Questions and answers.

No. You can use Talent Summoner without providing your own LinkedIn seat.

We source from LinkedIn profiles and other publicly available professional information.

Candidates are scored against your must-haves and tradeoffs, then explained in plain language so you can audit the decision.

Yes. Your yes/no feedback and preference edits directly adjust the next round's search and weighting.

Yes. All plans include shareable links — your co-founder or hiring manager can review candidates without an account.

We only surface publicly available professional data. No scraping of private information.

No. You can use Talent Summoner without providing your own LinkedIn seat.

We source from LinkedIn profiles and other publicly available professional information.

Candidates are scored against your must-haves and tradeoffs, then explained in plain language so you can audit the decision.

Your yes/no feedback and preference edits directly adjust the next round's search and weighting.

Yes. All plans include shareable links—your co-founder or hiring manager can review candidates without an account.

We only surface publicly available professional data. No scraping of private information.

No. You do not need to bring a seat on any recruiting product to use sourcing.

Publicly available professional profiles and other public professional information.

Yes. You can add a candidate to the shortlist yourself and have them evaluated alongside the ones the agent finds.

Use ranking instead. It scores CVs you already hold against one job description.

Yes — create a free account to start sourcing. No credit card, no commitment. Your free plan includes saved searches and candidate shortlists.

We search across LinkedIn, GitHub, and other public sources — over 200 million profiles. The AI matches each profile against your criteria and returns a ranked shortlist.

LinkedIn Recruiter requires Boolean strings and manual filtering. Our AI understands natural language — describe the role in plain English (or Chinese) and get a scored, reasoned shortlist in minutes.

Yes. We treat all candidate data as sensitive PII. Data is encrypted at rest and in transit, and we never share it with third parties. See our privacy policy for details.

Up to 50 in a single batch.

PDF, DOCX, Markdown, and plain text.

Yes. If there is no text layer, the text is read from the page images.

Use sourcing instead. It finds candidates for you and ranks them the same way.

Yes — this tool is completely free to use. No sign-up, no credit card, no commitment.

The ranking is powered by advanced language models designed to understand job requirements and skills in context, providing accurate and consistent matching.

We support PDF, DOCX, MD and plain text for both job descriptions and CVs. You can also paste text directly.

Yes — every ranking report generates a shareable link. Your team can review results without creating an account.

No. Each message is sent only after you have read it and confirmed the send.

Yours. Messages are sent from the work account you connected, and replies come back to you.

Up to 20 recipients per confirmed send.

Yes. You can disconnect the account at any time, and nothing further can be sent on your behalf.

No. The link opens the report directly.

No. Report pages are marked so search engines do not index them.

Yes. Use your browser's print or save option to keep a PDF.

We are building it with the people on this waitlist, so there is no launch date to promise yet. Joining the list is how you get asked first.

Cantonese and English, including both in the same sentence. Mandarin comes after that.

The major ones teams already run interviews on. Tell us which one you use when you join and it moves up the order.

Yes. It joins as a visible attendee, and you stay responsible for asking consent the way your jurisdiction requires.

Not decided yet. People on the waitlist get that conversation before anyone else.

No. You can use Talent Summoner without providing your own LinkedIn seat.

We source from LinkedIn profiles and other publicly available professional information.

If you have a full-time recruiting team running continuous pipelines and InMail campaigns at scale, a dedicated seat can be worth it. For occasional, founder-led hiring, per-role sourcing is usually more cost-effective.

Yes — starting is free. You describe the role and see how the search works before paying for a role.

Yes. Talent Summoner holds Hong Kong EA Licence No. 79497 under the Labour Department's employment agency licensing regime.

Contingency agencies commonly charge 15–25% of the candidate's first-year salary, so a single mid-level placement often costs $15,000–$30,000.

For confidential executive searches or fully outsourced, high-touch processes, a specialist agency still earns its fee. For most direct hires, AI sourcing covers the search at a fraction of the cost.

No — you interview and close candidates as usual. Talent Summoner replaces the sourcing and screening work that happens before the interview.

No. A search tool returns profiles. Talent Summoner returns a ranked shortlist with reasons, then drafts outreach to the people you approve.

