× Your Recruitment Agency

Discussion Document · For Brainstorming · 2 June 2026 · Strictly Private

Two ways to put AI to
work — together.

A working brainstorm for finance recruiters. Two ways to put AI to work with Midas: (1) sharpen your own desk; (2) go to market together. Pick one, or both.

Prepared for

Your leadership team
Partnership discussion

Prepared by

Michele De Filippo, PhD
CEO, Midas Analytics

Format

Working document

Status

Not a proposal — yet

AI theoretical capability vs observed usage across job categories

Anthropic Economic Index · 2025 · radar chart

§ 01 The opportunity at scale

The AI skills gap is massive — and barely touched.

Blue area: what AI could already do across job categories today.
Red area: what people are actually using it for.

Business & Finance

~95% vs < 15%

Capability vs observed usage today.

Legal · Office & Admin · Education

90%+ vs < 20%

Same story across knowledge-heavy verticals.

What this means

Finance sits at the bullseye — highest potential, lowest adoption. Every analyst you place lives in that gap.

Global AI literacy distribution — 84% have never used AI

Each dot = ~3.2M people · 2,500 dots = 8.1B humans · Feb 2026

§ 02 The bar today

AI literacy is on the floor.

8.1 billion people. Almost none use AI in real work.

~6.8B (84%) have never used AI

~1.3B (16%) use a free chatbot occasionally

~15–25M (0.3%) pay USD 20/mo for AI

~2–5M (0.04%) use AI in actual coding / workflow

And in HK finance?

Even worse. Analysts walk into interviews having never opened Claude — and lose the offer because of it.

Received by us on 13 May 2026

A real inbound to Midas Analytics from a HK finance professional

Real inbound · Midas Analytics · HK

§ 03 The signal from the street

HK Market is screaming for help.

An unsolicited inbound that landed in our inbox this week — and it isn't the first.

You see it from the hiring side — strong CVs losing offers on AI fluency.

Midas sees it from the training side — senior teams asking how to upskill fast.

Same gap. Two vantage points. Worth combining.

Working hypothesis

Your Recruitment Agency + Midas close the loop on AI talent in HK finance — from hiring to training and back.

§ 04 Two ways to work together

One relationship, two front doors.

Two independent ways in. Start with either — they compound when you run both.

Option 1 · Your own desk

AI for your own recruiters

A short strategy sprint + hands-on workshops that upskill your own recruiters. Sourcing, outreach and BD get faster — and the know-how stays in your team.

Strategy → Workshop → Roadmap · DLRI ≈ half price

Option 2 · Partnership

Go to market together

AI talent products for your market: re-skill near-miss candidates, run open workshops, upskill whole client teams. New revenue for both desks — you stay the talent layer.

Three doors: Career Reset · Open Workshops · Enterprise

Pick one — or run both. A sharper desk wins more mandates; more mandates feed the partnership. We'll deep-dive each next.

§ 05 Option 1 · AI for your own desk

Start by pointing the lens at your own agency.

We run the strategy, a hands-on workshop with your desk, and leave a roadmap — the same engagement we run for finance firms today.

Phase 1 · Strategy

Where to play, how to win.

We map your recruiters' real workflows and find where AI gives leverage — and where it doesn't.

OutputAI-fit scorecard, per recruiter workflow.

Phase 2 · Workshop

Hands-on, with your team.

A live workshop on your highest-leverage workflow. Each recruiter builds a real tool for their own desk.

OutputEvery recruiter ships one working AI tool.

Phase 3 · Roadmap

Embed, then scale.

An adoption plan, an internal champion, and the next wave of workflows scored — so the gains compound after we leave.

Output6-month roadmap + internal champion named.

Mini case · recent client

We ran exactly this for a recent client — four weeks, framed as "where to play, how to win in the AI game." They walked away running their own internal AI assistant.

How this differs from the partnership: Option 2 sells team upskilling to your clients. This runs it for your own recruiters — faster desk, better margins, smarter placements.

The team: an AI + Data pair, in your office — two senior people, no juniors. Qualifies for the DLRI R&D credit (§ 16).

§ 06 Option 1 · your workflow, mapped

Two flows run your desk. AI plugs into every stage.

We map how your recruiters actually work — two flows, every stage with a concrete AI touchpoint. The workshops turn this into skills.

The candidate journey

From a cold name to a placement you keep warm.

01 · Source

Find the talent

Boolean + market maps in seconds, not hours.

02 · Screen

Qualify fast

CV scored against the brief; flags surfaced.

03 · Engage

Reach out

Personalised outreach drafted per person.

