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Category: Talent Acquisition

  • Cornerstone Global Partners: Building Future-Ready Teams Across Borders 

    Cornerstone Global Partners: Building Future-Ready Teams Across Borders 

    Most executive recruitment companies focus on aligning resumes with jobs. However, there are few that tackle the real problem, which is finding culturally agile, crisis-tested leaders in places where the leadership pipeline is still developing. Nowhere is this more pressing than in Asia, where accelerating economic expansion outstrips talent supply. The demand is not just for executives but visionaries who can take businesses across borders. Filling this leadership void demands not only process—but purpose. 

    It is this purpose that propels Cornerstone Global Partners (CGP), one of the fastest-growing executive search and recruitment firms within the Asia-Pacific region. Established in 2012 by six pioneers in the executive search industry in Greater China, CGP started with the big ambition: to reinvent executive search in a rapidly shifting world. What began as a local enterprise is now a worldwide firm with offices across Mainland China, Hong Kong, Singapore, Japan, Malaysia, Thailand, Vietnam, Dubai, Saudi Arabia, and the United States, and European expansion in the pipeline. 

    “Having an operating model based on multi-brand and multi region, we have made over 15,000 successful placements and boasted more than 600 team members,” says Sean NG, Co-founder and Managing Director for the Asia Pacific region at Cornerstone Global Partners. However, its focus is not on numbers, but on people. The firm’s mission is to liberate talent and empower entrepreneurs to pursue their career, financial and personal objectives. This candidate-first vision implies prioritizing leaders who shape the company’s futures and creating meaningful careers for individuals. It also provides its people with the power of ownership, growth and global prospects. 

    A Full-Spectrum Talent Strategy Engineered for Growth 

    As the Asian continent continues to face shortage of leaders, especially in Southeast Asia and Singapore, CGP is designed to take on the burgeoning complexity in the market. The need for interim executives in technology, life sciences, ESG, and financial services keeps on increasing. Despite the uncertainty of the economy and rapidly changing global dynamics, organizations demand faster, high-impact hiring. The firm meets this challenge through the deployment of sector specific teams, the creation of executive talent communities, and through bespoke, strategic support. 

    Also to mention, CGP is a perfect blend of local understanding and international capability which allows customers to tap into local and international expertise. It has developed a highly innovative talent intelligence platform that combines features of predictive hiring tools, compensation analytics and real-time market mapping capabilities. Furthermore, they use AI-based search to help their recruitment process become efficient without sacrificing the high-touch, consultative experience that defines their services. 

    In addition to executive search, CGP provides the full cycle of talent services through contracting, RPO, inbound/outbound hiring strategy and talent consultancy. The company provides its recruitment services across 20 industries, which includes AI, financial services, semiconductors, retail, and real estate, spanning functional roles in sales, marketing, finance, operations, supply chain, IT, and HR. Each of the engagement is supported by a strong proprietary database and research capacity. 

    executive search & permanent recruitment team

    Technology is central to CGP’s innovation. Its hybrid recruitment platform provides over 1,500 curated positions, backed by offline consultants and one-on-one career guidance. This combination of AI-based capabilities and human intelligence enables candidates to make more intelligent, timely, and informed decisions about their career pathways and provides better results to clients. 

    CGP’s leadership exemplifies the firm’s entrepreneurial approach. Sean brings over 21 years of executive search experience across industrial, construction, property, FMCG, and life sciences. Chris Watkins, Co-founder & CEO, has more than 27 years of leadership experience in the U.S. and China, advising both multinational and Chinese firms at the board level. Adding further, the founding team — Alfred Chu, Jillian Wu, Sally Li, and Sophie Wong – each contribute over two decades of expertise in executive search and talent consulting. “Together, we have built a leadership culture grounded in deep industry knowledge and entrepreneurial spirit,” mentions Sean. 

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    “Having an operating model based on multi-brand and multi region, we have made over 15,000 successful placements and boasted more than 600 team members”

    Awards, Accolades, and a Vision That Scales 

    CGP’s approach has earned widespread recognition. It was awarded Best Executive Search Firm in Singapore in the year 2022 and 2023, and Best Mid-Management Recruitment Firm 2023. It holds Great Place to Work certification across Singapore, Thailand, Vietnam, and Japan (2024–2025), and has won China’s Shanghai “Bo Le” Award five years running, along with LinkedIn’s Global Excellence Talent Management Award in 2021 and 2022. 

    Clients have repeatedly acknowledged CGP for its strategic advisory, responsiveness and accuracy in hiring executives. One HR Transformation Project Lead at A Regional Telco credited the firm with helping them access “high-caliber candidates that wouldn’t have reached otherwise.” HR Director at a fast-growing Technology Start-up noted, “The process was seamless, consultative, and tailored — a true extension of our internal team.” Candidates, too, speak highly of the firm’s role in shaping career pivots and long-term success. These testimonials are a reflection of the trust it has earned over time, by showing up, staying curious and delivering consistently. For CGP, success is not just about placements; it’s about impact.

