If you just searched “headhunter Indonesia” or “top 10 headhunter companies Indonesia” and landed here — great news: you’re in the right place. This is a fully comprehensive guide that will answer all your questions.
Searching for the Best Headhunter Company in Indonesia? Read This First.
If you’re looking for a top quality headhunter company in Indonesia, you’ve likely encountered a flood of confusing Google results.
Many so-called “Top 10 Headhunter Indonesia Lists” are very misleading — they feature mass-market recruitment agencies, outsourcing vendors, manpower suppliers or even payroll service providers all falsely described as “headhunters” or “executive search firms”.
This guide cuts through all the noise.
Written by ProCapita Headhunter Indonesia — a traditional, executive-level headhunter firm located in Jakarta, with 1,000+ senior hires completed since 2014 — this article is designed to help you understand everything you need to know about the headhunting industry in Indonesia.
In this 2025 guide, we’ll cover:
- What defines a true headhunter company — and how they work
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- How to separate fact from fiction in Google search results
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- When to use a headhunter company instead of a recruitment agency
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- How much headhunter / executive search services cost in Indonesia — and what should be included in a proper headhunter contract
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- How to select the right headhunter / executive search firm for your business
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- The definitive list of the Top 10 Headhunter Companies in Indonesia (2025 edition)
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- Plus many other useful supporting lists, for related service providers, such as:
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- The Top 15 recruitment agencies in Indonesia — when you need to hire at the junior or mid-level, the top RPO providers in Indonesia, Employer of Record (EoR) firms, psychometric testing companies, background checking vendors, market entry service providers, and much more
Whether you’re a business leader or a HR professional looking to hire for a mission-critical role — or simply someone trying to understand the difference between a “recruiter” and a “headhunter” and learn about the industry — this guide will give you the clarity you need.
Lets start.
What is a Headhunter Company?
A headhunter company — also called an executive search firm — is a specialized third-party recruitment business that helps companies identify and secure top-level senior executive talent.
Headhunter firms are typically engaged for C-level, senior leadership, managerial, or highly technical positions, where hiring the most qualified candidate is business-critical.
Unlike general recruitment agencies, real headhunter companies work entirely behind the scenes.
They do not post public online job ads or wait for applications from active job seeker candidates.
Instead, after receiving a detailed briefing from their client about their executive job vacancy and what their ideal candidate “looks like” — including industry background and skills needed, career path to date, and personality traits required — the headhunter begins a discreet, highly targeted search for exactly the right professional.
This includes detailed talent pool market mapping, where the headhunter manually identifies all potentially suitable executives in the market — or overseas if required — and creates their candidate longlist.
To do this well, a headhunter must have exceptional industry insight, deep functional knowledge, and a fully comprehensive professional network.
The headhunter then reaches out to each candidate directly and confidentially — one by one.
The individuals approached are rarely active job seekers. Rather, they are passive candidates: proven professionals who are currently employed but may be open to new opportunities if directly approached, and in the right way.
This highly targeted & personalized approach is what separates a genuine headhunter company from a general recruitment agency.
A headhunter doesn’t just fill vacancies — they proactively find, excite & secure high-impact leadership talent that can transform their clients organization.
Headhunter vs Recruitment Agency: What’s the Difference?
A headhunter firms service is 100% designed and optimised for the discreet recruitment of senior level, top-tier professionals — where the best hire possible is required.
Therefore, authentic headhunter companies do not advertise their clients job vacancies online. They do not rely on CV databases or active job seeker applications.
Instead, they build a customised recruitment strategy for each executive search undertaken and use direct outreach to persuade ideal-fit candidates to explore their clients senior level job vacancy.
By contrast, a recruitment agency is designed and optimised for junior and mid-level hiring.
Recruitment agencies rely heavily on job board advertising — they use platforms like JobStreet or LinkedIn — to publicly announce their clients job vacancy & attract active job seeker candidates.
A recruitment agency focuses on sourcing candidates who are actively looking for a new role — which is ideal at the junior or mid-level.
Because for junior & mid-level recruitment the most pressing need is often to fill a job vacancy as quickly as possible and an “ok candidate fast” is deemed more important than “the best candidate later”.
So, if you see a recruitment company calling themselves a “headhunter firm” and publicly posting job vacancies online, they are actually a recruitment agency, not a true headhunter firm.
How Do Authentic Headhunter Companies Work?
A real headhunter company in Indonesia will:
- Conduct detailed market research to fully map out the relevant talent pool for each headhunter assignment that they execute
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- Personally identify and assess every qualified candidate
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- Reach out directly and confidentially to all relevant professionals — the majority being employed passive candidates
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- Pitch their clients opportunity persuasively and professionally
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- Manage the executive recruitment process end-to-end until the best candidate is secured and accepts their clients financial offer
A headhunter company’s success depends on laser-focused candidate targeting, excellent relationship building, and solid persuasion skills — not mass job seeker applications or job board traffic.
A good headhunter in Indonesia acts as your company’s brand ambassador in the talent market, representing your business and mission-critical vacancy in the most compelling way possible.
A headhunters reputation is 100% driven by the quality of hires that they facilitate.
Headhunter vs Executive Search Firm — Are They the Same?
In a nutshell – Yes.
The terms “headhunter company” and “executive search firm” are used interchangeably.
In certain geographical markets, such as the United Kingdom, USA, or Australia, the term “executive search firm” is used far more frequently than “headhunter”. However, in Asia, the term “headhunter” is used far more often than “executive search firm”.
Ultimately, a headhunter company and an executive search firm are the same thing, they are just different expressions to describe the exact same type of business — a 3rd party recruitment services provider that is focused exclusively on helping companies hire top-tier senior level professionals.
However, not all firms that call themselves “headhunters” operate like one.
Many “headhunter companies in Indonesia” are just rebranded recruitment agencies, they use the term without understanding what it actually means.
Why Use a Headhunter Service?
If you want to hire the best person available in the market — not just someone who is actively applying for a new job — you need the services of a real headhunter firm.
Unlike recruitment agencies that aim to fill roles as fast as possible via online job board advertising and active job seeker applications, executive search companies proactively identify, approach & secure game-changing leadership talent, the people who drive the success of a business.
You should use the services of a genuine headhunter company whenever dealing with a critical level executive vacancy — from the C-Level down to the Manager Level — and must hire the best person possible.
Most “Top 10 Headhunter Indonesia Lists” Get It So Wrong
Unfortunately, a lot of businesses listed in Google search results for “headhunter Indonesia” or “top headhunter in Indonesia” are Not true executive search firms.
Instead, they are mass-volume recruitment agencies, outsourcing companies, manpower labour suppliers, payroll service providers, Recruitment Process Outsourcing (RPO) businesses, corporate secretarial service firms, job advertising portals, or totally unrelated SEO-optimized blogs written for clicks — not accuracy.
The misleading nature of these search results creates a lot of confusion in Indonesia about “who is” and “what is” a “real headhunter company”.
These inaccurate “top 10 lists” appear in google search results because of smart SEO (search engine optimization) tactics — but they distract people from finding real headhunter companies that can actually deliver top-tier executive talent in a highly professional manner.
