Nonstop Talent Ltd

Recruitment isn’t just about filling jobs. It’s about understanding people - what drives them, what excites them, and what matches their goals.

I love to help. But what I love even more is changing how people see recruitment. For businesses, it’s not a cost. It’s an investment in their future. For candidates, it’s about uncovering opportunities they didn’t know existed.

What makes my approach different?
	•	I focus on people: The best hires aren’t just skilled. They’re a great fit for the team and culture.
	•	I rethink problems: Can’t find the right person? Let’s look somewhere new. Need to hire faster? Let’s change how you approach it.
	•	I create wins for everyone: The right hire isn’t just about filling a gap. It’s about helping businesses and people grow together.


I launched my recruitment business before the global pandemic. One of the toughest times for many industries. Thriving through that experience taught me how to adapt, solve big problems, and support clients and candidates when it mattered most.

What I’ve helped others achieve:
	•	Found top talent for $100k+ roles that seemed impossible to fill.
	•	Simplified hiring processes, saving businesses time and money.
	•	Helped people land jobs that weren’t just roles. They were life-changing.

Let’s make hiring better.
If you think recruitment is broken, let’s fix it together. Whether you’re building a team or looking for your next role, I’ll help you find the right fit.

Founder

Native Recruit

The best part of being a recruiter is changing people's lives, getting them the opportunity that they wouldn't find it on their own. We are creating real experience for the real people. It feels fantastic when we call candidates to tell them they've got a job. Cause we realise that what we do does matter.
​
​At Native Recruit, everyone supports each other, we offer a one-of-a-kind competitive yet collaborative work environment where you'll work harder and have more fun than you've had at any other job. We are each others' inspiration and we bring the best version of each other.

General Manager

920 Recruitment Specialists

Auckland IT & Digital, recruiting of permanent employees and contractors across infrastructure, product management and development, telecommunications, programme and project management, security, web development and production, business and systems analysts, architects and IT sales.

Senior Consultant

RWA Technology People

Business Development Manager/Senior Recruitment Specialist

Beyond Recruitment

I specialise in both permanent and contract recruitment across IT throughout the North Island of New Zealand. Working with exceptional customers within the IT sector, my primary focus is to partner with candidates and clients, using the depth and breadth of my expertise and market knowledge to ensure we make the unique match that makes individuals, companies and industries flourish.

Client Manager - IT & Transformation

Hays

I specialised in contract recruitment across IT Infrastructure Service throughout the North Island of New Zealand.

Recruitment Consultant

Enterprise Recruitment New Zealand

I specialised in providing temporary staff solutions in Manufacture/logistic and Transportation Service in Auckland region.

MedCall

I specialised in providing temporary staff solutions in Medical and Healthcare sectors within Waikato region.

Most tech recruiters send resumes.
We send results.

At Nonstop Talent, we headhunt BAs, Engineers, PMs & Cyber Pros who don’t just tick boxes.
They ship fast, solve problems, and scale teams from day one.

No job ads.
No CV spam.
No “maybe” candidates.
Just high-impact hires that drive ROI from day one.

I helped teams at fast-growing NZ companies:

→ Hire engineers who deploy production-ready code in Week 1
→ Place BAs promoted to lead within 90 days
→ Reduce project delays by 40% without adding more headcount

Our approach is simple:
We don’t ask “what does the candidate need?”
We ask, “What ROI does this hire need to drive?”
Then we headhunt for that outcome.

So if your team is:

→ Wasting time screening average CVs
→ Slowing delivery with misaligned hires
→ Missing deadlines due to poor technical fit

Let’s fix it.

Take the free Hiring ROI Scorecard
Find out what your current hiring process is really costing you.
And how to hire for impact, not interviews.

Scorecard Link: https://scorecard.nonstoptalent.co.nz

✅ Built for NZ tech teams.
✅ Exclusive roles only.
✅ Outcomes over resumes, every time.

