Gavin is an Asia-based executive search leader specializing in AI, technology, and PE/VC-backed companies, helping founders and investors build high-performing leadership teams across Southeast Asia and Greater China.

With over two decades of experience, Gavin partners with PE/VC funds and fast-growing technology ventures to build world-class leadership teams across North Asia, Southeast Asia, and Greater China. His work spans technology, consumer tech, AI, and digital transformation, with mandates from Series A through pre-IPO.

Gavin collaborates closely with global investors and their portfolio companies, including:
• PEs: L Catterton, Permira, EQT, CVC, Carlyle
• VCs: Sequoia, Lightspeed, Qiming Ventures, NLVC, Cathay Capital, New Horizons

Outside of executive search, Gavin is also an investor, founder, and executive coach, guiding leaders through personal reinvention, mindset development, and navigating growth with clarity and self-awareness.

🌐 https://www.mindssearch.com
📩 gavin@mindssearch.com

Gavin Ng

I’m grateful to GlobalBiz Outlook for this recognition.

After more than 20 years in executive search, what matters most to me is the journey shared with people.

Being part of their paths — helping companies grow with the right leadership and helping many find meaningful roles — has been the real privilege.

This recognition feels less like a milestone and more like a reflection of that collective journey.

Thank you to those who’ve been part of it.
There’s more to build ahead.

— Gavin

Full article:  https://lnkd.in/gXkz2DzE
Join my community: https://lnkd.in/gNTbRf53

Executive Search Leader | Founder | Investor | Coach

Executive search at startup speed in Hong Kong taught me one rule: move like a founder, not a recruiter.

A year ago, a VC-backed company in Hong Kong came to us with a simple but brutal ask:

We need a CMO.
We have eight weeks.
Our runway won’t wait.

Two traditional search firms had already told them the standard line:
“Senior hires take 2-3 months.”

And on paper, they were right.

But startups don’t operate on paper.
They operate on time, burn, and momentum.

So instead of treating it like a textbook search, we treated it like a founder problem.

Week 1: We dissected the role to its non-negotiables.
Week 2: We activated founder-to-founder referrals, operator circles, ex-CMO WhatsApp groups.
Week 3–5: We ran a decision cadence that matched startup tempo—daily calls, not weekly check-ins.
Week 7: Offer signed.
Candidate onboarded before the deadline.

And that experience reinforced three truths that still shape how I run searches today:

🧠 Speed is not a luxury in scaling companies — it’s a survival variable.

Every week without the right leader compounds lost revenue, slower execution, and operational drag.


🧩 The hiring formula is simple: clarity × network × decision cadence.

If any one of these three breaks, the whole search slows.
Most companies fix the wrong parts.

⚡️ Search leaders must translate startup tempo into hiring rhythm — or they fail their clients.

Founders don’t need a fancy “process.”
They need motion.

Let me leave a few thoughts for our executive search friends and senior recruiters:

1️⃣ Set a real hiring runway for your next leadership role
Not “as soon as possible.”
Pick a number (5–6 weeks) and commit to the tempo.

2️⃣ Mobilise your founder and operator network immediately
Hiring is faster when you pull warm pipelines, not cold ones.

3️⃣ Design your decision gates upfront - set higher bar
Shortlist by week 2.
Finals by week 3.
Offer by week 4.
Onboard by week 6.

What leadership hire are you racing against — and how fast can you move?

- Gavin

Join 5,000+ leaders and founders to get regular insights: https://lnkd.in/grbwK4By

#ExecutiveSearchforstartup #AsiaStartups #Foundersupport

Growth game, health and wealth aren’t separate — they compound each other.

A few months ago in Hong Kong, I met a founder who ran a fast-scaling fintech across three markets.
Burnout wasn’t theoretical for him — it had hit twice.

But this time, he told me something different.

“My 5am workout is my best business decision,” he said.
Not because it made him feel good.
But because by the "start" of his days, his judgment was sharper, his team interactions calmer, and his execution cleaner.

And it hit me:

The people who win long-term aren’t just the ones who grind the hardest.
They’re the ones who manage the inputs that sharpen their internal instrument — the body, mind, and energy system that every decision flows through.

