decision-making are important, a skill often developed in business development, strategic consulting, and high-level project management roles. But individuals looking to go into the quant trading industry should be prepared for a steep learning curve. In the next section, we give you some tips to become a successful quant trader. Tips to become a successful quant trader Quant trading is a field where timely and technology-driven execution of trades is paramount. Success hinges on the ability to analyse market data, trends, and historical patterns, transforming educated guesses into probable, profitable outcomes. Here are some essential tips to excel in this evolving field: Embrace Technology: Stay abreast of technological advancements. The use of cloud computing, AI, and machine learning is revolutionising quant trading, making it more sophisticated. Understand Data Deeply: Develop the ability to comprehend and capitalise on data insights. This includes recognizing patterns that others might miss, which is crucial for developing sustainable strategies. Strong Academic Foundation: A background in engineering or an MBA from a top-tier university is beneficial, but understanding financial nuances is equally important. Develop Mathematical and Analytical Skills: Excelling in mathematics and analytics is a core requirement. These skills are often transferable from other industries but need to be fine-tuned for financial applications. Learn to Code Efficiently: Proficiency in coding languages relevant to quant trading is a must. The ability to translate complex financial data into code is a sought-after skill. Adapt Quickly: For professionals outside the finance sector, adapting to the quant trading environment quickly is key. The learning curve can be steep, but mastering the necessary skills is essential. Stay Informed and Flexible: The quant trading landscape is rapidly changing. Staying informed about industry trends and being flexible to adapt to new methods is crucial for long-term success. In conclusion, becoming a successful quant trader requires a blend of technological savvy, deep understanding of financial data, strong analytical skills, and the ability to quickly adapt to new challenges. As the field continues to evolve, these skills will become increasingly important for those looking to make their mark in quant trading. How can Aquis Search help? At Aquis Search, our Quant Trading Team has identified strategic talent for some of the most successful high-frequency proprietary trading firms, quantitative hedge funds and asset managers across the globe. Our expertise spans across assisting multinational trading teams, hedge funds, and startups in establishing trading desks. As trusted specialist recruiters in Quantitative Trading and Technology, we serve a global client base, bringing comprehensive knowledge of market conditions, recruitment challenges, and salary structures. We are pioneers in Quant Trading recruitment in Asia, which attests to the level of expertise we bring to both our clients and candidates. Over the years, we have also built a proprietary database of highly qualified candidates from Ivy League, as well as the world’s biggest Hedge Funds and Trading firms. These candidates come with expertise in Computer Science, Mathematics, Statistics, Electronics, or Physics and extensive experience developing quantitative trading strategies across all the major asset classes including equities, futures, options, commodities for global markets, and cryptocurrencies. Whether you’re a professional wishing to start or switch careers into quant trading, or you’re an organisation looking for a quant trading professional, reach out to me at [danielvaz@aquissearch.com]​ for a confidential chat.

