CrossOver Talent team is composed of experienced headhunters with diverse professional background across various industries. With a deep understanding of business dynamics and a proven track record, our headhunters bring a wealth of knowledge and market insights to the talent acquisition process.

Over the last decade, we have cultivated a robust network across Asia and honed our expertise, understanding cultural differences and local talent landscape across Asia enabling us to navigate complex markets and deliver.

Each client is works with a Partner who serves as a SPOC for all their hiring needs. This ensures clear, consistent communication and a streamlined process, eliminating the need for account managers or junior recruiters. With a focus on simplicity and efficiency, we provide a seamless experience customized to deliver exceptional results.

Maintaining confidentiality is a cornerstone of our search process. We recognize the sensitive nature of executive search, and we employ a rigorous methodology to protect the privacy of both clients and candidates.

Clear Agreements and Policies:

• At the outset, we establish confidentiality agreements with all parties involved, including clients, candidates, and any third-party partners.

• These agreements outline expectations for handling sensitive information, ensuring accountability.

Controlled Access to Information:

• Candidate details and client information are stored in secure systems with restricted access, ensuring only authorized personnel are involved in the process.

• We use encrypted communication channels for sharing documents or discussing sensitive matters.

Anonymized Candidate Profiles:

• During the early stages of the search process, we share anonymized profiles with clients to protect candidate identities.

• Only once there is mutual interest and explicit consent do we disclose detailed information about candidates or organizations.

Discretion in Communication:

• All outreach to potential candidates is conducted discreetly, avoiding mention of the client's name or specific details until later in the process.

• We ensure conversations are scheduled at times and through mediums that respect candidates’ privacy.

GDPR-compliant Tools:

• We leverage secure, GDPR-compliant applicant tracking systems (ATS) and communication platforms to safeguard data.

• Regular audits and data protection protocols are in place to minimize risks.

Our commitment doesn’t end with placing the right candidate; we believe in ensuring a seamless transition and long-term success for both the candidate and the organization. Here’s how we provide ongoing support after a candidate has been placed.

Post-Joining Support

Onboarding Assistance: We assist in creating a customized onboarding plan to ensure the candidate integrates smoothly into their new role and organizational culture.

Regular Check-Ins: We schedule periodic follow-ups with both the candidate and the employer to address any challenges or concerns during the initial transition period.

Feedback Mechanism

360-Degree Feedback Collection: We facilitate feedback discussions between the candidate and their manager to ensure expectations are aligned and that the candidate is meeting performance goals.

Progress Monitoring: We help monitor key performance indicators (KPIs) during the initial months, providing insights on areas of strength and improvement.

Long-Term Relationship Building

Retention Strategies: We collaborate with organizations to implement strategies that enhance retention and engagement of the placed candidate.

Follow-Up Milestones: We remain available for touch points at 6 months, 1 year, and beyond to ensure the placement continues to yield success for both parties.

Transparency and effective communication are integral to the success of any search process. We prioritize keeping all stakeholders informed, aligned, and engaged at every stage. Here’s how we ensure a transparent and communicative approach:

1. Single Point of Contact

2. Clear Expectations Alignment

3. Regular Progress Updates

4. Candidate Transparency

5. Open Channels of Communication

6. Collaborative Decision-Making

7. Feedback and Market Insight

Filling challenging or niche roles requires a specialized, strategic approach. Our methodology is designed to address the complexities of such roles, ensuring we identify and secure the right leadership talent effectively.

• In- depth Understanding of the business and role

• Customized Sourcing Strategy

• Rigorous Candidate Assessment

• Proactive engagement and Positioning

• Market trends and Insights

• Negotiation and Onboarding Support

Our Commitment:

By combining a deep understanding of the sector with a customized, innovative approach, we excel at identifying and engaging candidates for unique and niche roles. Our goal is not only to fill the position but to ensure the successful hire drives long-term impact for your organization and it's a win win for both our client and the candidate.

"Our engagement model is designed to be flexible, transparent, and tailored to your specific hiring needs. At CrossoverTalent, we typically operate on a retained and contingent search model, depending on the complexity and urgency of the role.

• Discovery & Consultation: We begin by understanding your business, talent needs, and organizational culture.

• Targeted Search & Outreach: Leveraging our extensive network, industry insights, and research-driven approach, we identify top-tier candidates.

• Candidate Assessment & Shortlisting: We conduct in-depth evaluations to ensure the best fit, both in terms of skills and cultural alignment.

• Interview & Selection Support: We facilitate seamless interview coordination and provide insights to help you make informed hiring decisions.

• Closure & Onboarding Assistance: Once the right candidate is selected, we assist in offer negotiation, reference check and ensure a smooth onboarding.

We work closely with your clients throughout the process to ensure efficiency, quality and long term success.

The success of an executive placement goes beyond filling a role—it is about creating long-term value for the organization and advancing its mission. To assess the success and impact of our hire, we use a combination of qualitative and quantitative measures:

Alignment with Organizational Goals

Key Performance Indicators (KPIs): We work with organizations to define specific KPIs for the role during the hiring process. Success is measured by the executive's ability to meet or exceed these targets.

Stakeholder Feedback

Feedback: Regular feedback is collected from key stakeholders, including board members, founders and CXOs, to evaluate the executive's leadership effectiveness, team management, collaboration and cultural fit.

Retention and Organizational Growth

Retention Rate: A successful placement is indicated by the executive’s ability to remain with the organization and grow within their role.

Long-Term Impact: We evaluate whether the executive establishes sustainable initiatives, develops successors, or strengthens the organization’s capacity.

Our Commitment:

Our approach ensures that executive placements create measurable and sustainable impact, aligning with the unique demands of the organization. By consistent engagement and maintaining open communication, we help organizations maximize the value of their leadership investment.