For Founders & CEOs in Asia
Top talent is researching you right now. What do they find?
We turn your LinkedIn presence into a 24/7 talent pipeline, so the best candidates in Asia are already sold on you, before you even post a job.
Cost of one wrong senior hire
Candidates research the CEO first
Best candidates are off market
THE TALENT MARKET REALITY
Your competitors are already doing this.
Here's what it's costing you.
Your competition isn’t just offering better salaries — they’re offering visible, inspiring leaders that people want to work for.
Trust visible leaders
Of professionals say they’re more likely to trust a company whose CEO and senior leaders are active on social media.
Lower cost-per-hire
Companies with strong employer brands see a 50% reduction in cost-per-hire and attract 3.5x more applicants.
Days Lost
Every time you’re forced to hire reactively, you lose 60–90 days you can’t get back. While you’re scrambling, the best candidates are already gone — in under 10 days.
More applicants
Strong employer brands attract 3.5x more qualified applicants than companies with weak or invisible leadership presence.
THE STAKES
What changes when top candidates
know your name.
✕ Top candidates don’t know who you are
✕ Hiring is reactive — scramble when a role opens
✕ Bad hires cost $100K–$250K+ each time
✕ Candidates hesitate — they go to visible competitors
✕ Talent acquisition is slow and expensive
✕ No media coverage, no speaking invitations
✕ Months of training wasted on wrong hires
✕ Can’t plan headcount — always catching up
✓ Top candidates seek you out proactively
✓ Hiring is strategic — warm pipeline of future hires
✓ Right hires save you years and millions
✓ Candidates are excited — they want to work for you
✓ You fill roles in days, not months — at half the cost
✓ Media coverage and recognition compound your authority
✓ Strategic hires who perform from day one
✓ Proactive pipeline means you’re always ahead
THE COST OF INVISIBILITY
Two wrong senior hires per year? That’s half a million dollars lost — plus months of training, lost momentum, and team disruption.
The Talent/OS pays for itself with one single avoided bad hire.
PROOF IT WORKS
Industry examples of what
executive visibility achieves
Industry examples — not Frederic’s clients. These leaders show what’s possible when <br> a CEO’s personal brand becomes their most powerful hiring asset.
Piyush Gupta
CEO, DBS Bank
Transformed DBS into “the world’s best digital bank.” His visibility made DBS a magnet for top tech talent who wanted to work at a bank that thinks like a startup.
Tan Min-Liang
CEO, Razer
Built one of Asia’s most recognizable personal brands. His social media presence made Razer a destination employer for engineers and designers worldwide.
Anthony Tan
Co-Founder, Grab
His founder narrative attracted not just investors, but top operators from global tech companies who wanted to be part of the Grab story across Southeast Asia.
Forrest Li
CEO, Sea Group
His reputation as a visionary operator attracted world-class talent from Google, Facebook, and Amazon to Singapore — people who wanted a leader with ambitious vision.
CLIENT OUTCOMES
Real results from real executives
Christian
CEO APAC, Teads
100% leadership team retained since 2017 · $100M+ revenue · 150-person team built from 1
Scaled Teads APAC from a single-person operation to a 150-person powerhouse delivering $100M+ in revenue across 12 markets. An extraordinary feat in competitive adtech — built on the back of an executive brand that attracted the right operators at every stage.
“The most expensive mistake in Asia expansion isn’t a bad product. It’s a six-month recruitment process for someone you didn’t need yet.”
Christophe
COO, Toku
Senior operators attracted · Instant credibility in APAC cloud communications
A seasoned SaaS executive with 20+ years across Europe, Silicon Valley, and Asia. Built executive visibility that attracted top operators and established credibility as a leader in APAC’s cloud communications space.
“I’m thrilled to join Toku at such a critical juncture of its growth.”
Mark
GM APAC, Lark (ByteDance)
Featured at NRF APAC · Unsolicited LinkedIn endorsements · Lark positioned as serious enterprise challenger
Became a recognized voice in enterprise tech — featured at NRF APAC, CXOciety, and multiple industry events. His personal brand positioned Lark as a serious enterprise challenger in Asia.
“When a team is pushing hard to scale, there is NOTHING better than getting unsolicited endorsements on LinkedIn.”
THE FRAMEWORK
The TalentOS:
3 phases to Executive Authority
Each phase builds on the last, creating compound visibility that attracts top talent proactively.
Phase 1
Foundation
Months 1–2
LinkedIn Profile Transformation
Full audit and rewrite of your headline, About section, Experience, Featured section, and banner — optimized for the keywords top talent searches for.
Executive Positioning Statement
Define what you want to be known for: your unique point of view, leadership philosophy, and company mission.