At Aquis Search, we regularly advise UK and US law firms across Asia on partner hiring in all practice areas. Our approach to partner search focuses on specific criteria: technical expertise, the candidate's current law firm, and the 'portable following' they can contribute. Often, the decision to proceed hinges on this 'portable following'. If there's a lack of compatibility here, it usually means there's no point in continuing discussions. We also work with partners and those aiming to become partners. These individuals are eager to understand the market better and seek a platform that elevates their career. When we find a law firm that aligns well with a partner’s skills and potential, we help them articulate their portable business, This involves creating a strong and convincing business plan. Such a business plan needs to be meticulously crafted and fact-checked. It should effectively showcase a list of clients, along with past and forecasted billings. The plan's goal is to clearly demonstrate how this business can integrate into and enhance the business model of a prospective law firm. In this article, we look into why business plans are necessary for those looking to become partners, and how to craft the winning one for career success. Why do you need to draft a business plan for a law firm? When the market is booming with high revenue growth, law firms show more flexibility in hiring. They are open to taking risks on lawyers who, despite lacking a business following, have strong technical skills, fit well culturally, and possess robust business development skills. In more challenging times, a different picture emerges. The approach to partner hiring becomes  highly cautious. In tougher times, most law firms are reluctant to consider such hires unless they come with a substantial book of business. There are, however, rare exceptions. In cases where a partner has retired, a new partner without a business following might be considered if they can effectively service an existing client base. Similarly, a partner offering niche technical expertise, which is missing in the law firm and can significantly benefit a practice area, might also be considered. Yet, we’ve seen that these scenarios are more the exception than the norm. This makes sense, as law firms operate in a competitive market with immense pressure to service clients more efficiently and increase revenue and profit per partner. Commerciality becomes paramount and conducting due diligence is now essential when reviewing a potential partner’s business following. A substantial book of business not only influences a partner’s integration into the law firm but also plays a key role in determining their compensation levels if appointed. So, what does a successful book of business look like? What constitutes a Book of Business? A partner's book of business essentially represents the client work they can potentially bring to a new law firm. This estimation focuses on the clients they have strong relationships with in their current law firm, clients who are highly likely to continue their association in the new setting. This book often includes clients served in the partner's current practice area, as well as those they have introduced to different practice areas. In today’s legal market, where cross-selling is increasingly important, this ability to contribute to multiple areas is particularly valuable. It's especially relevant if it aligns with the enhancement of a practice area within the prospective law firm. Also considered part of the book of business is referral work directed to other firms, often due to conflicts of interest. Such referrals underscore the partner’s network and influence, which are critical assets in the legal profession. Key factors in business plan development for law firm partners When developing a business plan for a law firm partnership, several critical factors must be navigated to ensure its effectiveness and accuracy. Challenges in Defining a Book of Business: A pivotal component of your business plan is the definition of your book of business. This process is complex due to the variable nature of the legal market. It's important to thoroughly evaluate the strength and portability of your client relationships, as well as how these align with the prospective law firm's client base. Remember, accuracy in detailing these relationships is vital, as they are subject to scrutiny by law firms. Assessing Sufficient Following: Understanding the concept of a sufficient following is key to projecting financials in your business plan. Generally, it’s expected that a partner should generate revenue at least three times their proposed compensation. This benchmark, however, may vary based on the practice area and seniority. Including this assessment will provide a realistic foundation for your plan, especially in areas like litigation or corporate practices where expectations might differ. Addressing Restrictive Covenants and Charge Out Rates: Your business plan should also consider any restrictive covenants from your current law firm and how they might influence your ability to bring clients along. Additionally, the alignment of charge out rates between your current and potential law firms is crucial, as it can significantly impact client retention and overall profitability. A well-thought-out strategy to navigate these factors is essential for a seamless transition of your book of business. By carefully considering these aspects, you can create