Where Insight Meets Connection: Hevi’s Strategic Approach

Preparation, Partnership, and People: My Approach to Executive Search

In the world of executive search, the difference between a transactional recruiter and a trusted strategic partner comes down to one simple but powerful thing: preparation. As a senior consultant specializing in the industrial and manufacturing industry, every great placement starts long before I have the first meeting. It begins with curiosity – a genuine passion to understand what the client wants to drive their business and not just fill the leader’s position, but a righteous one.

I’ve learned that being an effective consultant is more than just matching skills to requirements; it’s about mastering the industry itself. In this article, I’ll walk you through my approach to connecting with clients and candidates through trust, understanding, and the human connection touch.

Becoming a Subject-Matter Expert

One key principle I’ve held close to my heart since starting my journey at BTI Executive Search Indonesia is the importance of becoming a “Subject-matter Expert”. From the beginning, I’ve focused on the industrial and manufacturing sector—constantly deepening my understanding of its trends, market dynamics, and challenges. My goal has always been clear: when clients in this industry think about hiring, I want them to think of me and the team at BTI Executive Search Indonesia.

This expertise has allowed me to evolve from being just a recruiter to becoming a trusted advisor. But this recognition doesn’t happen overnight—it’s earned through consistent effort, credibility, and a commitment to delivering value far beyond the hiring process.

Finding the Right Partnership

1. Preparation and research as the Foundation

While my client relationships often begin through traditional channels, like LinkedIn outreach, emails, and direct messages—what truly sets out a meaningful connection apart from a cold introduction is preparation and research.

Before reaching out, I invest time in understanding each company: their expansion plans, products, business model, and even the people behind the brand. These small but significant details allow me to approach potential clients with genuine insight, not just a generic message.

This is why I rarely agree with spontaneous meetings. I value the time needed for proper research, ensuring every conversation is informed, relevant, and strategic. It allows me to demonstrate a strong understanding of their industry, anticipate their needs, and offer guidance on current talent market conditions.

2. Building Brand and Trust

Building my own branding is another key part of my strategy. Through my LinkedIn posts, I share perspectives and market insights that reflect my deep understanding of the chemical industry. This consistent and informed presence positions me as both a recruiter and an industry advisor.

Another principle that defines my approach is restraint. I do not oversell. Instead, I focus on educating clients about the realities of the job market, including talent availability, compensation trends, and industry movement. This approach builds trust and reinforces BTI’s credibility as an executive search firm.

The Power of Referrals

I’ve also found that referrals are a powerful way to gain new clients, but this doesn’t happen overnight. It usually comes after spending several years in the business —often more than three years. These referrals, or word of mouth, come from previous clients and are earned through professionalism, transparency, and consistently delivering results with a strong service ethic. It’s proof that clients remember more than just a successful placement; they remember the partnership and the experience that came with it.

My Approach to Hiring Candidates

1. A Personalised Strategy

When it comes to finding the right leaders, I believe the process should be as thoughtful and strategic as the roles themselves. At BTI Executive Search, every placement begins with a deep respect for people—understanding their stories, ambitions, and individuality. At the executive level, we aren’t just filling a position; we are helping shape the future of an organisation.

Most of my candidate sourcing happens through LinkedIn. Since BTI focuses on executives who aren’t really actively seeking new roles, this presents a unique challenge. I often ask myself, “You can’t treat them like an applicant. How should I approach them?” The answer lies in understanding what drives them and what truly matters to them.

I believe every candidate deserves a personalised approach. Each candidate has a different way, and no two conversations are the same. I study their profile carefully—how they’ve grown, what industries they’ve thrived in. It takes time, but this preparation helps me connect professionally and build trust.

2. Cultural Sensitivity and Trust

Cultural sensitivity also shapes how I connect with Indonesian professionals. Small gestures matter. Using respectful greetings like “Pak” or “Bu” and a warm “Salam kenal” (Nice to meet you) may seem simple, but they create an immediate sense of respect and sincerity.

3. The “Psychology Game”

Sometimes, confidentiality adds another layer of complexity, especially when a role cannot be disclosed upfront. In these cases, I approach the conversations from a place of curiosity rather than persuasion. Instead of pitching a position, I start by asking about their career journey or industry insights. These conversations often evolve into something more meaningful.

I call this approach the “psychology game”; understanding how people think and respond. After a genuine discussion, I might ask, “Do you know anyone with a similar background or an acquaintance as good as you who’s available and would love to explore new opportunities?”. This simple question often makes the candidate pause and reflect: “Why not me?”. It’s a thoughtful and soft way to spark interest without pressure.

The BTI Difference: Human Connection and Market Insight

One of BTI Executive Search’s strongest differentiators is our emphasis on human connections. While many other firms may rely entirely on virtual processes, we encourage our team members to meet both clients and candidates in person whenever possible.

These face-to-face interactions and offline discussions are incredibly valuable. They allow me to understand more about the candidate or client, build genuine rapport, and read non-verbal cues. This offline meeting also ensures clients and candidates remember us even more.

These meetings often uncover new opportunities—companies planning expansions, industries shifting, or leaders considering their next move. Every meeting becomes a window into the market and a chance to grow BTI’s network.

Beyond Search: Strategic Foresight

Beyond headhunting, BTI Executive Search offers talent mapping services for clients who aren’t hiring immediately but want to stay ahead. Through detailed market research, we provide insights on the market situation and help organizations understand where talent sits within the industry, who their competitors are hiring, and what leadership capabilities are emerging. For our clients, this is more than just data; it’s strategic foresight.

Our Partnership Promise

Our approach is rooted in a simple belief: great leadership decisions begin with understanding people. We take the time to study not only industries but also the individuals who lead them, ensuring every recommendation aligns with both the role and the culture.

This human-connection-centered approach allows us to connect organisations with leaders who not only fit on paper but can truly make an impact.

If you see your challenges reflected in my approach, feel free to connect with me! Your journey starts with a confidential conversation tailored to your specific goals, whether you are building a team or shaping your career.