Visual Identity & SEO
Professional banner, headshot guidance, keyword optimization so you appear in LinkedIn search when candidates research leaders in your space.
→ A LinkedIn profile that makes top talent think “I want to work for this person.”
Phase 2
Authority
Months 2–4
Content Strategy & Ghostwriting
Define 3–4 content pillars. We draft posts in your authentic voice — you review, approve, publish. Minimum effort, maximum impact.
Engagement Strategy
Who to comment on, how to respond, and how to build relationships with industry leaders, investors, and potential hires through strategic interactions.
LinkedIn Newsletter
Launch a monthly thought leadership newsletter that establishes you as the go-to voice in your space and builds a direct subscriber base.
→ Consistent visibility that builds trust with top talent, investors, and partners.
Phase 3
Amplification
Months 4–6
Personal Website
A professional executive website built with AI tools — bio, vision, media mentions, speaking topics. Done for you in days, not months.
Media & Podcast Placement
Published articles by journalists, curated podcast guest appearances (3–5), and media features that create third-party credibility LinkedIn alone can’t.
Awards & Speaking
Industry award submissions, top leader list nominations, and speaking engagement positioning at conferences and panels across Asia.
→ Multi-channel executive presence that makes you the obvious leader in your industry.
Every month without executive visibility is another month your competitors are building the talent pipeline you’re not.
INVESTMENT
Three Programs. One outcome:
Attract Top Talent
Choose the scope that fits your team.
💰 The average client recoups their investment within 90 days from one single hiring decision.
One bad hire costs $100K–$250K. The Talent/OS typically pays for itself before Phase 1 is complete.
FOUNDER
Solo Founder or CEO
US $8,500
6 weeks · 12 live sessions (1:1)
✓ Full Talent Magnet Scorecard
✓ Complete profile repositioning
✓ 90-day content calendar
✓ 8 ready-to-post drafts
✓ Multi-channel visibility plan
✓ Engagement playbook
✓ Future Talent Bench system
✓ Complete Talent/OS Playbook
LEADERSHIP
CEO + 2 Leaders
US $16,000
✓ Full Talent Magnet Scorecard (x3)
✓ Complete profile repositioning (x3)
✓ 90-day content calendar (x3)
✓ 24 ready-to-post drafts total
✓ Multi-channel visibility plan
✓ Engagement playbook per leader
✓ Future Talent Bench system
✓ Complete Talent/OS Playbook
✓ Employer Brand Narrative doc
✓ Leadership Hiring Sprint protocol
✓ 30-day post-programme support
ENTERPRISE
Full C-suite (up to 6 leaders)
US $28,000
✓ Full Talent Magnet Scorecard (x6)
✓ Complete profile repositioning (x6)
✓ 90-day content calendar (x6)
✓ 48 ready-to-post drafts total
✓ Multi-channel visibility plan
✓ Engagement playbook per leader
✓ Future Talent Bench system
✓ Complete Talent/OS Playbook
✓ Employer Brand Narrative doc
✓ Leadership Hiring Sprint protocol
✓ 60-day post-programme support
THE ROI PERSPECTIVE
ADD-ON: MONTHLY RETAINER
Ongoing Talent Attraction Support — US $3,000/month per leader
After the 6-week programme, maintain momentum with a monthly retainer: content review and optimisation (8 posts/month), engagement coaching, quarterly visibility strategy refresh, Leadership Hiring Sprint activation for critical roles, and performance analytics with quarterly benchmarking. Minimum 3-month commitment. Available to Talent/OS graduates only.
One avoided bad hire saves $100K–$250K. One great hire attracted by your personal brand can generate millions. At $8,500, $16,000, or $28,000, the Talent/OS pays for itself with a single hiring decision and compounds every month after.
Our commitment: If you don’t see measurable improvement in your LinkedIn reach and inbound interest within 90 days, we’ll work with you for free until you do.
YOUR COACH
Frederic Bonifassy
I spent 15 years watching great founders lose their best candidates to less talented competitors who simply showed up online. That’s what built The Talent/OS.
I help Founders and CEOs build the kind of personal brand that makes the best candidates in the market say “I want to work for that person” — before a job is even posted.
I don’t do generic personal branding. I build executive authority systems designed to attract talent, investors, and opportunities on autopilot.
Years in Tech & TA
Executives Coached
Regional Focus
The best talent is already
looking for their next leader.
What you get in the audit: → A review of your current LinkedIn visibility score vs. your competitors → The exact keywords top talent in your space is actively searching → A 3-priority action plan to fix what’s broken — delivered on the call
Limited to 4 audits per month. Book now to secure your spot.
© 2026 TalentFB · Frederic Bonifassy · talentfb.net · LinkedIn