a business plan that not only demonstrates your value to a potential law firm but also strategically addresses the nuances and challenges unique to the legal industry. This leads us to the next section. Steps to Create a Comprehensive Business Plan for Partners in Law Firms Creating a detailed and effective business plan is crucial for law firm partners. The plan should not only showcase your potential value to the law firm but also align with the firm's strategic goals. Here’s a structured approach to drafting your business plan: 1. Executive Summary Start with a concise executive summary. This should capture the core of your commercial proposition, summarising the key points of your plan. 2. Personal Portable Business Provide a clear overview of your personal portable business. This includes an overall figure representing the clients and cases you expect to bring to the law firm. 3. Cultural Fit Emphasise how you will synergize culturally with the law firm. A good cultural fit is crucial for long-term success in any business relationship. 4. Customisation for Each Law Firm Tailor your business plan for each law firm you are considering. Highlight how your skills and client base align with their practice areas and strategic goals. 5. Market and Practice Area Context Contextualise your plan with current market conditions and developments in your practice area. Include data and trends that support your projections and strategies. 6. Scope and Revenue Projections Outline the scope of your plan, including how you'll transition existing matters to the new law firm. Project revenue for the initial phase, typically suggesting minimal revenue in the first six months and a realistic estimate for the following year. 7. Detailed Client Analysis Go through your client list, detailing each client's contact information, the extent of the relationship, and billing figures for the past three years. Also, include anticipated billing figures for the next three years. 8. Portability and Client Prognosis Identify which parts of your business are portable. For each client, assess the likelihood of them following you to the new law firm. Categorise clients as 'warm' or 'cold', with variations in between. 9. Time Allocation Explain how you plan to allocate your time between nurturing existing business and developing new opportunities. 10. Business Development Strategy Detail your strategies for business development, including the financial and marketing support you’ll need to grow your practice. 11. Hiring Plans If significant business growth is expected, mention your plans to hire an assistant or additional staff. Provide a timeline and budget for these hires. 12. Client Profitability and Sustainability Analyse the profitability and sustainability of each client, especially in the context of market volatility and corporate restructuring. 13. Addressing Potential Challenges Highlight any potential obstacles and your proactive solutions to these challenges. 14. Alignment with Law Firm’s Business Model Ensure that every aspect of your plan aligns with the business model and strategic objectives of the potential law firm. Additional Tips: Use Clear and Concise Language: Avoid legal jargon where possible to make the plan accessible to all stakeholders. Incorporate Feedback: Seek feedback from mentors or peers and revise your plan accordingly. Update Regularly: Keep your plan dynamic by updating it as market conditions and your circumstances change. By following these steps, you can create a business plan that not only showcases your value but also aligns seamlessly with the strategic direction of the law firm you aim to join. How can Aquis Search help? We can provide a necessary sounding board throughout the process. Once you have completed the painstaking task of assessing your following and quantifying the same in a detailed plan, it is useful to seek out guidance. Lawyers are well-versed in legal opinion but they often do not have experience in drafting a successful business plan. It is at this juncture that we can offer our specialised expertise and insight. If you need help with crafting your business plan, we can give you tailored advice. Please email me at [scottharrison@aquissearch.com] for a confidential chat.

We hear this question often from our clients: what is the difference between selection and executive search recruitment? As a senior recruiter, we live with these terms everyday within our industry. But we sometimes forget to articulate the merits of the client-centric model of delivering services whilst fully supporting the professionals we source through the entire hiring process. In this article, I aim to give you a deep dive into executive search and selection, and help you decide which is the right partner for your organisation. What is the role of executive search recruitment? In its most basic form, executive search firms reach out to the best talent for a role on behalf of a hiring organisation, even if they are not an active job seeker. This passive talent pool often holds the most suitable candidates. High performing, industry-leading executives are rarely on the market as active job seekers, so adopting a search methodology whereby they are identified and approached is the only way to access this professional elite. What do executive search recruiters do? An executive search process can look like this: Identify Talent Needs: Work with the organisation to determine specific executive talent requirements. Conduct Market