| | Timeo's Talent Spotlight May 2025 | | | | | |
Dear Guest,
“I Thought I Had Failed…”: A True Story of Cultural Gaps when Recruiting in Asia
Eighteen years ago, just as we were launching our recruitment practice in Asia from our Singapore base, a French multinational approached us for a critical first hire in the region. They wanted someone versatile — an accountant who could also support operations, finance, admin — someone proactive who would grow with the company. A true builder.
We found Elmy. He was sharp, trustworthy, curious, and full of potential. We sent him for an interview with the hiring manager, a French leader who had just landed in Singapore.
The two of them spent two hours in conversation.
Shortly after, Elmy called me, sounding disappointed: "Isabelle, I think I really failed. The interviewer kept throwing tough questions at me. I wasn’t ready for that. He looked impatient, frustrated. I’m sorry—I don’t think it went well at all." Minutes later, the hiring manager called me too—sounding energized: "I love this guy! I pushed him hard. I tested his thinking under pressure. He didn’t crack. He’s solid. I want him." I had to pause and say: "That’s great… but we may have a problem. Elmy is convinced you didn’t like him. He’s withdrawn."
The client was stunned. What followed was one of our client’s first real insights into the nuances of intercultural recruitment in Asia. I took some time to speak with Elmy and help bridge the cultural gap that had surfaced. "For many French leaders, interviews are like stress tests — a chance to see how you respond under pressure. But in Singapore, interviews are often seen as a space where you're encouraged to present your best self in a positive light."
Let’s keep the conclusion for the end of the article. Here is below what was actually at play.
Building Stronger Teams in Asia Starts with Intercultural Recruitment
This story is just one of many we’ve encountered over the years. It captures a reality that’s too often underestimated: Multinational success in Asia requires successful intercultural management every step of the way - and it starts with intercultural recruitment.
So in this article, we will focus on this first step, recruitment.
As leaders, we often talk about the importance of hiring for potential, diversity, and cultural fit. But few of us pause to ask ourselves: - Are our hiring managers and HR teams trained to detect talent through a cultural lens
- Do we know how our questions, tone, and formats are received across cultures and which questions can lead to the answers we are looking for?
- Could we be missing out on exceptional candidates because of simple misunderstandings?
One Asia, Many Cultures: What Recruitment Really Looks Like on the Ground
Asia is not one market. It is a mosaic of cultures, communication styles, and expectations. What feels appropriate or impressive in one country might feel off-putting or awkward in another.
Here are just a few of the many examples that we have observed from hiring across the region for the past 20 years, of culture traits affecting candidates behaviour. - Singapore: Candidates in Singapore often straddle East and West. While some are assertive and direct (especially those with international exposure), others value modesty and may underplay their achievements. Employers who are expecting outspoken confidence might miss out on excellent, quietly competent leaders. Additionally, work-life balance is becoming a key concern among candidates, which may be misread by global HQs as a lack of ambition if not culturally understood.
- Malaysia: Strong respect for hierarchy means candidates may hesitate to directly challenge authority or voice differing views during interviews. Ethnic diversity also adds another layer of complexity—language, communication preferences, and job expectations can vary significantly across Malay, Chinese, and Indian Malaysians.
- Thailand: Thai professionals tend to avoid direct confrontation and highly value group harmony. In interviews, they may focus more on collective results rather than individual accomplishments and steer away from discussing challenges openly. Without cultural context, this can often be misinterpreted as a lack of ownership or initiative.
- Indonesia: Relationship-building is key. Candidates may place significant importance on personal chemistry with hiring managers and expect clarity in the hiring process. Decisions may take longer and be influenced by collective group affiliations, family or community considerations, especially for mid-level to senior-level roles.
- China: Highly career-driven and competitive, Chinese candidates seek rapid growth and visible learning opportunities. While many are globally minded, there is growing pride in local achievements and brands. Employers who do not clearly demonstrate commitment to local leadership development may struggle to attract or retain top talent.
At Timeo-Performance, we work with our clients to make sure this critical cultural dimension is part of the recruitment process. Because we believe this is key to any successful hiring (and to avoid a costly hiring mistake) and this is why all of our Consultants are trained on in CQ-Cultural Intelligence.
Growing Company in Asia? Don’t Skip the Intercultural Preparation
Too often, the responsibility for recruitment is placed in the hands of well-meaning but culturally unprepared managers. The result? Talent gets lost in translation. That’s why every person involved in your hiring process — HR, leadership, operational managers — need to be trained in intercultural recruitment. Not only to avoid hiring missteps, but to build trust, create inclusive candidate experiences, and ensure new hires thrive from day one.
