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To Our Clients
In the sections below, we'd like to tell you how we go about partnering with you.
International Recruiting Strategies 
Here are Four Questions to guide your recruitment strategizing
Question 1
What is your business purpose and strategy in Greater China? What is your leadership need? In what timeframe?
Question 2
What people sources will you target for the best candidates?
Local professionals? Diaspora ethnic Chinese professionals (Taiwan,
Singapore, Hong Kong)? The large community of North American Chinese
high-tech managers? Western MNC competitors in China? Chinese corporation
competitors?
Question 3
Are you allowing
enough time? Many North American 'hiring rules' do not apply.
Interviewees may not immediately declare 'candidacy', instead, they
may be checking trust levels. 'Two weeks notice' doesn't apply.
International interviews stretch out hiring time and time zone issues
are disruptive. Home offices are generally frowned upon. Yet
you can hire now without having all your logistical questions answered.
Question 4
What compensation package works best? Compensation in China
is rapidly changing. Employee retention was listed recently by 61%
of MNCs as a major issue. Base/bonus percentages of total compensation
range from 60/40 to 75/25 and many firms offer non-cash benefits
beyond the traditional health insurance benefit.
We at TKO Phoenix welcome the opportunity to partner with you as you answer these questions.
Partnering With You 
We begin by getting to know you. Your key people and the business strategy and goals in Asia/Pacific, specifically Greater China.
During the get-acquainted period leading up to the business contract and early stages of work, we'll spend some time discussing international recruiting and how we do it. (Definition of international recruiting-any recruiting in which either Hiring Company or Candidate is non-local or crosses an international border to complete the deal)
Together we build a Strategic Picture of the Hire. What does the Ideal Hire look like? Where will you source candidates? What compensation is necessary to get and keep this person? How much time should you allow for the hire? What will the office be like, in the case of a complete start-up situation.
Once our business contract is signed we'll develop a detailed Job Profile and Selling Points of your firm, with your okay on the final product which Candidates will see or hear. As the search continues our Team continues to refine its efforts, based on feedback, working to get three to five 'perfect matches' for you to choose between. Expect that our prospect candidates will also provide good feedback on your reputation in the marketplace, which we will pass to you.
And finally,
we'll be there in the Negotiation Stage, mediating the offer so
that upon presentation the Candidate is already prepared to accept
and go to work for you.
Fees
and Guarantees
TKO
Phoenix offers clients a choice between fixed fees (search cost
decided upfront) or free-floating fees based on a percentage of
the first year’s total compensation. Many of our clients like
a fixed fee formula because search costs are decided from the start.
Our contract features performance-based billing, with
invoices sent when milestones (not calendar dates) are reached.
Typically, the total fee is divided into a commitment milestone
fee, a ‘right-profile interviews’ milestone fee and
a final success milestone fee. Finally, we guarantee our work
Finally, we guarantee our work.
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