Step1ne Team
Consultant team
Step1ne's headhunting consultants help companies find people, and help talent take their next step.
Swipe left or right to see each consultant
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Jacky
Roles we often fill
Industry
Manufacturing, semiconductors, construction
Languages / Regions
Chinese, English | Taipei, New Taipei
A year and a half in headhunting, covering mid- to senior-level management roles in finance, IT, supply chain and operations, as well as a wide range of other positions such as executive drivers. With every new job order, the first thing to pin down is: is this an expansion or a replacement, and why is the role open? From there, AI matches and searches for qualified candidates 24 hours a day while the consultant personally reaches out by phone, running both tracks together to speed up hiring.
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Phoebe
Roles we often fill
Industry
Construction (BIM), semiconductors, technology engineering
Languages / Regions
Chinese | Taipei
3 years and 10 months in recruiting. When a new role comes in, I first confirm the requirements framework with the company, then analyze the candidate profile and draw a talent map so I know where to look. I once helped a BIM team expand: based on the experience and traits the company asked for, I reached out directly to mid- to senior-level candidates through multiple channels and completed the placements within three months. I believe a match only means something when you truly understand the core needs of both the company and the job seeker.
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Eileen S
Areas of expertise
Strengths
Region
Taipei
Candidates for mid-to-senior roles are usually not looking for a job. When we reach out, we first listen to what matters to them now, and only then discuss whether the opportunity is a fit. We don't rush or push, so both the candidate and the company have enough time to decide. Before the interview, we help the candidate understand the problems the role needs to solve; afterward, we check in with each side separately so the next step is clearer.
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Dan H
Before recommending a candidate, we go through the job duties, work location, and expected compensation with them one by one, and only submit once both sides are clear. Every "we found out it didn't match after the interview" we avoid saves time for both the company and the candidate.
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Anna
We make a habit of splitting job requirements into "must-have" and "nice-to-have" columns and aligning with the company before we start searching. With the requirements clearly separated, the search isn't held back by unnecessary hurdles.
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Elyse Fang
We care about response speed every time: questions from candidates and feedback from employers are passed on the same day whenever possible. When hiring stalls, it is often not because no one can be found, but because messages get stuck between the two sides.
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