Meet Maddy, the founder of Inicio Group. After 16 years in recruitment, she has seen firsthand that success isn’t just about filling roles, it’s about creating purpose-driven connections between people and opportunities. She brings a blend of strategic insight, deep listening, and heartfelt leadership to an industry often seen as transactional.
Her approach challenges norms, honours life seasons, and helps organisations and individuals grow in ways that align with their values. In this interview, Maddy shares how she translates global hiring trends into local impact, how data and empathy go hand in hand, and why she believes Singapore is poised to lead with emotionally intelligent, skills-based leadership.
What inspired you to enter the recruitment and talent acquisition industry and how did your journey lead you to founding Inicio Group?
I’ve spent over 16 years in recruitment, helping business leaders hire the right people and build high-performing teams. And honestly, when I reflect on why I’ve stayed in this field for so long, it’s because recruitment is about people and purpose, not just roles.
It’s about connecting talents to opportunity, creating teams that excel together and helping organisations succeed in a meaningful way. Life threw a curveball along the way.
My husband was relocated to Japan for work and I faced a choice to continue my career or prioritise family. I decided to press pause on my career, because I believed that leadership starts at home.
I wanted to show my children that success isn’t just about professional achievements, but about making choices that reflect what’s important at different stages of our lives. When we returned to Singapore after 5 years, I founded Inicio Group to show that reinvention is possible without compromising your purpose, integrity or impact.
Today, I have the privilege of helping clients build exceptional teams and connecting candidates to roles where they can excel. It’s incredibly rewarding to witness the transformations, not just in careers, but in confidence, culture and business outcomes.
How does Inicio Group differentiate itself by tailoring innovative recruitment solutions for both clients and candidates?
Our philosophy is simple. Recruitment should feel human, not transactional. We start by really understanding our client’s story. We start by understanding the full story, their strategy, growth plans, team culture and challenges.
The answer isn’t always a hire. Sometimes it’s a role redesign, leadership coaching or a talent pipeline strategy. For candidates, we focus on clarity and honesty. I tell candidates upfront what the role truly demands, the challenges they might face and the growth potential.
Candidates remember honesty and that trust is invaluable. Our solutions go beyond traditional executive search. We innovate with blended solutions: Recruitment Process Outsourcing (RPO), talent mapping, employer branding, market insights and interview advisory. Flexibility and customisation are our differentiators.
Your experience spans Asia Pacific—how do you align global trends with local Singapore recruitment solutions?
Asia Pacific is one of the most diverse regions in the world, culturally, economically and operationally. One key lesson I’ve learned is that global trends don’t automatically translate into local success.
For example, AI hiring tools and skills-first strategies are trending globally. However in Singapore, candidates value clarity, growth and structured career paths. In Hong Kong, speed and competitive pay often drive decisions. In Australia, culture fit and work-life balance matter the most.
My approach is to translate, not transplant. I take what works globally and adapt it to local realities in terms of market conditions, cultural nuances, talent expectations and regulatory frameworks. It’s about thinking regionally while acting locally.
We bring global insight and convert it into practical, market-ready strategies that work for Singapore organisations.
Our philosophy is simple. Recruitment should feel human, not transactional. We start by really understanding our client’s story. We start by understanding the full story, their strategy, growth plans, team culture and challenges.
Can you share an example of how a data-driven approach has significantly enhanced a client’s hiring process?
One client had spent months trying to fill a senior commercial sales role and initially believed the challenge was a talent shortage. When we analysed the data, including candidate drop-offs, interview-to-offer ratios, time-to-fill and salary benchmarks, a different picture emerged.
The role was priced 10 to 15 percent below market, the interview process was too lengthy. At the same time, the job description did not accurately reflect the true scope of the role. We redesigned the hiring approach by recalibrating the salary, streamlining the interview process, clarifying evaluation criteria and strengthening employer messaging.
As a result of these changes and our targeted execution, the role was successfully filled within five weeks with full client confidence in the outcome.
What are some common challenges you face in executive search and RPO and how do you overcome them?
One of the biggest challenges is expectation gaps. Clients may want top-tier talent, however the market or budget doesn’t always support it. We address this by being transparent from the outset, grounding discussions in data and setting realistic expectations.
Candidate authenticity is equally critical. Today’s candidates value honesty and clarity. We provide a complete and accurate picture of the role so they can make informed decisions and commit with confidence.
Culture misalignment is another challenge. Matching leadership style and personality is critical for long-term success. That’s where our deep conversations, behavioural mapping and understanding of company culture become invaluable.
In RPO, the key is embedding ourselves into the client’s team. We don’t operate as external support. We function as an extension of the organisation.
When was the last time you truly felt alive and what were you doing?
I feel alive when creating clarity. These are the moments when candidates or clients suddenly see the path forward. Outside of work, it’s when I travel. I recently hiked early in the morning when I was travelling overseas and watching the sunrise.
That stillness, the sense of perspective reminds me why exploration, curiosity and stepping outside your comfort zone are so important. It’s also when fresh ideas for work and life come naturally.
What’s your vision for Singapore in the next five years?
I see Singapore evolving into a global hub for skills-based leadership. Success will be defined not just by degrees or technical expertise but by emotionally intelligent, adaptable and future-ready talent.
While AI will automate tasks, it is people who will continue to create meaning, provide leadership and drive creativity. Singapore’s true advantage lies in its agility. By continuing to invest in people, skills and adaptive leadership, we will not only compete on the global stage but set the benchmark for the region.
I hope Inicio Group can contribute to this journey by helping organisations and candidates unlock their potential and create lasting impact.
If you could have a superpower for one day, what would it be and why?
I would pause time to create moments of clarity. Some of the best decisions emerge when we step back from the noise. Imagine having the space to think deeply, connect with others meaningfully and make intentional choices.
Connect with Maddy: InicioGroup, LinkedIn and Instagram.
Maddy is a member of Rainmaker, a revolutionary movement that rallies like-minded people together based on the values of Love, Authenticity, Respect, Kindness and Youthfulness (LARKY).
