Most hiring failures don’t look like failures.
They look like drag.

The hire made sense on paper.
But decisions slow. Coordination increases.
Work feels heavier than it should.

That’s not a performance issue.
It’s a delivery-risk signal that showed up late.

I run Nonstop Talent for leaders who want to catch that earlier.

I headhunt people who reduce uncertainty fast.
Not “high potential.” Not “good culture fit.”
People whose impact is felt before it needs explaining.

After years inside NZ tech teams, the pattern is consistent:
the strongest hires don’t add activity; they remove friction.
They create clarity, not dependency.
They make teams calmer, not busier.

Most hiring processes are not built to see this.
They optimise for CVs, keywords, and optimism.

I don’t run job ads.
I don’t shortlist maybes.
And I don’t sell comfort.

I work with leaders who care about delivery, trust, and reputation and understand that the real cost of a bad hire shows up later.

Most people reach out after the damage.
A few reach out when something just feels off.

Built for NZ tech teams.
Exclusive roles only.
Outcomes over resumes.

If this resonates, you already know why.
Most of my work happens before leaders are sure they even have a hiring problem.

Jessica Dong

I am an adaptable and motivated individual with a Bachelor of Commerce from the University of Auckland, majoring in Accounting and Information Systems. I enjoy applying my analytical and technical skills to deliver efficient solutions and support positive outcomes across business and technology projects.

With experience in customer service, operations, and administration, I thrive in collaborative and fast-paced environments where I can continue to grow my skills. I am passionate about developing my career while making a meaningful impact in my workplace and the wider community. Always eager to learn, I embrace challenges that allow me to contribute value and create positive experiences for others.

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The Battle

Jessica Dong

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