At Timeo-Performance, we don’t just recruit—we support & educate. Our intercultural training programs are designed specifically for multinational companies in Asia. We help teams: - Understand regional communication styles
- Adapt interviews to local expectations
- Balance corporate culture with cultural sensitivity
- Build alignment between HQ and APAC teams
Conclusion
Diverse teams, when well-managed, consistently outperform homogenous ones ... or underperform them when badly managed (as brilliantly studied by Nancy J. Adler in ‘International Dimensions of Organizational Behavior’). Diversity without understanding leads to friction, not innovation. Getting hiring right in Asia isn’t about choosing between local and global—it’s about bridging the two. That’s where Timeo-Performance come in, to bridge the culture gap.
So, as promised, here is the happy conclusion of our Intercultural story and the solution we brought to Elmy; We sat down with Elmy and walked through the entire interview process together - reviewing the questions asked, the answers given, and helping him see, feel and understand the culture gap by offering insights from the perspectives of BOTH cultures. We also spent time with the CEO and offered him an accelerated CQ-Culture Intelligence training to help him understand how candidates in Singapore might ‘behave’. We explained how certain misunderstandings may have led Elmy to feel like he had failed, and why he initially believed it wouldn't be the right fit for either of them.
Elmy accepted the role. Today, he’s the General Secretary for Asia and CFO for the group — a key driver in one of the company’s most successful international growth stories. If you’re expanding in Asia, rethinking your team, or struggling to align your hiring process across cultures, let’s talk. At Timeo-Performance, we’ve been building intercultural success stories since 2008.
If you’re expanding in Asia, rethinking your team, or struggling to align your hiring process across cultures, let’s talk. Do not hesitate to book a consultation session with me: https://calendly.com/isabellelarche_timeo-performance.
At Timeo-Performance, we’ve been building intercultural success stories since 2008.
Let's be good together™. | | Go to this section if you want to know more about our Intercultural Training Programs – we also have a ‘Save the Date’ for a Free Intercultural ‘How to’ Webinar that you do not want to miss. | | | | 10 Highly skilled individuals who we believe could be excellent additions to your teams | | | | Country Base
& Nationality | SINGAPORE
Singaporean | | Industries | Automation and Manufacturing
| Candidate highlights
| - Brings a well-established distribution network across the automotive aftermarket sector in Asia, with direct access to major distributors and key decision-makers—ideal for accelerating market penetration and growth.
- Strong strategic acumen in market intelligence, pricing, and go-to-market strategy, driving data-backed decisions that maximize sales ROI and support successful product and market launches.
- Proven sales leadership across the Asia-Pacific region, with a track record of building, leading, and inspiring high-performing teams aligned with company goals.
- Highly collaborative, with strong interpersonal skills to engage cross-functional teams and key stakeholders at all levels.
- Self-driven and results-oriented, with a solid track record in creating value through business growth and new market development.
| | Specific skills | Strategic Planning, Market Intelligence, Channel & Business Development | | Education | Nanyang Business School (Nanyang Technological University) - Executive Master of Business Administration | | Languages | English and Mandarin
| | Availability | 1 month |
| | | | | | Ref #2 New Business and Alliance Manager | | Country Base
& Nationality | CHINA
Chinese | | Industries | Biotechnology Research and Pharmaceutical Manufacturing | Candidate highlights
| - Spearheads technical sales across strategic regions in China—including Beijing, Tianjin, Xi’an, Wuxi, and parts of Shanghai—managing a robust portfolio of approximately 50 clients
- Skilled in uncovering product development opportunities during client engagements and delivering customized solutions that align with evolving needs
- Ensures seamless project execution and high client satisfaction by coordinating technical resources, market data, and product documentation in close collaboration with the French HQ and local distributors
- A strong brand ambassador, actively representing the company at industry exhibitions and leading high-impact webinars and seminars in key markets such as Xi’an and Beijing
- Demonstrated success in growing the client base in Beijing, Tianjin, and Henan through focused and strategic business development efforts
| | Specific skills | Account Management, Business Development, and Product Management
| | Education | Pierre and Marie Curie University - Master's Degree, Health Marketing | | Languages | English, Chinese, French | | Availability | 1 month |
| | | | | | Ref #3 Commercial Supply Chain Service Manager | | Country Base
& Nationality | MALAYSIA
Malaysian | | Industries | IT Services and IT Consulting, Construction, Appliances, Electrical, and Electronics Manufacturing | Candidate highlights
| - Leads the strategic planning and execution of global supply chain operations, with a strong emphasis on optimizing end-to-end processes to enhance efficiency, shorten lead times, and improve customer satisfaction.
