微旺爱海
Aihire
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.
White-collar hiring works or fails on segmentation: an "operations manager" in cross-border e-commerce, in games publishing and in fintech are three different people. We segment by industry, function and business district, settle the role profile, salary range and interview process first, then source to the cadence you need. Best suited to companies filling roles one by one who would rather not build an in-house sourcing team.
Front-line support, team leads, customer success, escalations and complaints — including multilingual support roles.
Sales reps, key account managers, channel and BD, sales operations and support.
Front-end, back-end, QA, DevOps, data and algorithms. Technical search runs through our ITO service.
User operations, content, campaign management, growth marketing, brand and PR.
Administration, HR, finance, legal and compliance support roles.
Department heads, regional leads and senior individual contributors, where industry search depth matters most.
By industry. E-commerce, games, financial services, IT and logistics hire to very different standards. E-commerce cares about peak-season rhythm and data fluency, games about release cycles and player understanding, finance about compliance and stability. The job title may be the same; the screening logic is not.
By function. We break a role down to what the person does daily, who they report to, which tools they use and which metrics they own. That is what makes a candidate match real rather than a pile of CVs.
By business district. Within one city, commute radius, overtime patterns and salary expectations differ by district. The pitch and the channels change accordingly, especially for retail, campus and office-park locations.
Confirm responsibilities, must-haves and nice-to-haves, salary range, reporting line and start date.
Identify where the target people work, what they are paid and what makes them move — then set a realistic hiring expectation.
Multi-channel outreach, screening against the profile, and first interviews covering motivation, salary expectations and stability.
Schedule interviews, chase feedback, support salary conversations and reduce offer drop-off.
Follow up after the start date and through probation, and backfill when a hire does not work out.
CVs and assessment records are stored and transmitted with ISO27001-aligned, bank-level encryption, used only for the recruitment service you authorised, and never shared with third parties.
White-collar covers general functions such as customer service, sales, operations and administration. ITO covers technical roles, where the assessment approach and technology matching requirements differ. Technical roles can go straight to ITO.
Yes, parallel multi-role delivery is routine. Each role gets its own consultant with one shared cadence and reporting format.
Pricing depends on the model: per-placement, RPO on results, or TAaaS on a fixed monthly fee. The terms are written into the contract.
Delivery starts once the role profile is confirmed. Pace depends on role difficulty, salary competitiveness and market supply; the hiring plan sets out the expected timeline.
Go deeper on the services and markets behind this page.
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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