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30.03.26
InsightMarket Insights
The AI Talent Gap in Hong Kong Is Real — Here’s What Smart Employers Are Doing About It
25.02.26
InsightMarket Insights
KOS 2026 China Talent Trends Report is here – the paradigm shift that’s moving faster than expected
12.02.26
Company News
Unveiling KOS Community! Driving Social Impact Through Talent, Action and Partnerships
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Locations
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Hong Kong SAR
Suite 610, 6/F Ocean Centre, 5 Canton Road, TST, Kowloon, Hong Kong SAR
View Mapenquiry@kos-intl.com
+852 3180 4988
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Guangzhou
Room 1305A, Agile Centre, Tianhe District, Guangzhou, Mainland China
View Mapenquiry@kos-intl.com
+86 020-66256580
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Shenzhen
Room 1502, Block A, Gemdale Viseen Tower No. 16, Gaoxin South 10th Road, Nanshan District, Shenzhen, Mainland China
View Mapenquiry@kos-intl.com
+86 0755-66613117
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Macau SAR
Avenida Comercial De Macau, FIT Centre, 5 Andar, Macau SAR
View Mapenquiry@kos-intl.com
+853 8296 4387
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Team Member List
Meet the gang!
Team Member List
Meet the gang!
Our Sectors
At KOS, we pride ourselves on our extensive coverage of over 20 industries and functions. From finance and technology to healthcare and manufacturing, our expertise spans across diverse sectors. This broad coverage allows us to effectively match talent with the specific needs of each industry, ensuring successful placements and robust HR solutions across the board.
Accounting & Finance
We have a team of specialists with the expertise to identify professionals who possess the necessary skills, knowledge, and experience to excel in the accounting and finance sector.
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Digital Transformation & Technology
We excel in the placement of candidates within the technology and digital transformation sector due to our profound understanding of the industry. Our expertise allows us to effectively match candidates with a diverse range of roles.
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Technology, Media, and Telecommunications (TMT)
We excel in placing candidates within the TMT industry. Our extensive understanding of the sector allows us to effectively match candidates with a diverse range of roles.
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Industrial Engineering, Manufacturing, and Infrastructure
Our expertise lies in successfully placing candidates in various roles within the Industrial Engineering, Manufacturing, and Infrastructure sectors. With a deep understanding of these industries, we are adept at effectively matching candidates with a diverse range of opportunities.
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Financial Services
We are dedicated to guiding and supporting candidates throughout their career journey. Our mission is to be a trusted partner, working alongside candidates as they navigate their professional paths.
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Food & Beverage and Hospitality
We take great pride in our team of highly experienced consultants who possess an extensive network and strong connections within the Food and Beverage and Hospitality industry.
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Healthcare & Life Sciences
We are recognised for our team of highly experienced consultants who have a robust network and far-reaching connections within the healthcare and life science industry.
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Human Resources & Business Support
We leverage our expertise across various HR domains to assist our clients in finding the best talent.
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Legal & Company Secretarial
We are recognised for our team of highly experienced consultants who have a robust network and far-reaching connections within the healthcare and life science industry.
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Procurement & Supply Chain
We are highly confident in our expertise across various supply chain and procurement sectors, where we excel in assisting our clients in finding the best talent.
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Professional Services and Education
We are thrilled to have a team of highly experienced consultants with an extensive network and strong connections in the professional services and education industry.
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Property & Construction
We possess a deep level of expertise in various sectors of the property and construction industry, allowing us to excel in our ability to assist clients in sourcing the most exceptional talent.
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Sales & Marketing
We specialize in connecting top talent with leading companies in the sales and marketing realm, leveraging our deep industry knowledge for unparalleled success.
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Temporary & Contracting
Empower Your Business with KOS Staffing – Your Key to Seamless Staffing Solutions!
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Charities and Non-Profit Organisations
Our Charities & Non-Profit Organisations Recruitment team is dedicated to helping purpose-led organisations find the people who share their values—and who will make a real impact.