How to Spot a Recruitment Agency in Indonesia… Incorrectly Calling Itself a “Headhunter”
It’s surprisingly easy to identify a real headhunter company Vs. a normal recruitment agency that is falsely describing itself as a “headhunter”.
And unfortunately this happens a lot in Indonesia.
So, how to spot a normal recruitment agency that is incorrectly calling itself a “headhunter firm” >>>
Look out for these Red Flags:
- 1) They use job adverts on JobStreet, Kalibrr, or LinkedIn — real headhunter firms do not use online job adverts. Everything a real headhunter does is highly targeted and 100% behind the scenes, they never use public job board ads.
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- 2) They submit many candidates who are actively applying elsewhere — recruitment agencies rely on online job adverts to attract active job seeker candidates. Therefore, chances are high that if a lot of candidates submitted are interviewing with many different firms… that you are dealing with a recruitment agency that is focused on active job seeker candidates.
- Genuine headhunter companies directly approach all candidates, most of which are passive candidates — people who are employed, busy working and exceling in their career. Passive candidates are not actively job seeking, so most will not be interviewing with many companies at the same time.
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- 3) They focus on sourcing candidates from their existing CV database — recruitment agencies are designed for quick hiring at the junior or mid-level, when an “ok candidate now” is the main criteria. As such recruitment agencies rely heavily on their existing CV database, candidates that are actively job seeking and able to move fast.
- On the other hand, real headhunter companies utilize many different approaches to ensure access to all the best candidates in the market. They have huge professional networks vs CV databases, they directly approach every potentially relevant candidate in the market, one by one. They ask their network for referrals regarding who may be suitable. They do deep research into their clients competitor firms to identify who may be suitable targets to approach. They never rely on their existing CV database.
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- 4) They do not mention direct outreach, talent pool mapping, or direct approach passive candidate engagement — because recruitment agencies do not use these methods, they rely on online job adverts and their existing CV database to quickly access and submit active job seeker candidates.
- Only authentic headhunter firms invest in talent pool mapping, identifying all relevant senior talent in a clients industry segment, have collected all the contact details for these top professionals, can directly approach each person one by one effectively marketing their client firm and its executive job vacancy.
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- 5) Their website promotes / lists open job vacancies and is heavily focused on gaining new candidate CV submission — recruitment agencies rely on public online job advertising to attract active job seeker applications. Naturally therefore their website will also feature, prominently, a list of all their active job vacancies, allowing candidates to quickly click “apply”.
- Real headhunter companies always operate with discretion and confidentiality at the top of mind. They never promote their clients executive job vacancies on their website — they don’t need to — they already have the contact data for all senior professionals in the market. Also, because everything they do is 100% behind the scenes. Once a headhunter firm takes on a new executive search assignment they map out all potentially relevant candidates and directly approach each person one by one — they do not proactively promote jobs on their website to attract active job seeker applications.
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- 6) They charge 10-17% of the hired candidates 1st year cash income as their recruitment fee — any firm calling itself a “headhunter” and charging 10-17% of the hired candidates year one income as their recruitment fee is a recruitment agency falsely using the term “headhunter”.
- Because real executive search headhunting involves huge time and resource investment. Requires a dedicated in-house research team that is continually collecting senior candidate data to ensure their consultants can quickly respond to any client briefing.
- Because executive search assignments often take months to complete, as clients have incredibly high standards and requirements in regards to their critical executive recruitment — they need the best person possible not just “ok”.
- Because real executive search headhunting firms employ senior professional executive search consultants who understand their clients industry inside out, speak their clients industry language, are able to network with top-level senior professionals, can excite and convince elite senior talent to interview with their client organization.
- As such, a real headhunter agency charges anywhere between 20-33% of a hired candidates first year compensation as their recruitment fee — because so much more work is done by a headhunter vs. a general recruiter working for a recruitment agency (a general recruiter focuses on posting job ads, waiting to receive active job seeker applications, filtering candidates and submitting the most appropriate profiles to their client).
In summary, the above traits are all clear signs that you are dealing with a recruitment agency, not a genuine headhunter company.
Recruitment agencies are very useful & should be used when you’re looking to hire quickly, at relatively low cost — at the junior or mid-level — and don’t need the absolute best candidate possible.
But for critical senior-level hires, when you need to recruit outstanding leadership talent, they simply don’t cut it.
Why Do So Many Recruitment Agencies in Indonesia Call Themselves “Headhunters”?
Ultimately, in Indonesia, the term “headhunter” is still often misunderstood — and as such frequently misused.
Unlike in more mature markets such as Europe, the United States, or Australia, where the “headhunting” industry has existed for 50+ years and refers strictly to executive-level, proactive talent sourcing, the recruitment landscape in Indonesia is still very much in its development phase.
When I first started headhunting in Indonesia, back in 2010, very few people had even heard of the word “headhunting” — everything was simply called “recruitment”.
Since then, the term “headhunter” has caught on and gone mainstream — now it seems that anyone who handles recruitment of any variety — including hiring waitresses or supplying overseas construction labour — refers to themselves as a headhunter.
Many “general recruiters” and “manpower staffing firms” incorrectly label themselves as “headhunters” — even when their services primarily involve posting job ads and screening active job seeker applicants — not out of malice but simply because they don’t really understand what a headhunter company is… they don’t understand the big differences between a headhunter and a recruitment agency.
This widespread mislabeling generates a lot of confusion, for both clients and candidates.
The fact is, headhunting is a highly specialized subset within the broader “recruitment industry” — one that involves:
- Directly sourcing passive senior candidates (not just waiting for job applications)
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- Only targeting relevant high-level professionals (C-Level, Directors, Senior Managers)
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- Using proactive, discreet, research-driven outreach to contact all candidates (rather than using job board advertising)
Unfortunately, because the Indonesian recruitment market is still relatively immature, many firms blur these lines, incorrectly calling themselves “headhunters” — either out of misunderstanding or simply to appear more sophisticated.
If you’re a hiring manager that is looking for genuine executive search services in Indonesia, it’s important to verify:
- Whether the recruitment firm uses dedicated headhunting methods
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- Whether they specialize in senior-level roles
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- And whether their consultants are true executive search professionals, not just CV screeners
At ProCapita Headhunter Indonesia, we only do one thing — real headhunting.
Our team consists of senior, highly experienced consultants, we perform targeted executive search using proven, world-class best practices, adapted for Indonesia’s unique business environment.
How Long Does a Headhunter Recruitment Process Take?
The timeline for a headhunter-led recruitment process depends on the seniority of the role, the talent pool size, the industry and function complexity, and importantly, client responsiveness.
Generally, a well-managed executive search process takes 6 to 8 weeks, from day 1 briefing to accepted offer.
Here’s a typical timeline breakdown:
- Week 1: Role briefing, talent pool market mapping, and candidate longlist creation
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- Weeks 1–4: Direct outreach to every professional on the longlist, headhunting, candidate assessment and early stage client interviews
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- Weeks 4–6: Candidate shortlist presentation and advanced stage client interviews
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- Weeks 6–8: Final interviews, reference checking, financial offer & negotiation, offer letter signing
Some hires can be completed faster — particularly manager-level roles or urgent positions — while C-level searches or those requiring relocation may take longer.
