Derivatives Trader at a Chinese Oil Firm
A privately owned oil company based in China was looking to expand its derivatives trading desk. The role sat outside traditional physical trading structures, with no associated physical volume exposure, creating challenges in both role definition and candidate attraction.
The Challenges:
Role Definition and Positioning
The absence of physical volume trading made it difficult for the client to clearly articulate the commercial value and scope of the role. This limited its appeal to candidates accustomed to physical hedging environments.
Constrained Candidate Pool
Initial searches focused narrowly on experienced derivatives traders, excluding professionals with adjacent or transferable skill sets who could operate effectively in a strategic trading role.
Market Perception
Some candidates expressed reservations about working culture and governance within privately owned Chinese firms, reducing engagement at early stages of discussion.
Our Approach:
Clarifying Role Intent and Market Reality
We worked with the client to reassess the underlying objective of the hire. Based on the local Singapore talent market and compensation parameters, the role was reframed as a strategic derivatives position rather than a traditional physical hedging role.
"Out of the box" Profiles
The search expanded beyond conventional trader profiles to include senior analytical professionals with deep market knowledge, pricing expertise, and established industry networks.
Accurate Role Representation
We developed a clear and accurate picture of the role, outlining commercial expectations, decision-making scope, organisational structure, and the sort of candidate's strengths that will aligned perfectly with the company's needs. We addressed the misconceptions about the company's working style, and emphasized its competitive position within the market.
The Outcome:
Three qualified candidates were presented to the client. One candidate, a senior analyst with extensive derivatives market experience and no prior front-office trading title, was selected for the role.
Within three months of joining, the candidate met agreed performance objectives and integrated into the trading function. The success of the placement led to ongoing collaboration with the client to support further team development.
Key Takeaways:
Understanding the True Needs: Effective headhunting requires going beyond the surface level of a job description.
Creative Candidate Sourcing: Thinking outside the box and considering transferable skills can yield exceptional results.
Accurate Representation: A clear and well-presented opportunity is key to attracting top talent, especially when overcoming market biases.
This case study demonstrates the power of a strategic approach to a niche position. By truly understanding the candidate’s potential and how they could fit into the client’s needs, we facilitated a successful match that benefited both parties.