A testament to the strength of headhunting firms: An administrative director at a listed hard-tech company landed the position in just two weeks, with an annual salary of 920,000 yuan.

In today’s rapidly expanding hard-tech sector, companies’ demand for executive talent has long since shifted from simply “whether or not they have it” to “how accurately and how quickly they can find the right candidates.”

Especially for positions such as administrative director, operations head, and functional executive, which may seem generic at first glance, these roles place extremely high demands on industry expertise, cultural fit, compliance systems for listed companies, and the management of large-scale teams. As a result, conventional recruitment efforts often take several months—with no results in sight.

As a professional headhunting firm, we recently successfully completed a highly challenging executive recruitment assignment for a well-known domestic high-tech publicly listed company:

In just two weeks, we precisely placed an Administrative Director with an annual salary of 920,000 yuan, achieving a high degree of alignment between the company’s needs and the candidate’s career aspirations.

Real-Case Review: Two-Week Delivery, Precisely Matching the Administrative Director of a Listed Company Specializing in Hard Tech

Position: Administrative Director

Name: Ms. Gao

Annual salary: 920,000

Company: A well-known domestic high-tech listed company

Industry: Hard Tech

Location: Beijing

Cycle: Two weeks

This hard-tech company is at a critical stage of capacity expansion and team growth, and the requirements for the administrative head are very clear:

You must not only understand the management systems of large enterprises but also be able to keep pace with the rhythm of tech companies; you must not only excel in execution and efficiency but also possess a strong awareness of compliance, risk control, and cost management.

For nearly three months now, the company has been independently recruiting but has still not found a candidate who is truly a good fit.

Either they lack the backing of major corporations or publicly listed companies and can’t support a large enough team; or their industry scope is too broad, leaving them unable to grasp the management logic of hard-tech enterprises.

Either stability, career aspirations, and the company don't align, making it difficult to stay together in the long term.

After we took over, rather than simply “scanning resumes and recommending candidates,” we repositioned our approach from three different perspectives:

·Enterprise side: Clearly define the organizational structure, management style, and development pace.

·Job-side: Distill core competencies and implicit requirements.

·Talent side: Precisely match career stage, salary expectations, and stability.

Leveraging our years of accumulated high-end talent pool and extensive resources in the hard-tech industry, we quickly identified target candidates, completing initial screening and preliminary discussions within three days. We then finalized interviews, salary negotiations, and background checks within ten days, enabling candidates to seamlessly join their new roles within two weeks—thus resolving the company’s long-standing executive vacancy.

Why do most high-tech companies find it difficult—and slow—to recruit senior executives on their own?

It’s not that the market lacks talent—it’s that the approach is wrong, the channels are insufficient, and the judgment is inaccurate.

1. Top-tier talent simply isn't available through public channels.

Functional executives and technical executives earning annual salaries between 500,000 and 2 million yuan almost never proactively submit their resumes.

Their opportunities come from connections within networks, trust, and professional headhunters—connections that companies themselves find it difficult to reach.

2. The positions may look the same, but the requirements are completely different.

For hard-tech companies, publicly listed companies, and fast-growing enterprises, the requirements for administrative/operational/management positions are vastly different from those in traditional industries.

Without industry experience, it’s difficult to create an accurate talent profile, making it easier to hire the wrong people.

3. The interview focuses solely on ability, failing to assess stability and suitability.

The most dangerous aspect of executive recruitment isn't a lack of competence—it's cultural mismatch, expectation mismatch, and pace mismatch.

Companies often lack professional executive assessment and background-check systems, making it easy for employees to leave quickly after being hired.

4. Long processes and slow decision-making lead to missing out on the best talent.

The window of opportunity for top-tier talent is very short, and often there are 2–3 opportunities available at the same time.

When the internal approval, interview, and salary negotiation processes within a company drag on, the right candidates are immediately snapped up.

How can we help hard-tech companies quickly secure top executives?

We deeply cultivate our core area centered on hard technology while also covering high-end talent across multiple industries.

We focus on helping businesses solve their real pain points: the difficulties of not being able to recruit effectively, recruiting the right candidates, and recruiting at a slow pace.

• Precise profiling: First, understand the industry and the company; then define talent criteria.
• Circle-layer hunting: Directly targeting high-quality executives without relying on recruitment websites—no need to sift through opportunities.
• Efficient Delivery: Executive positions are filled in an average of 1–4 weeks, significantly shortening the gap period.
• End-to-end support: One-stop follow-up for interviews, salary negotiations, background checks, and onboarding & integration.
• Long-term stability: We don’t just focus on hiring; we place even greater emphasis on fit and retention rates.

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Contact Number: 14082421239

In today’s increasingly fierce competition in hard technology,

The speed of talent is the speed of the enterprise.

If your company is hiring:

Administrative Director, Operations Director, Functional Executive, Technical Lead, Factory Manager For high-end positions,

Feel free to contact us anytime for a one-on-one recruitment diagnosis plus a customized solution.

Fill your most critical talent gaps with the efficiency of a professional headhunter.