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Brief first, list later
We spend the first conversation getting specific about scope, comp, level, and what success in the role looks like at 30, 90, and 180 days. The list gets sharper when the brief is sharper.
Trusted by startups, SMEs, and MNCs across Singapore since 2018. Executive and management search, plus specialist recruitment, across HR, Sales, Marketing, Technology, Engineering.
Search³ started in 2018 with a focus on Singapore. The premise was simple: smaller briefs, shorter lists, tighter execution than the typical recruiter you would have worked with.
Seven years on, we work with a mix of Singapore-based startups, regional SMEs, and MNCs with Singapore as their APAC hub. The hires we run are mid-to-senior and above, across the functions and sectors where we have built real networks.
We do not claim records we cannot back up. We do not promise shortlist timelines we have not held to. Our pitch is the work itself, and the long-term relationships we earn across repeat mandates.
We spend the first conversation getting specific about scope, comp, level, and what success in the role looks like at 30, 90, and 180 days. The list gets sharper when the brief is sharper.
We combine Singapore-resident networks with regional maps for harder-to-find mandates. Most candidates come from people we have already talked to, not from a generic database.
We send a small, decision-ready shortlist with honest writeups. Compensation expectations, motivations, and concerns surfaced up-front, so the interview cycle is not a discovery exercise.
Boring principles. Specific consequences.
If the comp band is wrong, the timeline is unrealistic, or the role is two roles stapled together, we will tell you before we start. Most candidates are real people. Most hiring managers prefer honesty to a close.
If a candidate trusts us with their CV, their current employer does not find out. If a hiring manager briefs us on a confidential restructure, the rest of their team does not find out. Signed NDAs, segregated project files, standard practice.
We check in at 30, 90, and 180 days. Most of our mandates come from clients who worked with us on a previous hire. That is the structure of the firm, not a marketing line.
We do not pretend to be a regional marketplace. We know the comp, the regulators, and the hiring culture here, because that is where we live and work.
Tell us the brief. If we cannot help, we will point you to someone who can.