Here’s what I’ve observed working with founders and executives across the region:

🧠 High performance isn’t only strategy at work — it starts in the life wellness practice
You can’t out-strategize chronic stress.
You can’t out-hustle low energy.
The quality of your decisions is downstream of the quality of your physiology.

⚡️ Younger professionals in Asia often trade health for hustle — and it works… until it doesn’t.

In your 20s you can brute-force your way through.
In your 30s and 40s, the body sends invoices.
The cost shows up in decision fatigue, emotional volatility, slow recovery, and inconsistent output.

🧩 The real role of a leader today is integrating health, wealth, and purpose into a sustainable system.

Designing life in a way that energy and clarity become competitive advantages is paramount, not afterthoughts.

The top performers I work with don’t optimise for hours.
They optimise for capacity.

Action Steps

1️⃣ Block 30 minutes each morning for a health anchor
Movement, breathwork, meditation — anything that stabilises your physiology before the world demands from it.

2️⃣ Track one health metric this week
Sleep hours, HRV, resting heart rate, mood.
What you measure becomes the thing you improve.

3️⃣ Make one business or financial decision that frees future time
Delegate one task.
Automate one workflow.
Invest in something compounding.
Reduce friction, increase space.

What health habit are you locking in this week — and what business decision will it unlock?

- Gavin

Join 5,000+ leaders and founders to get regular insights: https://lnkd.in/grbwK4By

#HealthAndWealth #ExecutiveCoaching #PeakPerformance

The least technical CEO I worked with this year is leading the boldest digital transformation.

A Malaysian founder running a F&B SME told me over Zoom:

"I don’t understand transformers.
I don’t understand APIs and GPUs.
But I know my business.”

He wasn’t being humble.
He genuinely had no technical background.
He's telling the truth that many SMEs are facing these days. 

But here’s what he did surprised me:

He appointed a strong technology transformation lead.
Someone who successfully led digital transformation at small businesses.
He re-wrote KPIs and digged into the data.
Let data speak and drive their decisions,
And he ran monthly reviews. 
Pivot fast.

No fancy jargon.
No 200-page strategy decks.
Just clarity, ownership, and accountability.

And it worked — his organisation moved 10x faster. 

He taught me one thing:

Non-technical CEOs don’t need to understand the AI, technology etc.
They need to understand leverage.

You can lead a successful transformation without touching a line of code — if you set the right metrics, owners, and timelines, and leveraging the right talent.

Investors don’t expect you to build the model.
They expect you to own the direction.

If you are in a similar eat, here’s where I’d start:

1️⃣ Choose one clear AI owner
Someone who can coordinate across teams, remove blockers, and keep momentum — not necessarily someone “technical,” but someone who gets things done.

2️⃣ Define what “AI success” means for your business
Is it faster operations? Better customer experience? More revenue?
Pick three simple outcomes — not tasks.
(If your board asked “What did AI improve?” — what would you want to say?)

3️⃣ Create a monthly AI rhythm
One meeting.
One hour.
One agenda:
💡 What moved forward?
📊 Where did we save time, money, or effort?

4️⃣ Normalize experimentation
Give your team permission to start small, start messy, and test ideas without waiting for you to be the expert.

5️⃣ Communicate direction, not instructions
Your job isn’t to tell people “how” to use AI.
Your job is to set the why and the where — and let your team build the “how.”

That’s it.
Focused. Executable. Repeatable.

If you’re a non-technical founder…
what’s actually stopping you from leading an AI program like this?

#NonTechnicalFounders #ExecutionMatters #executivesearch

- Gavin

Join 5,000+ leaders and founders to get regular insights on entrepreneurship and investing: https://lnkd.in/gNTbRf53

How long do we really have before AI stops being a competitive edge… and becomes basic hygiene?

A PE partner in Hong Kong told me something over a group dinner that stuck with me:

“We think there’s a short window where basic AI adoption can still move valuation multiples.”

Some founders at the table immediately responded.

One said 5+ years.
Another said 12 months.
A third said “we have time.”

No one had a real framework.
Everyone had an opinion.

McKinsey’s 2024 “State of AI” survey shows 65% of organizations already regularly use gen AI in at least one business function, nearly double from ten months earlier — and “AI high performers” are already pulling ahead in financial performance.

