Three weeks into our search for a client’s design leadership roles, we found the local market exhausted. The challenge was finding leaders with Human-Centered Design experience who could drive innovation under tight deadlines. We expanded our search across ASEAN, tapping overlooked talent in Singapore and Malaysia.
This strategic recruitment help met a tight 1-week SLA and placed two senior leaders with fresh perspectives. True recruitment help is a strategic partnership that accelerates growth, not just fills vacancies.
Key Takeaways:
With over 7 years in executive recruitment, I’ve seen the pressure to hire quickly and accurately. For founders, a bad hire drains resources; for enterprises, slow hiring stalls projects. Employers in Indonesia face unique recruitment and retention challenges, making recruitment a crucial strategic function for attracting top talent. According to the Journal of Accountancy (2025), outsourcing recruitment can streamline processes and deliver expertise that internal teams often lack, enabling businesses to scale efficiently. Outsourcing recruitment provides the expertise and scale needed to hire efficiently.
The signs you’ve outgrown your internal recruitment capabilities are clear: key roles remain vacant for months, team members are burned out, and new hires don’t fit long-term. Waiting for expert help costs more than investing in it.
For example, a HealthTech client in Indonesia needed a VP of Product. After two headhunters failed with database-driven searches, Luminare focused on precision, delivering five carefully headhunted candidates pre-screened for skills and cultural fit. The result: a faster, seamless hire.
The true cost of waiting wasn’t just the vacancy but missed growth and strategic drift.
Some recruitment help services, like job advertising and candidate search, are free, with onboarding support included in comprehensive recruitment services.
What most recruiters miss is that a job brief should be a strategy meeting, not just a formality. Our approach at Luminare is built on a consultative, four-phase model that starts with a deep dive into your business and is tailored for different organisations.
We immerse ourselves in your company to understand the real challenges you’re facing and offer a range of recruitment solutions and support. We screen thoroughly to ensure only the most suitable candidates move forward.
This allows us to provide market intelligence and act as an extension of your team, supporting your employees throughout the process. Successful placement is the ultimate goal of the recruitment help we provide.
This is backed by our commitment to responsiveness. our “within minutes” approach, and transparency through a real-time client dashboard that shows you exactly where we are in the search process. You see what we see, which builds trust and accelerates decision-making.
Think of it this way. Recruitment isn’t about matching keywords; it’s about understanding the market. Generic help often fails in high-stakes hiring because it lacks strategic context. What works in Singapore doesn’t always translate to Jakarta.
Our deep understanding of local and regional market dynamics means we can advise clients with confidence. Recruiting and supporting workers is key to building a resilient and effective team, especially when navigating different regional requirements.
For the OTA design leadership search, our cross-regional talent mapping provided the client with possibilities they had never considered, including new ways to recruit talent across borders.
This insight-driven approach didn’t just fill roles; it gave them a competitive advantage by bringing in leaders with diverse, international experience and completing the recruitment process efficiently.
The best candidates are never on the market for long. In a competitive environment, speed is your greatest hiring advantage. A slow, bureaucratic process is the fastest way to lose a great candidate to a competitor. That’s why we operate on a strict internal SLA model to ensure we move quickly and decisively.
Our process is designed to prevent delays that kill acquisition momentum and to support retaining top talent, which is critical for workforce stability and high quality care. For our clients, this has a measurable impact; 84% of them fill roles 30% faster than with their previous vendors, so they can onboard new workers efficiently.
Standard agencies often just fill roles transactionally. Many—especially smaller or newer firms—act as “CV vendors,” relying on databases or job boards and forwarding resumes without thorough screening. This leaves clients sorting through many unqualified candidates, wasting time and resources.
Luminare is different.
This delivers shortlists of only the best candidates, helping clients hire faster and with confidence.
We combine technology for efficient sourcing with human expertise for in-depth interviews and cultural assessments. Our SLA model ensures speed, while our human-led process guarantees quality.
We use technology to support consultants and provide clients real-time visibility, prioritizing human judgment and cultural fit over automated decisions.
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