HR & Talent Advisory · Bangkok

The people picture, read carefully.

Hummark works with mid-sized companies to bring clarity to how talent is structured, conversations are held, and new staff find their footing.

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+66 2 7158 4639

[email protected]

Ratchathewi, Bangkok

Advisory Engagements

Three focused engagements.

Each engagement produces a written output and a clear conversation with leadership — no loose ends, no ongoing dependency.

Role Architecture

Talent Architecture Engagement

A senior advisory engagement that produces a written reading of how a mid-sized company is structured around the talent it has and the talent it will need.

Role architecture and capability gap review
Interviews across organisational levels
Written architecture document
Leadership workshop included

฿29,500 Enquire

Performance

Performance Conversations Refresh

A focused engagement that refreshes the architecture of performance conversations — cadence, structure, supporting documents, and manager preparation.

Written conversation handbook
Three manager onboarding workshops
Staff companion brief for circulation
Cadence and review structure design

฿15,400 Enquire

Onboarding

Onboarding Programme Review

A focused engagement reviewing how a company brings new staff in — the first week, the first month, and the first ninety days.

Strengths and friction point analysis
Draft adjusted onboarding outline
Companion brief for people teams
90-day journey mapping

฿4,150 Enquire

Why Hummark

What makes this work different.

Written deliverables

Every engagement ends with a document your team can return to — not a slide deck that ages in a shared drive.

Senior-led throughout

The advisor who opens the engagement is the same person who closes it. No handoffs, no junior substitutions.

Observation before recommendation

Hummark reads the company before advising on it — conversations at multiple levels before any written position is formed.

Scoped and contained

Each engagement has a defined scope, a clear output, and a finish line. No open-ended retainers unless you choose one.

Tactful by design

HR advisory surfaces sensitive material. The approach is considered — findings are framed as organisational observations, not personal assessments.

Bangkok-based context

Work carried out with an understanding of the Thai market — the pace, the organisational norms, and the people dynamics that shape mid-sized companies here.

Start a conversation

Is now a good time to look at how talent sits in your company?

A short initial call — no obligation, no pitch — is often the right place to start. We read the situation first.

Arrange a Call +66 2 7158 4639

Common Questions

Things people ask before they reach out.

What kind of company is Hummark suited to advise?

Hummark works best with mid-sized companies — typically between 50 and 500 people — that have outgrown the informal people practices of their early years and are ready to put clearer structure around how talent is held, developed, and retained. The fit is usually a company where at least one person in leadership has started asking questions about how roles, conversations, and onboarding could be held together more deliberately.

How long does an engagement typically take?

It depends on the engagement. A Talent Architecture Engagement usually runs four to six weeks — it involves interviews across the company and a leadership workshop. A Performance Conversations Refresh or Onboarding Programme Review typically takes two to four weeks. Timelines are discussed at the outset and built around your schedule.

Do you work in Thai as well as English?

Interviews and workshops can be conducted in Thai, English, or a mix of both — which is common in Bangkok's mid-sized companies. Written outputs are typically produced in English, though a Thai summary can be discussed. The approach adapts to how the organisation actually communicates.

Is this labour-law advice?

No. Hummark's work is organisational and operational advisory — how people and roles are structured, how conversations are held, how new staff are brought in. It does not constitute legal advice, and where questions touch on employment law your company should consult a qualified legal adviser.

What happens with sensitive information shared during the engagement?

All information shared during an engagement is held in confidence. Interview notes are not attributed to individuals in written outputs — observations are framed as organisational patterns. A confidentiality agreement is included in the engagement letter.

Can we start with one engagement and move to a broader scope?

Yes. Many engagements begin with the Onboarding Programme Review or Performance Conversations Refresh — these are focused and produce something immediately useful. A broader Talent Architecture Engagement often follows when leadership has seen how the work is done and wants to look at the wider picture.

Location

Our Bangkok Office

295 Petchaburi Road, Khwaeng Thanon Phaya Thai, Khet Ratchathewi, Bangkok 10400

Contact

Arrange a conversation.

Use the form below or contact us directly — whichever feels more natural.

Direct Contact

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