The overall speed of the process hinges heavily on how quickly the client can review profiles, schedule interviews, and make decisions.
At ProCapita, our goal is to balance speed with precision — delivering top-tier candidates quickly and efficiently, without compromising on quality.
When Should You Use a Headhunter Instead of a Recruitment Agency?
You should use a headhunter company for:
- C-Level / C-Suite Roles — CEO, CFO, COO, CMO, CHRO, CLO, etc.
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- Country Managers / Regional Head Vacancies
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- Directors, VP’s, GM’s and Team Leaders
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- Mid-Level roles where the best talent must be hired
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- Critical technical or specialist roles
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- Confidential hiring where discretion is essential
How to Select a Headhunter Company in Indonesia?
When evaluating headhunter firms in Indonesia, ask:
- Do they specialize in senior level hiring?
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- Do they manually map out and directly approach all passive candidates one by one?
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- Do they have deep market knowledge regarding your specific industry?
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- Have they completed similar hires in the past?
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- How large is their professional network — both in general, and within your industry segment?
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- Do they use job board advertising? How exactly do they attract candidates?
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- Can they work confidentially and if so, what is their process?
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- How do they charge? As any “headhunter” that charges less than 20% is without doubt a recruitment agency incorrectly operating under the name “headhunter”.
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- Do they have real, detailed client reviews on their website?
If you need to use the services of a genuine headhunter company in Jakarta, always avoid firms that actively use online job ads or focus on mass candidate submissions — because they are actually recruitment agencies.
How Much do Headhunter Services Cost in Indonesia?
Headhunter companies typically charge on a success-fee basis OR on a retainer fee basis.
In Indonesia, the typical overall recruitment fee for an authentic, real-deal headhunter company is:
- 20% to 33% of the hired candidate’s first-year total gross cash compensation.
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- If you use a Success-Fee-Only service provider, like ProCapita, they will only invoice you once you hire an executive that they introduce — on the hired candidates employment start-date at your organization.
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- If you use a Retained / Retainer service provider, such as the global executive search firms Korn Ferry and Egon Zehdner, you will pay an up-front engagement fee to start the candidate search, a fee in the middle of the executive search process and a final fee once the hire is completed.
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The cost of using a genuine headhunter firm service is paid off many times over by helping you quickly access all the best passive candidates in the market, avoid bad hires — which cause a lot of problems and financial loss — headhunters shorten your hiring process timeline dramatically, and they ensure you land top-tier talent that actually drives business growth.
Alternatively, you could use the services of a recruitment agency for the same critical hire…
A recruitment agency service in Indonesia typically costs 10-18% of the hired candidates first year total income — but you will be inundated with active job seeker candidates, waste a lot of time interviewing irrelevant people and end up hiring mediocre talent for a critical executive level position.
If your focus is corporate growth and you must recruit the best person possible, the cost of a good headhunter company is an investment well worth making and recouped within a few months of the person hired starting to work for you.
If your focus is the lowest cost possible, it probably means the hire is not too important / a relatively low priority — and the services of a good recruitment agency in Indonesia may be more suitable.
What is a Success-Fee Headhunter Service? (also called Contingency)
A success-fee headhunter service — also known as contingency search — means the headhunter firm is only paid if a successful hire is made.
There are no upfront fees when you use a success-fee service.
You pay nothing unless you hire a candidate that the headhunter company introduces.
For instance, in Indonesia, this is how ProCapita works.
Unlike many global firms that require upfront retainer fees, ProCapita’s success-fee headhunter service delivers top-tier senior-level hires, without any upfront costs.
Top headhunter agencies that believe fully in their ability to always deliver good results, will be more than happy to work on a success-fee basis.
A success-fee headhunter service is ideal for companies that want:
- An executive search partner with a fully comprehensive senior-level candidate network
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- Transparent pricing
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- A performance-based payment structure
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- A quick hiring process that is focused on action and delivery vs. paperwork and reports
This model is especially effective when time-to-hire and quality of shortlist both matter — but clients want the flexibility of paying only for results.
What is a Retained Headhunter Service?
A retained headhunter service / executive search service, involves an upfront payment to engage a headhunter firm exclusively for your senior-level role.
It’s typically used for C-suite or highly sensitive searches, where a company wants to receive detailed market mapping reports and candidate assessment reports.
Under a Retained / Retainer Payment Model, the client pays:
- Part of the recruitment fee upfront at the beginning of the search — usually 33% of the forecasted total fee amount
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- Part in the middle of the search, based on certain milestones having been satisfied, such as candidate short-list delivered — usually 33% of the forecasted total fee amount
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- And the remaining fee once the hire is completed — calculated based on the hired candidates actual Year 1 total cash income
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- Also, under a Retained search the headhunter firm works exclusively on the role — you can not use multiple providers at the same time (which is called “non-exclusive”)
This model is used by global executive search firms like Korn Ferry, Egon Zehnder, and Heidrick & Struggles. It offers depth — but it also comes with higher overall costs and longer timelines to hire, as there is a lot of focus on paperwork delivery.
While ProCapita specializes in success-fee recruitment, our Managing Director, James Umpleby, previously worked for Korn Ferry in both Singapore and Jakarta.
As such we understand well retained search dynamics and can advise / offer clients that payment model when it is more appropriate.
What Should be Included in a Headhunter Contract?
A clear and comprehensive headhunter contract is essential to ensure both the client company and the headhunter agency have aligned expectations and legal protections throughout the executive recruitment process.
Here are the key elements that should be included in any headhunter or executive search agreement:
1. Scope of Services
Clearly define the role of the headhunter agency and what constitutes a valid candidate introduction by the headhunter to their client firm.
2. Fee Structure and Payment Terms
Detail the billing model, such as success-fee-only (contingency), retained search, or a hybrid.
Include the percentage or fixed fee that applies, the minimum fee that applies, how the recruitment fee is calculated, the payment schedule for the recruitment fee and all conditions for payment, such as late payment penalties that are triggered if the fee is not paid on time.
3. Replacement or Candidate Guarantee Clause
Many headhunter contracts include a candidate guarantee period during which, if the placed candidate leaves or is terminated, the headhunter company will provide a replacement search at no additional fee, and if that fails a credit note is issued that can be used against future recruitment fees as they accrue.
4. Candidate Ownership Period
Clarify for how long the headhunter owns the candidate introduction to their client organization. During the candidate ownership period, if the client hires that individual, they must pay the recruitment fee that is due.
5. Confidentiality
Clarify how confidential information will be handled, protecting both the client’s and candidates’ data.
6. Exclusivity or Non-Exclusivity
Specify if the client agrees to work exclusively with the headhunter for the roles in question or non-exclusively.
7. Non-Solicitation
Include a clause preventing either party from soliciting each other’s employees for the duration of the validity of the recruitment agreement.
8. Termination Conditions
Describe the circumstances under which either party may terminate the contract.
9. Governing Law
Include statements ensuring that the recruitment agreement complies with local labor laws and the country whose legal jurisdiction governs the contract.
For instance, in Indonesia, if a local PT legal entity is entering a recruitment agreement with a locally registered PT headhunter Indonesia company, the contract must also include a Bahasa Indonesian version, which is seen as the primary version of the contract under law.
