Hiring Strategies for Quant Recruitment in APAC 

In the Asia-Pacific (APAC) region, the demand for quantitative researchers, often referred to as quants, is rapidly growing. New technologies and increasingly sophisticated financial markets mean firms rely on quants to develop models that can manage risk, price derivatives, and create trading algorithms. Financial institutions face competition for talent from universities, government agencies and the giant tech firms dominating the culture. Because the talent pool is both specialised and limited, it’s crucial for firms to adopt innovative quant recruitment strategies to identify the right candidates and to stand out in a crowded market.

Here are seven approaches for attracting and retaining the best quant talent in APAC.

Targeting Essential Skills in the Hiring Process

The most important goal of any quant recruitment strategy is to identify candidates with the right technical competencies. Quants are advanced mathematicians and programmers so it’s important that you understand the skills you’re looking for and use your hiring process to pinpoint them effectively. The most sought-after expertise includes:

• Stochastic Calculus: This branch of mathematics is essential for modelling complex systems, that accurately reflect real-world market behaviours.
• Statistical Modelling: Quants need to be adept at using statistical tools to interpret large datasets and make informed decisions, particularly in areas like risk management and trading strategy development.
• Machine Learning: With the rise of algorithmic trading and automation in finance, machine learning helps develop and train models to recognise patterns in historical data.

Ensure that the core competencies and abilities you need are clearly defined in any quantitative analyst or quantitative researcher job description you produce. This helps candidates understand expectations before they apply. You can also use this to filter out unqualified candidates early in the hiring process.

Targeting Candidates with PhDs and Advanced Degrees

Most high-level quants hold PhDs or advanced degrees in mathematics, physics, engineering, or computer science. Candidates with advanced degrees have the deep theoretical knowledge needed to tackle complex financial problems.

Actively seek out and build connections with passive candidates from top universities and research institutions, especially those with relevant research in fields like financial mathematics, econometrics, or machine learning. By targeting these individuals, you can ensure that your quant team is equipped with the skills necessary to develop cutting-edge solutions.

 

Targeting Underrepresented Candidates

Traditionally, quantitative finance has been male dominated, but there’s a growing recognition that a more diverse workforce leads to better problem-solving and more robust financial models. A recent McKinsey report has found that the business case for diversity has more than doubled in the last decade, with diverse teams outperforming their competitors by 39%.

Encouraging women to pursue careers as quants is a critical step toward greater inclusion. Financial institutions should create initiatives that actively recruit female candidates, including partnerships with women’s STEM networks and mentorship programs that offer support and guidance.

Hiring candidates with non-financial backgrounds but relevant skills in areas like data science, physics, or engineering can inject fresh perspectives into financial modelling and analytics. These candidates bring innovative approaches to solving financial challenges by applying their expertise from other fields.

Using Academic Partnerships to Highlight Entry-Level Talent

While PhDs are often a requirement, you should not overlook young talent. Building strong relationships with academic institutions is an excellent way to secure a pipeline of fresh quant talent. Academic partnerships also help organisations stay up to date on the latest research and trends, enabling you to adapt your strategies as the field evolves.

Identify high-potential graduates with strong foundational knowledge and a passion for learning. These candidates can be trained and mentored to develop their skills over time. Internship programs, guest lectures, and sponsored research projects can all serve as valuable tools for connecting with students. By offering opportunities to work on real-world financial problems, you can showcase the technology, tools, and industry relevance that make you an attractive destination for aspiring quants.

The Importance of Presenting a Clear Career Growth Path

Quants are ambitious by nature, seeking out roles where they can develop their skills and advance their careers. Presenting a clear career growth path is essential to attracting and retaining top quant talent.

You should emphasise how you support professional development through training programs, mentorship, and opportunities for quants to work on high-profile projects. Whether it's transitioning into leadership roles or expanding into other areas of the business, employees should have a clear understanding of how they can grow with you.

Competitive Compensation Strategies to Attract Top Talent

Given the specialised nature of quant roles, top candidates are in high demand, and candidates often have multiple offers to choose from.

Offering competitive compensation packages is key to quant recruitment. However, compensation is not just about salary. It also includes bonuses, stock options, performance-based incentives and unique benefits like flexible working hours, remote work options, and other perks.

Research industry standards in the APAC region to ensure your compensation packages are competitive. A comprehensive and thoughtful compensation strategy can often be the deciding factor in attracting top talent.

 

Showcasing Technology, Innovation, and Workplace Culture

Quants are naturally drawn to environments where they can push the boundaries of what’s possible. You should ensure your workplace culture reflects this by promoting collaboration, encouraging risk-taking, and providing the resources quants need to thrive. This culture can be a major factor for candidates weighing their options in a competitive market.

In the quant world, the tools of the trade matter. Businesses that invest in cutting-edge technology and encourage innovation will stand out to prospective candidates. Use your hiring process and employer brand to highlight your use of advanced analytics platforms, cloud computing, and AI tools.

 

Incorporating these approaches and presenting a clear, compelling vision of what a career at your organisation can offer will help you attract candidates with the quantitative research skills you need for growth and success and stay ahead in the highly competitive quant recruitment market.

Here at Kin Search, we are experts at connecting global businesses with the technology sales and business development executives who have the right knowledge and expertise. Contact us today and connect with your talent match.