Recruitment
Hiring that fits the job and the team
In a company of thirty, one wrong senior hire is felt by everybody. We shortlist against how your team actually works, not just the bullet points on the job description — and we fill key executive roles in around three weeks.
What lands in your inbox
- Rationale
- Why this person, for this team, in writing
- Strengths
- Mapped against your role definition
- Risks
- Stated plainly, not buried on page three
- Fit
- Pace, autonomy and appetite for ambiguity
- Salary
- Benchmarked against the Hong Kong market
- Availability
- Notice period and any counter-offer risk
Three or four of these, not a stack of twenty CVs.
The problem we solve
Big-agency shortlists, sent to the wrong company
SMEs get served the same CVs as the multinationals — candidates screened for a large, structured, heavily resourced environment. They arrive, find no onboarding programme and no team beneath them, and leave inside a year.
We recruit for the company you actually are: leaner, faster, with people who have to be comfortable owning more than their title suggests.
Our process
How we find people who stay
Talent mapping
We analyse your industry landscape and identify the people already doing this job well elsewhere, including the ones not currently looking.
Executive search
Direct headhunting for permanent and contract positions, entry level to C-suite, sourcing from both local and overseas talent pools.
Cultural fit assessment
Beyond skills matching: we assess whether a candidate will thrive at your pace, with your level of structure and your appetite for ambiguity.
Ongoing support
Recruitment process outsourcing for SMEs — a continuous talent pipeline and market intelligence, so hiring isn't a panic every time somebody resigns.
Scope
What's included
- Role definition and realistic salary benchmarking for the Hong Kong market
- Talent mapping across your sector, including passive candidates
- Direct approach and confidential search where discretion matters
- Screening, structured interviews and cultural-fit assessment
- Shortlist with a written rationale for each candidate
- Interview coordination, offer management and counter-offer handling
- Reference checking and onboarding support
- Replacement terms agreed in writing before the search begins
Coverage
Who we hire for
We work across commercial, operational and support functions for SMEs in Hong Kong: sales and business development, marketing, finance and administration, operations and logistics, and technical roles.
Search runs on permanent, contract and retained terms, from entry level to C-suite, covering both the local market and imported labour where the skills aren't available here.
Hiring right now?
Send us the role. We'll tell you what it should pay and how hard it will be to fill, before you commit to anything.
Common questions
Before you get in touch
How long does a search usually take?
Our average time to fill a key executive position is around three weeks — roughly half the usual market timeline. Specialist or heavily regulated roles can take longer, and we'll give you a realistic estimate before we start rather than after.
How are your fees structured?
Fees are agreed in writing per engagement, based on the seniority and difficulty of the role. Terms including any replacement period are set out up front, so there's nothing to discover in the small print later.
What roles do you recruit for?
Entry level through to C-suite, on permanent and contract terms, across commercial, operational and support functions. Because we work with SMEs, we're used to roles that don't fit a tidy job title and cover several functions at once.
Can you help with imported labour and overseas candidates?
Yes. We source both locally and from overseas talent pools, and can guide you through the practicalities of hiring non-local staff in Hong Kong. Immigration filings themselves should always be confirmed with a licensed immigration adviser or your legal counsel.
What is cultural fit assessment, in practice?
Before we shortlist, we spend time understanding how your team actually operates: pace, decision-making, and how much ambiguity people are expected to absorb. Candidates are then assessed against that as well as the skills on the job description, because a technically strong hire who can't work the way your team works still fails.
Need to fill a role?
Tell us the position, the team it joins and the budget. We'll come back with a realistic timeline and a salary benchmark, at no cost.