04 · Prep

Interview-ready

Tailored prep packs + likely questions.

05 · Place

Close the offer

Offer-stage objections, handled with drafts.

06 · Aftercare

Keep them warm

Check-in cadence + redeploy signals tracked.

The client mandate

From the first pitch to a growing account.

01 · BD

Win the client

Account research + tailored pitch, fast.

02 · Brief

Take the brief

Job spec turned into a crisp search profile.

03 · Shortlist

Build the list

Spec → ranked shortlist, with rationale.

04 · Submit

Present talent

Submission write-ups drafted from notes.

05 · Close

Land the deal

Negotiation prep + paperwork generated.

06 · Grow

Grow the account

Account signals mined for the next mandate.

AI touchpoint at every stage — that's the surface area we upskill.

§ 07 Option 1 · how the workshops work

Half a day. One real tool. Built on your own desk.

We don't lecture. Each session turns one stage of the map into a working tool your recruiters keep.

What a session looks like~ half day · hands-on

0:00

Frame the bottleneck

Pick one stage. Agree what "good" looks like and what it costs today.

0:30

See what AI can do

Live demos on real examples from your desk — not generic slides.

1:30

Build it together

Each recruiter builds a working tool for their own stage — sourcing agent, outreach drafter, shortlist matcher.

3:00

Ship & measure

Run it on a live mandate. Agree the metric and who owns adoption.

What each recruiter walks away with

A sourcing agent

Turns a niche finance brief into a Boolean search + market map.

An outreach drafter

Personalised candidate messages and interview-prep packs, on tap.

A shortlist matcher

Job spec in, ranked shortlist out — with the reasoning attached.

An admin autopilot

Pipeline updates, compliance and reference checks, off the recruiter's plate.

Each tool maps to a function we deep-dive next — all inside the Strategy → Workshop → Roadmap arc.

§ 08 Option 1 · per-function tailoring

Your recruiters bring the expertise. AI puts wings on it.

Illustrative, not prescriptive. Midas plays tech enabler: we surface what AI can do; each recruiter connects it to their own market. Idea-to-action shrinks from days to seconds.

Your recruiters are the experts.

Their judgement — who's placeable, which client fits, how to read a candidate — is what AI doesn't have.

×

Midas brings the capability.

What AI can do today, hands-on on your real desk — not a slide deck.

=

Turbo desk.

Ideas become actions in seconds. More candidates worked, same headcount.

Illustrative starting points — every row is a conversation, not a contract.

Function	Anchor exercise	Sandbox agent	Capstone tool
Sourcing & Research	Boolean + market-map a niche finance role	Candidate-sourcing agent	Talent-pool mapper
Candidate Engagement	Personalised outreach at scale	Candidate-reply drafter	Interview-prep companion
BD & Client	Account research before a pitch	Meeting-prep agent	Job-spec → shortlist matcher
Operations	Automate the admin trail	Pipeline-update assistant	Compliance & reference checker

20 yrs in HK finance hiring
Deep candidate flow
Trust at career inflection points
Live signal on hiring-manager asks

AI curriculum tied to finance use cases
Engineering depth — agents, dashboards
HK-based · DLRI-certified (D041)

Your Recruitment Agency +

Joint product

Diagnose the AI gap
Close it with fit-for-purpose programs
Place upskilled talent back into market
Sell upstream to whole teams

§ 11 Option 2 · Partnership · the three doors

One funnel, three doors.

Three offerings, three entry points into one talent system.

"I want this 1-on-1"
← drops back to Door 01

Track	Who it's for	Format	Indicative ticket	Revenue model
Door 01 Career Reset	Individual analysts who didn't close the offer	1-on-1, ~6 weeks	Mid · HKD	Candidate-paid + revenue share with Your Recruitment Agency
Door 02 Open Workshops	Anyone in HK finance, open enrolment	2–3 hour public sessions, 20–40 people	HKD 2k–3k / seat	Per-seat + lead-gen for Door 03
Door 03 Enterprise Programs	Whole teams inside asset managers, banks, corporates	Tailored, 4-week cohort	High · per-team	Direct fee + referral kick-back to Your Recruitment Agency

Loved the 1-on-1?
Brings Midas into the org →

Workshop landed →
"do this for my team"

Candidate-paid fee, split with Midas. You keep the relationship, monetize the failed interview, and book the future placement.

Why it works · #2

Candidate is the buyer

Career-driven, motivated, willing to invest — and easy to close: the gap was just named on the debrief.

Why it works · #3

Data dividend

Every reset surfaces what hiring managers actually test for. That signal feeds Doors 02, 03 — and your own hiring intel.