And, BCG writes that deploying gen AI is already becoming “table stakes” in today’s competitive environment — meaning basic adoption will soon no longer be a differentiator

Whether you believe the window is long or short doesn’t change what’s actually happening.

We’re already moving through phases of AI adoption — faster than most leaders realise.

Phase 1 (now):
The obvious things still differentiate.
Chatbots. Summaries. Auto-emails.
Simple tools that improve margins and speed.

Phase 2:
These things become table stakes.
Every company will have them, the same way every company today has email or CRM.
The edge shifts to data quality, workflow depth, and integration.

Phase 3:
AI becomes invisible infrastructure.
Models won’t matter.
Your data + distribution will.

And the companies that win won’t necessiarly be the ones who built the best model —
but the ones who built the best system around it.

So here’s what I learnt from the rest of our dinner discussion:


1️⃣ Start mapping your AI roadmap into two buckets:
Today (fast, obvious wins)
and
Edge (data, systems, process, deeper integration roadmap)

2️⃣ Treat the next 18–24 months as your “catch-up or get left behind” window. Pick whatever timeframe that works for your companies. Key is sense of urgency.

3️⃣ Move fast on anything generic.
Start messy on anything data-heavy.
Don’t wait for a perfect strategy — build the muscle now.

AI advantage isn’t a lifetime advantage.
It's a window of opportunity. 
And it’s closing.

If you had to bet: is the AI window 12 months, 24 months, or more?

- Gavin

Join 5,000+ leaders and founders to get regular insights: https://lnkd.in/grbwK4By

#aiadoption #executivesearch

The 30-Day Experiment

I once worked with a founder, a solopreneur, who looked exhausted in our first coaching. 
He was brilliant and obviously diligent — first in, last out, and knew every inch of his business.

But his team?
Frozen.
No one made a move without him.

In our session, I asked one question:
“What would happen if you did nothing for 30 days?”

He laughed.
Then frowned.
Followed by a 10-second silence.

After a long pause, he said,
“Everything would gradually fall apart.”

I told him,
“That’s exactly the problem.”

So we tested it.
He stopped jumping into Slack threads.
Stopped rewriting pitch decks.
Stopped “just helping” in every meeting.

Week one — chaos.
People stalled. Mistakes happened.
He almost gave up.

Week two — something shifted.
His team started making decisions.
Not perfect ones, but theirs.

By week four, they were operating —
faster, clearer, more confident — without constant sign-offs.

He didn’t lose control.
He gained trust.
And the team? Stepped up. 

What Every Founder Should Remember 🧭

🔥 1. Over-functioning leaders create under-functioning teams.
When you overhelp, you quietly teach people you don’t trust them.

🧠 2. Step back to build ownership.
Real leadership isn’t about control — it’s about space.

🤫 3. Silence reveals capability.
When you stop talking, you see who’s ready to lead.

⚙️ 4. Decide what’s truly yours.
If every decision needs your approval, you’re not leading — you’re babysitting.

💬 5. Reward initiative, not permission.
Praise those who move, not just those who ask.

👉 When was the last time you gave your team space to surprise you?

- Gavin 

Join 5,000+ leaders and founders to get regular insights on entrepreneurship and investing: https://lnkd.in/grbwK4By 

#executivecoaching #trueleadership

What do you do when AI is clearly the future… but your entire team can’t code?

A founder and friend from a logistics SME asked me this over lunch last week.

He looked genuinely worried.

“Gavin… be honest. Are we already too late for AI? I run my business pretty much the same way in the last decade. I know nothing about AI. My team can’t code anything. "

then we had an hour long discussion on his operations and workflow — customer support, monthly reporting, sales outreach etc.

And here’s what surprised him:

None of those workflows needed a single engineer.
None needed a machine-learning team.
None required “building an LLM.

They just needed workflow redesign.

Because the first 50–70% of AI impact in most businesses doesn’t come from technical brilliance.
It comes from operational clarity.

You don’t need a research lab.
You need to a clear  workflow to be followed, by teams or AI. 

"What are we doing repeatedly?
What slows us down?
What can be automated without rewriting the entire business?"

Most SMEs in Asia don’t have an AI problem.
They have a "clarity first, adoption later" problem.