    HR VOTY Awards Team Images
    CGP Singapore Won Best Executive Search Firm and Best Mid-management Recruitment Partner in 2023

    Looking ahead, CGP’s ‘Going Global’ initiative is focused on entering new markets, including the U.S., Europe, Indonesia, and the Philippines. The firm is building a million-level cross-border talent database, positioning itself as the only HR provider with a global pool across multiple sectors. In doing so, CGP is not just filling leadership roles—it’s helping companies build the future, one visionary hire at a time. 

    At CGP, we believe every great business begins with the right leadership. Whether you’re seeking visionary executives, building regional teams, or scaling globally, our consultants are here to help you secure talent that drives lasting impact.

    Partner with us today to discover how CGP can support your hiring needs across Asia and beyond.

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    *As featured in Asia Business Outlook – Top 10 Service Providers From Singapore 2025

  • What Is The Difference Between Recruiter And Hiring Manager?

    What Is The Difference Between Recruiter And Hiring Manager?

    ​While navigating the job hunting and the interviewing process, one of the most challenging things – and, at the same time, the key to success – is to understand whom you are talking to. There are a lot of titles: Hiring Manager, Recruiter, Consultant, Talent Acquisition Specialist… But who are, in fact, all these people?

    Let’s break them down, and let’s give a good explanation for all of them!

    First, let’s start talking about the term “Recruiter”.

    Understanding Who Are Recruiters

    I would say that “recruiter” is an umbrella term that covers mainly two figures: the In-house Recruiter (or Talent Acquisition Specialist) and the Recruitment Consultant (recruiting agency).

    An In-house Recruiter is an employee of a specific company who takes care of the hiring process of that company. They use input from the manager, work directly with the organization, and work with all the company’s departments covering various positions. Through them, the company hires people directly.

    On the other hand, a Recruitment Consultant is someone like us at CGP who works for an external agency looking for the best market talent to introduce to our clients. As Recruitment Consultants, we have a portfolio of clients we work with, and, as such, we can introduce you to different kinds of opportunities in your industry. We manage the

    • sourcing and hiring for an external company,

    • developing our internal candidate database and

    • matching these candidates with all the available positions at the companies we are working with.

    At CGP Singapore, we cover multiple functions, such as Accounting & Finance, Financial Services, Human Resources, Legal, Sales, Marketing & Digital, and Technology as well as industries like Engineering, Energy, Government, GLC & Healthcare and Supply Chain & Procurement. Still, there are recruiting agencies that focus only on a specific industry.

    Learn More About Our Expertise

    As Consultants, we also help our clients and candidates understand the job market, advising them on how to proceed with the recruiting/interviewing process to be successful.

    In-house Recruiters and Recruitment Consultant may have similar duties:

    • Updating clients/hiring managers about the recruiting process,

    • Sourcing clients through different channels,

    • Conducting screening calls, and

    • Scheduling interviews

    How does the Hiring Manager fit into this?

    A Hiring Manager is responsible for hiring an employee to fill an opening position at an organization. Often, Hiring Managers will be the new hire’s future supervisor. Hiring Managers coordinate with the HR team, which supervises the interview and the hiring process.

    People often need clarification on Hiring Managers and Recruiters. While both are involved in the hiring process, their tasks are complementary rather than overlapping.

    Recruiters are responsible for building a strong pool of qualified candidates for a given position.

    Hiring Managers are then responsible for identifying and hiring the most qualified applicant from that pool.

    To summarize, a recruiter’s job is to give a pool of suitable candidates to the Hiring Manager, who will interview them and then decide whom to hire. He is the final decision maker. Recruiters and hiring managers have distinct roles within the hiring process. and effective collaboration between these two roles is crucial for successful talent acquisition.

    So, next time when you are going for an interview, it is essential to know whom you are talking to, knowing that you can plan how you want to proceed; especially it will be necessary for you to ask the most relevant questions to your interviewer. So, whenever you go for an interview, feel free to ask who your interviewer will be!

    ​At Cornerstone Global Partners Singapore, all our consultants are specialized in their field of industry or function. We will always strive to build a trustful relationship, along with an ownership mentality. Your next promising hire or job could be just a click away.

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    ​This article is originally published by Claudia Fazzari from Cornerstone Recruitment Japan and is further repurposed by CGP Singapore.

  • The Significance of Crafting Precise Job Descriptions

    The Significance of Crafting Precise Job Descriptions

    Job descriptions have been a staple since the inception of job roles. They play a vital role in helping potential employees comprehend job expectations and aiding employers in maintaining accountability.

    In the midst of the numerous responsibilities that talent acquisition professionals juggle, job descriptions are sometimes neglected. Nonetheless, their significance in the recruitment process should never be underestimated. Let’s delve into the importance of crafting precise job descriptions.

    What makes a good Job Description?