Learn MoreLatest News
15.04.26
Corporate Name Change Announcement: KOS International Talent Group Limited
We are pleased to announce that our corporate name has officially changed from KOS International Holdings Limited to KOS International Talent Group Limited. This evolution reflects a fundamental truth about who we are: talent is at the heart of everything we do. For years, we have been building careers, strengthening organizations, and contributing to the…
09.04.26
Welcoming Daisy Qin to KOS International
We’re very pleased to welcome Daisy Qin to KOS International as Manager, focusing on financial services recruitment across Mainland China. Based in Shanghai, she will cover mid-to-senior level mandates across primary and secondary markets, as well as the consulting space. Daisy brings 8 years of executive search experience across consulting, private equity, financial advisory, and…
30.03.26
The AI Talent Gap in Hong Kong Is Real — Here’s What Smart Employers Are Doing About It
Something has shifted in Hong Kong’s technology hiring market — and it’s not subtle. After 18 years in technology recruitment, I’ve seen economic cycles, market corrections, and hiring booms come and go. But what’s unfolding in 2026 is different. We’re not just in another talent shortage. We’re in the middle of a structural shift —…
06.03.26
Redefining Female Leadership: Beyond Labels and Toward Real Impact
Every year, International Women’s Day arrives with a familiar wave of floral tributes and congratulatory messages. But beneath the surface of these celebrations, a more critical question remains unaddressed: When we discuss female leadership, what are we actually debating? Is it merely an acknowledgment of hard work? Or are we ready to confront the structural…
25.02.26
KOS 2026 China Talent Trends Report is here – the paradigm shift that’s moving faster than expected
As China continues its structural economic adjustment and industrial upgrading accelerates, talent is emerging as a decisive factor in corporate competitiveness. In 2026, integrated capabilities, global mindsets, and technology enablement will define the new baseline. Employers are no longer looking for narrow specialists alone. They are seeking professionals who can combine business acumen, practical technical…
12.02.26
Unveiling KOS Community! Driving Social Impact Through Talent, Action and Partnerships
We’re excited to introduce KOS Community, a dedicated sub-brand all about giving back to our community, creating meaningful social impact while connecting purpose-driven organizations with exceptional talent. KOS Community operates at the intersection of three powerful pillars: • Strategic Talent Solutions • CSR & ESG Program Partnerships • Empowerment Initiatives Welcome to KOS Community. Let’s build…
02.02.26
從創辦人到職業CEO：企業的「第二次創業」
