BorneoHunter Executive Search
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BorneoHunter™ is a totally unique, new approach to hunting TOP 10% Talents from EU, US, UK, FR, RU, JP, KR, HK, CN, SG, MY, PH, IN, & ID.
BorneoHunter purpose is to match ChangeU ASIA 500 Employer Brands with top 10% talents. The top Talents have gone through a highly intensive Assessment.
One year from now, you'll look back and realize that this was the most affordable, best investment.
BorneoHunter is a fast-growing executive search headhunter and employer branding firm that hunts for great minds, and raise the desirability of attracting high potential talent. We headhunt C-levels (i.e. CEO, COO, CFO, CMO), HODs, and middle managers.
Our clients include Berjaya, Resorts World Genting, DKSH, Johnson & Johnson, Nikko Securities.
We specialize in CEO-CMO-COO-CFO-CIO-CHRO-CPRO positions in following industries:
FMCG, Marketing, HR, Tech, and IT,
The BorneoHunter Way:
We don’t just look at CV-resumes, as many things and issues are hidden in written resumes. We look at mindsets, attitudes, and possibility of their 90% hidden iceberg i.e. their fears, concerns, mental barriers, personal values, long-term career path goals, and family and children decision influences.
The big USP is if the organization also hires our Trainer and Consulting Experts we will have a direct coaching experience with the HODs, and CEO. We have a direct experience of the corporate culture and each manager’s personality/leadership style. This will greatly enhance the right match of the candidate with the manager and team. Other competitors do not have this big advantage.
BorneoHunter purpose is to match ChangeU ASIA 500 Employer Brands with top 10% talents. The top Talents have gone through a highly intensive Assessment.
One year from now, you'll look back and realize that this was the most affordable, best investment.
BorneoHunter is a fast-growing executive search headhunter and employer branding firm that hunts for great minds, and raise the desirability of attracting high potential talent. We headhunt C-levels (i.e. CEO, COO, CFO, CMO), HODs, and middle managers.
Our clients include Berjaya, Resorts World Genting, DKSH, Johnson & Johnson, Nikko Securities.
We specialize in CEO-CMO-COO-CFO-CIO-CHRO-CPRO positions in following industries:
FMCG, Marketing, HR, Tech, and IT,
The BorneoHunter Way:
We don’t just look at CV-resumes, as many things and issues are hidden in written resumes. We look at mindsets, attitudes, and possibility of their 90% hidden iceberg i.e. their fears, concerns, mental barriers, personal values, long-term career path goals, and family and children decision influences.
The big USP is if the organization also hires our Trainer and Consulting Experts we will have a direct coaching experience with the HODs, and CEO. We have a direct experience of the corporate culture and each manager’s personality/leadership style. This will greatly enhance the right match of the candidate with the manager and team. Other competitors do not have this big advantage.
3 Unique Added-Value Propositions by BorneoHunter
All shortlisted BorneoHunter candidates have gone through various rounds of intensive Interview Assessment & Certification. This means a lower attrition rate, less headaches & team conflicts & longer loyalty, and team alignment. This saves you thousands of $$$ & time.
1] Employer Branding: Listed in ChangeU Asia 500
By being ChangeU-listed, BorneoHunter has the expertise to generate a favorable Employer Branding image for Gen-Ys.