Research: Map the industry to identify where top talent is located. Source Candidates: Utilise expansive networks and top-tier industry contacts to find appropriate candidates, focusing on passive candidates not actively seeking new roles. Evaluate Candidates: Assess candidates’ suitability based on skills, experience, and cultural fit for the client’s organisation. Manage Recruitment Process: Handle all aspects of the recruitment process, including arranging interviews, facilitating communication, and providing feedback. Ensure Confidentiality: Maintain the highest level of confidentiality and discretion throughout the search process. Offer Management: Assist with finalising job offers, negotiations, and contract signing. Support Onboarding: Provide support during the onboarding process for a smooth transition. Provide feedback: Manage feedback to those candidates not selected and ensure the candidate experience reflects the clients' values. What is selection recruitment? Conversely, the selection process relies on assessing and presenting qualified candidates that are actively looking to make a move and their details are found, assessed and processed from an application to an open role or because they have added themselves to a database where they can be found. What is the process of selection? The selection process in recruitment involves a series of steps to identify and hire candidates who are actively seeking new employment opportunities. Key elements of this process include: Job Posting and Candidate Application: Advertise job openings and receive applications from interested candidates. These candidates are typically actively searching for new opportunities and responding to job postings. Screening and Shortlisting: Applications are screened to match the job requirements. Recruiters shortlist promising candidates based on their qualifications, experience, and skills relevant to the position. Interviews and Assessments: Conduct interviews with shortlisted candidates.. Recommendations: Recommend top candidates to the client for further interviews. Job Offer and Onboarding: Extend a job offer to the selected candidate, followed by negotiations if necessary. Reference and Background Checks: Once a candidate accepts an offer, conduct reference and background checks to verify the information provided by him/her and ensure suitability for the role. Comparative Analysis: Search vs. Selection A search project is tailored and typically paid on a retained basis, involving one-third upfront payment or a commitment fee to start the engagement. This means a consultant can dedicate their full time and attention to a mandate. They take the time and utilise all the available resources to provide a full service – spending time with the hiring firm to fully understand the nuances of the role and the culture of the company before researching the market to find potential, passive candidates. Whereas, a selection service is paid on a success-only basis, reducing upfront costs but companies will need to rely on the recruiter to provide a service that has very little guarantees and fewer obligations. They may on occasion make direct approaches to passive candidates, especially if the firm’s networks and databases are established, but generally, the focus is on attracting candidates to apply for open roles. There will also be an element of competition to find the best candidates which can adversely lower the quality of the applications put forward, as hiring organisations often seek the assistance of more than one recruiter to fill an open role. There are merits to both processes and most HR departments and hiring managers can use both approaches depending on their needs and budgets. Certainly, the selection processes can prove very cost-effective especially if a good quality candidate is found quickly and efficiently – but there are less certainties that this would happen. Let’s break down whether an executive search or selection recruitment is more suitable for you. When do you need an executive search partner? If you’re looking to fill confidential, senior, or highly specialised positions, an executive search specialist is the right partner to successfully hire the best talent. Similarly, if you are a senior executive who wants to explore opportunities in the market discreetly, a search firm that is well connected and understands the market or function you operate could be more helpful to you than a recruitment firm that works on a selection basis. For junior to mid-level roles, however, the selection process will be the most time and cost-efficient way of finding talent. The key, whether you are a job-seeker or a hiring manager, is to work with a partner like Aquis Search that has a recognised footprint in the market, well-connected consultants with established networks, access to market-leading research tools and an extensive in-house database. Whichever process is most suitable to your requirements, there are a number of elements to consider when you engage the services of a partner. Let’s break down each factor that can influence your decision: Specialist Focus In executive search, consultants invest time in market research and mapping, even if they are not functional specialists, to identify the right talent. Conversely, in selection, the focus is on leveraging quality contacts and a robust in-house database. Firms employ functional or industry experts who, through their long-standing relationships and understanding of market