Most hiring failures don’t look like failures.
They look like drag.

The hire made sense on paper.
But decisions slow. Coordination increases.
Work feels heavier than it should.

That’s not a performance issue.
It’s a delivery-risk signal that showed up late.

I run Nonstop Talent for leaders who want to catch that earlier.

I headhunt people who reduce uncertainty fast.
Not “high potential.” Not “good culture fit.”
People whose impact is felt before it needs explaining.

After years inside NZ tech teams, the pattern is consistent:
the strongest hires don’t add activity; they remove friction.
They create clarity, not dependency.
They make teams calmer, not busier.

Most hiring processes are not built to see this.
They optimise for CVs, keywords, and optimism.

I don’t run job ads.
I don’t shortlist maybes.
And I don’t sell comfort.

I work with leaders who care about delivery, trust, and reputation and understand that the real cost of a bad hire shows up later.

Most people reach out after the damage.
A few reach out when something just feels off.

Built for NZ tech teams.
Exclusive roles only.
Outcomes over resumes.

If this resonates, you already know why.
Most of my work happens before leaders are sure they even have a hiring problem.

Jessica Dong

Worked as a Medical Laboratory Technician for 4 years in Fiji and 4 years in New Zealand.

taplio

The Battle

Jessica Dong

Sheron Kumar

Followers

Posts

Engagements

Likes

Ready to grow your LinkedIn presence?