By clearly addressing these points, a well drafted headhunter contract helps foster a professional partnership focused on successful executive recruitment, minimizing misunderstandings and aligning incentives.
ProCapita, established in 2014, is a locally registered PT headhunter company in Indonesia.
We provide a very thorough, bilingual contract in both English and Bahasa Indonesian, which is designed to protect both our clients interests and also our own, and ensure clarity for all parties involved.
LIST: Top 10 Headhunter Companies in Indonesia — for Executive Search / Senior-Level Recruitment
Recruiting high calibre senior-level professionals in Indonesia is hard-work, it requires a lot more than just quick-fired job board advertising.
Why is that? Because online job ads limit you to active job seeker talent alone — they do not help you access and attract top-tier passive candidates.
If you need to hire the best person possible >>> it requires precision focused proactive headhunting methodologies;
You must use a genuine headhunter company with deep local market knowledge, industry and function specialization, a firm with a comprehensive professional network and direct access to all elite senior talent.
Whether you’re hiring for C-Level, Director, or senior management roles, partnering with the right executive search firm in Jakarta is crucial to securing leadership talent that actually drives performance & delivers business growth.
Below are ten of the most credible and proven headhunter companies operating in Indonesia in 2025 — real-deal firms with a strong track record, firms that excel in executive recruitment.
Some are global players; others are Indonesia-focused boutique firms. Some are expatriate managed, others are locally led. All genuinely specialize in senior-level talent acquisition.
1. ProCapita Headhunter Indonesia
British-owned and managed, ProCapita is one of Indonesia’s premier executive search firms, based in Jakarta.
They are trusted by numerous multinational and local corporations — large and small — and they specialize in senior-level recruitment for the Indonesian market.
Operating since 2014, ProCapita has successfully completed 1,000+ executive level hires. They headhunt across all industry sectors and job functions, throughout the Indonesian archipelago.
Over the years, with the support of its in-house research team, ProCapita has built a fully comprehensive senior candidate network, which includes 450,000+ executive level candidates and ensures quick access to all relevant talent.
Unlike other headhunter firms, which often provide a diverse range of services, such as leadership consulting or succession planning analysis, ProCapita is focused exclusively on delivering top quality traditional headhunter services for the Indonesian market.
ProCapita helps companies recruit elite talent for C-level and leadership positions – such as Country Head, Head of Sales, CFO, COO, CHRO, Director, GM, VP etc. – down to managerial roles (they can assist as long as their minimum salary budget requirement is met).
As a business they are dedicated to action & results, as such they work 100% on a success-fee-only basis, meaning that clients only pay for their executive headhunter service once a successful hire has been made.
By combining world-class executive search methodologies with a team of highly experienced bilingual consultants, ProCapita has become a go-to firm for any company seeking to hire high-impact senior talent in Indonesia.
Based on detailed client testimonials, as presented on their website, they are a strong choice for any hiring manager that seeks results-driven executive search, deep local market expertise and top quality international standards.
🔹 Location: Jakarta
🔹 Billing Model: Success-fee-only
🔹 Industry Coverage: Deep experience across all industries & job functions, throughout Indonesia
🔹 Recruitment Focus: C-level & leadership roles down to the Manager level
🔹 Other Services: Focused exclusively on executive headhunting
2. Korn Ferry Indonesia
Korn Ferry, a highly regarded global executive search and leadership consulting firm, has a long history in Indonesia.
They have been operating on-shore from their Jakarta office since the mid-1990’s.
Their team of senior consultants specializes in Board and C-Suite recruitment, organizational strategy, and leadership assessment.
Their core industry coverage includes the Industrial, Consumer, Life Sciences, and Technology sectors.
As a global executive search firm, listed on the New York Stock Exchange (NYSE), Korn Ferry operates a retained only executive search business model, meaning that clients pay a sizeable engagement fee upfront and also in the middle of the process, regardless of whether a hire is made.
While more traditional, this approach suits various large corporations seeking deep market mapping documentation and succession planning exercises.
🔹 Location: Jakarta
🔹 Billing Model: Retainer
🔹 Industry Coverage: Industrial, Consumer, Life Sciences, and Technology
🔹 Recruitment Focus: C-Suite, Board-level, organizational leadership
🔹 Other Services: Leadership consulting, organization strategy, assessment & succession
3. Egon Zehnder Indonesia
Egon Zehnder is another top-tier global executive search firm that has a long history in the Indonesian market.
Like Korn Ferry, they have been operating from Jakarta since the 1990’s.
Known for working with multinational companies, conglomerates, and large local groups, they specialize in CEO succession, Board appointments, and senior leadership hiring.
Like most global headhunter firms, they work on a retained only basis, meaning clients pay a large element of the overall forecasted recruitment fee up-front, at the commencement of an executive search process.
Egon Zehnder Indonesia has 8 consultants that cover the following key industry sectors: financial services, telecom, agriculture, natural resources, mining, and consumer.
Alongside headhunting services, Egon Zehnder also provides leadership development consulting services.
🔹 Location: Jakarta
🔹 Billing Model: Retainer
🔹 Industry Coverage: Financial services, telecoms, natural resources, and consumer
🔹 Recruitment Focus: C-Level, Board, and strategic leadership roles
🔹 Other Services: Leadership consulting, organization strategy, succession planning
4. Pedersen & Partners Indonesia
Pedersen & Partners is an international executive search firm with offices in over 50 countries. Their Jakarta office has been operating since 2012.
They offer retained executive search services in Indonesia, requiring companies to pay an upfront engagement fee, and they utilize strong research-led methodologies to identify high caliber candidates.
Their Jakarta office focuses on senior and executive level hiring across industry sectors including FMCG, industrial and natural resources.
🔹 Location: Jakarta
🔹 Billing Model: Retainer
🔹 Industry Coverage: FMCG, Industrial, Food & Agriculture, Mining, Oil & Gas, Textiles
🔹 Recruitment Focus: C-Suite, functional leadership
🔹 Other Services: Leadership consulting, board level advisory services
5. Boyden Indonesia
Boyden is a global executive search and talent advisory firm with 75 offices spread across the world.
They have a dedicated Indonesia presence and have been operating on-shore from Jakarta since 2012.
Their team specializes in Mid to C-level hiring, they work on a retained basis and often engage with fast-growth companies, family businesses, and multinational corporates.
Boyden also offers interim management services.
🔹 Location: Jakarta
🔹 Billing Model: Retainer
🔹 Industry Coverage: Covers all sectors
🔹 Recruitment Focus: Mid to Senior leadership roles
🔹 Other Services: Interim management, leadership consulting
6. Mandate Executive Search
A Jakarta-based boutique executive search firm that commenced operations in 2009.
Mandate Executive Search focuses primarily on assisting financial service firms, including banks, fintech platforms, asset management businesses, and insurance companies.
They offer retained search for leadership roles within both local and multinational financial institutions.
🔹 Location: Jakarta
🔹 Billing Model: Retainer
🔹 Industry Coverage: Financial services
🔹 Recruitment Focus: Mid to Senior leadership roles
🔹 Other Services: Focused on executive search
7. Heidrick & Struggles
Heidrick & Struggles is a globally recognized brand in executive search and leadership consulting.
