The Power of Referrals – Why the Best Hires Never Apply

In commodities and trading, the most valuable talent isn’t on the market — they’re in your network. Here’s why referral-led hiring wins.

Commodity trading firms operate in a highly specialised, high-stakes environment. The roles are complex, the markets are volatile, and the cost of a bad hire is significant. In this world, traditional recruitment methods — job ads, cold LinkedIn sourcing, or mass applications — often fall short.

At Ora Talent, we take a different approach. Every search begins with one thing: a referral.

Why? Because in this space, the best hires rarely apply. They’re not browsing job boards — they’re too busy running desks, structuring deals, or leading transformation projects. And they only move when someone they trust says: “You should talk to them.”

Here’s why referral-based recruitment consistently delivers superior outcomes in commodities, energy, and trading.

👥 1. Passive Candidates Are Better Aligned

Studies show that referred candidates outperform non-referred hires in both tenure and performance. According to a global LinkedIn report, referral hires are:

• 55% faster to hire

• 25% more likely to stay beyond two years

• Up to 4x more likely to be high-performing

In commodities, this effect is amplified. Whether it’s a senior crude trader in Geneva or a risk lead in Singapore, top-tier candidates are often:

• Already in role

• Well compensated

• Highly specialised

Referrals cut through the noise by giving both sides a warm introduction built on trust.

🧠 2. Referrals Reduce Risk for Employers

In a volatile trading environment, hiring the wrong person can cost a firm millions. A poor front-office hire may:

• Damage client relationships

• Misprice exposure

• Undermine team cohesion

By contrast, referral candidates come pre-vetted — not just on their CV, but on their reputation. The source of the referral often gives context that no résumé or interview can reveal:

• How they handle pressure

• Their appetite for risk

• Cultural and interpersonal fit

At Ora Talent, we don’t just “know the market” — we’re embedded in it. Our referral-led network spans traders, technologists, risk professionals, and transformation leads who recommend, not just apply.

🌐 3. The Best Professionals Don’t Broadcast Their Moves

Top talent rarely signals they’re open. Many senior candidates don’t even have active LinkedIn profiles. So how do you reach them?

The answer: through people they trust.

A trader hears of a new desk building in Dubai from a peer in Geneva. A tech lead refers a former colleague when he hears a project is kicking off in Singapore. These informal referral channels are how the real market moves — and why recruiters who rely on open ads miss the mark.

📊 In our own internal analysis, over 80% of successful placements in 2024 came from referred, non-active candidates.

🧩 4. Referrals Support Culture and Retention

Hiring managers often ask us: “Can you find someone like X who just left?” With referrals, we do one better — we find people who fit into the ecosystem, not just the role spec.

Because referrals come with social context, they’re more likely to:

• Align with team culture

• Understand the firm’s trading model

• Stay long-term

Referred hires also onboard faster. They tend to have realistic expectations of the firm and role — because someone in their network has already been there.

💡 5. Referral Networks Take Years to Build — and That’s the Point

Anyone can search LinkedIn. Few can pick up the phone and get direct insight from a desk head in Zug, or a shipping VP in Dubai.

At Ora Talent, our network is built on:

• 6+ years of global commodity recruitment

• Deep relationships across trading, technology, risk, and operations

• Ongoing conversations, not just one-time placements

This is not just recruitment — it’s embedded talent intelligence.

✅ Conclusion

Referral-led hiring isn’t just a method — it’s a mindset. It prioritises trust, discretion, and long-term fit over transactional placement. In commodities and energy, where margins are tight and risk is high, the difference between a good hire and a great hire is often who made the introduction.

If you’re looking to hire — or make your next move — through the network, not the noise, we’re ready to help.

→ Contact Ora Talent

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