And the real danger isn’t lacking AI skills — it’s waiting until your competitors prove the ROI first.

Here’s what I told him:

Start small.
Recommended step emojis:

1️⃣ Pick one workflow. Start with baby steps.
2️⃣ Test a no-code AI tool for 30 days.
3️⃣ Assign an AI project owner from operations, not IT.
4️⃣ Measure one thing: time saved.

Once you see the ROI, then decide whether to hire, partner, or stay no-code.

AI rewards the curious, not the technical.

If your whole team is non-technical, where would you deploy AI first — support, operations, or sales?

- Gavin

Join 5,000+ leaders and founders to get regular insights: https://lnkd.in/grbwK4By

#AIforBusiness #SMEAsia #LeadershipAsia #ScalingSmart

Break it down before you build it up.

Thinking more isn’t the problem.
Thinking on top of a poorly framed question is.

Many people don’t get stuck because they lack ideas.
They get stuck because they’re applying effort to the wrong problem.

So they add more thinking.
More discussion.
More analysis.

And the confusion gets smarter, not smaller.

I see this constantly in start-ups' meetings.
The room is full of capable people, all thinking hard, yet progress stalls.

Not because they aren’t thinking enough.
But because no one has slowed down to ask the right question.

Strong problem solvers don’t think less.
They think lower first.

They go back to fundamentals before they scale ideas.

They ask, what has to be true for this to work?

That question changes the quality of thinking that follows.

Here’s the shift most people miss.

More thinking is only useful after the problem is clean.
Otherwise, you’re just building complexity on top of assumptions.

Clarity comes first.
Then depth actually pays off.

Here’s a simple way to apply this.

👇 Use this when you feel stuck or overwhelmed 👇

🧭 1. Reframe the problem
Describe the issue in one clear sentence.
If it feels vague, you’re still too high-level.

🔍 2. Question the question
Ask yourself: Is this the real problem, or a convenient one?
Often, the real issue is hiding underneath.

🧱 3. Identify first principles
List what must be true for success.
Facts only. No habits. No “this is how it’s done.”

🧠 4. Think deeply from there
Now add thinking.
Now explore options.
Now invite more ideas.

That’s the difference between productive thinking and expensive thinking.

Where might asking a better question change the outcome this week?

- Gavin

Enjoy this? Join our community of 5,000+ subscribers today: https://lnkd.in/gNTbRf53

AI won’t kill your valuation overnight. It’ll erode it quarter by quarter—until one day your buyer shows you the comparison.

At a dinner in Singapore, a growth-stage founder asked me if she could “wait a year” before thinking about AI.

An investor at the table didn’t even blink:

"You can.
But your buyer in two years will compare you to someone who didn’t wait.”

The table went quiet.

Because the real risk isn’t AI adoption itself.
It’s the compounding opportunity cost of not adopting it.

And this is what more investors have started telling me privately:

🧠 Not adopting AI is a decision.
And the opportunity cost compounds every quarter.
Your peers keep compressing cost, improving throughput, and accelerating cycles.
You don’t feel the gap today—but it widens silently.

📊 The first valuation impact won’t come from “AI narrative.”
It’ll come from margin and productivity comparisons.
Lower cost per ticket.
Faster cycle times.
Higher output per employee.
That’s what buyers measure.

👉 Every buyer, acquirer, or IPO investor will start asking:
“Where is AI in your story?”
Not as hype—but as proof of operational leverage.

If you’re a founder today, here’s what I’d do:

1️⃣ Benchmark against one AI-forward competitor
Look at cost per output: per ticket, per order, per lead.
This tells you exactly where the valuation gap begins.

2️⃣ Set a hard cutoff date
“By X date, at least Y functions must be AI-enabled.”
Not perfect—just directionally real.

3️⃣ Add an ‘AI roadmap’ slide to your next investor conversation
Even if it’s version 0.1.
Investors don’t expect perfection—
they expect intentionality.

Because in three years, someone will look at your company and ask:

Did AI help your valuation—or quietly hurt it?

Which side of that question do you want to be on?

- Gavin 

Join 5,000+ leaders and founders to get regular insights: https://lnkd.in/gNTbRf53

#AIAdoption #executivesearchasia #ValuationDrivers

Helping you build your personal brand. Multiple Startups and IPOs. Entrepreneur, angel investor, Fractional COO, dad.

