How do your recruitment fees work?

Fees depend on the role, seniority, location and complexity of the search. The commercial model, payment milestones and any replacement terms are agreed clearly before recruitment begins.

Do we need to appoint Ryoss exclusively?

Not necessarily. Searches can be structured on an exclusive or non-exclusive basis, depending on the role and the level of commitment required from both parties.

How long should we expect the search to take?

Timing varies by role, market and candidate availability. Ryoss provides a realistic search timeline at the outset and keeps the client informed of progress, market conditions and any factors affecting delivery.

What happens if the successful candidate leaves shortly after joining?

Where applicable, replacement terms can be included in the engagement. These are confirmed in writing before the search begins so both parties understand the process and any conditions.

How do you protect confidential or sensitive searches?

Ryoss can manage searches discreetly, limit the information shared with candidates and control how the client’s identity is disclosed. This is particularly useful for executive, replacement or market-entry appointments.

Can you advise whether the role, salary and expectations are realistic?

Yes. Before launching the search, Ryoss can provide practical feedback on salary, talent availability, location, experience requirements and how the opportunity is likely to be received in the market.

How do you handle candidates already known to us or introduced elsewhere?

Existing candidates, internal applicants and prior introductions can be identified at the beginning of the engagement. Candidate ownership and any exclusions should be documented clearly to avoid confusion later.

What if the role changes during the search?

Ryoss can adjust the search where business needs, responsibilities or location requirements change. Any material impact on timing, scope or fees would be discussed and agreed before proceeding.

Talent Acquisition and Recruitment

For businesses hiring across Southeast Asia, finding the right talent requires local reach, experienced recruiters and a clear understanding of the role, culture and operating environment. Ryoss helps clients secure high-quality individuals and teams across 50+ industries. Our recruiters support roles from administration and specialist functions to management and C-suite appointments. For direct, contractor or EOR hiring, Ryoss manages sourcing, screening and pre-interview assessment before presenting the strongest candidates.

Access a broader pool of Southeast Asian talent

Find individuals or complete teams aligned to your business needs

What This Solution Delivers

Broader Access to Quality Talent

Regional sourcing capability across eight jurisdictions provides access to a wider and more diverse candidate pool than a single-market recruitment approach.

Stronger Candidate-to-Role Alignment

Candidates are sourced and screened against the technical, cultural, commercial and practical requirements of the position.

Support Across Every Role and Seniority Level

Recruitment capability spanning administrative, professional, technical, management and executive appointments across more than 50 industries.

A More Efficient Hiring Process

Ryoss manages the search, initial screening, pre-interviews, candidate communication and shortlist development so clients can focus on selecting the right person.

Who This Solution Is Designed For

Businesses Hiring Talent Across Southeast Asia
Organisations Recruiting Under Their Own Local Entity
Companies Seeking Independent Contractors or Specialists
Businesses Hiring Through an Employer of Record
Leadership Teams Appointing Senior or Critical Roles
Companies Building New Departments or Complete Teams
Global Businesses Seeking Broader Regional Talent Options
Organisations Requiring Experienced Local Recruitment Support

Features

Talent Acquisition Planning and Role Briefing

Scoping of the role, responsibilities, experience, culture, compensation and engagement model to establish a clear recruitment strategy.

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Regional Candidate Sourcing and Market Reach

Targeted search across eight Southeast Asian jurisdictions, using local market knowledge, recruiter networks and sourcing channels.

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Candidate Screening and Pre-Interviewing

Initial evaluation of experience, capability, communication, motivation, availability and alignment before candidates progress to the client.

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Shortlisting and Candidate Presentation

Presentation of the strongest candidates through clear profiles, recruiter observations and relevant information to support comparison.

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Interview Coordination and Selection Support

Management of interview scheduling, candidate communication, stakeholder feedback and progression through the selection process.

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Offer and Engagement Support

Coordination of salary expectations, offers, notice periods, planning and transition to direct employment, contracting or EOR.

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Frequently Asked Questions

Common questions about this solution and how we work with your team.

Let's build the right solution for you.

Tell us what your business needs help with, whether it's a quick idea or a detailed brief. Our team will work on a tailored solution and reach out right away.