Hello and welcome back to MCG Talent - Asia’s weekly Newsletter.
Each week we bring to you our priority roles, latest updates and insights into what we’re seeing in the market at the moment.
Live roles, market insights + a reminder for those that missed it - we’re now on Whatsapp.
Table of Contents
For any new readers, you can check out our previous editions here.
The Cover Letter is dead. Replace it with this.
Do this and let jobs come to you.
Why you should go all in on LinkedIn.
Nail your next interview with these 5 tips.
Make sure these three things are not on your CV.
Quick One - ASK ME ANYTHING!
To say thanks for your support as we continue to grow I will be online for the next hour answering as many replies to this email as I can.
Fire away and happy to help on anything from salaries, markets, trends etc to help bolster your insight!
Shorter one from me today to leave more space for our interview with Tom Southgate…
One of my newly found favourite things about owning a business is the ability to challenge conventional thinking.
Something that I've come to find exhausting is the over-reliance on LinkedIn as the centralised hub for everything to do with Recruitment.
If the overall impression of Recruiters is that they spend a lot of time on LinkedIn but nobody hears back from them - who does this approach serve?
The MCG HK Office View!
Our genuine mission with this (as well as our Whatsapp Channel) is to moving things outside of the monopoly of Linkedin, provide value and be as direct as we can.
A happier and better informed candidate pool will restore trust in what we do and also revalidate our industry at a time when it's going through a massive period of change.
The more engaged candidates we have available to us, the better service we can provide and the better the eco-system works.
We’re learning and growing but we hope to give you guys more jobs, tips and be genuinely useful each week.
Interview with Tom Southgate - Breaking into the Middle East.
The UAE is arguably the hottest job market on the planet right now and it’s rare - even here in Asia - that we go a day without a question on how to break into the Middle East.
I spent 3 and a half years there so have a strong idea on how the market has evolved, but to bring you as detailed an insight as possible, I’m delighted to bring you an interview with our Dubai lead - Tom Southgate on all things Middle East.
For those that don’t know you Tom, give us a small introduction…
I’m originally from Wales and this is my second time in Dubai after leaving during Covid. I’ve been in recruitment for over 10 years across the Middle East and Europe, covering marketing, digital, tech and sales.
My current focus is Marcom and Digital, with a growing emphasis on events and experiential covering the UAE, KSA and Qatar.
How are you finding the market in the Middle East at the moment?
It’s dynamic and competitive. Securing committed briefs and matching them with the right talent can be challenging but strong relationships, trust and consistent delivery all make the difference.
Things can move very quickly one moment and then slow the next so agility and constant communication are key.
How has this changed from your first spell here?
The market has matured. Many companies now have stronger in-house teams, salaries have normalized and competition has intensified. It makes the space tougher but it also pushes us to be sharper, more consultative and value-driven.
In a market that is so competitive, what can candidates do to really stand out?
Stay true to your value, be patient and persistent. Focus your energy on opportunities that genuinely align with your skills.
Blanket applications don’t cut through anymore - tailored, thoughtful approaches do.
What are your clients looking for that candidates might not know about?
Two things: realistic salary expectations and honesty about their role in past successes.
Salaries here are consistent with other Tier 1 markets now and the days of the 40% payrise and bumper packages are long gone.
On top of this clients want “honest” team players who understand the bigger picture, not just “I” when it was “we.”
If you were looking for a job in the GCC, how would you go about it?
I’d focus on one clear segment, network intentionally and meet as many people as possible within that space.
Being transparent about your skills and the energy/value you bring makes a big difference.
If you could give one tip to all of our readers here what would it be?
Resilience and realism. The right role often takes time but staying consistent pays off.
In the meantime, here’s our priority roles for the week 😎
Priority Roles - W/E 21st September - Asia.
↳ Associate Director - Capacity Build - PR/Comms - UAE 🇦🇪
Our client, a prominent organization in the UAE, is seeking an Associate Director to spearhead capacity-building initiatives within public relations and communications, fostering sustainable growth and impact in the regional landscape.
Candidates must have a proven track record in capacity-building for PR/comms functions, exceptional strategic leadership skills, and a deep understanding of the UAE’s communications ecosystem and cultural dynamics. Recent experience scaling teams and programs in the Middle East is vital and we will need to see evidence of this in case studies or references.
Fluency in Arabic and English is mandatory. For more information, please contact Tom Southgate.
↳ CRM Marketing Manager - SaaS - Singapore 🇸🇬
We are partnered with a SaaS company based in Singapore who are seeking a CRM Marketing Manager to optimize customer engagement and drive retention through data-driven marketing strategies.
Candidates must have a proven track record in CRM platforms (Needs Salesforce Marketing Cloud experience) within SaaS/Tech environments, exceptional analytical skills, and a deep understanding of Singapore’s digital marketing landscape and APAC consumer behaviors.
Recent experience delivering personalized campaigns that boost user lifecycle value is required and applicants should be able to demonstrate clear metrics of success.
Must have a valid RTW in Singapore - we are unable to sponsor for this position. For more information, please contact Harry Lee.
↳ Internal Comms Strategist - Charity/NGO - Hong Kong 🇭🇰
A well known HK brand with strong ties to the NGO space are seeking an Internal Communications specialist to enhance employee engagement and alignment across mission-driven teams.
Candidates must have a proven track record in internal comms for non-profits or charities, exceptional storytelling skills, and a deep understanding of Hong Kong’s NGO sector and cultural sensitivities. Recent experience crafting inclusive, impactful internal narratives that support organizational goals is essential.
Fluency in English is mandatory, with Cantonese and/or Mandarin as an advantage. For more information, please contact Anisha Kukreja.
↳ Senior Software Engineer (Python) - Tech Platform - Singapore 🇸🇬
Our client, an innovative tech platform based in Singapore, is seeking a Senior Software Engineer with Python expertise to build and scale robust backend systems.
Candidates must have a proven track record in Python development for tech platforms, exceptional coding and architectural skills, and a deep understanding of scalable cloud infrastructure (e.g., AWS, GCP) and agile methodologies. Requires an individual with experience delivering high-throughput, reliable applications in recent roles.
Fluency in English and Mandarin is mandatory. Must have a valid RTW in Singapore - we are unable to sponsor for this position. For more information, please contact Charlie Bowsher.
If you have friends or colleagues who might match the criteria of the above - please share this email so they can reach out and apply.
FAQ - How’s the Market Looking? - September 2025
Our most frequently asked question. It’s hard to be specific as we work across multiple markets and verticals but the general gist is that we remain in a client-driven market.
Put simply: Supply (applicants looking) outweighs demand (jobs available).
This tighter market is reflected in the downward results of the large Recruitment PLCs and something we anticipate to carry over into the first part of 2026.
Our advice is to stay consistent, build an online presence and go off-LinkedIn as much as possible when applying for new positions.
We’ve previously written about the importance of staying visible, patience and breaking through in crowded markets.
Made it this far? Thanks for reading! Make sure to drop me a Connect on LinkedIn for more live roles and day to day across both the Middle East and Asia!