human vector

Recruitment and HR support for growing companies

Grow the business without carrying every people problem yourself.

From hiring to the team challenges that follow, human vector provides HR support that evolves as your team grows, with one partner throughout.

Book a callSee what a month includes
Professional smiling while working on a laptop in a shared workspace
Two colleagues reviewing information together on a phone in a bright office

Monthly pulse

80% of agreed goals reached
  • 10 client outreach conversations completed
  • $200K in sales generated

I need to hire a sales lead to drive our Q4 target.

Role briefDocument sent
  1. 15 candidates sourced
  2. 7 interviews arranged

Your hiring and team needs are growing before you are ready to build an HR function.

Hiring and team issues keep returning to the founder.
  • Candidate searches
  • Interview coordination
  • Onboarding gaps
  • Manager questions
 Hiring effort can still result in the wrong fit.
  • Unclear role outcomes
  • Poor-fit interviews
  • Slow ramp-up
  • Late probation surprises
 Each option adds cost but may solve only part of the problem.
  • Placement-only fees
  • Systems that still need an operator
  • Full-time capacity before it is needed

One monthly fee.One HR partner for all your people needs.

Your hiring work, visible in one conversation.

We align the role to the business need, source candidates, structure the assessment and keep decisions moving.

AlexJust now

We need a sales lead to support our Q4 target.

human vectorJust now

Let’s align the business need, role outcomes and market reality before we open the search.

Weekly hiring update
3Active roles
24Candidates sourced
6Interviews this week
2Decisions needed
Sales leadInterviewing
Operations managerSourcing
Product engineerBrief alignment
What moved

Shortlisted candidates responded well to the role scope.

What needs attention

Salary expectations are above the original range. We recommend realigning it before Friday’s interviews.

Give your business the people support to move forward.

Put founder time back into growth.

A trusted partner owns the hiring and people work that keeps pulling you back in, so you can stay with customers, product and the decisions only you can make.

See how the partnership works

Hire the right person to move the business forward.

Connect the business outcome to the role, selection and onboarding, so the person you hire is equipped to deliver the impact you need.

Explore recruitment

Get the HR support your business needs, at a cost that fits.

Access recruitment and practical HR expertise grounded in your business priorities, with monthly capacity matched to the work and budget in front of you.

See what a month includes

Compare what each HR support model covers

Comparison of people-service provider models
human vectorContingent recruiterIn-house HR, operations-focusedExternal HRaaSNo HR / founder-led
PricingMonthly retainerHK$90K–150K15–25% of a HK$600K annual salaryHK$45K–65K / monthBase salary, before MPF, benefits and employment costsHK$4K–15K+ / monthPackage scope, setup and add-ons varyFounder time & effortPlanning, sourcing, coordination and follow-up remain internally owned
HR pillars
Included in agreed priorities
Role outcomes, market mapping, direct search, structured selection and candidate management.
Core service
Candidate search and placement; role design and selection support depend on the brief.
Capacity dependent
Hiring coordination and sourcing using the team’s available network, tools and specialist experience.
Package dependent
Job posting, coordination or sourcing may be included or priced as an add-on.
Internally owned
The founder writes the brief, sources candidates and runs selection, using tools or agencies as needed.
Connected to the hire
First-90-day plan, role expectations, manager preparation and agreed progress checkpoints.
Post-placement scope varies
May support acceptance and start-date follow-up; structured onboarding is usually employer owned.
Usually coordinated internally
Contracts, records, orientation and manager hand-off, with depth depending on capacity.
Administration often included
Contracts, document collection and checklists may be standard; manager enablement may be extra.
Manager owned
The founder or manager prepares access, context, early goals and day-to-day guidance.
System + human support
Connected tooling simplifies goals, check-ins, feedback routines and review cycles, with practical manager support.
Usually outside placement scope
Post-placement check-ins may be offered, but an ongoing performance system is usually separate.
Mandate dependent
Can run review cycles and coach managers when strategic capability and time are available.
Package dependent
Templates, review administration or advisory support may sit in different service tiers.
Manager owned
The founder or managers set expectations, give feedback and keep review records.
Included in agreed priorities
Capability gaps, development priorities, manager tools and practical learning plans.
Outside core scope
Candidate and market insight may inform gaps, but development planning is normally separate.
Capability dependent
Can assess needs and coordinate learning when the role includes organisational development.
Package or project based
Training libraries, workshops or advisory projects may be offered separately.
Manager owned
Managers identify gaps and arrange coaching, courses or on-the-job development.
Included in agreed priorities
Team structure, role ownership, workforce priorities and capability planning tied to business needs.
Hiring-market lens
Can advise on role availability and market conditions; wider organisation design is separate.
Strategic remit required
Can support headcount, structure and succession planning when mandate and experience allow.
Advisory tier dependent
May be available through senior advisory packages or defined consulting projects.
Founder owned
The founder decides structure, headcount and role trade-offs alongside other business priorities.
Guidance and agreed implementation
Policies, employee cases, records and compliance guidance within the agreed monthly scope.
Outside placement scope
Employment administration, policies and employee cases are normally handled elsewhere.
Core operations remit
Contracts, leave, records, policy administration and day-to-day employee matters.
Common package area
Document administration, helpdesk support and compliance workflows often form the core package.
Internally owned
The founder handles records and employee questions, bringing in legal or specialist help when needed.

One HR partner throughout, moving with the business

Start with the need in front of you.Stay supported for what comes next.

  1. 01
    Organisation and workforce planning

    Roles, capabilities, structure, ownership and hiring priorities

  2. 02
    Recruitment and selection

    Attract and choose against the outcomes the business needs

  3. 03
    Onboarding and expectations

    Turn the hiring decision into clear goals, responsibilities and context

  4. 04
    Performance, development and reward

    Feedback, manager practice, learning, progression and recognition

  5. 05
    Business outcomes

    Stronger capability, execution, retention and sustainable growth

Talk through the hire or team challenge in front of you.

Use a 30-minute conversation to understand the issue, identify a practical starting point and discuss scope and fees.

WhatsApp: +852 9559 2984LINE: +852 9559 2984Email: info@humanvector.co

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