Service

Permanent placement

For critical roles, leadership hires, and the vacancy that has been advertised for three months with nothing to show. We go after the people who are not looking.

The difference

Advertising a role only reaches people already looking

In semiconductor and technology, the genuinely qualified senior people are usually employed, actively protected by their managers, and not browsing job boards. No advertisement reaches them — and that is not a copywriting problem.

Search does something else: map target companies and titles, approach people one by one, and move them with a specific opportunity and a real career argument. That takes a consultant who understands the technical content, can articulate why your company is worth joining, and whom the candidate will still take a call from when they are not looking to move.

Roles worth a search

  • Scarce specialist roles with a small qualified population
  • Section-manager level and above, including succession planning
  • Confidential roles that cannot be advertised openly
  • Any role you have run yourself for two months without a hire
  • The first key hire into a brand-new team
Process

How a search runs

01

Briefing (about 60 minutes)

A direct conversation with the hiring manager: why the role exists, which technical requirements really matter, how the package is built, and how interviews will run. If the brief is unrealistic, we say so here.

02

Mapping and search

Target companies and titles are mapped, conflict-of-interest exclusions applied, and outreach begins. We report back what the market actually supplies and what it pays.

03

Interviews and written assessment

Each candidate is interviewed by a consultant — technical depth, motivation, expectations, non-compete exposure and real availability — and presented with a written assessment.

04

Interview coordination and feedback

We schedule, chase and collect feedback both ways. If the process is dragging and costing you candidates, we will say so and suggest changes.

05

Offer and start

We manage package structure, start date, equity buy-out gaps and counter-offer risk through to the first day.

06

Guarantee period follow-up

We check in with both sides after the start date. If it does not work out within the guarantee period, the replacement search runs at no additional fee.

FAQ

About permanent placement

Success-based: a percentage of the hire's salary, invoiced after they start. No placement, no fee. The rate depends on seniority and scarcity, is quoted in writing after the briefing, and is stated in the contract.

Under Taiwan's Employment Service Act, a licensed agency's fee items and amounts must follow the regulator's rules and be publicly displayed; our fee schedule is published in full in the contract and on this site.
Set in the contract, varying by seniority and role type. If the hire leaves or is assessed as unsuitable within that period, we run a replacement search at no additional fee. The terms are in writing before we start.
Not mandatory. In practice exclusive assignments close at a noticeably higher rate: the consultant invests more time in real mapping, and candidates do not receive calls about the same role from three different firms — which damages how your company looks. We will lay out the trade-offs and let you decide.
The contract sets out how duplicate candidates are handled: if you had substantive prior contact within a defined window and can evidence it, that candidate is excluded. Agreeing this up front prevents the argument later.