微旺爱海
Aihire
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.
The costliest mistake in cross-border hiring is not failing to find people — it is misjudging their language ability. A CV that says "fluent Japanese" does not tell you whether the candidate can run a client call or write a business email. Our approach: assign a consultant who speaks the language, interview and test the candidate in that language, state the language assessment explicitly in the submission, and then layer local work-permit and employment compliance on top.
Japan-facing operations, EC site operations for Japan, technical documentation and localisation, on-site support, sales and business development.
Korea-facing operations, game and content localisation, business development, product and project coordination.
Local customer service and operations, live commerce and content, channel and BD, factory and warehouse management.
Indonesia and Malaysia site operations, customer service, local marketing and channels, supply chain coordination.
Regional HQ roles in Southeast Asia, cross-border commercial, overseas marketing and operations, international product and engineering teams.
Multilingual customer service, community management, subtitling and localisation QA, overseas social media.
A self-rating on a CV is a starting point. What determines performance after the start date is the following.
Building an overseas team from scratch. A Chinese team is establishing itself in Japan, Korea, Thailand, Indonesia or Vietnam and needs its first "business-fluent plus language-fluent" hires. We start with a market talent map, advise on role priority and hiring sequence, then deliver role by role.
Filling localisation gaps. The overseas site already exists but needs local operations, support, content or BD people in specific languages — without interviewing a string of unsuitable candidates first.
Bridging roles between HQ and local teams. Project managers, regional BD and supply chain coordinators who can operate in both Chinese and the local language.
| Topic | Why it matters | How we handle it |
|---|---|---|
| Work permits and visa categories | Mismatched job scope, salary level and permit category cause trouble at renewal or when the role changes | We check the real local permit framework (Malaysia Employment Pass, Singapore EP and S Pass, Japan status of residence, Korea E-7 and others) and note that thresholds follow the latest rules of the local immigration authority |
| Employment entity | Without a local entity, who signs the contract, pays salary and files social insurance? | We work through the options with our HR services team, using dispatch or local partnership structures where appropriate |
| Salary benchmarking and expectations | Expectations vary widely between markets and stalled negotiations lengthen the process | Budget range and candidate expectations are settled before any CV is submitted |
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. Country-by-country hiring realities are set out under Coverage.
Yes. The consultant for that language runs the interview in it and writes the language assessment into the submission, so you can see the basis for the judgement on speaking, listening and domain vocabulary.
Yes. Multilingual roles commonly exist as remote, local or cross-city arrangements. We confirm the working location and start model first, then match candidates by location.
We factor the permit category, who applies and the expected timing into the hiring plan and advise on document preparation. Application requirements, fees and processing times follow the latest rules of the local immigration authority.
Yes, parallel multilingual delivery is routine. Each language gets its own consultant, with one shared delivery cadence and reporting format.
About 65% of the candidate tracking in our pipeline involves a Chinese requirement (including Cantonese) — Chinese is our strongest language direction, alongside Japanese, Korean, Thai, Bahasa and Vietnamese. We work as single-role search or as volume recruitment outsourcing.
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