Career Architect · Talent Leadership Exec · 20+ Years in APAC
People want
to be chosen.
Employers want talent to come to them. Candidates want jobs to come to them. Same wound, two sides. After 20 years agency-side and in-house, I build the systems that make you the one they choose.
Which side of the table are you on?
For candidates
I want to be chosen.
The best jobs go to people who get contacted, not people who apply. Become the candidate companies come looking for.
This is my doorFor companies
I want to choose well.
Sought-after companies don't chase talent. Talent comes to them, and I install the system that makes you one.
This is my doorWork With Nina
Three ways in.
SoughtAfter™
Career Brand, CV, pitch, interviews, negotiation. One system for becoming the candidate companies come looking for.
Start with the SoughtAfter Index For companiesThe HOL System™
Hire Well · Onboard Well · Lead Well. Not an advisory, an installation, so the best talent comes to you.
Start with the Talent Brand Index On stageKeynotes
What Makes Us More Human, Hard Pivot, Courage Is Not Just for Lions. Talks that move rooms, not just slides.
Invite Nina to your stageTwo doors · One question
Which side of the table are you on?
Three minutes tells you where you stand: how findable you are, or how findable your company is.
Door one · Candidates
You were never taught
how to be chosen.
So you do what everyone does:
- Fire off 200 applications and get ghosted.
- Accept the first number in the salary conversation.
- Leave the interview replaying what you wish you'd said.
- Start the new job, and know by week three that it's wrong.
This is a visibility problem, not a talent problem. The best jobs go to people who get contacted, not people who apply.
Not five separate skills. One system for becoming Sought After.
Take the SoughtAfter™ Index Find out how findable you actually are. Free, a few minutes.
What Nina’s clients say.
Rated 5/5 on Google Reviews
“Her unique, interesting yet structured approach of mapping, questions from a place of empathy and corporate sharpness was a good sweet spot. I benefited a lot from my first session.”
Yana M. · L&D Leader“With her guidance, and the confidence she helped me rebuild, I went back to HR and negotiated the terms they’d laid out. I ended up securing two additional months of payout and an extension on my work visa.”
Nicole P. · General Manager“Nina wonderfully combines kindness with firm honesty. She cuts straight to the core, and makes you cut further. She also erases any speck of self-doubt that might be lingering in the air. It’s incredible.”
Cheryl L. · Head of Marketing Communications“She held the mirror up and showed me I was the biggest block to my own potential. Nina saw I was playing small, and helped me reclaim who I really am. Within 12 months I went from IC to Talent Leader, and I now sit on the Executive Team of a global company, running the show, on double my income. You really are a Queen at what you do.”
Barbara R. · Head of Talent“I had been out of work for 7 years, taking care of my family. Nina took the time to understand my strengths, coached me on where I could apply myself, and helped me land a stable job where I contribute to my family financially and feel like a member of society again. I never thought this was possible. It certainly is. Thank you for changing my life.”
K. M. · Talent Acquisition Manager“Once you see it, you cannot unsee it. Breaking free from being hostage to situations at work, and at home. It applies to everything.”
J. Loh · Project ManagerDoor two · Companies
Most leaders were never
taught how to hire.
So hiring becomes opportunistic. Sell the vision, ask "does this person have grit?", and go. I've watched a CEO tell a candidate mid-interview he wanted someone just like the last candidate. Poor calls, poor etiquette. All avoidable.
Your ambition is outpacing your hiring infrastructure. That's a missing system, not a character flaw.
Hire Well
Define the problem this person is here to solve. If you can't define the problem, there is no solution. Hiring bar, interview kits, trained managers, and a Talent Brand that makes the best people come to you.
Onboard Well
The first 100 days is not the honeymoon season. It's a rigorous itinerary that gets your hire assimilated and producing, not quietly deciding by week three that this isn't what they signed up for.
Lead Well
Not everyone is meant to manage, and not everyone who manages, manages well. Leaders who coach instead of tell, and who make the difficult call instead of tolerating poor behaviour. That is how you keep the talent your brand attracted.
This is The HOL System™. Not an advisory. An installation.
From doubling The Ice Bath Club's business overnight through their first international expansion, to building the talent engine inside a scaling web3 company.
Take the Talent Brand Index Find out if talent comes to you, or if you are still chasing it.
About Nina
Less corporate.
More human.
Nina Devouge is the founder of ELLEUMINATE, a Singapore-based keynote speaker and talent strategy advisor, host of the Decoding High Performance podcast, and author of the upcoming The Corporate Playground.
Over 20 years she has hired, developed, and led high-performing talent across Asia-Pacific, agency-side and in-house, where the systems actually get built. Today she works with leadership teams to redesign how organizations hire, onboard, and lead: high tech, high touch, high agency, so technology enhances human potential instead of replacing it.
Proof she lives it: she hasn't applied for a job in years. Work applies to her.
Keynotes · Training · Workshops · Brand Partnerships
Book Nina to speak.
Keynote speaker · Courageous Conversation Navigator · High Performance Leadership Facilitator. Trained by hostage negotiators, certified in Jungian leadership methodologies. Keynotes equal parts strategy and empathy.
I’m Nina Devouge. I help you go from invisible to SoughtAfter™, as a Founder, a Leader, or a Job Seeker.