- Manages a global network of freight forwarders to ensure timely and compliant deliveries from manufacturers to end-users, while overseeing import/export operations to streamline regional distribution.
- Proactively collaborates with third-party logistics providers to ensure seamless warehouse operations, prompt container arrivals, and minimal customs delays, particularly across high-volume regions such as Malaysia.
- In addition to operational excellence, she is skilled in building high-performing teams, setting key performance benchmarks, and driving cost efficiency,
| | Specific skills | Logistics Management, Vendor Engagement, Distribution Management, 3PL and 4PL Management, and Supply Chain Management
| | Education | Universiti Putra Malaysia - Master of Business Administration (MBA), International Business | | Languages | English, Malay, Cantonese, and Mandarin | | Availability | 1 month |
| | | | | | Ref #4 Commercial Excellence Director | | Country Base
& Nationality | SINGAPORE
Singaporean | | Industries | Aviation and Aerospace Component Manufacturing, Industrial Machinery | Candidate highlights | - Corporate entrepreneur and organized business leader with over 15 years of track record in business expansion and transformation for top MNCs (Hager/United Technologies/General Electric et al.)
- Deep exposure in Southeast Asia and broader Asia Pacific markets in electrification and automation domain for built-environment and industrial segments
- Proficiency in strategy development and execution (market, channel, product, process & organization) and hands-on experience in M&A
- Designed and executed structure, process, policies and performance measures/rewards(KPIs).
- Restructured or transformed multiple businesses to increase profit, process and organization efficacy.
| | Specific skills | Strategic Leadership & Business Management, Market Expansion & Revenue Growth, Process Improvement & Organizational Development, B2B Go-to-market/Channel Management, Change Management/Digital Transformation | | Education | Doctor of Business Administration (MBA)
| | Languages | English, Bahasa Malaysia & Indonesia, Mandarin and Cantonese | | Availability | 2 months |
| | | | | | Ref #5 Regional Commercial HRBP (APAC) | | Country Base
& Nationality | SINGAPORE
Singaporean PR | | Industries | FMCG, Banking | Candidate highlights | - Design and Execute People Strategy to boost Commercial teams (Sales, Trade Marketing, Marketing, Consumer Insights, Quality, Media)
- Partnered Centers of Excellence in driving new facets of the Organisation's talent strategies, including a new Top Talent framework, and new pillars of the Line Managers Excellence program
- Led the Organization Design project for total Asia-Pacific, facilitating Regional Board inputs to craft future-ready Functional/Business plans and structures
| | Specific skills | Talent Management, HR Analytics, Organization Design and Talent, Business Partnering
| | Education | Bachelor of Social Sciences, Double Majors: Psychology and Human Resources
| | Languages | English and Mandarin | | Availability | 2 months |
| | | | | | Ref #6 Business Development Director | | Country Base
& Nationality | CHINA
Chinese | | Industries | Pharmaceutical, Biotechnology
| Candidate highlights
| - Strong Business Development experience from 0 to 1 in both MNC and in New Business start up with solid sales growth
- 14 years experience in an international with the ability to establish deep links betwen the local and global headquarters
- 10 years + experience in Distribution Channel Management managing and developping business for DX/Research/Pharma CGT
| | Specific skills | Product development, Market Intelligence, Channel Management
| | Education | Master, Bio-chemistry & Molecular Biology | | Languages | English and Mandarin | | Availability | 2 months |
| | | | | | Ref #7 Manager, After-Market Service | | Country Base
& Nationality | SINGAPOREAN
Singapore | | Industries | Manufacturing, Industrial Refrigeration | Candidate highlights
| - Lead an expanded sales team to drive service business opportunities across Singapore, Vietnam, Sri Lanka, Hong Kong, Malaysia and other SEA markets
- Developed strategic programs for SEA aftermarket services using data analytics and CRM tools.
- Strong background in sales strategy, market penetration, and customer engagement across Southeast Asia.
| | Specific skills | Certified Internal ISO Auditor, Operations Management, Market expansion and penetration
| | Education | Bachelor of Engineering in Mechanical Engineering | | Languages | English and Mandarin | | Availability | 2 months |
| | | | | | Ref #8 Human Resources Manager, People Operations | | Country Base
& Nationality | SINGAPORE
SIngaporean | | Industries | Construction, Engineering, and Infrastructure
| | Candidate highlights | - Experienced in end-to-end HR operations – managed full local and regional HR functions including manpower planning, recruitment, and employee engagement.