dynamics, access a wide network of skilled professionals. These connections transcend geographical boundaries and are crucial in both search and selection scenarios, ensuring access to the best talent available. Confidentiality Confidentiality and discretion are an absolute given in any recruitment process whether search or selection based. In a search context, we are referring to minimising the risk of a potential hire becoming known in a situation where there are greater consequences. Whispers of senior executive or board level moves can destabilise a department, a firm or an industry or in many cases the incumbent may not know he/she is being replaced. Search firms are experienced at approaching potential hires and engaging them in top-level conversations without revealing the hiring company until necessary. Investment Hiring is time-consuming and expensive. Internal resources utilised in a search or selection can be disproportionate to the task in hand and distract HR and hiring managers from their day to day roles. Using a search methodology is more likely to yield talent that is the best possible fit for the role and the company culture and reduces the likelihood of making the wrong choice. The search process is more thorough and focused on identifying and targeting best in class talent as opposed to picking the best that happens to be available at any given moment. The selection process operates on a success-only payment model, which means clients can engage multiple vendors for a broader candidate reach without initial costs. Working with a partner who has established networks and databases in the relevant sector, along with the expertise to advertise and screen candidates, can be more cost-efficient. But  selection recruiters are often working multiple assignments with competing priorities in comparison to the search consultant. Full Service & Ongoing Collaboration The search process begins with identifying talent needs and extends beyond the onboarding of a successful candidate. It's a bespoke service covering job description creation, corporate culture analysis, market research, sourcing, interviewing, shortlisting, negotiations, and onboarding, all managed by the executive search firm. In contrast, the selection process primarily focuses on connecting companies with their potential employee pool, with the extent of services varying per specific job brief. In both approaches, the collaboration with clients is continuous and evolves with an in-depth understanding of the hiring team's needs, company culture, market trends, and the broader business environment. Wrapping up The fundamental difference between search and selection is the ability, knowledge, networks and discretion to actively seek out the best possible person for the job whether they are an active or passive job seeker at any given moment. Executive search firms are experts at providing insights into the reaction from the market to a specific role. They’ll operate discreetly and ethically and above all will be taking a highly targeted approach. Our consultants have decades of recruitment experience. We focus on communication, transparency and a collaborative approach which gives you the control and understanding of what is happening at every stage of the recruitment process. For us, the difference between search and selection is the agreed way of working, but the fundamental principles remain the same. Email me for your executive search needs at [scottharrison@aquissearch.com]. Confidentiality guaranteed.

Confidentiality is key in any hiring process, with integrity and discretion paramount for all involved parties. But take it a step further and there's “confidential search”, where the need for secrecy is of utmost importance and there are wider implications if the details are known beyond a select few. Confidential recruiting usually occurs when an organisation needs to replace a team member and ensure a smooth transition. In this case, the senior leadership’s goal is to keep shareholders and stakeholders calm, run day-to-day operations as normal, and swiftly find someone to take over the position to avoid any gaps. But the most sensitive of searches is when the incumbent doesn’t know he/she is being replaced. Keeping the details confidential until the last minute is especially challenging, but completely necessary. In this article, I walk you through what a confidential search entails and give you practical tips on how to recruit qualified candidates while maintaining utmost confidentiality. What is confidential search recruiting? Confidential search involves discreetly identifying and engaging potential candidates for sensitive roles without disclosing the hiring company's identity. It's a strategic approach, balancing the need to pique candidate interest with the imperative of maintaining anonymity. This type of recruiting is often used for senior management placements where public knowledge of a vacancy or potential change could impact the company's operations or market standing. But implementing the confidential search process presents unique challenges. Finding qualified candidates and gauging their interests is tricky when the hiring company's name must remain undisclosed. The key is to strike a balance between providing sufficient information to spark serious conversations and maintaining necessary anonymity. Premature disclosure can have various repercussions on individuals and business operations, yet complete non-disclosure can test even the