Not today. Shortlists are shareable lists you can send to your team or copy into your own system. If an ATS sits at the centre of your process, that is a real gap on our side.

If you have a recruiter who wants to drive the search themselves, needs results written straight into an ATS or CRM, or runs large multi-step outreach sequences across a team, Juicebox is built for that. Talent Summoner is built for hiring managers who want the search done for them.

Only for the sourcing part. hireEZ also carries CRM, scheduling, career sites, and analytics. If you need those in one system, this is not a like-for-like swap.

Its site publishes $494 per month for a solo recruiter with a 7-day free trial. Team and enterprise pricing is quoted per company rather than listed.

If you run a recruiting team on an enterprise ATS and want sourcing, CRM, screening, and reporting consolidated into one platform, hireEZ is built for exactly that. Talent Summoner is narrower on purpose.

No. Plenty of teams hire without one. Shortlists are shareable lists you can send to whoever is interviewing.

We don't publish an index size, because we search live rather than serve a fixed database. The honest comparison is on the output: SeekOut hands you a filtered list, we hand you a ranked shortlist with reasoning.

No. SeekOut can resurface people who already applied to you; we search the open market. If mining your own history matters most, SeekOut does that and we don't.

If you have a dedicated sourcer who wants fine-grained control of every filter, or you need diversity and compliance reporting across a large team, SeekOut is built for that depth.

No. Gem is a system of record for roles, pipelines, and interviews. We stop at the shortlist and the first outreach, and you keep whatever you use to track candidates after that.

Gem quotes by company headcount rather than publishing a per-seat price. Its site offers companies under 30 employees six months free.

If you want one system for sourcing, pipeline, nurture, scheduling, and reporting — and you're ready to move your process into it — Gem covers far more ground than we do.

Yes. Shortlists are shareable lists, so nothing stops you sourcing with Talent Summoner and tracking the pipeline elsewhere.

As of August 2026, advertised software engineer roles on Jobsdb Hong Kong averaged HK$24,000 to HK$34,000 a month. Morgan McKinley's 2026 Hong Kong Salary Guide put backend developers at around HK$40,000 and full stack developers at around HK$50,000 a month. The advertised range includes many smaller and more junior roles, so for a product engineering role at a funded company, budget nearer the higher figures.

Yes. Employers make a mandatory contribution of 5% of the employee's relevant income. The maximum relevant income level is HK$30,000 a month, so the employer contribution is capped at HK$1,500 a month. Below the minimum level of HK$7,100 a month the employee does not have to contribute, but the employer still does. Figures from the Mandatory Provident Fund Schemes Authority.

Yes. The usual route is the General Employment Policy, which needs a confirmed job offer, a role that cannot readily be filled locally, and a market-rate package; approved professionals normally get an initial 36-month stay. Your candidate may also already hold a Top Talent Pass or an IANG visa, in which case there is nothing for you to file. Check immd.gov.hk for the current rules.

Three clusters. Science Park and Pak Shek Kok, where HKSTP reports over 2,400 innovation and technology companies and a working population above 26,000. Kowloon East, around Kwun Tong and Kowloon Bay. And Central, Sheung Wan and Wan Chai for banking and fintech, which pays the most — Jobsdb put Central and Western at about HK$41,700 a month in August 2026.

The search is usually not the slow part; offers and notice periods are. Notice periods in Hong Kong are set by the employment contract rather than by one fixed rule, so ask about it in the first conversation instead of after the offer.

As of 1 August 2026, advertised product manager roles on Jobsdb Hong Kong averaged HK$35,000 to HK$43,000 a month. Morgan McKinley's 2026 Hong Kong Salary Guide put Product Owner, the closest comparable title it publishes, at around HK$55,000 a month. Budget nearer the higher figure for a senior role at a bank or a funded product team.

It follows the employer mix. Financial services and large corporates account for a big share of professional hiring here, and in those organisations product management often sits closer to project delivery or business analysis. In startups and platform companies it means roadmap ownership. Same words, different jobs — so screen on what someone decided, not on what they were called.

It depends on who the product serves. A consumer product aimed at the Hong Kong market usually needs Cantonese for user research and local stakeholder work. A regional or B2B product run out of Hong Kong often does not, and Mandarin can matter more if you sell into the mainland or the Greater Bay Area. Decide before you write the ad, because this filters the pool more than seniority does.

