Small and growing teams
Often 5–50 people. We have also supported somewhat larger companies, generally under 100 employees.
Talent strategy and team building for growing teams
Build the team your next stage needs.
We help growing teams work out what capabilities they need next, define what success looks like in key roles and bring in people who can move the business forward. From talent planning to post-start check-ins, you’ll see the scope, decisions and progress at every step.
Discuss your next hireStart with the team you need
The right hire starts before the search.
We start with where the business is going and what the team will need to get there. Together, we identify capability gaps, set clear outcomes for the role and align on what success looks like—before recruitment begins.
Then we carry that context through the search and into post-start check-ins, with the scope, decisions and progress visible along the way.
Who we work with
Hiring support for lean teams.
We work mainly with startups hiring in Hong Kong and Taiwan, across the roles that keep a growing team moving.
Across functions
Marketing, business development and partnerships, engineering, QA, HR, product management, and other roles.
When a key role needs attention
For founders without an HR or recruiting team filling a core contributor role, and for in-house teams that need help filling a particular position.
The impact of thoughtful team building
A track record, measured over time.
employers supported
successful hires
of placed hires still in role after 12 months
How we work
From team priorities to on-the-job progress.
We translate business priorities into role outcomes, then support outreach, selection and a clear transition into the team—with updates and post-start check-ins that keep progress visible.
Define the outcome
Company and role assessment, then a role brief with agreed measures of success.
You get: a shared basis for the search.Build the right conversation
A credible candidate story, targeted outreach and screening with context.
You get: a relevant shortlist, not just more names.Carry it through
Interview coordination, candidate communication and follow-through to the start date.
You get: a connected, accountable process.Keep the outcome in view
Progress reporting through probation against the outcomes agreed at the start.
You get: visibility after the offer.Support beyond the start date
The work continues after someone joins.
Post-start check-ins keep the role’s agreed outcomes in view, help surface blockers early and give the hiring team a chance to adjust support as the new hire settles in.
- 30 days
Settle in
Check that priorities, role expectations and early support are clear.
- 60 days
Review progress
Discuss progress against agreed outcomes and surface any blockers.
- 90 days
Agree what’s next
Reflect on what’s working, what needs attention and the next steps.
A weekly view of the work
See progress beyond the shortlist.
Each weekly update shows where the search stands, what candidates are telling us, what we’re learning from the market and what comes next—from search through probation.
Human VectorExample update · illustrative, not client evidence
Weekly hiring update
- Progress
- Role brief aligned. Candidate conversations are underway.
- Market signal
- Candidates are asking about the role’s scope and growth.
- Next action
- Confirm interview availability with your team.
Scope before fee
Price follows the work.
Before quoting a fee, we discuss the role, the search context, the support your team already has, and the work needed to move the hire forward. You receive a defined scope and commercial terms for your engagement.
Discuss your scopeCompare the work, then the fee
Ask what carries through the hire.
Who defines the role, reaches passive candidates and runs the process?
What is included before the offer? What happens after the hire starts?
A defined outcome, the work to reach the right hire, and reporting through probation.
Concept preview · fictional examples
What a thoughtful hiring experience could sound like.
These sample perspectives illustrate the format only. They are synthetic, not real testimonials or client evidence.
“We needed someone who could take ownership in a small team. The process helped us get clear on the role and stay aligned while we met candidates.”
Illustrative hiring-team voice · no real client or speaker
“I had a clear picture of the opportunity and what the team was looking for. Communication stayed thoughtful and clear throughout.”
Illustrative candidate voice · no real candidate or speaker
MOCK COPY — Replace with verified, permission-cleared testimonials before launch. Do not publish these quotes as real endorsements.
Brand examples · concept only
Experience across teams and talent.
A visual concept for showing organizations we have worked with and companies candidates have worked at before joining a new team.
PROTOTYPE EXAMPLES — Crypto.com and Animoca are illustrative only. Verify each relationship and obtain permission before publishing.
Organizations we have worked with
- Crypto.com
- Animoca
Companies candidates have previously worked at
- Crypto.com
- Animoca
Before you enquire
A few useful details.
What should I include in a quick enquiry?
Send us the role details on LINE or WhatsApp. We’ll review them and reply within a day to arrange an initial call.
What does the engagement cover?
We help define role outcomes, reach suitable candidates, coordinate the process and follow through into probation.
How will I see the fee?
The fee amount will be shown in the scope section. The scope and commercial terms for your engagement are confirmed before work begins.
Your next move
What work is waiting on the right person?
Message us on LINE or WhatsApp with the role details. We’ll review them and reply within a day to arrange an initial call.
LINE and WhatsApp links are placeholders for now.