Seeking a senior tech role in Asia? Here’s why a recruiter is key

(Left) Vince Natteri, Managing Director of Pinpoint Asia, (Right) Danny Kwan, Hong Kong Director

When interviewing for a new job, solutions architect Khalid Usman found himself facing a common problem: how to align his skill set with the role’s requirements.

Yet with strategic help, he not only aced the process – but also secured an offer higher than expected. 

The difference? The Singapore-based technologist was not actively seeking a change of scenery. Instead, he had been headhunted by a specialised technical recruiter, who reached out over LinkedIn with the opportunity to take on a greater scope of work. 

With a strong grasp of the role’s demands and technical nuances, the recruitment firm, Pinpoint Asia, strategically outlined how Indonesia-educated Usman’s qualifications and regional experience could bridge the gap.

“Unlike standard recruiters, the team had a thorough grasp of the technical requirements and nuances of the position, which allowed them to accurately match my skills and experience

with the needs of the employer,” he says. “Their deep technical understanding of the role, and my particular expertise in technology delivery and solutions architecture, was truly exceptional.”

In addition, the firm went “above and beyond typical recruiter support”, with expert guidance to support salary negotiations and ensure the regional leader’s qualifications were presented in optimal light.

“They provided comprehensive support throughout the entire process, ensuring that I

was well-prepared and confident at each stage,” Usman says. “This helped me understand my market value and secure an offer that was both fair and attractive.”

Unexpected offers

Today, Usman is director at a regional insurance group. And his experience is not unique: despite dampened hiring sentiment, top technology talent at the senior level remains tremendously sought-after by banks, exchanges, insurers, hedge funds and fintech players, says tech leader Tony Sze.

“In today’s market, technology has become a competitive edge for most industries. Sometimes, it is not possible to fill a position by just tapping active job-seekers when a vacancy requires specific experience or even niche skills, or when there is an urgency to fill a critical role,” the former C-suite executive says. 

“Therefore, for any senior IT manager, the top agenda is to maintain and grow a team of reliable technologists against this backdraft of limited provision. A recruitment agency can help a lot.”

When Usman was headhunted, for example, he was “open to new challenges”, but not actively applying to new roles.

Pinpoint proved the potential opening was a good fit by starting with understanding his key motivations, career aspirations, and desired industry. “By taking the time to learn about my goals, strengths, and what drives me, they were able to align these factors with potential opportunities,” he says.

Many like Usman – senior tech professionals flourishing in their posts and curious about new opportunities, but not proactively looking to jump ship – form an untapped pool of talent, distinct from active jobseekers in the market for work.

Thus, good recruiters come not only with robust market knowledge, but also a large network of connections with these ‘passive’ jobseekers, whom they can influence to take up appropriate roles, says Hong Kong-based Sze. 

He is an example, having initially engaged Pinpoint to recruit software engineers, developers, business analysts and technology architects for his teams across four financial institutions over 15 years. 

“Since hiring involves evaluating the technical skills of candidates, a good agency should have subject matter expertise. Their team speaks the same technical jargon as us and the candidates; therefore I had confidence in their help,” he says. 

In-depth discussions around Sze’s own technical know-how led to Pinpoint later approaching the Cambridge University graduate with select positions suited to his seniority and expertise. With this, Sze landed leadership roles at a brokerage and a market operator. 

Smooth search

Given their experiences, both Sze and Usman point to the value-add a specialised technical recruiter can offer in smoothing the search and transition to a new role.

When proffered potential opportunities, Sze’s recruiter briefs him on the organisation’s structure, growth strategy, management team, and presents a shortlist of core people relationships to note and build. He is also advised on his growth potential in the post.

“While I have my own connections, the assistance of a recruiter with proprietary expertise is indispensable for efficiency and reliability,” he says.

Meanwhile, Usman’s recruiter kept him informed and confident through the interview process, even as the firm took three months to extend an offer after the position was put on hold. 

“Pinpoint maintained open and transparent communication, regularly checking in to address any concerns and provide updates,” he says. “They acted as a true partner, advocating for my interests and ensuring that the entire process was smooth and stress-free.”

Beyond access to job openings not publicly advertised, partnering a recruiter means insights into salary expectations, industry trends, and emerging opportunities – particularly valuable in the competitive, rapidly-changing field of banking and finance, Usman adds.

More importantly, amid a backdrop of muted hiring, roles that fit well may be hard to come by independently. Thus, he notes, this offers technologists something precious in the current market: “Recruiters can connect you with potential employers who are specifically looking for talent with your expertise.”