過去兩年，IPO市場逐步回暖。安永數據顯示，2025年上半年全球IPO集資同比增長約17%，大中華區及新加坡成為主要來源地。融資窗口重啟的同時，也將企業的核心命題推至台前：誰來执掌CEO（首席執行官）之位，創辦人又該歸於何處。 隨着上市節奏加快、資本審視標準趨嚴，中小企業，尤其是家族企業與科技成長型企業，在估值提升、上市籌備、跨境擴張及代際傳承等關鍵節點，開始更早地規劃引入職業CEO。 這並非因為創辦人不夠優秀，而是因為企業所處階段與外部環境，對治理能力、資本溝通能力及組織複雜度的要求已全然不同：當企業從「創業期」邁入「規模化與資本化併行階段」，CEO這個角色本身就發生了質變。 一、三個真實場景：創辦人交棒職業CEO，難在何處？ 哈佛商業研究指出，創辦人交接失敗的風險，是非創辦人CEO交接的2–3倍。不同企業看似面對擴張、傳承、資本壓力等不同困境，本質上都在回答同一個問題：誰來接班，以及以何種方式接班。以下三個典型場景，可涵蓋眾多企業在創辦人過渡到職業CEO過程中會遇到的局面。 1. 擴張的代價——能力邊界到了，心理邊界還沒到 許多企業在獲得融資後開啟高速擴張：團隊從200人擴充至2000人，市場從單一區域拓展至多個區域，組織複雜度呈幾何級上升。但創辦人仍固守「事必躬親」的創業慣性，每一次產品迭代都要親自過目，每一位區域總經理都需直接向其匯報。最終導致決策效率銳減、團隊心力交瘁，核心高管相繼出走。 投資人建議引入一位精通規模化管理的職業CEO，創辦人卻本能抗拒——「憑甚麼我打下的江山，要交給一個外人」？經過反覆溝通，創辦人才逐漸接受一個現實：他擅長的是0到1的創新突破，但1到100的規模化管理需要完全不同的能力體系。 這類場景的核心矛盾是：創辦人的能力邊界已触及天花板，但心理邊界仍未突破。若不先解決這一心理癥結，即便找來再優秀的CEO，也會因權力衝突而導致交接失敗。 2. 代際傳承的困局——家族企業接班，不止是「選一個人」 在許多家族企業裡，創辦人年歲漸長，準備交接給二代或三代，但後者的能力、意願與家族內部共識往往難以統一。一種常見的解決方案是，引入職業CEO負責企業日常運營，子女擔任董事或聯合董事長，既保留家族控制權，又推動企業職業化管理。 但問題隨之而來：一旦出現重大決策分歧，創辦人退居幕後之後，到底誰說了算？是CEO，還是家族成員？家族企業的繼任，從來不止是「挑選一個接班人」，而是對權力結構的重新定義——股權分配、職位設置、決策權限，以及「誰能代表家族」的話語權，都必須重新梳理與組合。若這些核心問題未提前規劃清晰，CEO最終只會淪為夾心餅乾，陷入兩難境地。 極氪（Zeekr）的案例給出了「集團孵化 + 內部職業經理人掌舵」的成功參考路徑，對香港家族企業或集團化企業的代際傳承极具借鑒意義。作為吉利控股旗下新能源核心品牌，極氪自2021年成立起，便由吉利體系內深耕多年的資深高管安聰慧出任CEO。他統籌品牌戰略、產品經營與管理，依托集團供應鏈與生產資源，推動極氪於2024年5月在美國紐約證券交易所成功上市。這一模式既貼合企業原有基因，又符合資本市場治理要求，為香港家族企業或集團化企業的傳承提供了可落地的參考思路。 3. 資本倒逼的換血——倉促換帥，比不換更危險 部分企業首次上市後股價一度飙升，但隨着業績不及預期、發展指引模糊，股價慘遭腰斬，董事會開始質疑創辦人的「資本市場運作能力」。不少創辦人是技術天才，擅長打磨產品、規劃技術路線，每次業績發布會都聚焦長期願景，卻忽視了投資人最關心的核心問題：下一季度收入指引、利潤率改善計劃與現金流路徑。幾次溝通失效後，市場對創辦人逐漸失去信心。 在此背景下，董事會緊急引入具備投行背景、精通資本敘事的CEO，但上任三個月後，公司內部极易陷入分裂：技術團隊抱怨「CEO不懂產品，只會畫餅」，CEO則不滿「原團隊不懂商業現實，不配合變現目標」。 這類場景反覆印證一個事實：CEO繼任絕非換一個人那麼簡單，而是重建信任、重塑文化、重構權力平衡的系統工程。若這些核心環節未提前設計到位，倉促換帥的代價往往比不換更高。 二、為甚麼這麼多CEO繼任會失敗？ 多年來，我們深度參與眾多企業CEO聘選或繼任項目，覆盤过往案例後，發現了一些共性的失敗原因。 1. 把「找人」當成終點 許多企業認為，只要找到一位完美的CEO候選人，就能解決所有問題。但現實是，即便候選人簡歷光鮮亮麗，若與企業文化、創辦人風格、企業權力結構不匹配，最終仍會以失敗告終。 2. 低估了「放權」的難度 創辦人真正面對權力交接時，往往猶豫不捨。這一問題的根源在於：創辦人並未想清楚，自己究竟是要「找一個幫手」，還是「找一個接班人」。若是前者，就不該用CEO的頭銜與薪酬體系去招募；若是後者，就必須做好心理準備，接受對方對自己的決策提出挑戰。 3. 忽視了「過渡期」的凶險 職業CEO繼任不是一個時間點，而是一個過程，這個過程裡，最具挑戰性的是前90到120天。這段時間，CEO既要建立權威，又要避免激進，還要避免觸發組織的排異反應。上任前三個月，CEO最重要的不是做出成績，而是建立信任——如果連信任都沒建立，再正確的決策也會被解讀為外行瞎指揮。 並非所有創辦人都會走到「被迫換帥」的那一步。多家頭部網絡企業（阿里巴巴、京東、拼多多、字節跳動等）已走過一條「從創辦人到職業管理團隊」的路徑。以字節跳動為例，隨着公司從單一產品走向全球化平台，組織規模和監管壓力急劇上升，創辦人張一鳴在2021年主動提出卸任CEO，將日常經營權交給聯合創辦人梁汝波，自己轉向遠景戰略、企業文化、社會責任等長期重要議題。這種「主動讓位」的前提，是創辦人先正視自身在複雜組織治理上的邊界，再通過內部培養的職業經理人完成權力移交，本質上就是把「放權難題」提前攤在桌面，而非拖到組織已嚴重失衡、只能被動換帥。 三、KOS怎麼做：把風險前置到聘選之前 我們的經驗表明，從創辦人到CEO交接的成敗，絕大部分取決於聘選前的準備工作，而非發出offer的那一刻。 1. 先診斷，再匹配 當企業找到我們表示「想找一位CEO」時，我們不會立即啟動候選人庫篩選，而是先花費2-3周時間開展深度診斷。我們會向創辦人、董事會、核心團隊三類主體，針對性詢問同一核心問題的不同維度： • 對創辦人：「你準備放手到甚麼程度？哪些決策你必須保留？哪些決策你可以完全交出？」 • 對董事會：「你們對CEO的核心期待是甚麼？是追求短期業績，還是聚焦長期治理？是傾向守成穩健，還是推動變革突破？」 • 對核心團隊：「你們希望新CEO具備哪些特質？最擔心遇到甚麼樣的管理者？」 這些問題看起來簡單，但答案往往五花八門，甚至互相矛盾，而這些矛盾，恰恰是未來繼任失敗的潛在隱患。診斷階段的目標，不是找到標準答案，而是把潛在衝突擺到台面上，促成各方提前達成共識。 2.…
06.01.26
KOS 2026 Hong Kong SAR Salary Guide: Navigate with Confidence
As we enter 2026, Hong Kong SAR’s talent market is undergoing cautious recovery alongside structural change. Digital transformation, AI adoption, tighter regulation, and evolving cross-border dynamics continue to reshape how organizations hire, reward, and retain talent. While some sectors remain focused on cost discipline and efficiency, others compete actively for niche capabilities – reinforcing a…
29.12.25
5 Skills in IT That Will Be Non-Negotiable in 2026
As we head into 2026, one thing is becoming clear: headcount may be selective, but expectations for every hire are going up. Companies are operating with tighter budgets yet bigger transformation agendas. The professionals who will stand out aren’t just technically strong; they blend robust technical capabilities with commercial awareness and the human skills that…