most promising candidates' patience. So how do you find qualified candidates without putting your company’s reputation at risk? How do you recruit for confidential positions? The best approach is to partner with a trusted search partner that brings specialised expertise, deep candidate networks, and a deep understanding of the nuanced dynamics of discrete searches. At Aquis Search, we’ve helped countless reputable companies in the Asia Pacific ensure successful confidential recruitment. We have extensive networks and resources, empowering you to identify and approach potential candidates who are not only a great match but can also be trusted to maintain secrecy. Here is the process we recommend: Step 1. Establish a Discrete Approach: Partner with a trusted recruitment partner and work together to draw up a recruitment strategy that prioritises confidentiality. Step 2. Identify Potential Candidates: Leverage your HR recruitment partner’s extensive networks and database to discreetly identify potential candidates without revealing the hiring company's name. Step 3. Initial Candidate Engagement: The HR recruitment partner contacts potential candidates, providing just enough information to pique their interest while preserving the confidentiality of the hiring process. Step 4. Disclosure to Client: After initial screening, the HR recruitment partner presents a finite number of highly relevant candidates that fit the requirements. Step 5. Client's Selection: The client reviews the candidates presented and informs the recruiter of their preferred choices. Step 6. NDA and Further Engagement: The recruiter then approaches the selected candidates to confirm their interest. Candidates are required to sign a Non-Disclosure Agreement (NDA) before the client’s name is disclosed. Step 7. Interview Process: Conduct interviews in private settings, ensuring all involved parties understand the need for discretion and ensure a timely interview process with the most relevant managers only. Step 8. Final Selection and Onboarding: Carefully manage the offer and acceptance process, maintaining confidentiality until the current incumbent has been informed and let go. What is the recruiter’s role in the confidential recruiting process? Executive search recruiters act as a bridge between the hiring organisation and the talent pool. Their integrity and tenacity are crucial, especially in a confidential search. They work outside the organisation’s structure, keeping the number of insiders aware of the search to a minimum. Establishing a small inner circle is vital for a successful search. The right executive search partner, trusted within their network, can make serious approaches with minimal or no information in the early stages. Are recruiters bound by confidentiality? Absolutely. Confidentiality is a cornerstone of the professional ethics that govern executive search recruiters. We are bound by both legal and ethical obligations to maintain the confidentiality of our clients and candidates throughout the search process. This responsibility is critical in confidential searches, where the stakes are higher due to the sensitive nature of the roles and the potential impact on the organisations involved. Typically, we ask qualified candidates to sign confidentiality agreements or non-disclosure agreements (NDAs), committing them to secrecy regarding specific details of the search. This includes the identity of the hiring organisation, the nature of the position, and any sensitive information related to the business strategy or internal operations. As recruiters, we also respect the candidate's confidentiality. We only share candidate information with necessary parties and only with their consent. However, despite the confidential nature of recruiters, there are specific nuances to take note of to protect the company. Here are some examples: Pitfalls of confidential search (and how to avoid them) Hiring companies must recognise that confidentiality becomes vulnerable once the interviews begin. Careful candidate management is imperative, ensuring there is no reason for anyone in the running to spoil the search even if they are unsuccessful in securing the role.  It is also crucial to move swiftly after the interviews as the longer the role remains open, the greater the risk of a leak. Fortunately, most candidates will have a vested interest in keeping everything under wraps for their own career and personal purposes. There can be cases where candidates will be eager to find out the finer details such as salary, team structure or business objectives, and it is always wise to bear in mind that some could use this information when they go back to their own role. So again, there is a fine balance between what information keeps the conversation alive, and when too much information will cause damage. Confidential searches can face disastrous consequences if mishandled, like a CV accidentally left open on a work computer or overlooked details such as meeting locations. The process, while not infallible, relies heavily on all parties mitigating leak risks at every stage. Whether for leadership succession, introducing a new product, or other strategic reasons, the pitfalls are the same. A good starting point is working with a trusted partner on a retained basis, allowing enough time for careful research and measured candidate approaches. Ready to start your confidential recruitment journey? Email me at [scottharrison@aquissearch.com] for a confidential chat.