While they don’t have a physical office in Indonesia, they do offer retained executive search services for the Indonesian market that are led and executed by their Singapore regional hub.
They work on Board and C-Level hiring, particularly for regional or global mandates where Indonesia is part of a wider APAC scope.
🔹 Location: Singapore
🔹 Billing Model: Retainer
🔹 Industry Coverage: Consumer, Healthcare, Technology, Industrial
🔹 Recruitment Focus: Board & C-level roles
🔹 Other Services: Organization & culture consulting, leadership planning, coaching
8. Spencer Stuart
Spencer Stuart is one of the world’s most prestigious retained search firms.
Similar to Heidrick & Struggles, they do not have a dedicated Indonesia office and serve Indonesia focused clients from their Singapore regional hub.
They perform CEO, CFO, and Board level searches for Fortune 500 and large regional firms.
Their strength lies in deep boardroom-level advisory and succession planning.
🔹 Location: Singapore
🔹 Billing Model: Retainer
🔹 Industry Coverage: Technology, Consumer, Financial Services, Healthcare
🔹 Recruitment Focus: C-level and Board room hiring
🔹 Other Services: Board and leadership consulting, assessment, talent advisory
9. PT. Headhunter Indonesia
PT. Headhunter Indonesia, with offices in Jakarta and Surabaya, is a locally owned and managed HR consulting firm that offers executive recruitment services alongside other consulting services.
They commenced operations in 2009.
PT. Headhunter Indonesia provides recruitment services for a wide range of industries and specializes in mid-to-senior level hiring, particularly for local corporations and family-owned businesses.
Their consultants combine local market understanding with targeted search capabilities.
🔹 Location: Jakarta & Surabaya
🔹 Billing Model: Flexible
🔹 Industry Coverage: They work across sectors
🔹 Recruitment Focus: Manager to C-Level roles
🔹 Other Services: Employer branding, recruitment process optimization consulting
10. Jakarta Executive Search (“JES Consulting”)
Jakarta Executive Search (or “JES Consulting”) is a locally-managed executive search firm based in Jakarta. It has been operating for over 15 years.
They focus on senior-level recruitment for Indonesian companies and multinationals across industries such as consumer goods, energy, and industrials.
They offer personalized, relationship-driven headhunting with flexible pricing models.
🔹 Location: Jakarta
🔹 Billing Model: Typically retainer or hybrid
🔹 Industry Coverage: They work across sectors
🔹 Recruitment Focus: Senior hiring
🔹 Other Services: Business consulting, corporate training
QUICK COMPARISON TABLE: Top 10 Headhunter Companies in Indonesia
| No. | Company | Location | Billing Model | Industry Coverage | Recruitment Focus | Other Services |
|---|---|---|---|---|---|---|
| 1 | ProCapita Indonesia | Jakarta | Success-fee only | All industries & job functions | C-level specialists – can recruit down to Manager level | Pure executive search service provider |
| 2 | Korn Ferry | Jakarta | Retainer | Industrial, Consumer, Life Sciences, Technology | Board, C-Suite | Leadership consulting, strategy, assessment |
| 3 | Egon Zehnder | Jakarta | Retainer | Financial, Telecoms, Resources, Consumer | C-level, Board, strategic roles | Leadership & succession consulting |
| 4 | Pedersen & Partners | Jakarta | Retainer | FMCG, Industrial, Mining, Oil & Gas, Agriculture | C-Suite, Functional leadership | Board-level advisory |
| 5 | Boyden | Jakarta | Retainer | All sectors | Mid to Senior leadership roles | Interim management, leadership advisory |
| 6 | Mandate Executive Search | Jakarta | Retainer | Financial services | Mid to Senior roles | Focused on retained executive search |
| 7 | Heidrick & Struggles | Singapore (covers Indonesia) | Retainer | Consumer, Technology, Healthcare, Industrial | Board, C-level | Org consulting, leadership coaching |
| 8 | Spencer Stuart | Singapore (covers Indonesia) | Retainer | Technology, Consumer, Financial Services, Healthcare | C-level & Board | Board advisory, assessment, talent strategy |
| 9 | PT. Headhunter Indonesia | Jakarta & Surabaya | Flexible | Cross-industry | Manager to C-Level | Employer branding, RPO consulting |
| 10 | Jakarta Executive Search “JES Consulting” | Jakarta | Retainer / Hybrid | Cross-industry | Senior-level hires | Business consulting, corporate training |
How to Choose the Right Executive Search Firm for Your Business
If you’re hiring for key leadership positions in Indonesia, you need to use the services of a well established executive search firm that can represent your company’s brand in the best way possible.
You should choose a firm with:
- Proven local market executive search headhunting expertise — not just general recruitment, not a recruitment agency that uses online job adverts — but a real-deal executive headhunting company.
- Ask the consultant how they find top-tier professional talent, directly ask if they use LinkedIn or JobStreet job posts to attract candidates — if they do, they are a recruitment agency, not an authentic headhunter company.
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- Highly qualified, senior, professional headhunters — good executive search consultants typically have years of experience, from both traditional industry roles & then headhunting. This experience allows them to communicate effectively and with authority with senior-level professional talent.
- Remember, you rely on your headhunter to attract, excite and secure top-tier talent, usually these individuals, the best of the best, are currently employed passive candidates — to do this well the headhunter consultant that you use can not be a junior professional.
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- Strong client testimonials — this tells you what other companies have to say about working with that executive search firm, about their experience. Look for detailed reviews — it is easy to spot real testimonials vs. fake.
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- A clear process and timeline — if the headhunter company is vague or non-committal about their executive recruitment process methodology, or the time it will take them to reach certain milestones — such as introducing the initial batch of CVs of qualified and interested executive talent — it indicates lack of experience, lack of industry specialization or a weak senior-level candidate network.
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- Industry & function expertise — you should choose a firm that already has solid talent-pool mapping in place for your specific industry segment. This ensures they have quick & direct access to all the professionals that you may want to hire. Ask them to confirm their network size within your specific industry segment / the number of similar roles that they have completed.
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- Confidentiality — When hiring senior professional talent in Indonesia often a company requires a confidential executive search process. Typically they do not want their competitors to hear that they are performing critical executive recruitment, or they may seek to replace an under-performing business leader and the hire is very sensitive in nature.
- A good headhunter firm can easily deliver start-to-finish executive recruitment with confidentiality maintained throughout. Ask the consultant how they will ensure confidentiality? What is their approach? This will help you filter out “general recruiters” vs. true executive search experts.
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- Transparent fee structure (success-fee vs. retainer) — Real executive search services are not cheap — to deliver authentic executive search is very time consuming & requires a lot of resource investment.
- Any firm that charges less than 20% most certainly operates as a normal recruitment agency — they are not a genuine headhunter company.
- At the same time, different headhunter firms operate different business models — some are happy to work on a success-fee-only basis, which means they must perform before they get paid. Others charge a retainer fee upfront, before commencing the search.
- Pick the business model that works best for you and your company’s needs. Make sure all payment items are clearly detailed in the recruitment agreement contract.
