DS Talents Desk
You don't need to start over. You need to be seen.
An independent talent & workflow consultancy — from someone who spent a career on the hiring side. We help professionals get seen and hired, and companies attract the talent — and clear the workflow friction — behind it.
Led by Anna Lee · over 15 years in executive search & HR leadership · Malaysia & SEA
Who we help
Make a move that sticks
Mid-career pivots, comebacks, and step-ups — turning overlooked experience into interviews and offers.
Attract the talent you can't reach
When qualified people aren't applying — or friction is quietly costing your team performance.
Why DS Talents Desk
The recruiter's side
15+ years in executive search & HR leadership. You get the hiring side's view — what actually gets people seen and hired — not generic advice.
Evidence, not guesswork
An evidence-led method with scorecards and diagnostics — so decisions rest on what's really happening, never a personality quiz or a hunch.
Dedicated 1:1 support
Direct, hands-on work with you or your team — tailored to your target, your market, and the goal you're actually trying to reach.
For professionals
Two ways to go from invisible to hired — start with a free 3-minute Snapshot and it points you to the right one.
The Pivot & Visibility System™
A coach-led programme for a real career move — diagnose, validate the target, reposition, get visible, and land it.
Invisible → Visible → Opportunities
For experienced professionals who are simply under-seen. Recruiter-grade CV + LinkedIn, and a 30-day visibility engine that draws inbound.
- The 5-second recruiter test, passed
- CV + LinkedIn rebuilt to be found
- A visibility score you can move
Not sure which fits? The free Snapshot tells you your route in 3 minutes.
Even at companies that receive thousands of applications, recruiters actively source candidates directly off LinkedIn — often before the public application is ever reviewed. A well-optimised profile can get you approached before you apply at all.
That's the gap between visibility and applying. Application tools get your submission in fast; TVE makes sure what's found before that even happens is worth an interview.
Referenced from LoopCV's LinkedIn hiring guide: "LinkedIn recruiters source candidates via LinkedIn Recruiter — a strong profile with relevant keywords can get you approached before you even apply."
Get seen on LinkedIn, specifically
For most roles, LinkedIn is where a recruiter looks first — often before a role is even posted publicly. TVE's LinkedIn rebuild covers:
- Headline & About rewritten around the keywords recruiters actually search for your target roles
- Featured section stacked with proof — case studies, results, endorsements — not just a job list
- Banner and visual presentation reworked for credibility at a glance
- A posting cadence that keeps you surfacing in recruiter search and feed activity, not sitting static
- ATS-checked keyword alignment on your CV, so you pass the algorithm as well as the recruiter's eye
Common questions
Do I still need to apply to jobs if my profile is "visible"?
Yes — visibility doesn't replace applying, it changes what happens around it. Many roles are filled through direct recruiter sourcing before the public listing is even reviewed, so a strong profile increases inbound approaches while you keep applying through your normal channels (manual or automated).
Does an ATS-optimised CV still matter if recruiters find people through LinkedIn?
Both matter, for different moments. Applicant tracking systems screen the CV you submit once a role is posted; LinkedIn is where recruiters proactively search before a role is ever advertised. TVE's CV + LinkedIn rebuild is checked against both — ATS keyword alignment and recruiter-search keyword alignment aren't the same exercise, and most people only ever do one of them.
Should I pair TVE with a job-application automation tool?
If you're applying at volume, yes — they solve different problems. TVE gets you found and makes a strong first impression once someone looks; an application tool (e.g. LoopCV, for roles like those at LinkedIn itself) gets your applications in fast and consistently. Visibility without volume, or volume without visibility, both leave opportunities on the table.
For companies
Hiring trouble and retention trouble are the same problem seen from two ends — the right people can't see you, and the people you have hit friction. DS Talents Desk works both, from the recruiter's side of the table.
Build your own hiring engine
For SMEs and startups growing hiring capability in-house. Built on your employer profile, with an AI layer that drafts job descriptions, sharpens candidate attraction, and keeps your recruitment data in order — so the right people reach you and the strongest rise to the top.
- Employer brand & career page built from your profile to attract the right fit
- AI-drafted job descriptions, tuned for visibility and the right candidates
- Candidate records captured, transcribed & summarised — not scattered across inboxes
- AI-assisted ranking & matching, so your strongest shortlist surfaces first
Find why good people stall — before you lose them
An ISO-informed diagnostic that surfaces the workflow friction and experience gaps quietly costing performance. Not software, not a one-off survey — a bounded discovery that ends in a plan you can act on.
- Employee-experience survey + 1:1 listening
- Workflow-friction audit — where the work actually snags
- A prioritised roadmap: human, workflow, and system fixes
Not sure which you need? If the problem is getting people in, start with the Hiring Engine. If it's people already in, start with HWI. Many clients do both.
Recruiters increasingly source candidates directly off LinkedIn before a role is ever advertised — which means your own visibility (job descriptions, employer brand, career page) competes for attention the same way a candidate's profile does. Companies that only optimise the public job post are missing where a growing share of hiring conversations actually start.
Context via LoopCV's LinkedIn hiring guide, which tracks how candidates experience applying to large, high-volume employers.
About
DS Talents Desk is an independent talent & workflow consultancy led by Anna Lee — 15+ years in executive search and HR leadership across Malaysia and Southeast Asia.
After years deciding who got seen and who got hired, I saw the same thing over and over: careers stall, and companies struggle to hire, for the same reason — real value stays invisible. Great professionals get overlooked because their experience isn't presented as value. Good roles go unfilled because the employer's story isn't visible to the right people. And inside teams, friction quietly drains performance long before anyone can name it.
So I built DS Talents Desk to fix both sides of that — with an evidence-led, recruiter's-eye method (and AI to make it faster), never a personality quiz or a generic "optimise your profile" template. Data-driven where it counts, personal where it matters.
Professionals → start with the free Snapshot (see For Professionals).
Companies → aislackinglab@proton.me · WhatsApp +60 19-366 1906
Once your profile and CV are visibility-ready, pairing them with a job-application tool can help on the volume side — e.g. LoopCV's LinkedIn hiring guide if you're specifically targeting a role at LinkedIn itself.