Yes, normally under the General Employment Policy. You need a confirmed job offer, the role has to be one that cannot readily be taken up by the local workforce, and the package must be broadly in line with the market level in Hong Kong. Approved professionals normally get an initial 36-month stay. The Technology Talent Admission Scheme is aimed at technology roles and usually will not fit. Check immd.gov.hk for current rules.

Yes. The employer's mandatory contribution is 5% of relevant income, capped at HK$1,500 a month because the maximum relevant income level is HK$30,000 a month. Since most product manager salaries in Hong Kong sit above that cap, budget the flat HK$1,500. Figures from the Mandatory Provident Fund Schemes Authority.

As of 1 August 2026, advertised product designer roles on Jobsdb Hong Kong averaged HK$22,000 to HK$25,000 a month. Morgan McKinley's 2026 Hong Kong Salary Guide put UX designers at a median of about HK$45,000 a month, ranging from HK$25,000 to HK$70,000. The gap is real: the advertised market skews junior and agency-side, while recruiter-placed roles skew senior and in-house.

In Hong Kong the two titles are used loosely and often interchangeably, which is part of why the pay data differs so much between sources. Screen on scope rather than title: ask whether the person defined the problem or was handed a spec, and whether they saw the work through to launch and measured what happened.

Kwun Tong and the wider Kowloon East belt hold the densest cluster of studios and agencies, and Jobsdb's August 2026 district data shows Kwun Tong paying the most for product designers. In-house product design teams sit mainly in Central, Quarry Bay and Cyberport. On the training side, PolyU School of Design in Hung Hom and the Hong Kong Design Institute in Tiu Keng Leng supply a large share of local graduates.

Possibly. Under the General Employment Policy the Immigration Department normally expects a first degree in the relevant field, but states that good technical qualifications, proven professional abilities and relevant experience may be accepted in special circumstances. Build the case around a documented body of shipped work. Check immd.gov.hk for the current position and take proper advice for a specific application.

Yes. The employer's mandatory contribution is 5% of relevant income, subject to a minimum relevant income level of HK$7,100 a month and a maximum of HK$30,000 a month, which caps the employer contribution at HK$1,500 a month. Figures from the Mandatory Provident Fund Schemes Authority.

As of August 2026, Indeed Hong Kong put the advertised average at about HK$29,000 a month, Jobsdb's district data topped out around HK$35,000 in Central and Western, and the Morgan McKinley 2026 Salary Guide put the recruiter-placed median at HK$45,000 a month. For an experienced analyst at a funded company or financial institution, budget nearer the recruiter number.

If the work is SQL, dashboards, and answering business questions, you want a data analyst. If it is building and deploying predictive models, you want a data scientist — and on Jobsdb's August 2026 district data you should expect to pay roughly 50% more. Most companies asking this question need the analyst.

Banking and financial services dominate, followed by insurance, ICT, consulting and retail. Jobsdb's hiring-company list for the role names AXA, Bank of China (Hong Kong), Generali, DBS, UNIQLO, Hutchison Telecommunications and the Hong Kong Jockey Club.

It depends on the seat. Roles embedded with local business teams usually ask for Cantonese and English, and mainland-facing bank and insurer roles often add Mandarin. Regional and MNC analytics teams are more often English-first. Decide which yours is and say so in the ad.

The search is usually not the slow part; offers and notice periods are. Notice periods in Hong Kong are set by the employment contract rather than by one fixed rule, so ask about it in the first conversation instead of after the offer.

As of August 2026, the Morgan McKinley 2026 Salary Guide puts marketing managers at HK$40,000 to HK$65,000 a month with a median of HK$55,000, and Michael Page's salary tool shows an average around HK$600,000 a year. Advertised averages on Jobsdb run lower, HK$37,500 to HK$44,750 a month by district, because job ads include smaller employers.

For consumer-facing roles in Hong Kong, written Traditional Chinese plus spoken Cantonese and English is the standard requirement, and Mandarin is increasingly asked for Greater Bay Area and mainland-visitor campaigns. B2B and regional roles are more often English-first. Decide before you write the ad.

