The rest is about investing time to develop a real relationship. A good understanding requires developing this relationship to know what is needed, what can work, who is the right fit so as to build a deep pool of resources and talent within this field of Technology. This is ultimately, a more efficient way to keep in step with investing in the best human capital for your business.


Our search covers Asia Pacific for both Contingency and Retained Search needs.

We provide staffing needs in the mid to senior levels for sales, management, marketing and technical consultation positions in the Technology sector.


The job of a recruiter is not simply one of forwarding lots of names to the employer. At least for us, it isn’t. We make it a point to understand your needs and preferences intimately that we know just who you might like as the right fit for your team.

What this means is that we take the initiative to help you in your selection process. For every role, potentials are screened over the phone down to a handful to have a face-to-face meet up with us. From here, we recommend only 4 that we think are great for the role. In almost all cases, at least 3 are snapped up for interviews. Also, out of 10 jobs entasked to us, 7 are made to our candidates.* This saves you time sifting through countless CVs for more promising interviews as opposed to a hum drum line up of many maybe’s.
*statistic compiled as of nov 2014





For Employers

  • Responsible Redundancies

    Responsible Redundancies

    Redundancy exercises are never easy - – both for companies and the impacted employees. Even for tech firms where there are a lot of hiring and letting go, it doesn’t make things easier.

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  • Guide: How To Onboard Candidates Remotely During Covid-19

    Guide: How To Onboard Candidates Remotely During Covid-19

    √ Define The Position Early On Before finalising a deal with the candidate, be sure to make clear exactly what you expect of them in this position. If the temporary arrangement is for them to work at home, outline those expectations as well as what is expected of them once we are all ready to be back in the office. Be sure communicate both sets of expectations upfront.

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  • Why Use A Headhunter, Really?

    Why Use A Headhunter, Really?

    In the digital age where most companies post their job ads online on their career page, on LinkedIn or numerous other career sites, why does it still make sense to go through a headhunter? Wouldn’t it be easier to apply directly at a click of a button? Perhaps. But would it increase your chances of acing that dream job? Perhaps not.

    Read More
  • Hire The Diamonds In The Rough Instead

    Hire The Diamonds In The Rough Instead

    The exceptional employees are not the ones with credentials and the “right brand names”, but the ones who dare to swim against the current, cut through the noise and have the right balance of personality. The grit, ethic, sense of purpose, courage and having an “extra edge” can actually be measured with the impact they bring to the business.

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  • What Does It REALLY Take to Attract Top Talent?

    What Does It REALLY Take to Attract Top Talent?

    The best remuneration package and the ideal work-life balance are important factors that revolve around the placement of candidates. Of course they want to be compensated well, and of course they certainly don't want to work for slave drivers. These factors definitely attracts top talent, but what are some strong underlying factors that also attract top talents?

    Read More
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