Limited Internal Capacity
The hiring team may require support with candidate identification, screening, communication or interview coordination.
For Employers
Recruitment Services for Employers
We help Hong Kong employers define the role, identify suitable candidates and manage the recruitment process.
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When We Can Help
When Recruitment Support Helps
Replacement or Sensitive Requirement
The role may require controlled communication, appropriate confidentiality and a carefully defined search process.
Specialist or Difficult-to-Define Role
Responsibilities, required capabilities and practical selection criteria may need to be clarified before candidates are assessed.
Time-Critical Requirement
The employer may require a clear process owner, realistic priorities and timely decision coordination.
Hiring Brief
Start with a Clear Requirement
Before candidate identification begins, A Match Consultant will seek to understand the responsibilities, reporting line, success measures, required experience, practical constraints, remuneration and intended hiring timeline.
- Job title
- Business reason for hiring
- Main responsibilities
- Required and preferred experience
- Reporting line
- Work location and working arrangement
- Remuneration range
- Interview decision-makers
- Expected hiring timeline
- Target starting date
Recruitment Support
How We Can Support Your Search
Hiring Requirement Discussion
Clarify the role, business context, decision criteria and practical hiring parameters.
Search Definition
Agree the candidate profile, priorities and relevant search boundaries.
Candidate Identification
Conduct candidate-search activities included within the written engagement.
Initial Candidate Screening
Review relevant background and initial suitability against the agreed requirement.
Candidate Communication
Communicate appropriate role information and manage relevant candidate questions.
Interview Coordination
Support scheduling and feedback communication where included in the agreed scope.
Offer-Stage Communication
Assist with communication where agreed, while the employer retains responsibility for the employment decision.
Recruitment Process
How the Recruitment Process Works
Initial Hiring Enquiry
The employer provides initial information about the role, requirement and timing.
Hiring Requirement Discussion
A Match Consultant clarifies the business context, candidate profile, constraints and decision process.
Feasibility and Service-Scope Review
Both parties consider whether the requirement is suitable and workable.
Written Commercial Terms
Fees, responsibilities, candidate-introduction ownership, confidentiality and other terms are agreed separately in writing.
Recruitment Work Begins
Candidate-search or recruitment activity begins only after the engagement is confirmed.
Candidate Review and Interview Coordination
Suitable information is shared and interviews are coordinated within the agreed scope.
Employer Decision and Follow-up
The employer remains responsible for assessment, selection, offer and employment decisions.
Shared Responsibilities
Responsibilities on Both Sides
Employer Responsibilities
Provide accurate information, nominate a decision-maker, set a realistic remuneration range, make interviewers available, provide feedback, notify material changes and make lawful independent hiring decisions.
Responsibilities of A Match Consultant
Work within scope, keep expectations clear, communicate relevant information, handle candidate information responsibly and raise important constraints or inconsistencies.
Candidate Communication
Clear Communication Matters
Employers and candidates benefit from accurate role information, appropriate confidentiality and timely feedback where possible. The employer remains responsible for interview assessment, selection, remuneration, offer terms and the final employment decision.
Commercial Terms
Agree the Terms Before the Search
This website provides general information only and does not replace the written recruitment agreement. Fees, payment terms, candidate-introduction ownership, replacement arrangements, confidentiality, responsibilities and other commercial terms must be agreed separately in writing.
Frequently Asked Questions
Employer FAQs
What types of roles can employers enquire about?
Employers may submit relevant role information for review. The ability to provide support depends on the position, market, timing and proposed scope.
Does submitting an enquiry start the recruitment search?
No. Recruitment activity begins only after feasibility, scope and written commercial terms have been confirmed.
Are recruitment fees displayed on the website?
No. The fee basis and other commercial terms are confirmed separately for each engagement.
Can a recruitment search be confidential?
Employers should explain confidentiality requirements during the initial discussion so that the approach and information controls can be considered.
How quickly can candidates be introduced?
A fixed timeline is not promised. Timing depends on the role, market response, candidate availability, employer decision process and agreed scope.
Who makes the final hiring decision?
The employer remains responsible for interview assessment, candidate selection, offer terms and employment decisions.
Next Step
Looking for the Right Candidate?
Tell us what you need and we will respond with the most suitable next step.
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