Founded in 2026 by two founders with a collective 30 years of recruitment experience, we built Nat & Nat Search to raise the bar on what clients and candidates should expect—sharp role calibration, honest market insight, and shortlists you can hire from.

Why "Nat & Nat"

Our name is personal. Co-founder Claire Lin named Nat & Nat Search after her twin daughters, reflecting the firm's founding philosophy: relationships built for the long term, with care, integrity, and accountability.

What makes us different

Unlike broad-based agencies, we stay intentionally concentrated on legal and finance hiring—because these hires are high-stakes. They shape risk, revenue, governance, and reputation. Specialisation gives us deeper networks in niche talent pools, better judgement on fit (technical + behavioural + stakeholder style), and faster, more accurate shortlists with fewer "maybe" profiles.

Alongside deep specialist networks, we use our in-house AI-driven Organisational Mapper to build a practical "hiring pattern view" of your organisation — based on public signals and past hiring outcomes we've seen across the market. This helps us provide:

• •A clear snapshot of your hiring history (role types, seniority bands, practice areas, common trajectories)
• •Commonalities of people you tend to hire (backgrounds, training, industry moves, tenure patterns)
• •A forward-looking "likely hire" profile (what typically works in your environment, and where hires tend to succeed)
• •Faster calibration — so the first shortlist is closer to what you would actually hire

In short: we can often tell you not just who is available, but who is most likely to land well in your organisation.

Achievements

• •Led a highly confidential mandate to appoint a new General Counsel for a prominent Asia-based energy company, where the role oversaw a team of three legal counsel. Ran a discreet, closely controlled search and onboarding process to ensure business continuity and a seamless leadership transition.
• •Delivered eight successful hires across Senior Legal Counsel and Legal Counsel levels (from a total legal team of 15) for a major global technology organization over a three-year period. Maintained sustainable, business-appropriate compensation outcomes and developed a long-term, trusted partnership for legal talent acquisition.
• •Re-entered a mandate four months into a search that had lost momentum after the client had broadly canvassed the market. Identified and secured a Senior Legal Counsel candidate with limited public visibility for a global commodities conglomerate through proprietary networks, demonstrating strong market insight and access to "off-market" talent.
• •Placed a versatile Senior Legal Counsel into a newly created position for a Single Family Office. Collaborated directly with key decision-makers to refine the remit and success profile, delivering a bespoke outcome aligned with the principal's values and commercial priorities.
• •Built an in-house legal function for an established European engineering and manufacturing company by hiring five legal counsel to form the core team. Partnered with leadership to match talent to regulatory and business requirements, assembling a balanced team with complementary strengths and relevant sector fit. Also supported workload surges by supplying contract lawyers.
• •Supported a leading real estate group through a transformation period by placing two Senior Legal Counsel. Guided candidates through compensation trade-offs in return for broader scope, stability, and progression, balancing individual drivers with the organization's needs to secure durable matches.
• •Appointed a Global Privacy Counsel for a market-leading shipping organization. Successfully closed the search after managing multiple rounds of detailed compensation discussions, securing a candidate with specialized expertise suited to cross-border data privacy requirements.
• •Completed two legal counsel placements for a well-regarded Japanese consumer company under strict budget parameters. Managed stakeholder expectations against market conditions and delivered motivated hires positioned for long-term contribution.
• •Filled an APAC General Counsel position for a US data center services business in a newly created role, coordinating a multi-stage selection process involving global stakeholders. Subsequently supported regional team build-out by placing an additional legal counsel.
• •Partnered with a European insurance group to hire a Senior Legal Counsel during a sensitive period of leadership and reporting-line changes. Progressed the mandate through careful, confidential engagement with the global legal team and successfully finalized the appointment.
• •Maintained a 97% retention rate at the 12-month mark post-placement.

Company Facts