Local recruitment
Build from the talent around you. Define the responsibilities, relevant experience and working arrangements, then focus the search on people who can do the job.
Role briefing · sourcing · shortlistingRECRUITMENT & MANPOWER SOLUTIONS
Great teams start
with the right
connections.
From the people who keep your business moving to the specialists who take it further. Bring your hiring needs into focus with Trust Vision.
Singapore-basedEstablished 2015EA Licence 15C7814
PEOPLE. OPPORTUNITY. CONNECTION.
A CONVERSATION BEFORE A CANDIDATE LIST.YOUR BUSINESS. YOUR PEOPLE.
Fill a role.
Strengthen a team.
A CV can tell you where someone has worked. A good hiring process helps you understand how they could contribute to your business.
We start with your operating reality: the responsibilities, the team, the schedule and the challenges behind the vacancy. That gives the search a useful direction and gives candidates a clearer picture of the opportunity.
Clarity at every decision.
What the role requires. What the candidate brings. What needs to happen next.
ONE CONVERSATION. A CONNECTED PLAN.
Support across your
hiring journey.
Agree the services you need, the responsibilities on each side and the fees before the search begins.
Overseas talent sourcing
Explore an overseas search where it suits the role and the applicable hiring route. Align candidate expectations with the actual job before progressing.
Search planning · interviews · documentationProfessional & specialist roles
For a specialist, supervisor or management hire, agree the essential capabilities first. Discuss the evidence and interview questions needed to assess them.
Skills brief · experience review · selectionWork-pass coordination
Connect recruitment planning with the relevant application requirements. Discuss Employment Pass / S Pass first, or a Work Permit where appropriate.
Employer authorisation · document preparationOffer & joining preparation
Turn a selection into a clear plan. Align the offer, notice period and intended start date, and identify the steps required before work can begin.
Offer clarity · readiness · joining checklistFollow-through after selection
Set expectations for communication and follow-up before engagement. Confirm any post-placement support and replacement terms in writing.
Agreed scope · practical follow-upDIFFERENT BUSINESSES. DIFFERENT NEEDS.
Let’s talk about
your industry.
Select an area to explore the kinds of roles and job details worth discussing. Examples are not a live vacancy list.
KEEP THE SERVICE MOVINGPeople behind every
People behind every
good service.
Discuss kitchen support, service crew, supervisors and outlet operations. Define the actual duties and the pace of the workplace before shortlisting.
- Shift patterns, split shifts and rest arrangements
- Relevant food-handling skills and role requirements
- Work location, team structure and salary package
Suitability depends on the role, candidate availability and applicable employment and work-pass requirements. Hiring should be based on relevant skills and ability.
LOCAL UNDERSTANDING. A WIDER PERSPECTIVE.
Look beyond borders.
Keep the details close.
An overseas hire needs more than a match on paper. Expectations, documentation and timing must fit together.
Explore foreign manpowerStart with the role
Discuss skills and working conditions before considering the sourcing route. Candidate origin alone does not establish suitability.
Check the pathway
Review the relevant pass, employer requirements and any sector or source-country restrictions before making commitments.
Plan the handover
Clarify who coordinates each step, what is included and which conditions must be met before the employee starts work.
HOW WE WORK
Five stages.
One shared
direction.
A visible process helps you make better decisions—and keeps both sides informed.
Tell us about your vacancyDEFINE
A brief that reflects the real job.
Responsibilities, required skills, headcount, remuneration, hours and work location. Separate the essentials from preferences.
SOURCE
A search shaped around your needs.
Discuss the relevant candidate pool, search priorities and the practical availability of suitable applicants.
ASSESS
Conversations with a purpose.
Review experience, arrange interviews and explore role-specific scenarios. The employer makes the hiring decision.
PREPARE
From offer to readiness.
Confirm employment terms and coordinate agreed documentation. For overseas hires, check the relevant work-pass and arrival steps.
CONNECT
A clear handover into your team.
Confirm joining arrangements and who handles induction, training and follow-up. Review any agreed post-placement support.
MAKE THE FIRST CONVERSATION COUNT
A better brief.
A clearer search.
Use this short checklist before contacting us. You do not need to have every answer—we can work through the gaps together.
Email your hiring brief01The role
Job title, responsibilities, essential skills and headcount.
02The package
Salary range, benefits, working hours and location.
03The timeline
Preferred start date, interview availability and hiring priorities.
04The context
Your business activity, team structure and any relevant hiring constraints.
EMPLOYER QUESTIONS
Before you make
your next hire.
Practical answers on scope, screening, costs and next steps.
Can you help with both local and overseas recruitment?
Yes. Begin with the role and your business requirements. We can discuss local sourcing and, where relevant, an overseas recruitment route. The search approach depends on the engagement and applicable hiring requirements.
What information do you need to start a search?
A job description, headcount, salary range, working hours, location and intended start date. Explain which skills are essential and who will conduct interviews. A clear brief helps us identify gaps before the search starts.
How do you screen candidates?
Screening can cover relevant experience, qualifications, availability and expectations against the agreed brief. Confirm any reference checks, qualification verification or practical assessments you need as part of the service scope.
Can we interview candidates before deciding?
Yes. Discuss interview arrangements, participants and assessment criteria during the briefing. Use the interview to clarify duties and working conditions as well as the candidate’s ability to perform the role.
How long will recruitment take?
It depends on the role, package, candidate availability, interviews and notice periods. Overseas hiring may involve additional application and arrival steps. Agree a search plan without treating an intended start date as guaranteed.
Can you help with work-pass applications?
We can discuss application preparation and coordination as part of an agreed engagement. Employer authorisation and the relevant records are required. The Ministry of Manpower makes the application decision.
What is included in the recruitment fee?
Request a written breakdown of the services, payment milestones and exclusions. Government charges, insurance, travel or other third-party costs should be clearly distinguished from the recruitment fee.
Do you offer a replacement if a hire does not work out?
Any replacement arrangement, qualifying conditions, time window and exclusions must be stated in the agreement. Do not assume a replacement or refund applies unless it has been agreed in writing.
Can you arrange urgent or multiple hires?
Share the number of roles, priority positions and latest acceptable joining dates. We will discuss a practical sequence and service scope. Availability and approval timelines cannot be guaranteed.
What happens after we select a candidate?
Confirm the offer and joining conditions, then coordinate the agreed documentation and onboarding steps. Clarify ownership of induction, training and any follow-up support before the employee joins.
LET’S BUILD WHAT COMES NEXT
Your next great hire
starts with a conversation.
One position or a broader hiring plan—tell us where your business needs support.