Series A/B founders don’t need more content. They need their thinking to show up clearly—in a way that builds trust with buyers, investors, and the market over time.At this stage, the founder’s voice is the highest-trust surface area the company has. When it’s absent, unclear, or overly polished, momentum quietly leaks. I ghostwrite founder-led content for Series A/B founders who want their personal narrative to reflect how they actually think about the product, the market, and the company’s direction.This isn’t company marketing. It’s founder signal.The goal is simple:• Make your thinking legible• Build credibility without noise• Create consistency without turning you into a “content creator”Behind the scenes, my work looks like:• Pulling clarity out of conversations• Sharpening how you explain what you’re building and why it matters• Writing in a voice that still sounds unmistakably like youI’ve built teams and companies across multiple market cycles and seen the gap founders hit after traction—but before the story fully holds up.That’s the moment founder voice does the heaviest lifting.If you’re a Series A/B founder who wants to show up publicly without over-explaining, over-posting, or over-polishing, we should talk.https://nathanpearce.co

Nathan Pearce

You can't prevent layoffs. But you can control how they affect you.

I've been laid off multiple times. Never relied on applying for jobs to bounce back.

That's not luck. It's professional authority.

When you develop real authority in your field, layoffs become temporary setbacks instead of career disasters. The right opportunities find you because you've become the person companies think of first.

Most professionals believe building authority takes years of networking and resume updates. Wrong. It takes the right system and focused action.

Building that authority takes far less time and effort than people think.

I'm launching the Layoff Preparation & Recovery Operating System (LPR OS) on Monday, January 12th to prove it.

Here's what makes LPR OS different. It covers both sides of the equation. Preparation AND Recovery. Both matter equally.

The system delivers through four formats:

→ On-demand Training - Build authority without guesswork
→ Community - Access professionals & coaches who've navigated this successfully
→ Meetups - Regular live Q&A sessions
→ 1:1 Coaching - Get specific guidance for your unique situation

Everything centers on one goal. Developing the kind of professional authority that makes you indispensable to your industry, not just your employer.

We can't stop layoffs. But we can limit their impact and accelerate recovery.

Whether layoffs are looming or you're already in recovery mode, you have more control than you think.

Learn more on January 6th at the Free "Layoff Readiness" webinar:
https://lnkd.in/gneZawTg

Pre-order LPR OS today:
https://lnkd.in/gfgDkZs9

Image: a small sample of the LPR OS training videos recorded on the awesome Tella platform. Great product, Grant Shaddick - love the squirckles!

⸻

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I ghostwrite for Series A/B founders who need their product story to hold up with buyers, investors, and the market.

Founders: Your personal brand is most vulnerable when you're winning.

Here's one example I see constantly:

Startup founders build followings sharing the real stuff. Late night coding sessions. Rejected pitches. Breakthrough moments at 2am. Raw, unfiltered updates from someone actually building.

Then they make it to Series B... time for systems and scale.

Now they need "proper" marketing. Professional communications. Polished messaging that won't scare institutional investors.

The founder who used to post screenshot updates from their laptop at coffee shops suddenly goes quiet. Posts become rare. When they do show up, something feels off.

→ The authenticity that built their audience becomes a "brand risk" to manage
→ Professional growth systematically removes what made them interesting
→ They optimize away the very voice that created their community

You've seen this happen. That founder you used to follow religiously? When's the last time they posted something that felt real?

Their communities notice. Engagement drops. The personal connection that drove early believers gets lost in the professionalization process.

This isn't unique to founders. It happens at every growth phase where authenticity gets sacrificed for "business best practices."

It's important to remember, and prioritize, what built the momentum in the first place.

Stay visible.

⸻

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I spent 10 years making myself replaceable. Best career move ever.

While everyone else fought to become "indispensable," I did the opposite. I documented every process. Trained my replacements. Built systems that worked without me.

The result? Complete career freedom.

I watched others who worked much harder than me get passed over for promotion, while I climbed the ladder.

That's when I realized: being replaceable doesn't make you vulnerable. It makes you powerful.

The math is simple. When you're the only person who knows how to do something, you can't move up, move out, or even take vacation without everything falling apart.

