Whether you're filling a board-level seat, staffing an operation, or sourcing production workers for a plant abroad, the working method is the same: a brief we've actually interrogated, a timeline in writing, and weekly reporting you can hold us to.
Tell us what you need:
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Senior leadership and high-volume hiring are different disciplines with different failure modes. We run a separate practice for each, so you're not getting a search consultant improvising a 200-person factory ramp-up.
Typical shortlist delivered within 10 business days of brief sign-off. Full placement typically within 4–8 weeks.
Delivered as a structured research report within 2–3 weeks. Can be run standalone or as the first phase of a live search.
Best suited for single or small-batch hires where the role requires industry knowledge and cultural fit, not just availability.
Particularly useful when a hiring manager has a preferred candidate in mind but wants an independent verification before extending an offer.
Delivery bands: 50–100 hires (2–3 months) · 100–200 hires (3–6 months) · 200–300 hires (6–9 months) · Larger programs scoped individually. All timelines agreed upfront and tracked weekly.
Minimum engagement: 3 months. Structured as a monthly management fee plus a per-placement component. Contact us for a scoped proposal.
Service status: launching. Labour sub-leasing in Vietnam is a conditional business line requiring a licence and a statutory deposit. We deliver current engagements through an already-licensed partner entity, and will licence our own entity as volume justifies it. Either route keeps the contract chain compliant, and we set out which one applies before an engagement starts. Priced as a management fee on monthly payroll, standalone or bundled with RPO.
Service status: launching. Because an EOR arrangement places the employee on someone else's payroll and assigns them to your operation, it falls under the same licensing requirement as labour sub-leasing in Vietnam. We deliver through an already-licensed partner entity while our own licence is being put in place, and confirm the structure in writing before anyone is hired.
Currently accepting pilot engagements. Scope, destination market and commercial terms agreed individually.
Every search and every hiring campaign runs through the same sequence. The steps below are what we report against, so a quiet week is still a week you get an update on.
We spend more time qualifying candidates before you meet them, so every person you interview is worth your time.
We go beyond the job description - role context, culture, reporting structure, and what success looks like at 6 and 12 months.
Active mapping of the talent market: database search, industry networking, and direct headhunting of passive candidates not actively looking.
1–2 weeksEvery longlisted candidate goes through a structured competency interview before being considered for presentation.
We present a focused shortlist of 3–5 qualified candidates - each with a full write-up, our assessment, and a calibration note.
Target: day 10We schedule, brief, and debrief every interview round - keeping momentum and surfacing what matters for the final decision.
Formal references with direct past managers, completed before any offer is extended.
We manage the offer conversation so you don't have to. Compensation alignment, counter-offer handling, and timeline management - all handled with discretion.
Check-ins at 30 and 60 days. Replacement guarantee activated if needed - at no additional cost.
Guarantee periodWhat you can hold us to on every search engagement.
If a placed C-suite or VP-level hire departs within 60 days of starting, we re-run the search at no additional fee.
Applies to Director and senior management placements. Same terms - one free replacement within the guarantee window.
For all executive and contingency searches. Qualified, interviewed candidates - not raw CVs.
We will not approach any employee of yours for the duration of our engagement and 12 months after.
Structured progress reports every week - candidate pipeline, market feedback, and next steps.
The same screening standards whether you need 50 people or 300. Volume changes the logistics and the reporting cadence, not the bar a candidate has to clear.
We define the headcount, role profiles, timeline, locations, and quality benchmarks before any sourcing begins.
Job boards, social media, community outreach, campus partnerships, and direct talent attraction - activated simultaneously.
Weeks 1–2Phone pre-screening, assessment tools, and for larger campaigns, group assessment centers to evaluate at scale without compromising quality.
Qualified candidate batches presented on a rolling basis - not held until end of campaign - to keep your hiring pipeline moving.
Offer letters, labor contract templates, statutory registration support, and documentation handled by our team.
Pre-start communication, orientation scheduling, and day-one logistics - ensuring new hires actually show up and stay.
