Midas Analytics × 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.

Option 01

Upskill your own desk.

Make your recruiters AI-fluent — so the same team bills more, faster, without adding headcount.

StrategyHands-on workshopPer-function multipliers
§ 05 Option 1 · AI for your own desk

Point the lens at your own agency.

Your recruiters' judgement, multiplied by AI — turned into tools they keep.

Your recruiters' expertise.

Who's placeable, which client fits, how to read a candidate — what AI doesn't have.

×

AI, on your real desk.

What it can do today — hands-on with your own mandates, not a slide deck.

=

A turbo desk.

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

1
Strategy

Where to play.

We map your desk and find where AI gives real leverage.

AI-fit scorecard
2
Workshop

Build, hands-on.

Each recruiter builds one working tool for their own stage.

A tool you keep
3
Roadmap

Embed & scale.

An adoption plan + an internal champion, so gains compound.

6-month roadmap

Half a day per session · one real tool your recruiters keep · already run for a finance client.

§ 06 Option 1 · your workflow, mapped

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

Each step keeps your judgement — the spark marks the AI lift. Before/after figures illustrative.

The candidate journey
From a cold name to a placement you keep warm.
01 · Source
Find the talent
Boolean + market maps, instantly.
02 · Screen
Qualify fast
CVs scored against the brief.
03 · Engage
Reach out
Personalised outreach, drafted.
04 · Prep
Interview-ready
Tailored prep packs.
05 · Place
Close the offer
Offer objections, handled.
06 · Aftercare
Keep them warm
Check-ins + redeploy signals.
Hrs / placement ~18 hrs→~7 hrs
−61% time 11 hrs saved each 2.5× more placements
The client mandate
From the first pitch to a growing account.
01 · BD
Win the client
Account research + pitch, fast.
02 · Brief
Take the brief
Spec → crisp search profile.
03 · Shortlist
Build the list
Ranked shortlist, with rationale.
04 · Submit
Present talent
Write-ups drafted from notes.
05 · Close
Land the deal
Negotiation prep + paperwork.
06 · Grow
Grow the account
Signals mined for next mandate.
Hrs / mandate ~8 hrs→~3 hrs
−63% time 5 hrs saved each 2× more mandates
§ 07 Option 1 · what AI does, per function

One promise per function. Same desk, more done.

What AI actually gives back to a recruiter, all day.

Sourcing & Research

From a blank search to a built shortlist.

Boolean search, market maps and CV parsing in seconds. The grunt work compresses; your read on the candidate is untouched.

Before
4 hrs / shortlist
After
30 min
Candidate Engagement

Every candidate, personally — at scale.

Personalised outreach and interview-prep packs, drafted in your voice. More candidates feel looked-after, not fewer.

Before
15 min / message
After
2 min
BD & Client

Walk into every pitch over-prepared.

Account research, pitch briefings and proposal drafts on demand. Same desk, more clients each week.

Before
2 hrs / pitch prep
After
20 min
Operations

The admin trail runs itself.

Pipeline updates, status chases, compliance checks — tracked by an agent overnight. Less chasing, more placing.

Before
all-day drag
After
done by 8 a.m.
Option 02

Build a revenue partnership.

Co-own AI talent products with Midas — three doors into one funnel, with shared upside.

Career ResetOpen WorkshopsEnterprise
§ 08 Option 2 · Partnership · the shared opportunity

What each side brings to the table.

Press → to reveal — Your Recruitment Agency first, then Midas, then the joint product.

  • 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 + Midas

Joint product

  • Diagnose the AI gap
  • Close it with fit-for-purpose programs
  • Place upskilled talent back into market
  • Sell upstream to whole teams
§ 09 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"
§ 10 Option 2 · Door 01 · Career Reset

Don't lose the candidate after a "no". Reset them.

A strong analyst who fails an interview disappears today. Door 01 turns that exit into a longer relationship.

Step 01

Interviews via Your Recruitment Agency

Analyst goes through Your Recruitment Agency's standard hiring loop.

Owned by Your Recruitment Agency
→
Step 02

Doesn't get the role

AI gap surfaces in the room. Offer slips.

Your Recruitment Agency sees this
→
Step 03

Your Recruitment Agency debriefs & routes to Midas

Candidate isn't lost — they're handed off.

MidasJoint hand-off
→
Step 04

Midas tailored 1-on-1 reset

~6 weeks. Each candidate ships an AI artefact tied to the target role.

MidasDelivered by Midas
→
Step 05

Re-enters the market — stronger

Back into Your Recruitment Agency's pipeline. New interviews. Higher hit rate.

Your Recruitment Agency places them
Loops back · stronger candidate, next round
Why it works · #1

Revenue stays inside the partnership

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.

§ 11 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
§ 12 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.

§ 13 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

§ 14 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.

§ 15 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.

midasanalytics.ai
01/19
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