微旺爱海
Aihire
Three business lines — recruitment delivery, HR services and flexible staffing — covering the whole journey from finding the right person to employing them compliantly. Performance-based, project-based and fixed monthly pricing are all available, and all of it is written into the contract.
Aihire solves three problems with three business lines: you cannot find the right people (white-collar, blue-collar, ITO and multilingual recruitment delivery), hiring volume has outgrown your internal HR team (RPO and the fixed-fee TAaaS model), and nobody owns the employment entity and compliance work (HR dispatch, payroll and social insurance, flexible staffing settlement). Which one you start with depends on where your bottleneck actually is.
Hand us the execution layer of hiring: role profiles, channel mix, screening and first interviews, interview coordination, offer conversations, onboarding and probation follow-up. Priced on results, with a fixed-fee TAaaS option for unlimited hiring.
The hard part of building an overseas team is rarely finding people — it is who employs them, who runs payroll, and who carries employer liability. An Employer of Record lets you put people to work legally before your local entity exists.
Japanese, Korean, Thai, Bahasa and English talent, sourced by consultants who speak the language the role requires — whether the job sits in Tokyo, Seoul, Bangkok, Jakarta, Kuala Lumpur or Singapore.
Talent solutions segmented by industry, function and business district — customised, integrated and measurable. We cover customer service, sales, R&D, operations, administration and every adjacent role type.
Volume hiring through local branches in 100+ locations and 200+ cities: headcount planning, high-reach sourcing, batch interviews and onboarding management — a whole cohort delivered at once.
Technical hiring is not a keyword match on a CV. We match on stack, business context and the way a team actually works — for single roles, whole teams, or project-based and on-site engagements.
Labour dispatch, contract signing and renewal, social insurance and housing fund filings, payroll and employee records — plus an internet-plus shared staffing platform settled daily, weekly or monthly. Everything after the hire stays with one team.
Recruitment delivery finds, convinces and places people. White-collar, blue-collar and ITO roles are segmented by industry, function and business district; multilingual and cross-border roles are handled by consultants who speak the language the role requires.
Recruitment outsourcing takes the whole hiring process off your desk. RPO is priced on results and fits a concentrated hiring push; TAaaS is a fixed monthly subscription with unlimited hires for continuous, open-ended recruiting.
HR and flexible staffing make sure the people you hire are employed compliantly: labour dispatch, contract signing and renewal, social insurance and housing fund filings, payroll, employee records, plus a flexible staffing platform settled daily, weekly or monthly.
| Where you are now | Start with | Why |
|---|---|---|
| One or a few critical roles that are hard to fill | White-collar recruitment / ITO | Deep single-role search, priced per placement |
| A whole class of roles to fill at volume — retail, warehouse, contact centre, production | Blue-collar recruitment + flexible staffing | Localised volume delivery with flexible cost settlement |
| You are building a team abroad and need Japanese, Korean, Thai, Vietnamese or Bahasa speakers | Multilingual / cross-border recruitment | Native-language consultants assess candidates directly |
| Hiring volume is high and your HR team is buried in admin | RPO | We own the process end to end, priced on results |
| Continuous hiring, mixed role types, unpredictable headcount | TAaaS (fixed monthly fee, unlimited hires) | Predictable cost, no per-role negotiation |
| People are hired, but contracts, social insurance, payroll and records are a mess | HR dispatch and flexible staffing | Localised HR operations, connected to your systems |
Email the roles, headcount, language requirements, salary range and target start date to zoe.zhang@aihire.group, or book a short call.
We confirm the role profile, delivery cadence and pricing model, then come back with an actionable hiring plan and timeline.
Consultants work to the agreed cadence, with progress data and periodic reviews.
We manage offer, onboarding and probation follow-up; anything involving employment compliance continues with our HR team.
100+ branches across 200+ cities, so multi-city hiring does not mean sourcing a new vendor in every city.
Performance-based, project-based or fixed monthly — whichever matches your hiring rhythm.
Consultants working in Chinese, English, Japanese, Korean, Thai and Bahasa with both clients and candidates.
Once hiring is done, dispatch, social insurance, payroll and records continue with the same team — no new vendor onboarding.
Pipeline and candidate status you can inspect and review. The investment group holds 22+ software copyrights and 5 patents.
ISO27001-aligned, bank-level encryption in storage and transit, zero data sharing with third parties.
Yes. Each line can be contracted on its own or combined. Most clients start with recruitment delivery, then hand the HR admin work to the same team once hiring is running smoothly.
Look at whether hiring is a concentrated push or a continuous need. A concentrated push to fill one class of roles suits RPO on a performance basis. Continuous hiring with unpredictable headcount suits TAaaS: a fixed monthly fee with unlimited hires.
Mainland China including tier-2 and tier-3 cities, Southeast Asia (Malaysia, Singapore, Thailand, Indonesia, Vietnam) and East Asia (Japan, Korea), plus Hong Kong and Taiwan.
Once the requirement is clear we quote by role type, headcount, delivery difficulty and market. Scope is agreed before pricing so there are no mid-project surprises.
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Send us the role, headcount, language requirements and target start date. Our consultants respond around the clock and come back with a hiring plan you can act on.
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