For world class headhunting standards combined with deep local market expertise and agility, ProCapita Headhunter Indonesia stands out as Jakarta’s top performing success-fee executive search firm — they quickly deliver game-changing hires, not just reports.
LIST: Top 15 Recruitment Agencies in Indonesia — for Mid-Level and Junior Hiring
Before we begin:
If you’re looking to make a senior leadership hire in Indonesia — or require a confidential executive search process for top-tier talent — please refer to the section above titled:
“LIST: Top 10 Genuine Headhunter Companies in Indonesia — for Executive Search / Senior-Level Recruitment.”
Indonesia’s fast-growing economy continues to drive strong demand for high quality 3rd party recruitment services, particularly at the junior to mid-management levels.
Whether you’re looking to hire supervisors or functional level managers, working with the right recruitment agency — one with a strong online presence and a large database of active job seeker candidates — can significantly reduce your time-to-hire.
Below are 15 reputable recruitment agencies in Indonesia that specialize in mid-level and junior-level recruitment across sectors and functions such as finance, sales, marketing, operations, tech, and more.
1. Kelly Services Indonesia
Kelly Services is a global recruitment and workforce solutions company headquartered in the United States.
In Indonesia, Kelly Services has been operating since 2008, providing recruitment agency services across a range of industries, including consumer goods, industrial, life sciences, and technology.
The firm is best known for helping companies fill junior and mid-level permanent and contract roles by tapping into a wide pool of active job seekers.
Kelly uses a combination of online job postings, advertising platforms, and an internal CV database to identify available candidates quickly. Their recruitment agents tend to specialize by industry and function, allowing them to move with speed across a variety of job categories.
Globally, Kelly has long been associated with staffing and outsourcing, and in Indonesia, the firm is often selected for its scalable hiring solutions and ability to deliver volume recruitment.
2. Monroe Consulting Indonesia
Monroe Consulting Group is a recruitment agency with operations across Southeast Asia and Latin America.
Its Indonesia office has been active since 2002, and is part of Empresaria Group, a UK-based global staffing company. Monroe specializes in mid-level recruitment across a range of industries in emerging markets.
In Indonesia, Monroe primarily supports hiring for roles in technology, consumer goods, manufacturing, healthcare, and professional services. Their recruitment consultants source active job seekers through job board advertising, social media, and a large internal candidate database.
Monroe Consulting has received several Asia Recruitment Awards over the years, and maintains a reputation for prompt delivery and active market engagement.
For companies looking to fill mid-level roles efficiently — particularly those requiring fast access to available professionals — Monroe offers regional experience with local execution.
3. Michael Page Indonesia
Michael Page, part of the PageGroup, is a leading global recruitment agency with a strong presence in Indonesia. They have been operating from their Jakarta office since November 2013.
With their global headquarters in the United Kingdom, Michael Page is a popular choice for mid-level recruitment.
Through the effective use of online job adverts and the promotion of client job vacancies on social media, they have built a large CV database of active job-seeking candidates.
In 2015, 2017, and 2018, Michael Page won LinkedIn’s Most Socially Engaged Recruitment Company award — a reflection of their consistent online activity and outreach.
Their recruitment consultants are organized by industry and function, helping companies quickly access active job seeker talent — particularly at the mid-level — for roles across finance, HR, legal, sales, marketing, and tech.
4. Robert Walters Indonesia
Robert Walters is an international recruitment agency headquartered in the United Kingdom, with offices in over 30 countries.
Their Jakarta office opened in 2011 and has since become a well-known name for mid-level recruitment in Indonesia.
Their consultants specialize by function and industry, with a focus on recruiting mid-level professionals across finance, HR, legal, sales, supply chain, marketing, and technology.
The firm is best known for helping companies connect with active job seekers and candidates who are openly exploring new opportunities.
Robert Walters maintains a strong digital footprint, regularly posting job openings online and publishing market updates, salary guides, and hiring insights.
Their approach combines structured CV databases and digital advertising to support employers looking to hire quickly and efficiently.
5. RGF HR Agent Indonesia
RGF HR Agent Indonesia is the Indonesian recruitment arm of Recruit Holdings Japan Group, a major Japanese human resources conglomerate best known globally for owning Indeed and Glassdoor.
RGF has built a strong recruitment agency presence across Asia, including in Indonesia, where it operates from Jakarta and focuses on junior and mid-level professional recruitment.
RGF Indonesia uses a mix of digital job ads and a large internal CV database to support clients looking to hire active job seekers. They are well-positioned for companies looking to fill roles efficiently in areas such as sales, engineering, finance, supply chain, HR.
The firm’s consultants often work by industry verticals and job function, enabling them to quickly match open roles with available active job seeker candidates.
Backed by one of the world’s largest HR groups, RGF brings both scale and regional reach to the Indonesian recruitment market — particularly for Japanese-affiliated or multinational firms seeking bilingual or cross-border talent.
6. WeNetwork Indonesia
WeNetwork is a recruitment agency based in Jakarta, Indonesia. Founded in 2020, they have grown rapidly and are known for their active social media presence and modern approach to talent acquisition.
WeNetwork primarily works with fast-growing startups, tech firms, and modern enterprises across industries such as digital, fintech, consumer goods, and e-commerce.
By leveraging digital marketing, job portals, and LinkedIn outreach, they attract a broad pool of active job seekers and professional candidates.
Their consultants operate in specialized industry verticals and are often visible online, sharing hiring trends and job opportunities.
While not a traditional headhunting firm, WeNetwork is well-suited for companies looking to hire junior and mid-level talent quickly from the active job seeker market.
7. JAC Recruitment Indonesia
JAC Recruitment Indonesia is part of the much larger JAC Group, a multinational recruitment agency headquartered in the UK and originally founded in Japan.
Active in Indonesia since 2002, JAC has built a strong presence serving both local and international companies, particularly Japanese corporations.
Their focus is primarily on the recruitment of mid-level and junior professionals for roles across a wide range of industries, including manufacturing, engineering, sales, finance, and administration. They serve clients through a large team of recruitment consultants organized by industry and job function.
JAC Recruitment attracts candidates through online job advertisements, databases, and job board sourcing — making them especially effective in reaching active job seekers in the market.
JAC is a reliable recruitment agency partner for volume hiring and mid-tier talent needs.
8. Select Headhunter Indonesia
A Jakarta-based recruitment firm known for its responsive delivery across junior to mid-level roles. Select serves clients in healthcare, logistics, retail, and across general corporate hiring.
9. TalentVis Indonesia
With roots in Singapore, TalentVis operates across Southeast Asia and provides high-volume staffing services for e-commerce, logistics, tech, and BPO (Business Process Outsourcing) roles in Indonesia.
10. Glints Indonesia
A leading online talent platform in Southeast Asia, Glints offers tech-enabled recruitment services for startups and SMEs.
Known for sourcing junior to mid-level digital, marketing, and tech talent quickly and cost-effectively.
11. Hays Indonesia
Hays is a global recruitment agency powerhouse and supports mid-level hiring across multiple sectors, including engineering, sales, marketing, and IT.
12. Adecco Indonesia
Part of the Adecco Group, they specialize in general staffing and recruitment process outsourcing (RPO), with deep experience in blue-collar and junior office roles across Indonesia.
