When the right person isn't in Singapore, we find them.
Talent shortages don't respect borders.
Our search capability covers Singapore, Malaysia, Thailand, Vietnam, Indonesia, the Philippines, Hong Kong, Taiwan, Australia and beyond — because the best candidate for your role might be anywhere in Asia or even Global.
For most technical roles, Singapore’s local talent pool is deep enough. But for niche specialisations — a principal scientist with specific formulation experience, a cloud security architect with OT/ICS exposure, a sustainability engineer who has led a net-zero programme from scratch — the pool shrinks fast.
The instinct at that point is to lower the bar, extend the timeline, or compromise on fit. We think there might be a better option: look further.
Southeast Asia is home to a large, mobile, and increasingly experienced professional workforce. Professionals in Kuala Lumpur, Bangkok, Ho Chi Minh City, Jakarta, and Manila are actively considering Singapore and regional roles — if they are approached the right way, with the right opportunity, and by someone who understands both sides of the conversation.
That is exactly what we do.
How our regional search works
We start with Singapore, but we also concurrently look for returnees.
Every regional search begins locally. We exhaust the Singapore market first — because if the right person is here, that is the cleanest outcome for everyone. Regional search only begins when we have genuinely run out of local options, or when you come to us knowing you need to look further afield.
We map the regional market properly.
We don’t post the role on a job board and hope. We actively map the talent landscape across the relevant countries — identifying who the senior players are in the space, what companies they are at, and whether they are the kind of profile worth approaching. This takes time. It is worth it.
We approach with context, not spam.
When we contact a candidate in another country about a Singapore or regional role, we do it properly. We explain the company, the opportunity, the compensation expectations, and what relocation or remote arrangements are on offer. A poorly handled approach in a new market does not just fail — it damages your employer brand in that market.
We manage the complexity you don’t want.
Cross-border hiring involves EP and S Pass considerations, visa timelines, cost-of-living conversations, family situations, and relocation logistics. We handle this proactively — flagging issues early and helping candidates and hiring managers reach aligned decisions before they become problems.