Small and growing teams
Often 5–50 people. We have also supported somewhat larger companies, generally under 100 employees.
Talent strategy and recruitment for growing teams
Build the team your next stage needs.
We help growing teams make key hires and build the people practices that help new team members contribute sooner and enable the team to deliver business outcomes—from performance management and salary benchmarking to learning and development and employer branding.
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.
That gives recruitment a clear place in the wider talent strategy, 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
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
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.
How we work
From team priorities to on-the-job progress.
We translate business priorities into role outcomes, guide a clear hiring process and stay alongside the team as the new hire settles in—keeping progress and support needs in view.
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.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.
As the new hire settles in
Help new hires settle in and succeed.
The first few months matter. We stay connected with the hiring team and new hire to revisit expectations, talk through progress and understand what support will help them do their best work.
- 30 days
Finding their feet
Revisit priorities and role expectations, and make sure early support is in place.
- 60 days
Building momentum
Talk through progress and surface anything getting in the way.
- 90 days
Looking ahead
Reflect on what’s working and agree where to focus next.
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?
Clear role outcomes, a thoughtful hiring process and people strategy that helps your team perform and grow.
Beyond the next hire
Build the conditions for people to perform and grow.
As your team grows, the people questions grow with it. We can support the wider talent strategy around the hire—not only the search itself.
Performance management
Set clear expectations, useful feedback and review practices that connect day-to-day work to business priorities.
Salary benchmarking and planning
Use market context to make considered pay decisions and plan compensation as the team evolves.
Learning and development
Identify capability gaps and development needs so people can grow with the business.
Employer branding
Clarify what makes your team distinctive and share that story with the people you want to attract.
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?
An engagement can begin with recruitment and, depending on your needs, extend to performance management, salary planning, learning and development, and employer branding.
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.