Success story: Tiger Tribe

The company

TigerTribe is HEINEKEN's Global Tech Hub, based in Ho Chi Minh City, Vietnam. This isn't your typical corporate IT department: it's a high-performing team of engineers, product managers, and designers building products that serve HEINEKEN's operations worldwide. When they hire, they're not just filling seats. They're adding people who'll shape technology for one of the world's most recognized brands.

That means the bar is high, and for senior technical roles, finding people who can clear it is genuinely hard.

The problem: a role that wouldn't close

TigerTribe needed a Senior DevOps Engineer. On paper, it seemed straightforward, but in practice, it became a months-long grind.

The Vietnam DevOps market is brutally competitive. Senior talent knows their worth, and salary expectations often outpace what even global companies can offer. TigerTribe found themselves in a familiar trap: candidates with the right skills wanted more than the budget allowed, and candidates within budget lacked the experience the role demanded.

LinkedIn wasn't solving the problem. Without premium recruiting tools, Tri Tran Quoc, Senior Talent Acquisition Specialist for HEINEKEN's APAC D&T Hub, was limited to basic search functionality. He could see that qualified candidates existed. Reaching them was another matter entirely.

The manual approach looked like this: search, scroll, evaluate, craft a personalised message, send, wait, repeat. Hours of work yielding a trickle of responses, most from candidates who weren't quite right.

Meanwhile, the cost of the empty seat kept growing. Projects that depended on DevOps expertise slowed down. The existing team absorbed extra work, stretching thin as deadlines were slipping. The pressure to fill the role increased but the results didn't, and as months passed, the role stayed open.

The turning point: a calculated risk

TigerTribe's leadership knew the status quo wasn't working. They started exploring alternatives and that's when they found Avery.

The initial reaction was skepticism, and understandably so.

Avery was a young company with it's technology being AI-driven, which raised questions about quality and reliability. Could a platform really outperform the manual expertise of experienced recruiters? Was this just another tool that promised automation but delivered noise?

Rather than commit blindly, TigerTribe took a measured approach: a short pilot. Low risk, clear evaluation criteria. If Avery delivered, they'd expand, and if not, they'd move on.

As it turned out, they didn't move on.

The shift: from hours to minutes

The difference was apparent almost immediately. Within hours of activating the search, Tri had qualified candidates in front of him , profiles that actually matched what TigerTribe needed, not just keyword matches that looked good on the surface.

Avery surfaced 50 candidates for the role. Not 50 random profiles to sift through, but 50 people who met the criteria, ranked by fit, with insights explaining why each one could work.

This was the part that changed Tri's workflow entirely. Instead of spending his time searching and writing outreach messages, he could focus on what actually mattered: evaluating candidates and having conversations.

The outreach itself was handled with Avery's generated personalised messages for each candidate, not generic templates, but contextual notes that referenced their background and explained why TigerTribe might be a fit. Tri could review and send, or adjust if needed. The manual copywriting that used to consume hours was gone.

But the real unlock was access, not just speed.

LinkedIn's limitations had kept TigerTribe boxed in. Avery opened doors to candidates they simply couldn't reach before passive talent who weren't actively job hunting, people outside Tri's network, profiles that LinkedIn's algorithm had buried.

As Tri put it:

"LinkedIn alone isn't cutting it anymore. Speed and accuracy win in modern hiring."

The hire: a Senior DevOps Engineer, finally

One candidate stood out. What made the difference wasn't just the resume, it was the depth of insight Avery provided. The platform didn't just say "this person has DevOps experience." It offered an objective summary of how the candidate's background, skills, and working style could fit TigerTribe's specific environment.

That context changed the conversation. Instead of generic screening calls, Tri could dive straight into the questions that mattered. The candidate, in turn, engaged with a company that clearly understood what they were looking for.

The process moved fast, Interviews were happening, and an offer went out. It was accepted.

After months of struggle, TigerTribe had their Senior DevOps Engineer.

The results

In their own words

"Prior to using Avery, we faced significant challenges finding suitable candidates due to high salary expectations and specific skill-match requirements. My limited access on LinkedIn made it difficult to connect with the right talent effectively.

With Avery's assistance, the process became much more efficient, allowing me to contact and approach high-quality candidates quickly and easily. Thanks to this support, we successfully recruited our Senior DevOps specialist and integrated him into our team."

Tri Tran Quoc, Senior Talent Acquisition Specialist (APAC D&T Hub), HEINEKEN

What made this different

They stopped fighting LinkedIn's limitations. Avery gave TigerTribe access to talent pools they couldn't reach through manual search, candidates who were qualified, available, and interested, but invisible through traditional channels.

Quality replaced volume. Instead of reviewing hundreds of mismatched profiles hoping to find a few good ones, Tri started with candidates who actually fit. The signal-to-noise ratio flipped.

The recruiter's role evolved. Tri went from spending his days on repetitive sourcing tasks to focusing on evaluation, relationship-building, and closing. The work that actually requires human judgment.

Skepticism turned into commitment. What started as a cautious pilot became a long-term partnership. TigerTribe didn't just fill one role, they found a new way to hire.

The bigger picture

For TigerTribe, this wasn't just about one DevOps hire. It was proof that the old approach, manual searches, limited tools, hoping the right candidate would surface, wasn't sustainable.

The talent market isn't getting easier, and as salary expectations keep rising, competition for technical roles keeps intensifying. The companies that win aren't necessarily the ones with the biggest budgets. They're the ones with better intelligence, who find the right people faster, engage them more effectively, and close before competitors even know the candidate exists.

TigerTribe found that edge. After the pilot succeeded, they moved to a full long-term commitment with Avery. The Senior DevOps hire was the first win. It won't be the last.

Your move

Still relying on LinkedIn alone? Spending hours on manual sourcing while roles stay open for months?

The candidates you need are out there. The question is whether you'll find them first, or your competitors will.

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