Legal

We saw a gap in the market as more lawyers across Asia were looking to move in-house in a variety of industries. We had well-established relationships with many of these companies, so had the resources to set-up our Legal team, given the lack of specialist knowledge in most internal HR departments, particularly for more senior appointments. Many agencies then didn’t have full coverage of the market like us, so our access to the top lawyers, especially those with specialist skills and commercial acumen, was crucial. Our specialist teams spend significant time speaking with Legal professionals in a variety of fields, so always have unrivalled market intelligence in terms of trends, candidate skillsets and availability.

Today, the market is more mature, competitive and candidate driven, due to alternative options such as start-ups, eCommerce and FinTech, so employers are evolving to remain attractive to legal candidates, particularly to the next generation. Regulatory changes have also increased demand for certain skillsets, making it tougher to secure the top talent – this results in many businesses often recruiting more junior lawyers, then upskilling and developing them to the level they require.

Our key relationships and extensive, real-time knowledge of the Legal market give us an understanding of the impact and value that Legal professionals have within businesses. We have evolved alongside the talent market, and our approach is very detail oriented, which enables us to build trust with our clients and our candidates – in fact, many of our candidates go on to become our clients. We are trusted advisors who take the time to understand our clients’ businesses, and not just a transactional and impersonal job board service, and this puts us in prime position to match the right lawyer every time.

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

Key features:

• We source and secure high calibre talent using innovative, customised search methods

• Dedicated resourcing of 1 or 2 recruiters in your specific disciplines

• Time to hire: 2 to 4 weeks, including search

• Shortlists within 48 hours

• Pre-agreed timeline to hire

Why you’ll love it:

• Quick and easy access to engaged and active talent

• Reduced time to hire

• Less time spent interviewing

• Less time spent reviewing resumes

​

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

Key features:

• Using both our Regional Research Center of Excellence (COE) and experienced in-country Consultants, we will objectively map niche markets

• Fully bespoke from a location, skill set and seniority perspective

• Proactive and organic for quick access and use

Why you’ll love it:

• Better awareness of the candidate pools available in your market

• Increased awareness of your employer brand to help you stand out from the crowd

• Benchmark your talent strategy against the most effective in the market

• Gives you the ability to rapidly ramp up and scale down resource

• Successfully headhunt direct competition to your business

• Arms you with the information you need to make a business case on your talent requirements

• Your experience will be interactive - we’ll empower you and engage candidates towards your brand

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

Key features:

• Time to hire: 4-8 weeks, including search and shortlisting

• Pre-defined timelines and start date for the candidate agreed as the search is started

• Dedicated recruitment team on each specific search, to ensure a thorough search and all relevant candidates in the market are spoken to

• Weekly updates on your search

• Option to conduct market mapping and report on your brand perception in the market

• Staggered pricing solutions, in line with different hiring phases

Why you’ll love it:

• You gain preferred access to the best pools of active and passive candidates in your market

• Your experience will be interactive - we’ll empower you and engage candidates towards your brand

• Guaranteed to secure the hire

• Remain anonymous whilst you go out to market

• Easier to plan around a pre-agreed start date

• Ability to spread the cost across a number of weeks or months

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

Key features:

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

• Pre-defined SLA’s ​

• Full account management team and regular reviews ​

• 100% focus from the recruitment team​

• Flexible billing structure

Why you’ll love it:

• Cost-saving without quality saving​

• Combined benefits of both the search and RPO model ​

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

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

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

The challenge:

The Head of Legal Counsel at this leading steel company in Thailand required a new Company Secretary with 10 years’ public company experience to lead the existing team. The CEO and the internal recruitment team had referred several candidates, but they weren’t of a high enough quality, so Argyll Scott was engaged to help. The main challenge was that the hiring manager was looking for a very particular experience level and set of skills, which left a very small candidate pool to choose from.

Our solution:

We proposed a solution that we felt would help a wider range of candidates to be considered. We compiled a range of profiles that varied in salaries from THB 80,000 to THB 250,000, as well as in years of experience, that the Head of Legal Counsel could present to the CFO to better understand the Company Secretary role and tasks. This method helped redefine the brief so that more candidates could be considered.

The outcome:

• One of our candidates was chosen for the role

• The position was filled within the deadline, alleviating a lot of pressure from the hiring manager

• The client was really happy with the final candidate, solidifying our relationship for future roles

The challenge:

Our client, an international life insurance company, needed a mid-level Legal Counsel on a three-month contract, to report into the COO of a newly set up business. The right candidate needed to be able to work independently and manage stakeholders. They were initially looking to hire a paralegal role for this; however, this person would not have the requisite qualifications or experience to do a Legal Counsel’s job.

Our solution:

We proposed that instead they should look to hire a legally qualified candidate who would be open to a short-term contract. As they were willing to get someone on Dependent Pass, we proposed that we look at candidates who were overseas qualified and interested in a Legal role in Singapore. Given it was in-house, the hiring manager was open to our suggestion, especially once they saw the quality of the candidates we had to offer.

The outcome:

• We placed an overseas qualified lawyer who was willing to take up a short-term contract, as her last contract role was coming to an end

• At the end of the contract, the candidate was hired permanently as she had made such a positive impact on the business

• We have since placed other lawyers into their team as the business has expanded and enjoy an ongoing positive working relationship with the COO

The challenge:

Our client, an investment holding company, needed to hire a new SVP of Legal (Regulation) for their HQ, their key challenge being finding someone with the right level of seniority who would also be a strong culture fit. As a long-time, trusted recruitment partner, we were their first choice to handle the role, due to the confidential nature of the mandate.

Our solution:

Our expertise and deep penetration in the region were key when mapping the market to find and secure candidates who met the unique brief. After our first shortlist of five, one outstanding candidate went all the way through eight rounds of interviews, including a leadership psychometric test and an external party interview. Our strong relationships with the hiring manager and HR Director were critical in securing the hire and we subsequently managed the entire offer process, keeping all parties fully informed throughout.

The outcome:

• We successfully placed the SVP Legal within a relatively short time, given the client’s thorough hiring process

• We continue to be a trusted partner that they rely on as a great brand ambassador for them