§ 13 Option 2 · Door 02 · Open Workshops

Land low, expand high.

A small ticket gets people in the door. The room is the lead-gen for Door 03.

Top of funnel

Public session · 2–3 hours · 20–40 attendees

HKD 2k–3k ticket. Co-branded invite. One finance workflow per session.

Value lands in the room

Hands-on with a real finance use case

Attendees leave with a working AI tool tied to their job — and the urge to bring it to their team.

Conversion · A

"Do this for my team"

Senior people in the room ask Midas in. Lead handed to Door 03 Enterprise.

Conversion · B

"Sign me up for the next one"

Returning attendee. Compounds the brand. Feeds the warm-list for the next round.

We've done this before

Midas Analytics running a workshop at the Italian Chamber of Commerce, Hong Kong

Italian Chamber of Commerce · Hong Kong · AI workshop run by Midas

§ 14 Option 2 · Door 03 · Enterprise

Whole teams, four weeks, real outputs.

Mini case: an asset manager wants every team AI-fluent — without a re-org.

Week 1

Foundations

Map the team's top 3 workflows. Identify where AI gives leverage, where it doesn't.

MilestoneWorkflow audit + AI-fit scorecard, per role.

Week 2

Hands-on

Build the first agent on the highest-leverage workflow, live with the team.

MilestoneOne shipped agent, owned by the team.

Week 3

Cross-function

Connect outputs across functions. AI that knows the org, not just the desk.

MilestoneCross-functional brief, signed off by leads.

Week 4

Embed

Adoption plan, internal champion identified, scoring of the next wave of workflows.

MilestoneRoadmap for the next 6 months, signed.

Cross-functional audience

Investment Risk Compliance Marketing Business Development …and more

Commercials: per-team pricing. Working-hours or evening cohorts. Scope set at kickoff.

Your role: warm intros + co-sell — you're already inside these institutions on the hiring side. Referral kick-back or co-branded engagement.

§ 15 Option 2 · the flywheel

Three doors, one system.

Each door feeds the other two — that's what makes Option 2 compound, not just a menu.

Door 01 → candidate-side data that sharpens Doors 02 and 03.
Door 02 → fills the room with future Door 03 buyers.
Door 03 → produces alumni — future Door 02 attendees and Your Recruitment Agency placements.

Door 01

Career Reset

Door 02

Open Workshops

Door 03

Enterprise

Door 01 data
sharpens curriculum

Workshop attendees
convert to Enterprise buyers

Enterprise alumni
become Your Recruitment Agency placements

§ 16 Financial incentive

Engaging Midas cuts cost in half.

Either option qualifies for the HK Inland Revenue Department's enhanced R&D tax deduction. Midas is a certified Designated Local Research Institution (DLRI) — No. D041.

0% tax deduction on qualifying R&D expenditure under the Inland Revenue Ordinance, Cap. 112.

Option 1 · your agency pays

Your own desk → 50% off for you

You pay Midas to upskill your own recruiters, then claim the R&D deduction on the invoice.

Option 2 · candidate or client pays

Partnership → 50% effective discount

The candidate or client pays Midas directly; Midas invoices, and the payer claims the deduction at filing.

Why this works

Midas is a certified DLRI (No. D041) — Computer & Information Sciences. The training and tailored upskilling work qualifies as R&D under Cap. 112.

The math (per HKD 100k spend)

You invoice

100k

You actually pay

~50.5k

HKD 300k deduction → HKD 49,500 saved @ 16.5% profits tax.

§ 17 What's interesting to you?

So — where do we start?

Tell us which one is worth a real conversation first. Either one starts small.

Option 1

AI for your own desk

What it is: strategy + a hands-on AI workshop with your recruiters, and a roadmap to scale.
Smallest first step: a half-day workshop with one pod. See the uplift before scaling.
Best if: you want a faster desk and higher margins — before your competitors do.

You bring your recruiters and your workflows. Midas brings the AI + Data pair — and the DLRI credit.

Option 2

Partnership — go to market together

What it is: Career Reset, Open Workshops and Enterprise — three doors into one AI-talent funnel, co-owned with Midas.
Smallest first step: one co-branded Open Workshop. ~3 weeks from yes to a full room.
Best if: you want a new revenue line and a sharper brand, not just an internal tool.

You bring the candidates and relationships. Midas brings the curriculum and the engineering.

Or both — they reinforce each other. Tell us which resonates and we'll shape a real proposal around it.

Two ways to work together.

The partnership, or AI for your own desk — or both. Everything here is up for debate: push back, reshape it. A starting point for the next conversation, not a proposal.

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