Recruitment招聘
Hire right, without carrying it all yourself.招對人才，毋須事事親力親為
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
Proven recruitment experience經得起實證的招聘經驗
Hiring gets harder when the decision itself is unclear.招聘決定不清晰，人才搜尋自然更困難
The job post may not match the role the business actually needs.招聘廣告未必反映業務真正需要的職位。
A familiar title or description can hide different expectations. As the business grows, the work, seniority and hiring need can change again.熟悉的職銜或職位描述，可能掩蓋創辦人或人力資源主管的實際期望。隨着業務發展，職責、職級與招聘需要亦會再次改變。
Relevant candidates are hard to reach without established employer branding.尚未建立僱主品牌，較難接觸合適候選人。
A job advert alone may not explain why a strong candidate should join or give them enough context to make a move.單靠招聘廣告，未必能說明優秀人才為何值得加入，亦難以提供足夠脈絡推動轉職決定。
The team is not aligned on what the hire should do.團隊對新人需要做甚麼未有共識。
Interviewers look for different strengths, creating late disagreement that slows the decision and shifts the search.面試官各自看重不同能力，後期分歧因而拖慢決定，甚至令搜尋方向改變。
Filling the headcount is not the same as setting the hire up to succeed.填補空缺，不等於讓新人具備成功條件。
Even a strong hire can struggle when expectations, early goals and manager support are not clear from the start.即使人選能力出色，若一開始缺乏清晰期望、初期目標與主管支援，亦可能難以成功。
Turn hiring pressure into a clear path to the right hire.把招聘壓力轉化為清晰流程，招到真正合適的人才
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。
Align the business need and the role before the search begins.搜尋開始前，先對齊業務需要與職位期望
We work through what the business needs, what the person must own and how to present the opportunity clearly to candidates.我們會一起釐清業務需要、職位需要承擔的責任，以及如何向候選人清楚呈現這個機會。
Check whether the proposed package is reasonable for the role and market.檢視擬議薪酬是否符合職位與市場情況
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。
Proposed hiring package擬議聘用薪酬Sales lead · Hong Kong market銷售主管 · 香港市場
Client decision由客戶決定Proposed monthly base擬議每月基本薪酬HK$55K
Market median市場中位數HK$58K
HK$55KProposed擬議HK$58KMedian中位數
Lower reference參考下限HK$50KUpper reference參考上限HK$65K
Gray shows the reference range. Soft colour indicates the general cluster around the median, not a measured boundary.灰色代表參考範圍；柔和色彩表示中位數附近的一般集中區域，並非精確量度的界線。
Role scope職位範圍Regional growth remit區域增長職責
Candidate expectations候選人期望HK$60–62K
Total package整體薪酬Base + bonus + equity基本薪酬＋獎金＋股權
Human Vector adviceHuman Vector 建議Reasonable starting point合理的起點
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。
Your hiring work, visible in one conversation.在同一段對話中，掌握所有招聘工作
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。
Weekly hiring update每週招聘進度
3Active roles進行中職位
24Candidates sourced已物色候選人
6Interviews this week本週面試
2Decisions needed待決事項
Sales lead銷售主管Interviewing面試中
Operations manager營運經理Sourcing物色中
Product engineer產品工程師Brief alignment對齊職位要求
What moved本週進展
Shortlisted candidates responded well to the role scope.入選候選人對職位範圍反應正面。
What needs attention需要處理
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。
Keep both sides aligned from each interview through offer close.由每輪面試到落實聘用，持續對齊雙方
We touch base with the candidate and client after each stage, surface new needs or concerns, and coordinate the next step. Your team always makes the hiring decision.我們在每個階段後分別與候選人及客戶跟進，提出新需要或疑慮，並協調下一步；最終聘任決定始終由你的團隊作出。
Help managers turn role expectations into clear quarterly goals.協助主管把職位期望轉化為清晰的季度目標
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。
Q1 goal: Own successful customer launches第一季目標：主導成功的客戶啟動
Customer launches led主導客戶啟動Target 3目標 3 次
Launch milestones met on time準時達成啟動里程碑Target 90%目標 90%
Customer handover quality客戶交接質素Target 4.5 / 5目標 4.5 / 5
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。
Shared hiring alignment共同招聘方向
Keep the business need, role expectation and candidate story connected.把業務需要、職位期望與候選人故事連結起來
The working alignment comes from conversation with the founder or HR lead. It gives the search and interviews a consistent direction without introducing a separate scorecard process.招聘方向來自與創辦人或人力資源主管的實際對話，讓搜尋與面試保持一致，而毋須另設職位評分表流程。
| Business need業務需要 | Role expectation職位期望 | How we present it to candidates如何向候選人呈現 |
|---|---|---|
| Build a repeatable sales pipeline建立可重複的銷售管道 | Win early deals while building the operating rhythm推進早期交易，同時建立營運節奏 | Shape the commercial foundation, not inherit a finished playbook主導商業基礎，而非接手既定劇本 |
| Create clearer ownership across sales and product釐清銷售與產品團隊之間的權責 | Coordinate decisions and raise risks early協調決定並及早提出風險 | Explain the decision scope and cross-functional influence說明決策範圍與跨團隊影響力 |
Stay close to the search掌握搜尋進度
Know what moved, what changed and what needs your decision.清楚知道進展、變化與待決事項
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。
- Search and interview progress搜尋及面試進度
- Candidate response and market signals候選人回應及市場訊號
- A clear decision, owner and date清晰的決定、負責人與日期
3Active roles進行中職位
24Candidates sourced已物色候選人
6Interviews面試
2Decisions needed待決事項
Sales lead銷售主管Interviewing面試中
Operations manager營運經理Sourcing物色中
Product engineer產品工程師Brief alignment對齊職位要求
What moved本週進展
Shortlisted candidates responded well to the role scope.入選候選人對職位範圍反應正面。
Decision needed需要決定
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。
Sales lead · monthly package銷售主管 · 每月薪酬方案Illustrative alignment view示意對齊畫面HKD
48KApproved budget已批預算55KMarket median市場中位數62KCandidate expectation候選人期望
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
Balance the role, market reality and company resources.平衡職位需要、市場現實與公司資源
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
Review contribution, not continued employment alone.檢視實際貢獻，而不只看是否仍然在職
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。
Run a supervised customer onboarding在指導下完成客戶啟動
Surface access, knowledge and handover blockers early.及早找出系統權限、知識及交接阻礙。
Lead with limited support在有限支援下主導工作
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。
Own the agreed customer segment負責協定的客戶群組
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。
Hire the right person to deliver what matters and move the business forward.聘請合適人才，交付關鍵成果，推動業務向前
Discuss the hire and the work it needs to unlock.一起傾談招聘需要，以及新人才要推動的工作
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。