This page reflects where we operate with confidence, not theoretical reach.
We don’t claim to “cover everything.” We work across specific markets and functions where we’ve placed before, we understand compensation realities and we know what good actually looks like at different levels.
We support companies hiring across:
Singapore, Japan, South Korea, Hong Kong, Southeast Asia Hiring across APAC varies sharply by market. Talent availability, seniority expectations, language, and decision cycles are rarely uniform. Clients typically engage us in APAC when local context and stakeholder alignment matter more than speed.
UK, Ireland, Western Europe, Eastern Europe EMEA hiring often looks simple on paper but fragments quickly across markets. We are often brought in when clients need help calibrating expectations across regions and seniority levels.
Middle East hiring is typically high-stakes and expectation-heavy. We support searches where global standards must align with local context, leadership credibility and stakeholder management are critical and relocation and compensation require careful handling. Clients engage us when hiring mistakes carry real operational or reputational risk.
India, Philippines, Vietnam, Eastern Europe, Latin America, South Africa We support distributed hiring where clients need strong senior or specialist talent outside high-cost markets, realistic calibration of capability, title, and compensation and clarity on time zone and communication trade-offs We’re often engaged after clients struggle with quality or need a grounded reality check before scaling.
We focus on roles that sit close to delivery, revenue, or transformation, including: Technology & Product, Commercial & Growth, Corporate & Strategic Functions and People & Support Functions.
We work across different seniority levels when the hire requires judgment, not volume.
Junior to Mid-Level Roles
When the market is tight, the skillset is specific, or the role fails with average profiles.
Senior Individual Contributors
Roles where depth of experience matters more than title or years.
Leadership & Executive Roles
Directors, Heads, and functional leaders with delivery accountability.
We don’t take roles based on seniority.
We take them based on how costly it would be to get the hire wrong.
We tend to work in sectors where roles are tied directly to execution, revenue, or change — and where hiring mistakes are felt quickly.
We are not positioned for high-volume hourly hiring, generic resume forwarding and roles without clear ownership or approval. If a role falls outside our operating sweet spot, we’ll say so early. That protects both sides.
We work with hiring leaders to define what “good” actually looks like — before outreach begins. Misaligned roles create weak shortlists. We prevent that upfront.
Every candidate is screened by experienced recruiters, not junior layers or automation.
We prioritise judgment, context, and fit over volume.
From brief to offer, searches are handled hands-on with direct accountability. No handoffs. No disappearing acts. No inflated pipelines.
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