For Clients
Specialist Search for Performance-Critical Hires
We provide focused search coverage across quantitative research, trading and technology, combining detailed qualification with direct market insight.
Who We Support
Hedge Funds
Multi-strategy, systematic and quantitative macro platforms.
Proprietary Trading Firms
High-frequency, mid-frequency and options trading businesses.
Market Makers
Listed derivatives, ETFs, FX and digital asset market making.
Family Offices
Internal systematic programmes and investment technology teams.
Asset Managers
Quantitative equity, factor investing, risk and portfolio analytics.
Digital Asset Trading Firms
Crypto-native trading businesses and exchange infrastructure teams.
How We Engage
Contingent Recruitment
Targeted delivery for individual research, trading and engineering seats, paid on placement.
Retained Search
Exclusive, fully mapped search for senior and business-critical hires, with structured reporting throughout.
Market Mapping
Systematic coverage of a defined market: who sits where, what they cover and how they are compensated.
Competitor Intelligence
Team structures, hiring patterns and movement across comparable firms and geographies.
Team Build-Outs
Sequenced hiring plans for a new pod, desk or engineering function, from first hire to full team.
Confidential Search
Discreet mandates executed without exposing the hiring firm, its strategy or its timing to the market.
Search Process
Structured, discreet, evidence-led
- 01
Calibration
We define the mandate with the hiring desk: strategy, stack, seniority, compensation and the assessment bar.
- 02
Market Mapping
Systematic coverage of the relevant market, benchmarked against comparable firms and geographies.
- 03
Technical Qualification
Structured qualification covering research ownership, technical contribution, production responsibility, systems exposure and domain experience before any introduction.
- 04
Shortlist and Process
A calibrated shortlist with written assessments, managed interview logistics and direct feedback loops.
- 05
Offer and Onboarding
Compensation guidance, notice and garden-leave management, and post-placement follow-up.
Our Qualification Standard
The Detail Behind Every Introduction
Effective quantitative recruitment depends on understanding what someone has actually built, researched or traded, not simply matching their current title to a job description.
Quantitative Researchers and Traders
- Strategy and asset class
- Research ownership
- Holding period and trading frequency
- Signal development and implementation
- Risk and performance contribution
- Portfolio construction experience
- Capacity and scalability
- Current compensation and expectations
Trading Technology Professionals
- Production ownership
- Latency-sensitive responsibilities
- Languages and technical stack
- Linux, networking and market-data experience
- Research versus execution infrastructure
- System scale and performance
- Hardware or FPGA exposure
- Current compensation and expectations
Every Candidate
- Motivation for considering a move
- Preferred firms and environments
- Location and relocation parameters
- Notice period and garden leave
- Non-compete restrictions
- Interview activity
- Compensation expectations
- Explicit permission before representation
Deliverables
What Clients Can Expect
- 01
Search Calibration
A clear understanding of the strategy, team, technical environment, seniority, compensation and assessment standard.
- 02
Targeted Market Coverage
A structured search across relevant competitor firms, adjacent talent pools and appropriate geographies.
- 03
Qualified Introductions
Concise candidate summaries covering relevance, motivation, compensation, availability and possible restrictions.
- 04
Market Feedback
Direct feedback on candidate availability, compensation expectations and how the opportunity is being received.
- 05
Process Ownership
Consistent management of interviews, feedback, competing processes, offers, notice periods and post-placement communication.
Where To Next