Recruitment招聘
We build hiring around the outcome the role needs to deliver, then keep that clarity through onboarding and early progress.我們從職位需要達成的業務成果出發，讓招聘時訂下的期望延續至到職與初期發展。
Book a call預約通話
An old brief can attract someone for work the business no longer needs.過時的招聘要求，可能吸引到已不符合業務需要的人選。
Scope, seniority and success measures keep moving.職責範圍、職級及成功標準不斷變動。
A job advert alone may not explain why a strong candidate should join.單靠招聘廣告，未必能說明優秀人才為何值得加入。
A job advert alone cannot carry the role story or context.單靠招聘廣告，難以完整傳達職位故事與脈絡。
Interviewers optimise for different people and slow the decision.面試官各自尋找不同人選，令決策變慢。
Late disagreement slows the decision and changes the search.後期分歧拖慢決定，亦會改變搜尋方向。
CV impressions can replace evidence relevant to the actual work.履歷印象可能取代與實際工作相關的證據。
CV confidence and gut feel can replace evidence about the actual work.團隊可能以履歷印象及直覺，取代與實際工作相關的證據。
We clarify the role, align the market, run the search and carry agreed expectations into selection, onboarding and early contribution.我們協助釐清職位、對齊市場、推進搜尋，並把一致期望延續至甄選、到職及初期貢獻。
We turn the business need into role outcomes, observable behaviours and evidence interviewers can compare.我們把業務需要轉化為職位成果、可觀察行為，以及面試官可比較的證據。
Diagnose launch delays找出啟動延誤Evidence: a real bottleneck resolved證據：曾解決的真實樽頸
Coordinate sales and product協調銷售與產品Evidence: disagreement handled well證據：妥善處理分歧
Raise risks early及早提出風險Evidence: recovery after a missed commitment證據：承諾落空後的補救
We compare the proposed package with market context, role scope and candidate expectations so the client can make an informed offer decision.我們把擬議薪酬與市場情況、職位範圍及候選人期望比較，讓客戶審慎決定聘用方案。
The proposed base sits within the market range but below candidate expectations. Consider role scope and the total package before the client decides.擬議基本薪酬位於市場範圍內，但低於候選人期望。客戶作決定前，應同時考慮職位範圍與整體薪酬。
We align the role to the business need, source candidates, structure the assessment and keep decisions moving.我們會把職位與業務需要對齊、物色候選人、建立評估方式，並推動招聘決定。
Here’s this week’s hiring update. We sourced 24 candidates and have 6 interviews this week. Two decisions need your input—the first is realigning the Sales Lead salary range before Friday’s interviews.以下是本週招聘進度：我們已物色 24 位候選人，本週有 6 場面試。兩項決定需要你的意見，首先是在星期五面試前重新對齊銷售主管的薪酬範圍。
Shortlisted candidates responded well to the role scope.入選候選人對職位範圍反應正面。
Salary expectations are above the original range. We recommend realigning it before Friday’s interviews.薪酬期望高於原定水平。建議在星期五面試前重新對齊薪酬範圍。
We can stretch the base range if the total package stays within budget. Send me the recommended range and trade-offs, and I’ll confirm today.如果整體薪酬仍在預算內，我們可以調高基本薪酬範圍。請發給我建議範圍與取捨，我會在今天確認。
Human Vector structures the evidence; your team makes the final hiring decision.Human Vector 整理證據，最終聘任決定由你的團隊作出。
Diagnose launch delays找出啟動延誤Strong evidence from a real onboarding bottleneck真實啟動樽頸提供充分證據
Cross-team coordination跨團隊協調Validate experience handling product trade-offs確認處理產品取捨的經驗
Human Vector advises the hiring manager on goal quality and review conversations. The manager owns the goal, coaching and decisions with the new hire.Human Vector 為招聘主管提供目標質素及檢視對話的建議；主管與新同事共同主導目標、指導與決定。
Maya, I’ve drafted your first quarterly goal from the role outcomes. Let’s review it together in our 1:1 and work through any questions you have.Maya，我已根據職位成果草擬你的首個季度目標。我們會在一對一對話中一起檢視，並逐一解答你的問題。
Thanks. I’ll review the target before our 1:1 and bring any questions.謝謝。我會在一對一對話前檢視目標，並整理問題一起討論。
A practical role scorecard實用職位評分表
A scorecard is an agreed set of role outcomes and assessment criteria. It helps interviewers compare evidence consistently, record open questions and carry the same expectations into the new hire’s first month.職位評分表是一套共同確認的職位成果與評估準則，協助面試官一致比較證據、記錄待釐清問題，並把相同期望延續至新人的首月工作。
| Agreed role outcome已確認職位成果 | Evidence to compare用作比較的證據 | Open question / early application待釐清問題／初期應用 |
|---|---|---|
| Identify why customer launches stall找出客戶啟動受阻的原因 | Walk through a real onboarding bottleneck resolved說明曾解決的真實客戶啟動樽頸 | How would you map current delays with operations?你會如何與營運團隊整理目前延誤？ |
| Coordinate across sales and product協調銷售與產品團隊 | Give a structured example of disagreement and resolution以結構化例子說明分歧及解決方法 | Agree an owner and escalation route in month one首月確認負責人及升級處理路徑 |
| Raise risks early and follow through及早提出風險並跟進到底 | Show how a missed commitment was communicated and recovered展示如何溝通並補救未能履行的承諾 | What support would make early escalation easier?哪些支援可令及早提出風險更容易？ |
Stay close to the search掌握搜尋進度
Regular updates keep the hiring team informed and aligned without turning every detail into another meeting.定期更新讓招聘團隊保持知情與一致，毋須為每個細節再開會。
Shortlisted candidates responded well to the role scope.入選候選人對職位範圍反應正面。
Salary expectations are above the original range. Realign the package before Friday’s interviews.薪酬期望高於原定水平。建議在星期五面試前重新對齊薪酬方案。
Alignment needed需要對齊Revisit scope, total package or target profile before the next stage.進入下一階段前，重新檢視職位範圍、整體方案或目標人選。
Salary and package alignment薪酬與方案對齊
Market benchmarks are a decision input, not a price tag. We use them to help align role scope, the approved package and candidate expectations—before a mismatch costs the search.市場薪酬基準是決策參考，而非固定標價。我們利用相關資料，在錯配拖累搜尋前，協助對齊職位範圍、已批方案與候選人期望。
After the start date到職之後
The manager still owns day-to-day onboarding and performance. We help keep the agreed outcomes, blockers, support and evidence visible at the agreed checkpoints.日常到職及績效管理仍由主管負責。我們在協定檢視節點協助清楚呈現成果、阻礙、支援及證據。
Surface access, knowledge and handover blockers early.及早找出系統權限、知識及交接阻礙。
Review evidence and coach the gap that is actually present.檢視證據，並針對真正存在的差距提供指導。
Assess quality and timeliness, then agree the next outcomes.評估質素與時效，再確認下一階段成果。
Recruitment experience招聘經驗
The same integrated retainer同一個整合月費計劃
The monthly relationship connects active search with onboarding, manager guidance and wider people priorities.月費合作把人才搜尋、到職安排、主管支援及更廣泛人才工作連繫起來。
Talk through the role一起梳理職位需要
Use a 30-minute conversation to understand the role, identify a useful starting point and discuss scope and fees.用 30 分鐘了解職位、找出實際起點，並討論服務範圍與費用。