13. ManpowerGroup Indonesia
ManpowerGroup is a global staffing leader offering recruitment, and HR consulting services. ManpowerGroup is often used for bulk and recurring mid-level hiring in the logistics, retail, and industrial sectors.
14. Randstad Indonesia
Randstad provides end-to-end recruitment services from junior to mid-level professionals, including temporary staffing and project-based hiring.
They also offer employer branding support and workforce insights.
15. EKRUT indonesia
A Jakarta-based talent platform focused on digital roles, particularly for startups.
EKRUT helps companies quickly hire junior to mid-level product, engineering, and marketing talent through its curated talent pool.
Why Use a Recruitment Agency in Indonesia?
Indonesia’s vast and segmented talent pool can be hard to navigate. A trusted recruitment agency with a strong online presence adds great value by providing quick access to active job seeker talent.
A well-established Indonesian recruitment agency can effectively promote your job vacancies online, provide pre-screened active job seeker candidates, shorten time-to-hire, and ensure a strong match — particularly for growing companies that are scaling local teams at the junior and mid-level.
LIST: Top 5 RPO — Recruitment Process Outsourcing — Companies in Indonesia
RPO, or Recruitment Process Outsourcing, is when a company outsources part or all of its recruitment function to a third-party provider.
This solution is ideal for high-volume hiring, project-based recruitment (e.g. when a new factory plant launches), or for companies without an in-house HR function.
Here are five leading RPO providers in Indonesia:
1. PERSOLKELLY Indonesia
A well-established player offering full-scale RPO solutions across multiple industries. Backed by Japanese and Australian parent companies, their services include volume hiring, onboarding, and recruitment analytics.
2. SRW&Co
Though best known for leadership development, SRW&Co also provides tailored RPO and talent advisory services for multinational firms operating in Southeast Asia, including Indonesia.
3. Quess Indonesia
Part of Quess Corp (India), this provider offers scalable workforce solutions including RPO, general staffing, and Business Process Outsourcing (BPO) services. Strong in manufacturing, logistics, and telco sectors.
4. JAC Recruitment Indonesia
In addition to junior and mid-level recruitment services, JAC offers RPO services for companies scaling quickly. Their Japan-linked operations are often used by manufacturers and trading firms.
5. KellyOCG Indonesia
The outsourcing and consulting division of Kelly Services, KellyOCG delivers global-standard RPO models tailored for local execution. Known for flexibility and compliance, they support clients across tech, pharma, and consumer goods sectors in Indonesia.
Note: RPO providers are not headhunters. They are best suited for operational and technical hiring at scale — they should not be used for executive-level roles.
LIST: Top 5 Psychometric Testing Companies in Indonesia
Psychometric assessments help companies evaluate candidates’ personality traits, logical reasoning, and cultural fit — beyond just their CVs. These tools are especially useful for mid-to-senior level hiring or leadership assessment.
Here are five psychometric testing providers in Indonesia:
1. PT Daya Dimensi Indonesia (DDI Indonesia)
The Indonesian arm of global leadership consulting firm DDI. Offers validated psychometric assessments for leadership potential, decision-making style, and emotional intelligence.
2. AON Hewitt Assessment Solutions (via PT Aon Indonesia)
A trusted name for large-scale assessment centers and gamified psychometric tools. Widely used by banks, telcos, and state-owned enterprises.
3. Psycruit by Talogy (formerly Cubiks)
Global tools with local customization. Offers personality profiling, logical reasoning, and situational judgement tests suitable for executive recruitment.
4. PT Persona Dinamika Indonesia
Local psychology consultancy offering Bahasa-based psychometric testing services, including DISC, MBTI, and tailored assessments for Indonesian cultural context.
5. SHL Indonesia
Backed by a global brand, SHL’s Indonesia partner delivers cognitive and personality testing for enterprise-level recruitment and succession planning.
Tip: For executive hiring, psychometric tests should complement, not replace, deep qualitative interviews and reference checks.
LIST: Top 5 Candidate Background Checking Companies in Indonesia
Background checks are a critical step for safeguarding your company from CV fraud, financial risk, or reputational damage.
These providers offer services such as education verification, employment history checks, criminal record screening, and more.
Here are five top background screening firms operating in Indonesia:
1. Integrity Indonesia
A market leader in pre-employment screening, education verification, criminal checks, and whistleblowing systems. Trusted by multinationals and financial institutions.
2. First Advantage Indonesia
Part of a global background screening group, First Advantage offers scalable background check solutions, including international searches and adverse media scans.
3. Verita HR Indonesia
Specializes in background verification, reference checking, and compliance reviews. Serves clients across banking, IT, and manufacturing.
4. Sterling RISQ
Known for fast turnaround and enterprise-scale screening. Offers everything from ID verification to social media checks and anti-money laundering (AML) scans.
5. Cekindo (a InCorp company)
While better known for market entry services, Cekindo also offers tailored background screening solutions for foreign companies hiring in Indonesia.
Best practice: Always conduct independent background checks on any senior hire — especially for finance, compliance, or leadership roles.
LIST: Top 5 Outsourcing Companies in Indonesia for General Manpower / Labour
For companies that require large numbers of operational or frontline workers — such as warehouse staff, drivers, production operators, security, construction workers or cleaners — manpower outsourcing provides a scalable, cost-efficient solution.
Unlike professional talent recruitment firms, outsourcing service providers typically offer payroll handling, contract services, and sometimes even workforce supervision.
Here are five of the top general labour outsourcing companies in Indonesia:
1. Mitra Kerja Utama
Established in 2002, Mitra Kerja Utama is one of Indonesia’s most experienced labour outsourcing firms. The company provides general manpower for manufacturing, warehousing, logistics, and retail sectors, along with HR administration and payroll management services. Their nationwide presence makes them a reliable partner for high-volume workforce needs.
2. PT JAC Outsourcing Indonesia
Part of the global JAC Group, this entity focuses on business process outsourcing (BPO), staff secondment, and general labour supply. Known for strong compliance, bilingual service, and multinational standards, JAC Outsourcing supports clients in FMCG, automotive, and tech distribution sectors.
3. Outsource Indonesia
Specializing in blue-collar and semi-skilled workforce outsourcing, Outsource Indonesia is often used for driver deployment, merchandising staff, and field service roles. Their service includes hiring, onboarding, HR compliance, and KPI reporting — ideal for companies seeking a managed service solution.
4. ISS Indonesia
A division of ISS Group (Denmark), ISS Indonesia is a market leader in facility services and workforce outsourcing. Known for deploying large-scale staff in cleaning, catering, maintenance, and security roles, they combine operational excellence with global safety and quality standards.
5. Tiger Resourcing
A newer but fast-growing player in the labour outsourcing space, Tiger Resourcing serves clients in logistics, hospitality, and construction. They emphasize flexibility, speed, and cost-effectiveness, and are often chosen for short-term or project-based labour needs across Java and Sumatra.
Note: Labour outsourcing is subject to local manpower regulations and requires vigilance in areas like BPJS, tax compliance, and working hours. Partnering with a reputable, legally compliant vendor is essential.
