Our strategy

Hiring organisations increasingly desire talent partners able to service the full breadth of the talent agenda. This encompasses not only the traditional service provision of specialist recruitment and outsourcing but also, in recent years, the growing demand for specialist talent advisory and consulting solutions such as market intelligence and ED&I (equity, diversity and inclusion) audits.  

Provision of these advisory and consulting services allows us to broaden and deepen client relationships (often giving a route into the C-suite) as well as qualifying Robert Walters to provide additional services. This evolving landscape informs the framework under which the Board considers how the business can best serve clients and candidates across its markets, both now and into the future. 

Our growth strategy has been stable for a number of years, reflecting the long-term structural tailwinds we have positioned ourselves to benefit from. Demographic change, and in particular ageing societies, will continue to drive a global shortage of skilled labour, making talent partners like Robert Walters ever more valuable to organisations as they seek the right talent to develop and grow. 

As such, as we look out across both our existing markets and markets which offer exciting future opportunities, we are convinced there is plenty more to go for. We will drive this growth by remaining focused on the organic levers of geographic penetration (and expansion where there are compelling opportunities to do so) and discipline diversification. Additionally, we are increasingly mindful of the potential to enhance growth through capital investment – both organically and inorganically.