    A well-constructed, accurate job description forms the cornerstone of successful recruitment. It provides candidates with a clear picture of the role, allowing them to assess their suitability. Beyond setting expectations, it serves as a guiding document throughout the hiring journey.

    Ensuring that a job description is accurate and concise empowers employers to establish a strong foundation for talent acquisition. Consequently, it is imperative that job descriptions are devoid of grammatical errors and avoid technical jargon or buzzwords.

    An accurate job description aids in:

    1. Attracting suitable candidates
    2. Defining expectations
    3. Saving time and resources
    4. Promoting fair hiring practices
    5. Facilitating effective onboarding
    6. Enhancing employee engagement and retention

    Let’s explore the significance of an accurate job description in greater detail and how it can shape your hiring efforts.

    The Importance of an Accurate Job Description

    When recruiters embark on the journey of seeking new candidates, they must have a clear understanding of the ideal candidate’s skills, knowledge, competencies, and past experiences. Inaccurate or outdated job descriptions not only tarnish an organization’s reputation but also lead recruiters to make suboptimal hiring decisions.

    #1 Attracts the Right Candidates

    Imagine this scenario: John urgently needs to consult a doctor due to a stomach disorder. He spots a clinic nearby with a sign that reads ‘Clinic.’ However, upon entering, he discovers it exclusively treats lung disease patients.

    This situation exemplifies how a lack of clarity in description can attract the wrong audience.

    Likewise, if an organization fails to draft a clear job description, it may inadvertently draw the wrong candidates. This can overwhelm the candidate selection process, making it challenging for recruiters to identify suitable candidates.

    A well-crafted job description effectively conveys the role, responsibilities, and required qualifications, thus attracting candidates with the requisite skills and experience.

    #2 Facilitates Effective Onboarding

    A comprehensive and accurate job description aids management in determining the training needs of new employees. It supports the onboarding and training processes by enabling new hires to understand their roles, responsibilities, and goals from the outset. This alignment empowers them to align their efforts with organizational expectations, leading to a productive start. Simultaneously, hiring managers can create customized training plans, ensuring candidates are placed in actionable positions.

    #3 Assists Employee Engagement and Retention

    Developing a robust job description contributes to employee retention and satisfaction. It helps candidates comprehend what is expected of them if they are hired, averting misunderstandings and laying the foundation for a successful tenure. Conversely, an inaccurate job description can leave employees feeling deceived, increasing the likelihood of turnover. A well-defined job description reduces the chances of employees leaving their roles, as they are placed in positions closely aligned with the job posting’s description during the initial stages.

    #4 Measures Performance Shortcomings

    Following the hiring process, job descriptions serve as a benchmark for evaluating employee performance. They provide a standardized framework against which managers can assess performance. This helps identify areas where employees may fall short or where they exceed expectations.

    #5 Mitigates Risk and Limits Legal Liability

    Well-crafted job descriptions have the potential to mitigate risks and minimize legal liabilities. A clear and accurate job description ensures that the hiring process remains fair and objective. It establishes consistent criteria for evaluating candidates, reducing the potential for bias or discrimination. By focusing on essential skills, qualifications, and job requirements, employers can maintain legal compliance.

    Key Components of a Job Description

    • General overview
    • Job duties
    • Purpose of the job
    • Job goals and objectives
    • Scope of work
    • Work arrangement (in-office, remote, or hybrid)
    • Competencies
    • Reporting structure
    • Special conditions

    In Conclusion

    A job description is not a one-time endeavor; recruiters and hiring managers must regularly revisit their approach to crafting and updating job descriptions. It is a critical tool for effective recruitment and successful talent management. Employers should continuously review and refine job descriptions to align with evolving requirements. In essence, employers must focus on maintaining job descriptions and eliminating irrelevant information.

    If you’re seeking assistance with sourcing the right candidates for your organization’s objectives, Cornerstone Global Partners (CGP) Malaysia can provide valuable support. Our extensive network of professionals and customized solutions ensures a tailored approach that aligns with your hiring goals.

    Why choose us?

    Cornerstone Global Partners (CGP) Malaysia can help you source the right candidates supporting your organisation goals. Choosing us as your recruitment partner will expose you to our vast network of professionals.

    We understand that each organization is distinctive, with its own set of requirements, culture, and vision. That’s why we believe in creating customized solutions that align perfectly with your hiring goals. Our dedicated team of recruitment experts takes the time to truly understand your company’s needs, values, and the specific skills and qualifications you seek in potential candidates.

    FAQs

    The most important part of a job description is competencies. The part includes the knowledge, skills, and capabilities required to secure the position. Employers must give a detailed overview of competencies to help candidates assess whether they meet the requirements.

    Writing accurate job descriptions lets employers note what they expect from the candidate. Moreover, job descriptions help employees to determine whether they match the job requirements. As a result, employers and employees reach a common spot. In other words, employees find themselves in a better position to perform their job as they are informed of the job duties and responsibilities before the interview.