- Experienced in training and development – created and implemented Total Company Training Plans and launched digital onboarding and e-learning platforms.
- Expert in HR transformation and stakeholder engagement – successfully transitioned key HR campaigns to global platforms and supported regional offices in Malaysia, Myanmar, the Philippines, and Saudi Arabia.
| | Specific skills | Talent Management, Employee Engagement, Training & Development, HR Digitalization
| | Education | Bachelor’s Degree in Business (Human Resource Consulting), Minor in Psychology | | Languages | English and Mandarin | | Availability | 1 month
|
| | | | | | Ref #9 Chief Operating Officer (APAC) | | Country Base
& Nationality | HONG KONG
Hong Kong resident (French national) | | Industries | Digital, Marketing Services, E-commerce, Healthcare | Candidate highlights
| - Positive and dynamic professional with all-rounded digital experience.
- 10 years’ experience in operations management, client servicing and pre-sales, business and financial planning.
- Transversal vision of business from sales to delivery. Strong analytical and interpersonal skills leveraged to drive results.
- Capable to navigate in very different environments from MNCs to small structures and extensive experience of cross-cultural management.
| | Specific skills | Strategic & Analytical thinking, Ecommerce & Digital Marketing, Operations management & optimization, Change management, Relationship building, Multicultural management
| | Education | Master of Science, Ecole Centrale Paris – Master of Science, Universidade Federal do Rio de Janeiro (Tier-1 public university in Brazil) | | Languages | English, French, Portugese | | Availability | 1 month |
| | | | | | Ref #10 Managing Director, Innovation & Strategic Growth | | Country Base
& Nationality | SINGAPORE
Singaporean | | Industries | Industrial Engineering | | Candidate highlights | - A seasoned executive with over 15 years of leadership experience in driving regional business growth, technology innovation, and strategic transformation across both industrial and consumer sectors
- Proven track record in leading cross-functional teams, scaling innovation pipelines, and forging high-impact partnerships with global and regional stakeholders
- Led business units and operations, developed new revenue models, and implemented digital transformation projects in line with sustainability and growth objectives.
- Expert in commercial strategy, market expansion, and IP commercialization, with deep expertise in Southeast Asia and strong networks across Asia-Pacific.
| | Specific skills | Business Development, Innovation Management, Market Expansion, P&L Management | | Education | Master’s Degree in Intellectual Property Management | | Languages | English, Mandarin | | Availability | 1 month |
| | | | | |
Food for thoughts and actions Intercultural Business Training by Timeo | | | | At Timeo, we believe that national culture significantly shapes our interactions, values, communication and working styles. In over 15 years of getting business results for global clients across a range of industries, we know that successfully navigating cultural differences is a key differentiating factor for success in an international business setting and globalized working environment. | | | | In fact, our national Cultural alignment affects everything we do, at all times and in all places, and is never more evident than in the globalised international business environments of today.
This is exactly where business focussed ‘Intercultural Training’, ‘CQ-Cultural Intelligence Training’ and ‘Cross-Cultural Coaching’ can make a difference.
Our ‘Intercultural Business’ Training programs provide a vital employee development opportunity that is fit for business, and not just a nice-to-have as part of corporate DE&I Initiatives. Easy to absorb practical techniques and approaches help you and your teams to navigate cultural complexities & develop CQ (Cultural Intelligence) to succeed in a global international business setting. Timeo ‘Intercultural Business’ training is designed to develop CQ (Cultural Intelligence) of corporate executives navigating the complexities of a globalized world in areas such as: - Leading an international team
- Handling international clients
- Collaborating with an international HQ
- Managing across borders
- Expanding into new markets (M&A)
Here are the 2 key areas of measurable outcomes with our Intercultural Training- Increasing skill and ability to connect, communicate, collaborate across cultures and borders
- Breaking down cultural barriers, foster meaningful relationships, and thrive in any international business context & environment.
Are you ready to take people to the next level and provide training that narrows the Culture Gaps in your business? | | | | | | Save de Date! Timeo ‘How to’ Quarterly Series of Free Webinars | | How to get a competitive edge:
Intercultural Intelligence in today’s Business World | | | | | | | | | | | | | | | | | | Isabelle Larché Managing Director, Timeo-Performance M: +65 9028 5920 w: timeo-performance.com Registration: 200811838D | EA license: 21C0685 | EA Reg: R1103259 | | | | | | | | | | | | | |
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