For employers

Senior hiring across Asia Pacific, handled with discretion.

For CEOs, boards and HR leaders filling senior to C-suite roles in healthcare, life sciences, pharma and medtech, and selected roles in technology and hospitality.

Which service fits

Start from where you are.

Your situation	Where we'd start
A senior or C-suite role is open now	Executive search
You're planning a new market, a new team or succession	Talent mapping
You have strong people who need to step up	Talent development
You have a final candidate and the stakes are high	Executive due diligence, with EXELLAR

01 · Executive search

Fill a senior role with the right person, not the available one.

Our core work. One consultant runs your search from brief to onboarding.

How it runs

Define the role. We learn your culture, goals and what success in the role looks like.
Research and source. We map the market through our network and approach people who aren't applying anywhere.
Assess. Structured interviews, competency checks and references, written up as candid profiles.
Shortlist. A short list of vetted candidates. We manage interviews and feedback on both sides.
Place and onboard. We support the offer and contract, then the first months in role.

Recent searches: Head of Bioprocess (APAC, biotech), VP Marketing (global, technology), Country Manager (Philippines, pharma), National Sales Manager (Thailand, pharma). Read two of these stories.

02 · Talent mapping

See the market before you hire into it.

Useful before entering a new country, building a team or planning succession.

What you get

Map of the external talent poolReview of your internal benchSkill gaps against your plansSuccession candidatesA hiring strategy for the gaps

Example: mapping a scarce leadership poolA global healthcare business needed a regional commercial-quality leader with regulatory knowledge and the ability to influence affiliate teams across the region. Manufacturing-quality experience alone was not enough, so the pool was small. We mapped 160 candidates, screened more than 120, shortlisted ten and supported eight client interviews.

03 · Talent development

Grow the leaders you already have.

Built around your business goals, not an off-the-shelf course.

What you get

Competency mapIndividual development plansCoaching, mentoring and workshopsProgress tracking and feedbackEvaluation against your KPIs

04 · Executive due diligence

Verify before you sign.

Delivered by our sister company EXELLAR, which specialises in risk advisory.

What we check

Background and employment historyCredentials and qualificationsDirectorships and conflictsReputation and media

See how hiring and due diligence fit together.

Case stories

Two recent appointments.

Clients and candidates are never named. Each appointment was a shared decision between the client, the candidate and us.

International life-sciences business

Head of Bioprocess, APAC

The challenge: The client needed a regional commercial leader with real bioprocess expertise and the depth to lead an experienced team across several markets. Technical candidates often lacked leadership experience. Commercial candidates often lacked the bioprocess or equipment-sales background. Early profiles were turned down for these gaps.
What we did: We reviewed the trade-offs with the client and widened the search into adjacent talent pools, while continuing targeted headhunting. We found an executive who had moved from hands-on bioprocess work into leading commercial and field-application teams. When the client had questions about parts of the candidate's career history, we explored the reasons behind those moves and gave the client that context for its assessment. We then supported the assessment, reference checks and offer.
The result: The candidate accepted the offer and joined in January 2024.

Global technology business

VP Marketing, Global

The challenge: An engineering-led organisation needed a technically credible leader to strengthen its corporate brand, external communications and global marketing. Finding the right executive was only part of it. Leaving a major technology employer meant giving up equity and benefits the client could not match like for like.
What we did: We worked with the candidate, HR and senior leadership to compare the full packages, resolve open questions and shape a workable offer. The final offer replaced equity with a one-time sign-on payment. Alongside the client leadership's own engagement, we stayed in close contact through the offer decision and transition planning.
The result: The candidate accepted and joined in March 2026.

Working with us

What you can expect.

Confidential by default

Your search stays private, from the first conversation to the announcement.

One consultant throughout

The person who takes your brief is the person who presents your shortlist.

A candid view

Our honest read of each candidate, including the reservations.

Realistic timing

Timing depends on how specialised the role is and how discreet the search must be. We give you a realistic view at the brief.

Have a role in mind? Talk to Gilbert directly.

A first conversation is confidential and carries no obligation.

Emailgkhor@exellar-nexus.com

Phone+65 9780 9657

Send an enquiry