48+
ROLES PLACED
94%
SEARCH COMPLETION
4.7
CLIENT SATISFACTION
30+
ORGANIZATIONS SERVED
CLIENT FEEDBACK
From the people who engaged us
"We had tried two contingent searches for our Deputy GC role before engaging Kindrid. The difference in how the brief was handled was noticeable from the first meeting. The scope document alone was more rigorous than anything the previous firms had produced. The search took eleven weeks and the person they placed has been with us for fourteen months."
Lawrence Wong
Head of Legal Operations — Financial Services, HK
Apr 2025
"The candidate experience audit was useful, if a little uncomfortable — some of the feedback from candidates was not easy to hear. The memo was practical and the recommendations were things we could actually do rather than a wish list requiring a restructure. We implemented most of them within six weeks and have seen a modest but real improvement in offer acceptance."
Jessica Lam
HR Director — Regional Law Firm, HK
Mar 2025
"What I valued most as a candidate was being told who the client was before I was asked to share my CV. That sounds like a small thing but it changes the nature of the conversation — you are making a considered decision rather than submitting and hoping for context later. The process from approach to offer was eight weeks and the communication throughout was reliable."
Priya Krishnan
General Counsel — Technology Sector, HK
Apr 2025
"The hiring process review gave us a clear picture of where our brief development was creating problems downstream. We were writing briefs that were too broad and the assessment criteria at interview did not map back to them. Two specific changes — tightening the brief template and restructuring the second interview — have already made the process feel less inconsistent."
David Yuen
Chief Administrative Officer — In-house Legal Team, HK
Mar 2025
"Kindrid was direct about the fact that our timeline was ambitious for the seniority of the role. That was useful to hear early — we adjusted our expectations before the search was underway rather than discovering it mid-process. The market map they produced was genuinely informative and we referred back to it several times during the interview stage."
Michelle Ho
Group GC — Logistics & Infrastructure, HK
Feb 2025
"The written assessment notes were the most useful thing Kindrid produced. We had five candidates at the presentation stage and the notes made the comparison structured rather than impressionistic. One of the finalists was not someone we would have shortlisted from a CV alone — the assessment note made a strong case for why the profile was worth a conversation."
Raymond Leung
Managing Partner — International Law Firm, HK
Apr 2025
SEARCH ACCOUNTS
How selected searches developed
Organization and role details are anonymized at client request. The accounts below describe the search shape and what it produced.
CASE 01 — RETAINED SEARCH
The situation
A regional financial institution needed to hire a Head of Legal for its Hong Kong entity. Two previous contingent searches over nine months had produced no suitable candidates — partly because the brief had not been properly scoped, and partly because the compensation was below the market range for the seniority level described.
How we engaged
We spent two weeks on the brief before any outreach, including a review of the compensation structure against current market data. The client adjusted the package range following the market map presentation. The search then ran for nine weeks, with seven candidates engaged seriously and four presented with written assessment notes.
What it produced
An offer was made to one of the original four candidates and accepted. The person placed had not appeared in the previous two searches — they had been in a role that was not publicly visible and was only surfaced through direct market mapping. Seventeen months later, the hire remains in post.
CASE 02 — HIRING PROCESS REVIEW
The situation
An in-house legal team at a manufacturing organization was taking on more hiring internally after several years of relying on external firms. They wanted a review of whether their existing process was fit for that purpose before they scaled it.
How we engaged
The review ran over three weeks and included a session with the legal operations lead, the HR business partner, and two hiring managers. We reviewed four recent hire files and the role briefs that had been used. The memo covered five priority areas, each with a specific recommendation.
What it produced
Three of the five recommendations were implemented in the three months following the review. The team ran two searches internally over the following year — both completed in less time than the previous externally run searches had taken. One of the two did result in a retained search with Kindrid for a role the team felt was above the complexity they could manage internally.
CASE 03 — CANDIDATE EXPERIENCE AUDIT
The situation
A law firm had noticed that offer acceptance rates for lateral hires had declined over two years. Exit interview data pointed loosely at the hiring process, but the firm did not have a clear picture of what specifically was going wrong from the candidate side.
How we engaged
We conducted structured interviews with seven candidates who had been through the firm's lateral process in the previous twelve months — four who had accepted and three who had declined or withdrawn. The interviews were conducted independently. The memo identified three recurring issues in the candidate experience that the accepting and declining candidates had described differently.
What it produced
The primary issue was the gap between offer and start date — candidates who declined commonly cited uncertainty about what happened between acceptance and the day they were expected to begin. The firm introduced a structured pre-start communication sequence, and early data from the following year suggested a meaningful improvement in withdrawal rates after offer acceptance.
CONTACT
Speak with us directly
HKIHRM MEMBERSHIP
Kindrid is a member of the Hong Kong Institute of Human Resource Management. Our team holds individual memberships and participates in continuing professional development through HKIHRM programs relevant to talent acquisition practice in the legal sector.
Member since 2022
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