For consumer brands, almost certainly. Xiaohongshu passed one million daily active users in Hong Kong in 2023 and mainland visitors research Hong Kong brands there before travelling, while WeChat matters for payments and mini-program commerce. Ask candidates for campaigns they have actually run on these platforms, not just familiarity.

Recruiter guides such as Morgan McKinley's track roles that agencies were paid to fill, which skew senior and towards larger employers. Job-ad data such as Jobsdb's covers every advertised role including small local firms. For an experienced hire at a funded company, budget nearer the recruiter figures.

The search is usually not the slow part; offers and notice periods are. Notice periods in Hong Kong are set by the employment contract rather than by one fixed rule, so ask about it in the first conversation instead of after the offer.

As of August 2026, advertised sales executive roles on Jobsdb average about HK$21,000 to HK$26,000 a month base by district, with assistant sales managers at about HK$31,500 and sales managers at HK$34,000 to HK$40,000. The Morgan McKinley 2026 guide puts sales manager base at a median HK$45,000. Commission comes on top of all of these.

Base plus commission is the standard advertised structure. A commonly cited benchmark is a 60:40 salary-to-commission ratio, though insurance and property run far more commission-heavy, sometimes near-pure commission. Publish your OTE logic in the ad rather than writing 'attractive commission' — precise structures attract sellers, vague ones attract negotiators.

No. In Hong Kong job-ad convention it is the frontline, individual-contributor rung — below assistant sales manager and sales manager, and priced accordingly at roughly HK$21,000 to HK$26,000 a month base on August 2026 Jobsdb data. If you need a team lead or a number-owner, hire at the manager title.

It is Hong Kong's largest pool of trained, licensed, bilingual closers, and many agents look to move into other sales roles. The caveat is churn: industry data shows roughly half of new insurance licences lapse within a few years. Screen individual track records — tenure, pipeline ownership, repeat clients — rather than judging the industry either way.

The search is usually not the slow part; offers and notice periods are. Notice periods in Hong Kong are set by the employment contract rather than by one fixed rule, so ask about it in the first conversation instead of after the offer.

As of August 2026, advertised accountant roles on Jobsdb average roughly HK$23,000 to HK$32,500 a month depending on district and seniority, while the Morgan McKinley 2026 Salary Guide puts qualified financial accountants in commercial businesses at HK$40,000 to HK$55,000 a month, and accounting managers at a median around HK$62,000. Match the band to the responsibility, not the title.

Often, yes — one Hong Kong recruiter reports employers paying about 30% more for Big Four alumni, and the audit training shows in rigour and standards knowledge. The caveat: audit produces reviewers rather than doers, so first-time commercial hires need a ramp into hands-on month-end work. Budget for the premium only if the role uses it.

After audit season. With most companies on a 31 December year-end, audit work runs January to early April, and practice accountants considering a move into industry generally cannot interview until it ends. Spring onwards is when that pool opens up.

Only if the work demands it — audit liaison, statutory reporting, and controller-level roles usually do; transactional bookkeeping usually does not. The Hong Kong designation runs through HKICPA's Qualification Programme. Asking for a CPA you do not need adds the qualified premium to the salary for nothing.

The search is usually not the slow part; offers and notice periods are. Notice periods in Hong Kong are set by the employment contract rather than by one fixed rule, so ask about it in the first conversation instead of after the offer.

As of 2026 data, advertised CSM roles on Jobsdb average about HK$35,500 to HK$36,500 a month by district, and the nearest recruiter benchmark — Morgan McKinley's account manager line — runs HK$36,000 to HK$52,000 with a median of HK$42,000. Budget HK$35,000 to HK$45,000 base for a mid-level hire, plus a variable tied to renewals.

Yes, but the pool is young and small. LinkedIn listed around 219 live CSM roles in Hong Kong in August 2026, concentrated at global software companies' APAC offices and local fintechs. Most searches should also cover the much deeper account-management pool, which converts well.

If the book includes Greater China accounts, yes — employers from S&P Global to SAP to the local fintechs specify Mandarin for those seats, with Cantonese a plus. For regional-English books it is optional. The language line should be written per book of business, not per office location.