Jessica Xin Dong

SaaS | Social Listening | Social Intelligence | Social Media Analytics | Consumer Insights | Change Agent | APAC | 🇸🇬🇮🇩🇲🇾🇵🇭

I've been selling for 15 years, with 10 years in Southeast Asian markets where most sellers struggle.

I've worked with big names like Disney, Maxis, and Petronas, plus 60+ other companies across Indonesia, Malaysia, and Singapore.

I built the Trifecta Framework that makes B2B selling work:

1️⃣ Sales Strategies that fit each market
2️⃣ Building your brand on LinkedIn
3️⃣ Creating great experiences for prospects so they don't ghost you

I started as a prison officer where I learned to talk to people in tough situations. These skills helped me succeed in hard markets.

Now I run the B2B Authority Circle (SEA) – a community for B2B sellers targeting Indonesia, Malaysia, and Singapore. We share real tips that work, not theory.

At the core of the B2B Authority Circle lies the Trifecta of the B2B Seller which covers what sellers need to navigate the future of selling in SEA. 

Connect with me to join other sellers who are winning in Southeast Asia's tough but rewarding markets.

Sufi R.

Your first APAC hire will decide your fate faster than your product will.

Alice An nailed the differences between Singapore, Australia, and Japan and it reminded me how much founders underestimate the rest of Southeast Asia.

Here’s the quick take for the other markets:

🇲🇾 Malaysia: The Relationship Operator

Warm but structured. Practice refrain in giving. Moves on trust, not pressure.

🇮🇩 Indonesia: The Market-Maker

Understands hierarchy, culture, and how influence actually works.

🇹🇭 Thailand: The Cultural Navigator

Polite, layered, and relationship-first. Requires finesse.

🇻🇳 Vietnam: The Pace-Setter

Fast cycles. Thrives on clarity, education, and speed.


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Local or foreigner for the first hire?

Simple rule:
If trust and access matter - hire local.
If capability-building matters - a foreign operator can work (with strong local guidance and support).


---

And one more thing:

Your first hire in SEA should not carry a 100% sales target.

The real KPIs in year one are: navigation, trust, education, and clarity.

Sales is the outcome - not the starting point.

B2B Sales Strategist | Founder, The Authority Circle | CX, Sales, Marketing Tech Implementation for Businesses

Executive Search APAC | CyberSecurity AI Software Fintech | Your Talent Partner

Your first hire defines your next 24 months in APAC.
When global SaaS leaders ask where to start in APAC, 
I point them to three very different doors: 

Singapore, Australia, and Japan.

Each represents a distinct strategy.

- Singapore: The Hub & Spoke.
 
A pro-business gateway with regional access and strong multilingual talent. But small domestic demand means you need a Regional Operator who thrives across markets, not just in one.
 
- Australia: The Mature Market.
 
Aligned culture, strong enterprise spend, and short sales cycles. Hire an Enterprise Hunter who knows how to win high-value contracts and navigate complex procurement.
 
- Japan: The High-Reward Play.
 
Large, loyal markets where trust and localization win. You’ll need a Country Manager who’s bilingual, bicultural, and respected locally.
 
Before entering APAC, I always ask my clients to consider these: 
1. What will success look like in APAC 12–24 months from now, and how will you measure it differently from the US or Europe?

2. How will you support your APAC leader in-market - not just for quarter one, but through the first year?

3. Which market are you most ready to win first -and why that one, not the largest one?

Most companies don’t fail in APAC because of product-market fit. 
They fail because they enter with the wrong model, wrong expectations, and wrong hire. 

Choose your entry market with intention. Build your first team with care.

That’s how you build momentum in APAC that lasts.

Save this cheatsheet for later (top right 3 buttons) 

♻ Repost & follow Alice An for winning APAC hiring playbooks.

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The Battle

Jessica Xin Dong

Sufi R.

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The Battle

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Sufi R.

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Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Sufi R.'s LinkedIn Performance

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