LIST: Top 5 Payroll Service Providers in Indonesia
Managing payroll in Indonesia requires local compliance expertise, accurate calculations, and timely processing. Whether you’re a multinational expanding into Indonesia or a local company seeking to streamline internal operations, outsourcing payroll operations can reduce risk and administrative burden.
Below are five reputable payroll service providers operating in Indonesia:
1. Cekindo (by InCorp Indonesia)
Cekindo offers end-to-end payroll processing services with strong compliance knowledge across Indonesian labor laws and tax regulations. Their services include payslip generation, BPJS (social security) management, tax filing (PPH 21), and expatriate payroll. Ideal for foreign firms looking for a smooth market entry.
2. PERSOLKELLY Indonesia
As part of a large Asia-Pacific HR solutions group, PERSOLKELLY delivers high-volume payroll solutions with local legal compliance. They’re suitable for large enterprises needing scalable systems, plus HRIS integration options.
3. Abhitech
With decades of experience supporting the oil & gas and energy sectors, Abhitech delivers reliable payroll processing and HR outsourcing services. Their deep familiarity with complex local labor structures and compliance requirements makes them a strong partner for technical and industrial firms.
4. Links International
Links specializes in regional payroll processing across Southeast Asia, including Indonesia. Their Indonesia payroll services cover tax filing, employee onboarding, monthly compliance, and HR tech integration — with a strong focus on data security and audit trails.
5. BDO Indonesia
BDO’s payroll outsourcing team serves corporate clients with robust internal controls and advisory support. As part of a global accounting network, BDO is a strong choice for companies needing payroll, accounting, and tax services all under one roof.
LIST: Top 5 Market Entry / Corporate Secretarial / Company Set-up Service Providers in Indonesia
Setting up a business in Indonesia requires careful navigation of legal structures, regulatory filings, licensing, and ongoing compliance.
For foreign investors or local entrepreneurs, using a professional corporate secretarial or business set-up service can significantly reduce risk and streamline operations.
Here are five of the most trusted companies in Indonesia for company registration and secretarial support:
1. Cekindo (InCorp Indonesia)
Now part of Singapore-based InCorp Group, Cekindo is one of Indonesia’s most recognized names in business set-up services. They assist with company incorporation (PT PMA or local PT), nominee arrangements, work permits (KITAS), tax registration, and ongoing compliance filings. Their strong regional network also makes them ideal for clients expanding across ASEAN.
2. Emerhub
Emerhub specializes in helping foreign businesses enter emerging Southeast Asian markets. In Indonesia, they offer full-service company registration, licensing (e.g., NIB, OSS), legal representation, visa sponsorship, and import-export licensing. Their online dashboard and transparent pricing make them a popular choice among startups and SMEs.
3. Indosight
With a strong focus on foreign direct investment, Indosight is known for simplifying the complex PT PMA registration process. They provide end-to-end support including corporate structuring, tax advisory, and ongoing secretarial work. Their team includes legal and finance professionals with deep local expertise.
4. MAM Corporate Solutions
MAM offers business registration, legal advisory, and immigration services tailored to entrepreneurs and small businesses. Their responsiveness and personalized service make them a good fit for early-stage ventures and foreign professionals setting up consultancy firms or representative offices.
5. 3E Accounting Indonesia
A member of the global 3E Accounting network, this firm focuses on efficient company set-up, accounting, tax, and compliance support. With roots in Singapore and Malaysia, 3E Accounting Indonesia is often selected by regional companies looking to expand into the Indonesian market with high levels of compliance assurance.
Tip: Whether setting up a PT PMA legal entity (a foreign-owned legal entity in Indonesia), a locally owned PT or CV entity, or a representative office, always verify your provider’s track record and ability to navigate local government systems like OSS and BKPM.
LIST: Top 5 Employer of Record (EoR) Service Providers in Indonesia
For global companies looking to hire talent in Indonesia without establishing a local legal entity / office, an Employer of Record (EoR) service is the most efficient solution.
EoR providers act as the legal employer on behalf of their overseas client, managing payroll, compliance, taxes, benefits, and local HR administration — while the client retains full operational control over the employee’s day-to-day work.
Here are five of the leading global EoR platforms that support compliant hiring in Indonesia:
1. Deel
Deel is one of the most recognized global EoR providers, offering compliant hiring in over 100 countries — including Indonesia. Their platform enables rapid onboarding, localized employment contracts, statutory benefits, and automated payroll. Deel’s localized legal infrastructure ensures full compliance with Indonesia’s Manpower Law (UU Ketenagakerjaan), BPJS obligations, and tax regulations.
2. Remote
Remote delivers a comprehensive EoR solution with in-country entities and local legal experts. In Indonesia, they provide employer-of-record services covering payroll, taxes, social security (BPJS Kesehatan and BPJS Ketenagakerjaan), and offboarding. Their flat pricing and focus on ownership of infrastructure (not third-party vendors) are key differentiators.
3. Velocity Global
With experience across Southeast Asia, Velocity Global offers scalable EoR solutions tailored for both short-term assignments and long-term employment. Their Indonesia services include employment contracts, monthly payroll, regulatory reporting, and employment risk mitigation. Ideal for mid-size companies or project-based deployments.
4. Omnipresent
Omnipresent is known for its user-friendly platform and legal-first approach. Their EoR solution in Indonesia allows clients to onboard full-time staff without needing to navigate local labor law directly. Their multilingual support team and compliance automation make them especially appealing for startups and remote-first companies.
5. Globalization Partners (G-P)
Globalization Partners offers enterprise-grade EoR services backed by a robust compliance framework. In Indonesia, they handle onboarding, payroll, HR, and employment compliance through their in-house legal team. G-P is often favored by multinationals and high-growth tech firms for its scale and reliability.
ProCapita Headhunter Indonesia — Jakarta’s Premier Executive Search Firm
Professional Capital — ProCapita — we connect companies to elite senior talent.
Operating from Jakarta since 2014, our market-leading headhunter consultants have completed 1,000+ leadership hires in Indonesia.
We have extensive experience recruiting game-changing professionals across all major industries and job functions – for critical roles located throughout the Indonesian archipelago.
ProCapita is British-owned and managed, Jakarta’s trusted executive search partner.
Our professional network is unrivalled in the market, currently standing at 450,000+ executive candidates.
We offer world-class, traditional “direct approach only” executive search services.
Our top performing consultants manually identify and directly contact all relevant senior candidates for every headhunter assignment that we execute.
Our outreach is always discreet, professional, and effective.
We are a real-deal headhunter company — Not a standard recruitment agency — as such we Never use online job ads, we do Not focus on attracting active job seeker talent.
Over 99% of our placements involve passive candidates — top-tier employed professionals who are not job hunting when we contact them.
If you need to make a critical hire in Indonesia, we deliver results quickly and seamlessly, professionals that deliver business growth and advancement.
Want to learn more? Check out our headhunter services here.
For companies looking to hire in Indonesia: Submit your enquiry here.
For executive candidates that would like to join our professional network & stay informed about exciting career opportunities: Submit your CV here.
And to speak directly with a senior headhunter please Contact Us.
If you would like to read more about our headhunter services and How We Work please check out this Article.