It is the standard path in Hong Kong — job specs here routinely accept customer success, account management or business development backgrounds interchangeably. The screening difference is mindset: customer success is proactive and lifecycle-driven rather than quota-driven, so test for renewal ownership, churn saves and adoption work.

The search is usually not the slow part; offers and notice periods are. Notice periods in Hong Kong are set by the employment contract rather than by one fixed rule, so ask about it in the first conversation instead of after the offer.

As of the Morgan McKinley Hong Kong Salary Guide 2026, an HR manager or HR business partner with five or more years of experience earns HK$45,000 to HK$65,000 a month, rising to HK$65,000 to HK$110,000 with eight or more years. A regional remit covering mainland China or Taiwan moves the band to HK$80,000 to HK$120,000 a month.

Employment Ordinance fluency and MPF administration are the statutory core of the job in Hong Kong — wages, statutory holidays, leave, severance and long service payments, and enrolment deadlines all sit under them. For senior hires, HKIHRM professional membership is a meaningful signal: it requires eight or more years of HR experience, a professional or managerial position, and endorsement by existing members.

Only if the role actually covers it — but many Hong Kong HR seats do. Regional mandates covering Hong Kong, Macau and mainland China are common at multinationals, and the market prices that scope at nearly double a Hong Kong-only role, per the Morgan McKinley 2026 bands. Decide before you write the ad, not after the offer.

The deepest pools are in financial services, at the conglomerates and their operating companies, and in the corporate back-office corridor in Kowloon East — Jobsdb's district data puts Kwun Tong at the top of the HR manager pay table at about HK$53,000 a month as of August 2026.

The search is usually not the slow part; offers and notice periods are. Notice periods in Hong Kong are set by the employment contract rather than by one fixed rule, so ask about it in the first conversation instead of after the offer.

As of August 2026, Indeed Hong Kong puts the all-industries advertised average at about HK$33,300 a month, Jobsdb's district data runs up to about HK$60,000 in Eastern District, and the Morgan McKinley 2026 guide prices logistics and operations managers at HK$40,000 to HK$60,000 with a median of HK$50,000. The vertical moves the number more than the title does.

Because the title spans five different jobs in Hong Kong — bank branch operations, fund operations, IT and data-centre operations, retail operations, and logistics. On one agency's live board, finance ops ads outnumbered warehouse ops ads seven to one. Lead the ad with the vertical and the systems, and the flood filters itself.

If the role faces mainland suppliers, factories or a Chinese parent company, yes — those ads specify Mandarin and English consistently. For purely local operations, Cantonese and English is the standard ask. Specify the language mix by counterparty rather than defaulting to trilingual, which shrinks the pool.

It depends which operations. Port, warehouse and branch ops are inherently on-site and often shift-based. Business operations and finance operations can run hybrid — and against a market where 91% of Hong Kong employers were pushing more office time in a 2024 Morgan McKinley survey, even one flexible day is a genuine attraction lever.

The search is usually not the slow part; offers and notice periods are. Notice periods in Hong Kong are set by the employment contract rather than by one fixed rule, so ask about it in the first conversation instead of after the offer.

Yes — 100% free for job seekers. No hidden fees, no premium tier. Just open the bot and start.

Type /createprofile in the bot. It will guide you step by step: upload your CV (PDF or DOCX), optionally add your GitHub or LinkedIn URL, and set your expected salary range in HKD.

We focus on Hong Kong IT roles: software engineering, full-stack development, data science, cybersecurity, DevOps, product management, and more.

Each job match has three buttons — View & Apply, 👍 Interested, and 👎 Not Interested. If you tap Not Interested, you can tell us why (wrong title, salary too low, location too far). The bot uses your responses to improve future matches.

Send /improvecv in the bot after uploading your CV. The AI asks a few quick questions about your goals, then rewrites weak sections, adds measurable achievements, and aligns keywords with what HK recruiters search for. Use /mycv anytime to download the improved version.

Yes. Just run /createprofile again at any time to re-upload your CV or change your salary range. Use /viewprofile to check your current details.

Telegram is already on your phone, it's fast, and it's private. No extra download, no login friction — job alerts land right in your chat.