Someone asked me, “Do you know any recruiters who specialise in gaming?” A PE-backed company was looking to hire a General Manager for a gaming business in Malaysia. I replied that I didn’t know any gaming-specific recruiter off the top of my head, and I said to her, “Give me a shot.”

At Rockrose, we believe that recruitment fundamentals transcend industries. Whether it’s tech, consumer, financial services, or gaming, great recruiters are trained to assess not just technical competencies but also the leadership traits and soft skills needed to succeed. For senior hires, the stakes are even higher. We’re not just finding someone to run a team—we’re looking for someone who can lead from the front, sit on the executive committee, and become a magnet for talent. No one wants to work for a poor leader.

For recruiters who’ve been doing this long enough, that instinct kicks in early. From the first conversation, the right signals, or red flags, show up. That’s how the shortlist is shaped. It’s not just about who can do the job, but who will thrive in that environment and elevate the team.

The Search Begins

Within three days, we signed the commercials for a retained search and kicked off the assignment. Here’s what followed—fast, focused, and outcome-driven:

• Completed a market scan to identify the top companies to headhunt from

• Reached out to candidates, secured CVs, interviewed and assessed them

• Shortlisted the top 3 candidates—not just based on credentials, but on leadership fit, team synergy, and long-term potential

We also turned away candidates who didn’t meet the mark.

Challenges (and How We Solved Them)

Midway through the process, one candidate dropped out due to family reasons. We kept moving. We broadened the search to adjacent industries and tapped into every referral opportunity we could. Every conversation we had became a chance to build a network in a space we hadn’t worked in before.

Eventually, one of the referrals we followed up with turned out to be the right hire. He was already in advanced stages of interviews with three other companies before meeting our client. We swiftly sent his profile over and kept communication open and transparent with all parties.

We told the client that this candidate came highly recommended by a trusted industry referee and had multiple ongoing processes. If he is a strong fit, it is important to keep the interview momentum going to give him the best possible experience. The client acted swiftly and decisively, and from the first interview to a signed offer, the entire process was completed in just one week.

What You Don’t See Behind the Scenes

To many people, our job looks easy. What they don’t see is the rigorous filtering and follow-ups we do behind the scenes. We remove candidates with poor attitude, mismatched values, or red flags the client should never waste time on. Only the best-fit candidates make it through.

It’s often those who’ve tried hiring themselves who truly appreciate the difference a good recruiter makes. That’s what makes a recruiter valuable—it’s not just about filling a role, but about making it easy for the client by doing the hard work quietly and well.

The Rockrose Experience

This is the kind of service and dedication we bring to every search. We make difficult hiring look easy—not because it is, but because we put in the work others don’t see.

If you’re facing a complex hire or entering a market that’s new to you, we’d be happy to help.

📩 Reach out at hello@rockrose.xyz and we’ll get in touch.

Looking for more leadership hiring stories?

Check out our case study on Finding the right CTO for a Financial SuperApp—another example of how we solve complex hiring challenges for our client.