// Recruitment Leaders
Top Recruitment Leaders in Asia for February 2026 | Atlas – Hoxo Elite 100
13/02/2026
6 MIN
Recruitment markets across Asia are entering 2026 with momentum, shaped by regional growth, evolving workforce expectations, and increasingly interconnected hiring strategies. For agency recruiters operating in this landscape, social platforms have become an important space to share experience, compare approaches, and offer perspectives that help others navigate change with more confidence.
This February edition of the Atlas x Hoxo Elite 100 brings together recruitment leaders from across Asia who are consistently contributing thoughtful, experience-led content. Their posts reflect the realities of working across diverse markets, from fast-moving hiring cycles to longer-term workforce planning.
By sharing what they are seeing and learning in real time, these recruiters help strengthen conversations across the recruitment community as the year continues to unfold. As always, make sure to also visit Hoxo if you’re looking for ways to expand your social media presence as a recruitment influencer.
Here’s the first Top 100 list of 2026, focusing on recruiters across Asia:
Looking for the Top 100 in other territories? Make sure to check out our lists for:
- Top Recruitment Leaders in Europe for February 2026
- Top Recruitment Leaders in North America for February 2026
- Top Recruitment Leaders in Australia for February 2026
How Recruiters Earn Their Place in the Atlas x Hoxo Elite 100
The Atlas x Hoxo Elite 100 is built to recognise recruiters who consistently contribute to the industry conversation. The rankings focus on sustained presence and meaningful engagement over time, highlighting recruiters who continue to show up and share insight month after month.
Each position in the list is shaped by a combination of signals that reflect both activity and audience response. These include:
- The size of your LinkedIn following
- How often you publish content
- The level of engagement your posts receive
- How actively you take part in discussions and respond to others
Previous performance is also considered, helping ensure the rankings reflect steady progression rather than short-lived bursts of attention.
Introducing Leagues to the Elite 100
For 2026, the Elite 100 is structured into four leagues, with 25 recruiters in each. Every league is ranked from 1 to 25, allowing standout contributors to be recognised within smaller groups while still forming the full Elite 100 across Asia.
This approach helps shine a light on more recruitment leaders and keeps the rankings clear, competitive, and relevant throughout the year. The Elite 100 exists to recognise recruiters whose content consistently adds value to the wider recruitment community.
What Asia Top Recruiters Are Talking About in February 2026
Samar Reflects on the Paradox of Work Chemistry
Throughout your working experience, you will have many collaborations. Some of them will be smooth and enjoyable, with mutual understanding and a shared way of thinking. Others, however, can be much harder.
Samar points out that in all cases, professionalism is key. She touches on a difficult but very real topic: not every collaboration will feel comfortable, even though all employees naturally wish for positive teamwork and good chemistry.
She reminds us that work is different from personal life. That’s why her advice is to focus on your responsibilities, your job, and your tasks, and to separate your working life from your personal life as much as possible.
Last but not least (and most importantly), she highlights that you should always walk away from work environments that don’t respect your values. Work is important, but your values matter more.
Josh Shares a Lesson on Humility and Leadership
In this post, Josh says something many leaders quietly struggle with today: the pressure to lead confidently in spaces that are still new, evolving, and sometimes unclear, like AI. But instead of pretending to know everything, he reframes leadership as humility and curiosity.
It shows that real strength isn’t in always having the answers, but in creating an environment where learning is encouraged, questions are welcome, and people feel safe contributing.
And that’s powerful, because AI isn’t something one person can “solve” alone; it requires collaboration, experimentation, and trust. This mindset doesn’t just support better AI implementation; it builds better teams.
Daryna Highlights Why You Shouldn’t Lowball Yourself
Many candidates feel scared when it comes to asking for their ideal salary. Because they really want the job, they want to work for that specific company, and sometimes for personal reasons too, they often stay quiet and avoid negotiating. In some cases, they may also be struggling to find a job, which makes them even more likely to settle for less money than they deserve.
Daryna helps us translate phrases like “I am flexible” into what companies often understand: that the candidate is willing to be discounted and willing to accept less money.
She highlights that lowballing yourself doesn’t mean you are flexible. It often means you don’t fully recognize your worth and your value. You can see the whole post here to read it in full.
Nargiz Shares Practical Tips for Job Seekers
Nargiz, in this post, highlights that the job description should always be read carefully, because applying without understanding the role wastes both the candidate’s time and the hiring team’s time.
She also points out that sending hundreds of random applications, especially for roles unrelated to the candidate’s experience, will not increase the chances of success; targeted and relevant applications will.
In addition, clear and professional communication is emphasised. A clear email subject line should always be included when sending a CV, because many applications without a subject are skipped. Long introductions are also not effective, so emails should stay short, direct, and professional.
Finally, when messaging recruiters or hiring managers, candidates should avoid one-word messages or casual chit-chat and instead communicate their purpose clearly in order to receive faster responses.
Momentum and Meaning Across Asia’s Recruitment Landscape
As February comes to an end, this edition of the Atlas x Hoxo Elite 100 highlights the thoughtful, experience-led conversations shaping recruitment across Asia. The recruiters featured are addressing real challenges, from navigating complex workplace dynamics to leading through change and supporting candidates with clarity and confidence.
Whether it is setting boundaries at work, approaching leadership with humility, advocating for fair compensation, or guiding job seekers with practical advice, these voices reflect the realities of hiring across diverse and fast-moving markets.
As 2026 continues to unfold, their consistent contributions are helping raise the standard of recruitment conversations across the region. By sharing insight grounded in experience, they are supporting a more transparent, respectful, and informed recruitment community throughout Asia.
Supporting Better Hiring Conversations
Atlas is built to support that same mission by reducing the administrative work that distracts recruiters from meaningful impact. Atlas – the Recruitment Platform creates more space for clear communication, respectful candidate engagement, and confident decision-making across complex and fast-moving markets.
Revisit our previous Top 100 ranking list for further insight, and keep contributing with intention, because the year ahead is wide open, and the voices shaping recruitment across Asia will continue to lead the way toward the 2026 list.
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