The recruitment world has evolved significantly over the last two decades: the two largest change factors being technology, specifically LinkedIn, and the rise of the internal talent acquisition team. This evolution invites us to reconsider the dynamics between TA teams and traditional recruiters. Traditional recruiters, who once enjoyed working directly with line managers, often feel like a wall has been built around the way they can operate with the business. They may as well sport a sign that says, ‘Speak with the TA team’, which is taken as “Go Away”! This shift has been substantial and, in some ways, divisive. From my 20 years of managing and working with recruiters, I’ve seen many who continue to deny the existence of the talent acquisition team, in fear of undermining their relationships with the client. These recruiters are doomed to fail, often by creating conflict over CV ownership, not following process and not understanding how many large firms operate today. To avoid further clashes, recruiters and talent acquisition teams must collaborate, rather than compete. I propose some strategies to achieve this in this piece. Is talent acquisition the same as recruiting? Talent acquisition and recruiting, though related, serve distinct functions in the hiring process. Talent acquisition refers to focusing on long-term human resources planning and finding potential candidates for positions that require a specific set of skills. It's about building a talent pool and ensuring a good fit not just for the current needs but also for the future growth of the company. Recruiting, on the other hand, is more about filling open positions as they arise, often with a shorter-term focus. But when the time comes to fill open positions, the talent acquisition specialist and recruiter should work hand in hand to identify, persuade, and hire the best qualified candidates. The art of aligning talent acquisition and recruiting As a former organisational psychologist, my focus in recruitment has been on mastering the ‘art’ of placement and the science of managing the recruitment processes laid out by our clients. The best recruiters I have worked with understand how to engage, educate, and involve the TA teams. However, some TA folks sometimes fail to properly educate consultants about their role and could be more transparent about how they work. But there is no doubt that talent acquisition specialists are highly skilled, and they have a keen eye for the different types of recruiters in the field. They actively manage the Preferred Supplier List (PSL), often working with a smaller group of recruiters and providing them more opportunities which is a trend in today's market. This approach is more effective than signing up everyone, especially in markets that are not entirely candidate-driven. For recruiters and TA professionals to work effectively however, the talent team needs to clearly state their goals, how they engage recruiters, and discuss the benefits of collaboration for both parties. A common issue is the lack of transparency regarding who else is working on a role or if a suitable, shortlisted candidate already exists. Consultants often express a need for more feedback from TA teams on CVs presented. This transparency is always appreciated, as it helps all parties understand the client's real intentions. Additionally, any changes in the recruiting process need to be communicated and managed carefully by the TA teams, often using a mix of incentives and guidelines to maintain alignment and cooperation. Talent acquisition is here to stay The talent team has evolved from being administratively oriented to proactively sourcing talent through referrals and headhunting to drive down costs and control the supply of talent. The quality of the TA professional has risen tremendously and posed a threat of sorts to some traditional recruiters who cannot evolve with the times. Where there has been a focus on quality, with stats on everything from staff retention to agency usage, the implementation of a TA team has been extremely successful. In larger teams, the TA heads can manage dozens of internal recruiters and can often have Recruitment Process Outsourcing (RPO) teams on site too, adding another layer of complexity to how to drive costs and when to engage external recruiters. Recruiters will always add value Recently I met a senior manager who told me she had hired a fantastic candidate to join her team. The profile and background was an exact match on skills and she was genuinely excited and very happy to have this candidate in the team. Six months later I met her again and asked her about how that person was doing in the team. Disaster! The brilliant new team member had just been performance managed out after numerous coaching and training interventions.  This case illustrates how recruiters are still very much necessary to find the right talent. The value of the recruiter lies in their specialisation and speed to deliver the right talent. This is market intelligence as an art form as we spend our lives talking to and understanding the talent pool in the market. A lifetime spent understanding job seekers allows me to quickly and accurately assess the skills, personality and cultural fit of a potential employee and work collaboratively with candidates and clients. Future Changes are Likely Looking forward, TA teams are poised for long-term growth and increasing sophistication. They may eventually function more independently from traditional HR roles, focusing more strategically on talent development within businesses. Effective recruiters can leverage the expertise of TA teams, educating and collaborating with them to strategically position roles, represent their firms, and streamline recruitment processes. If you need an experienced recruiter with a track record of working hand in hand with internal talent acquisition teams, Aquis Search is here for you. Reach out today at [scottharrison@aquissearch.com] for a confidential chat.