2] First Choice of TOP 10% Talents
These words that are commonly used to describe BorneoHunter candidates:
● streetwise ● strong leader ● smart ● skillful ● committed ● creative ● peak performer ● good common sense ● CQ (crisis quotient) ● positive attitude ● loyal (BorneoHunter candidates stay much longer)
3] "Go for TOP 1" BorneoHunter Hiring
Level 1: Resume Selection ("BorneoHunter-Fired")
70%+ of applications are eliminated based 4 Resume Selection Criteria:
● Skills-set: language, presentation, effective habits
● Streetwise Achievements: assignments, work experience,
● Personal SWOT Analysis: committee roles
● Qualifications & Community Service:
Level 2: Intensive Interview ("BorneoHunter-Ready")
60%+ of interviewees are eliminated based on 3 Interview Criteria:
● CQ Mindset (crisis quotient): high energy, enthusiasm, resilience
● Communications & Leadership: creativity, presentation, interpersonal skills
● Challenge of Change: interviewees are tested through a high impact game, ability to think/act on their feet
● Character: commitment, courage, clarity, collaborative, congruent, ethics, values, principles,
● Charisma: confidence, presence, high energy
● Curiosity: passion to learn
Level 3 : TOP 10% List ("BorneoHunter-Hired")
Finally the BorneoHunter Judging Team will deliberate WHO they choose to be the most prestigious TOP 10% Talents. They are selected from the initial pool of 100s of applicants to go for interviews with ChangeU 100 Employer Brands.
All shortlisted BorneoHunter candidates have gone through various rounds of intensive Interview Assessment & Certification. This means a lower attrition rate, less headaches & team conflicts & longer loyalty, and team alignment. This saves you thousands of $$$ & time.
1] Employer Branding: Listed in ChangeU Asia 500
By being ChangeU-listed, BorneoHunter has the expertise to generate a favorable Employer Branding image for Gen-Ys.
2] First Choice of TOP 10% Talents
These words that are commonly used to describe BorneoHunter candidates:
● streetwise ● strong leader ● smart ● skillful ● committed ● creative ● peak performer ● good common sense ● CQ (crisis quotient) ● positive attitude ● loyal (BorneoHunter candidates stay much longer)
3] "Go for TOP 1" BorneoHunter Hiring
Level 1: Resume Selection ("BorneoHunter-Fired")
70%+ of applications are eliminated based 4 Resume Selection Criteria:
● Skills-set: language, presentation, effective habits
● Streetwise Achievements: assignments, work experience,
● Personal SWOT Analysis: committee roles
● Qualifications & Community Service:
Level 2: Intensive Interview ("BorneoHunter-Ready")
60%+ of interviewees are eliminated based on 3 Interview Criteria:
● CQ Mindset (crisis quotient): high energy, enthusiasm, resilience
● Communications & Leadership: creativity, presentation, interpersonal skills
● Challenge of Change: interviewees are tested through a high impact game, ability to think/act on their feet
● Character: commitment, courage, clarity, collaborative, congruent, ethics, values, principles,
● Charisma: confidence, presence, high energy
● Curiosity: passion to learn
Level 3 : TOP 10% List ("BorneoHunter-Hired")
Finally the BorneoHunter Judging Team will deliberate WHO they choose to be the most prestigious TOP 10% Talents. They are selected from the initial pool of 100s of applicants to go for interviews with ChangeU 100 Employer Brands.
Summary of 5 Key Advantages for using BorneoHunter vs. other headhunters and job portals
- BorneoHunter has vast ChangeU Alumni database and “word of mouth” industry leaders’ recommendations.
- BorneoHunters are the bridge to negotiate the most optimum annual package. Candidates are likely to share frankly their concerns and family restrictions with us than with their potential employer.
- BorneoHunter candidates have a longer commitment than job portal candidates because they want a long-term career path charted by our BorneoHunters. One client insightfully said that “career path charting with BorneoHunters” is like having the original manufacturer maintain the service history of a prestigious car like a BMW. But the big difference they know is their career path will greatly increase in value if they continue their relationship and career path charted by BorneoHunter. That’s the true power of BorneoHunter.
- BorneoHunter verifies candidate backgrounds and are much better “background detectives” than internal recruiters. It is extremely hard for a candidate to fool a BorneoHunter. The deceptive or low caliber candidates don’t make it pass our first round of resume search or interview.
- We can confidently say that BorneoHunter candidates are generally better caliber than job portal candidates – with less problems and bad attitudes.