Here's what "making yourself replaceable" actually looks like:

→ Document everything - Create step-by-step guides for all your responsibilities. When promotion opportunities arise, you're ready to hand off immediately.

→ Train continuously
Always be developing someone beneath you. This shows leadership and creates internal advocates who want you to succeed.

→ Build external authority
Share your knowledge publicly. Write about your industry. Speak at events. When you're known outside your company, internal leverage follows.

→ Systematize success
Create processes that generate results without your constant involvement. This proves you're strategic, not just operational.

The payoff? During a time of mass tech layoffs, I had three job offers within two weeks. Not because I scrambled to network, but because I'd spent years building visibility and proving I could scale operations, not just run them.

My employer at the time fought to keep me with a 30% raise, a promotion, and an offer of a sabbatical should I "just want a bit of a break". 

In 2026's job market, replaceability equals mobility.


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I started a YouTube channel as an experiment. Had no idea what I was doing.

My first video was 6 minutes of me explaining a new product feature. Poor audio quality. No storytelling. Just me, nervous, trying to share something technical that nobody else was covering.

But I found the courage to hit publish anyway.

While my coworkers talked about "someday creating content," I kept uploading. Video after video, despite the imperfections.

After posting over a dozen videos, something unexpected happened at our billion-dollar, publicly listed company.

I bumped into our CTO while walking across the campus. Surprisingly, he recognized me immediately.

Not only did he know about my channel, he walked over specifically to talk about it. Turns out he'd been watching every single episode.

"I think what you're doing is awesome," he said. "I watch every episode and learn cool things about our technology I never knew we could do."

That conversation changed everything.

Nine months later, I – formerly a low-level grunt – was reporting directly to the Chief Architect. I was invited to pitch new business unit ideas to the CEO and his direct reports.

Why? Not because my videos were ground-breaking.... but because they liked the way I approached challenges! That is all...

Take a moment to think about the ROI of those roughly chopped together, low-quality videos.

The only thing that had been holding me back were irrational personal limiting beliefs.

→ Personal branding isn't about perfection
My videos were amateur. My setup was basic. But I was the only person consistently putting our expertise into the world.

→ Courage matters more than skill
That first imperfect video, published despite my fears, created visibility that no internal presentation ever could.

→ Small experiments create massive opportunities
Starting with zero experience led to executive recognition at a billion-dollar company.

Your personal brand is your career insurance. When layoffs hit, when recessions come, the people who invested in their professional authority have options. 

Their skills are known and visible.

The courage to start imperfectly beats the paralysis of waiting for perfection.

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🏋️‍♀️ Work with me, I'll do the heavy lifting: https://nathanpearce.co/

I realized my resume was like a cross-section of an old tree. Each job a slice in time, with its own requirements, language/terminology, tools and tech stack.

That's when it hit me.

You're not applying for a job from 10 years ago. You're applying for a job NOW.

But most people treat their resume like a museum exhibit. They stack new roles on top and call it a day. Never going back to refresh how they describe the older stuff.

Big mistake.

You end up sounding outdated before anyone even calls you.

→ The language completely changed
"Digital transformation" wasn't even a thing in 2015. Neither was "customer success" as an actual job title. Your old descriptions are using yesterday's words for today's hiring managers.

→ What matters shifted
That 2018 project management role? You probably wrote about "streamlining processes." Today's market wants to hear about "driving cross-functional alignment" and "stakeholder engagement."

→ Context is everything now
Remember describing remote work as "adapted to virtual collaboration" in 2020? That was impressive then. Now it sounds like you just discovered Zoom.


I discovered this the hard way.

I ran my resume through my free Job Market Analyzer GPT. It analyzed over 200 job postings in my target market and compared them against my resume.

The results? Brutal.

My experience was solid. My language was stuck in 2012.

(You can try it yourself here: https://lnkd.in/gH2suC8s)

Here's my question: When was the last time you went back and updated how you describe your OLD jobs?

I'm not saying lie about it. Don't slap "AI implementation" on a 2015 role that had nothing to do with machine learning...

I'm saying don't sound like you've time travelled from the past...

Your experience from 5 years ago is still valuable. Just make sure it sounds like it happened in this decade.

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