Recruitment and Executive Search Services

Recruitment at Dezan Shira & Associates is designed for companies expanding into or optimizing operations in Asia. We provide end-to-end recruitment support—covering candidate sourcing, screening, salary benchmarking, offer negotiation, and onboarding compliance. Our strength lies in aligning cross-border hiring needs with local regulatory environments and talent availability, ensuring each placement is legally compliant and operationally effective.

We support a broad range of sectors and functions with region-specific expertise:

• Manufacturing, supply chain, and engineering
• Finance, accounting, and compliance roles
• Technology, digital transformation, and IT support
• Sales, marketing, and business development
• HR, general administration, and country managers

Our in-house teams and partner recruiters operate across major Asian markets:

• China, India, Vietnam, Indonesia, Singapore, Malaysia, and the Philippines
• Thailand, Bangladesh, Hong Kong SAR, and selected Central Asia jurisdictions

This reach enables both localized searches and regional talent mapping for strategic hiring.

We use a multi-layered recruitment approach:

• Targeted outreach via job boards, networks, and internal referrals
• Resume screening and pre-qualification interviews
• Shortlist submission with commentary and scorecards
• Reference checks and optional verification add-ons
• Coordination during offer negotiations and post-offer follow-up

For mid-level roles, the average timeframe is 4–6 weeks. Executive positions may take longer depending on market conditions. We begin with a kick-off call to align on priorities, then commit to weekly updates. Our recruiters aim to present a shortlist within 10–14 working days.

Yes.

• Education and degree verification
• Reference calls with prior managers or colleagues
• Identity and legal history checks where permitted
• Optional psychometric or skill testing on request

These services are built into our process or offered as add-ons, based on role type.

We work on a retained or success-based fee model. Fees are typically calculated as a percentage of the gross annual salary. For all placements, we offer a replacement guarantee—usually 60 to 90 days—subject to engagement terms. This ensures clients can hire with confidence even in dynamic markets.

Yes. Our team provides post-placement support, including contract drafting aligned to local labor laws, benefits setup, and onboarding documentation. This is particularly valuable when hiring in jurisdictions with complex statutory requirements, such as China, India, or Vietnam, where misalignment can result in penalties or operational delays.

Absolutely. We coordinate closely with our in-house immigration team to handle visa eligibility assessments, document preparation, and submission processes. Where immigration rules are complex or in flux—as seen in Indonesia or China—we provide scenario planning and backup solutions to avoid delays.

• Encrypted data management systems
• Strict access controls based on project teams
• NDAs and secure communication protocols
• No unauthorized candidate or employer disclosures

We uphold GDPR and local data laws and take confidentiality seriously throughout the engagement.

Yes. Whether it’s scaling up operations in a new market, filling roles during restructuring, or hiring seasonal talent, we offer scalable recruitment solutions. We also advise on blended models—mixing contract, temporary, and permanent placements—to manage headcount risk while meeting business demands.