For Regulated Firms

Every workforce decision.
On one foundation.
Built around the professional.

The professionals you need to attract, engage, and keep are on a platform that serves them first. Better hires, better intelligence, and lower attrition from the same verified record.

Request Access What we cover
Coverage Attract, engage, retain, intelligence
Source Verified professionals who have opted in
Built for Regulated financial services and fintech
Your workforce companion
Give me the full picture for our compliance function. What do we know internally, and where do we sit against the market?
S
Sigmentix
Drawing from your verified workforce and the external peer cohort:

Internal: 2 people in the function show early attrition signals1. Your compliance function sits 9% below the peer median on base salary.

External: Market rate for this function moved +7.1% in the last 12 months2. 3 opted-in external candidates match your senior compliance profile.

Internal mobility: 1 verified internal candidate has indicated openness to a stretch role.
1 Internal signals, cohort level, n=14
2 Verified peer cohort, anonymised, n=61

One connected view of your workforce. Internal and external. Accurate by design.

Most firms piece together a talent picture from tools that do not talk to each other. Sigmentix is the infrastructure that connects them, built on data the professional has reason to maintain.

The full arc

Four parts of the workforce arc. Built to work together, end to end.

Attract

Qualified, verified professionals. No volume, no noise.

● Live
Executive search agent Verified candidates Opted-in cohort PCF-matched Peer-endorsed No CV harvesting

Pre-matched talent pools and proactive surfacing against future roles in development.

Learn more about Attract
Search briefing
We need a Head of Compliance. Senior PCF holder, ideally with EMI or PI experience.
S
Sigmentix
From the verified cohort that has opted in to opportunities:

Direct match: 4 professionals fit the brief. All currently hold PCF roles at comparable firms1.

Adjacent fit: 6 further candidates with transferable experience across related licence types.

Peer-endorsed: 2 of the 4 direct matches are endorsed by professionals already in your network.

None will see your firm's name until they accept the introduction.
1 Verified PCF records, opted in
Only professionals who have opted in to opportunities are surfaced. No scraping. No purchased lists.
Engage

Turn new hires into confident, productive contributors from day one.

● Building
Onboarding verification PCF status confirmed IAF documentation First 90 days Manager enablement Early engagement signals

CBI data sharing for direct status verification and cross-jurisdictional credential portability on the roadmap.

Learn more about Engage
Onboarding handover
S
Incoming Head of Compliance
PCF · CBI Approved · IAF Mapped
Record shared ✓
PCF status Current ✓
Qualifications 3 verified ✓
Employment 4 roles · 16 years ✓
IAF Responsibilities documented ✓
Day 30 signal Platform active · CPD logged ✓
📁
Background verification complete
Pre-verified on arrival · Compliance handover ready · Weeks saved
Pre-approval evidence that took weeks now takes minutes. With the professional's consent throughout.
Retain

Build the conditions that make the right people stay and grow.

● Building
Internal mobility Progression planning Attrition signals Talent pools Rehire intelligence Succession planning

Skills gap reporting and predictive succession modelling on the roadmap. Internal movement always stays under the professional's control.

Learn more about Retain
Retention intelligence
Before we go to external search for this role, is there anyone internally who could step into it? And are there any retention risks we should be across?
S
Sigmentix
From your verified internal workforce:

Internal fit: 2 people in adjacent roles have opted in to mobility and have the qualifications for this position1. One has an open PCF approval pathway of 4 to 6 months.

Attrition signals: Early indicators suggest elevated risk in this function relative to your firm's historical baseline1. Worth factoring into the review timeline.

Returning talent: 1 former employee in your alumni network has signalled openness to a return.
1 Internal records, cohort level, opt-in basis
Internal candidates are only surfaced if the professional has opted in to mobility. No exposure without consent.
Intelligence

Internal and external market insight to make smarter workforce decisions.

● Building
Compensation benchmarking Workforce sentiment Pay equity analysis Competitor hiring signals Market rate tracking Regulatory exposure

Predictive workforce risk modelling and skills demand forecasting on the roadmap. Cohort minimums apply to every product, internal and external.

Learn more about Intelligence
Workforce intelligence
Compensation review is in six weeks. What does the full picture look like for our risk function, internally and against the market?
S
Sigmentix
Internal and external, from your verified workforce and the peer cohort:

Market: Risk function base salaries moved +7.4% in the last 12 months1. Your last review was 15 months ago.

Internal: Your risk function sits 11% below the peer median. Sentiment signals within the function have softened over the last quarter2.

Competitor signal: Two firms with comparable authorisations have hired laterally from your function type in the last 60 days.
1 Verified peer cohort, n=58, anonymised
2 Internal cohort, anonymised, n=16
Internal sentiment data is cohort level. No individual can be identified from it. That is what makes it honest.
Why this is different

Every competitor sells a moment.
Sigmentix sells the arc.

You currently buy one platform to hire, another to onboard, another to benchmark, another to track sentiment. None of them talk to each other. None of them are trusted by the professional. Sigmentix is the layer underneath all of it.

One foundation. The arc connected. Better outcomes at every stage because the data underneath is real.

The non-negotiables

What you can rely on.

The data is real

Every record is maintained by a professional whose interests the platform serves. They have reason to keep it current and accurate. That is why the intelligence built on top of it works.

Cohort, never individual

This applies to intelligence about your own workforce, not only the external market. Sentiment signals within your firm are cohort level. No individual can be identified from them. That is what makes the data honest, and why people participate.

Better for you because it is better for them

The platform works for firms because professionals trust it enough to maintain accurate records and engage honestly. You get better data, better candidates, and better intelligence precisely because the professional is served first.

Twenty years inside the problem

Built from inside regulated financial services, by people you already know.

Two decades running European recruitment for one of the world's largest financial institutions, and a search practice serving the same regulated cohort in Ireland. Sigmentix is what twenty years of conversations with senior professionals turned into when the technology finally caught up.

The founding cohort of firms is being assembled now. Each shapes how the platform serves regulated firms from this point forward.

Founding firm cohort

Reserved access.

Access at launch is reserved for regulated financial services and fintech firms in Ireland, beginning with PI, EMI, and MICAR authorised entities.

  • First access to the executive search agent as it goes live
  • Direct input into the workforce intelligence roadmap
  • Founding firm pricing for the first twelve months
  • Named participation in the founding cohort, by choice
Request access

The workforce infrastructure for regulated firms.

Regulatory authorisation select all that apply