Start dateDashboard covering: funnel conversion, acceptance rates, drop-off reasons, and headcount-to-target progress.
We check in at day 30 on every hire. If any placed candidate exits inside that window, we replace them at no additional charge. The guarantee is per person, not measured against an overall attrition rate.
Day 30What you can hold us to on volume and operational engagements.
We agree a weekly placement target upfront and report against it every week. Shortfalls are flagged proactively, not at the end.
If any placed candidate exits within 30 days of starting, we replace at no additional charge.
Every campaign includes structured reporting: funnel by stage, acceptance rate, time-to-hire, and retention at day 30.
All labor contracts, statutory registrations, and documentation follow local labor law. Any compliance issue is our responsibility to resolve.
We do not solicit your existing workforce during or after the engagement.
Our fees are success-based. You pay when a candidate starts - not when we send you CVs, not when you run interviews. Every engagement begins with a written proposal that lays out exactly what's included, what it costs, and what happens if the hire doesn't work out.
No upfront retainer on contingency and executive searches. We invoice after the candidate's start date, not on shortlist delivery.
A single hire, a large-scale campaign, and an outsourced HR function are each structured differently. We'll send a clear proposal for your specific brief.
Clients who work with us across multiple hires, or on retainer, get better rates. We will tell you when a retained or volume structure would cost you less than paying per placement.
Replacement guarantees on every placement: 60 days for executive, Director and senior management hires, 30 days for mid-level and volume roles. The conditions are written out in our Terms of Service, not buried in a proposal footnote.
You'll receive a written proposal before anything starts - scope, fees, and guarantee terms in plain language. Invoiced within 7 days of the candidate's start date, payable within 7 days. All fees exclude applicable taxes.
We recruit by industry, not by keyword. Where we do not have direct experience in a sector, we say so before taking the brief rather than after.
Before there was a name or an office, there was a group of recruiters taking briefs from employers they already knew. A good share of our work still arrives that way.
Trustify Partners began in 2021, two years before it existed on paper. A small group of recruiters who had worked together took freelance assignments through a partner company, filling roles for employers in their own networks. There was no brand, no office and no marketing spend, just briefs that came in by referral and got closed.
We registered the company in 2023, once the repeat work made it clear the arrangement needed a proper entity behind it. Since then the team has grown past ten people and the brief mix has widened out from the sectors we knew first into manufacturing, retail, logistics, fintech and education.
We have stayed deliberately small. Every search is run by someone senior enough to argue with a client about a shortlist, and there is no layer of junior researchers sitting between the brief and the work.
These are our own delivery records for the Vietnam market, not market estimates. We are happy to walk through the detail behind any of them in a first conversation.
Those are the same problem viewed from two sides. A shortlist is only as good as how truthfully the role was explained to the people on it, and most of the disappointment in this industry traces back to someone accepting a version of a job that did not exist.
In practical terms that means three things over the next few years. Going deeper in the sectors we already work in rather than collecting logos in sectors we do not understand. Keeping the team measured as a team, so no consultant has a commercial reason to sit on a candidate a colleague could place better. And earning the right to run larger programmes, from international manpower supply to multi-site volume campaigns and fully outsourced hiring functions, by delivering the smaller ones properly first.
We would rather tell you a brief is hard to fill, or that we are the wrong firm for it, than take it on and stall. Repeat clients are the only growth model that holds up in recruitment.
The service should be better than what this website promises. If it is not, we would rather hear about it while the engagement is still running than in a reference call afterwards.
Consultants here are measured on what the team delivers rather than on individual placement counts. It removes the incentive to hoard candidates, and it is why a brief gets handed to whoever can actually close it.
These apply to every engagement. Ask us about any of them before you sign.
A cross-section of the functions and levels we hire for regularly. If your role isn't here, it doesn't mean we can't help - most of our briefs are bespoke.
Send us the brief - or just the broad shape of what you're looking for. We'll come back within one business day with an honest view on what's possible and how we'd approach it.