What we do
What We Do
Stirling Atlantic Associates engage with clients on a global basis offering two distinct services, executive search and market intelligence.
Our clients include hedge funds and asset managers, private wealth management and family offices, private equity, investment banks, commodity trading houses, brokerage and electronic trading platforms, insurance companies, fintech and payments, regulators and consultancies.
Stirling Atlantic offer a highly confidential structured approach to business critical hires across our niche markets globally. We pride ourselves on a transparent, simple targeted approach. All search mandates are underpinned by our in-house research capabilities that allow us to consultant and identify the highest caliber of candidate for our clients. Our ability to be strategic, innovative and flexible is demonstrated in our strong global track record.
Executive Search Methodology
1. Initial Consultancy
This is a key stage at the start of the search process as it gives you and Stirling Atlantic the opportunity to articulate the key expectations. We always put strong emphasis on this stage to understand your needs as well as consult on the candidate universe and potential nuances. We provide an honest evaluation of your requirements and utilise our market intelligence and experience to make sure that you are aware of the market dynamics. This would include liquidity in market, compensation and feasibility. We will also agree time frames and target organisations.
2. Research and Identification
Our consultants and research team will quickly validate your candidate universe. Our niche market understanding allows us to turn this stage around quickly as well as giving us the ability to pull on historical intelligence.
3. Selection and Presentation
We will present a diverse candidate universe and advise on the highest caliber individuals available in the market to you. At this stage our consultants will agree with you who to approach and disclose the opportunity to. We will then approach the target individuals in a strictly confidential manner. It is this process than enables us to provide you with a detailed short list presentation that highlights the markets perception, candidates interest levels as well as specific motivations for the ultimate short listed candidates.
The client in consultation with Stirling Atlantic will instruct for the interview process to begin. We will provide detailed transparent feedback, both positive and negative, after each interview enabling clients to focus on possible negatives during the next round of interviews. This iterative process at each stage of the interview process affords clients the highest possible chance of attracting the preferred candidate.
5. Offer Management
Typically this is the most critical stage to any hiring process. The active management of candidates expectations from the outset is essential but equally as critical is the early management against the potential of a counter offer. The offer management process is something we spotlight and begin working on with the candidate as soon as the client identifies them as a strong potential fit against the open mandate. We also utilise positive closing techniques and rigorously prepare the candidate for their resignation.
We pride ourselves on being relationship driven and we support both parties during the integration process. This is reflected in the long term growth of our candidates with our clients as well as our long standing client relationships.
Our intellectual intelligence allows us to understand your competitors and affords us the ability to consultant and ensure you are at the cutting edge of the industry. We provide comprehensive market intelligence allowing you to better understand the competitive landscape to make sound business and strategic decisions. Stirling Atlantic have proven experience in delivering market intelligence reports. Reports have included global departmental structures, headcount analysis, compensation, market maps and diversity.
Our intelligence is constantly updated by our in-house research team in collaboration with our consultants.
- Competitor departmental structures and related headcount numbers
- Competitor work force composition / diversity