You have a problem, we bring the solution


Many industry professionals have long been predicting the decline of Executive Search firms, in the face of growing competition from job sites, social networking and internal HR teams, but the industry continues to grow.

Why use an Executive Search firm when you can do the job search yourself?

Attracting and retaining the best people is key to achieving competitive advantage. Human capital needs change as companies grow and exceptional employees are always in limited supply. Recruiting the right people for the right job has always been one of the most important factors for the success of any organization.

Using a professional Executive Search firm will cost money, but choosing the right competent firm will multiply the chances of hiring top performers for your organization, thus guaranteed return on investment.

Consider the following …


Often, online postings and print advertising generates a high response rate from unsuitable applicants. This just adds to the volume of work and hinders a company from accessing the real candidate pool. Working with an Executive Search firm allows you to concentrate on screening and evaluating, and giving you only the few best to choose from.


Many companies don’t have in-house recruiting teams, and end up taking busy senior managers away from their core jobs, in the belief that this will actually save money. Using a recruiting partner lets your team of professionals focus on their main competencies.


Quality candidates are hard to find. Recruiters are talking to talented people every day and constantly casting their net for new candidates. They have a detailed roadmap to hidden talent sources that can’t be accessed by newspaper ads or the internet. Often the best people simply aren’t looking in the want ads for something new – they’re busy working for your competitors.


The best candidates are often working for competing companies in your own industry, but out of professionalism and caution, would never send a resume to a direct competitor. Recruiters, however, can function as a safe intermediary and guarantee confidentiality.


A professional recruiter will bring advanced skills and resources to the search that most hiring managers and HR managers don’t possess or use rarely. Skills like how to headhunt into competitors or how to approach a passive candidate to qualify them for their receptiveness to looking at a new opportunity.


Generally Executive Search firms are used to frequently working with the same companies, hence they become familiar with their profile, their strategies, their challenges and achievements, their business culture, their expectations and their employees. This enables them to “sell” the company and position to potential candidates more successfully.



Good people are hard to find. Over the years we’ve developed a methodology of identifying the people built for change and have developed a proprietary database of vetted local and international talent to accelerate our search.


Our team comes from the industries, and often roles we hire for. We know the increasing challenges businesses are facing; around competition, new market expansion, disruptive technology or global pandemic. We assess your organizational needs to identify the real opportunities and challenges.


The recruitment industry is saturated with firms not client-centric, using the same passive recruitment methods of the past 30 years. The talent we need today is not easy to find. We leverage the effective part of Executive Search and add new layers of expertise around digital innovation and proactive approach. We find the talent you need the most at the right time.


We assign our most senior team members to your Executive recruitment dedicated team who know how to engage your Executive team and provide valuable third-party perspective along the process. With our dedicated team we will uncover blind spots, re-organize priorities, and future proof your Executive team.


We hold a collaborative briefing with your executive team in order to identify the priorities, competencies and experience needed for each role.

According to your criteria and our knowledge of the market, we establish a target market list of companies likely to have ideal candidates. In collaboration with your team, we strategically position your company and role to attract the top tier individual we’re looking for. All along the process we provide feedback on the industry insights and the candidates we’re engaging with.

We screen an average of 100 to 150 candidates for each role and qualify the best candidates for interview in order to assess their potential for the role and fit with your company. We present and discuss each shortlisted candidate with you.

We highlight their key differentiators and potential in alignment with your specifications and objectives.

During the process we calibrate our candidate selection according to your feedback in order to narrow in on the candidates that will match your needs.

We’re helping you scheduling the interviews with the selected candidates. Following the interviews, we’re providing the candidates’ feedback and facilitate the communication with the selected candidate. 

At the offer stage, we conduct reference checks and help negotiate a compensation package that is acceptable for both the company and the candidate.

Once the offer has been accepted, we assist the candidate in his/her resignation process and assist in welcoming your new hire by conducting regular checks during the probation period to ensure both the candidate and the company are living up to expectations.


Researching your chosen Executive Search firm thoroughly before you enter a contractual agreement will save time, money and disappointment later on.
But even if you choose well, you should put in the effort to get the most out of your relationship.

  • Always make sure you provide comprehensive briefs. Provide your recruiting partner with a full list of exact expectations for the perfect candidate in order to make their search efficient and 100% successful.
  • Make sure you let them know which criteria are mandatory, which are highly desired and which are optional. It’s better to provide them with too much information than not enough.
  • Provide full details of compensation package on offer including salary range, benefits breakdown, important contract terms and any other worthy information. Give also an indication of any room still available for negotiation.
  • Give regular and rapid feedback on the candidates your recruiting partner supplies. If they are not good enough, explain why as early in the process as possible. Be specific in your reasons, and always relate it back to the criteria stated in your original brief otherwise your recruiting partner may not understand where they’re going wrong.
  • You should also let them know as soon as you have managed to fill the vacancy, so they can stop any further recruiting efforts.

With good communication and timely feedback, we can provide the highest quality service to both our clients and candidates.


We offer a very competitive fee structure along with reliable and professional service

We are happy to work on a success fee basis with no exclusivity and can start to submit qualified profiles for a position within 7 days of commencing a search. Our business model is focused on action and results and providing a premium, global standard Executive Search service. 

As common business practice our service also includes:

  • An international standard Executive Search service. Both Co-Founders have been working for global Executive Search firms in Europe and in Asia Pacific
  • A local expertise, our team combined more than 50 years of headhunting in Indonesia and the Asia Pacific region
  • A risk-free process as we’re working on a success fee basis without upfront payment
  • A focus on delivery in a reasonable time frame by assigning a dedicated team to your search
  • An access to the most interesting profiles and not only the candidates who are actively looking
  • A traditional 3 months guarantee for the chosen candidate 
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