What clients say about working with us
Honest accounts from organisations that engaged Tanglewise at different points in their growth.
← Back to Home11+
Years of advisory practice
90+
Client organisations
4.8
Average client rating
88%
Clients who return for a second engagement
In their own words
Suraya Kamaruddin
COO · Professional Services Firm · PJ
We brought in Tanglewise after a run of difficult hiring decisions. Zainab spent two weeks reviewing how we were structured, spoke with quite a few of our staff one-on-one, and gave us a findings note that was direct but not harsh. Several of her suggestions were things we had privately suspected but never said out loud. We have acted on most of them.
May 2025 · Team & Talent Review
Hafiz Mokhtar
Founder · Tech Startup · KL Sentral
Useful, practical work. We engaged Tanglewise for the Talent Strategy package when we hit 30 staff and the informal way we had been doing things stopped working. The framework they produced is something we still reference when making hiring decisions. The leadership workshop was more valuable than I expected — it pushed us to agree on things we had been avoiding.
April 2025 · Talent Strategy & Framework
Nurul Liyana
Managing Director · Distribution Co. · Shah Alam
We have been on the advisory retainer for five months now. Having Zainab available as a sounding board has changed how I approach people decisions. She is not pushy and does not create work that doesn't need to be done. What I appreciate most is that she pushes back gently when I am about to do something unwise. The written notes after each session are also genuinely useful.
Ongoing · People Advisory Retainer
Ahmad Taufiq
HR Manager · Manufacturing · Klang
I was slightly sceptical about an outside firm reviewing our HR structure — we have been operating for twelve years and had our own ways. Reza handled the review without being dismissive of what already worked. The findings note confirmed a few things and surfaced a couple of issues we had genuinely not noticed. Well worth the fee.
May 2025 · Team & Talent Review
Jessica Wong
CEO · Logistics Company · Subang
Good advisory work. We used the Talent Strategy engagement ahead of a period of planned expansion and the role framework has helped us think more clearly about what we actually need. The process took about five weeks in the end — slightly longer than scoped, but that was partly because we kept adding questions. They managed our expectations well.
March 2025 · Talent Strategy & Framework
Rohana Abd Razak
Director · Advisory Firm · KLCC
What I appreciated was that Tanglewise did not try to extend the engagement or add scope beyond what we had agreed. They delivered what was promised, on time, and the final discussion session was one of the more useful conversations I had that quarter. Clear value for a relatively modest fee.
April 2025 · Team & Talent Review
A closer look at three engagements
The Situation
Staff turnover had risen over two consecutive quarters. Leadership were not sure whether it was a structural issue, a management issue, or something specific to certain roles. They wanted an honest view from outside.
What We Did
Over two and a half weeks, we reviewed all current role descriptions, conducted listening sessions with 14 staff across levels, and mapped how work actually moved through the team versus how roles described it. A findings note was prepared and discussed with directors.
Outcome
Turnover in the following quarter dropped by roughly a third. The review identified that two roles were structurally unclear, causing friction between mid-level staff. Adjustments to how work was divided were implemented within six weeks of the review.
"The findings note was not comfortable reading in places, but it was fair. We acted on the main suggestions and things have improved noticeably." — COO
The Situation
The company had grown from 12 to 42 staff in three years. Roles had evolved informally and some staff were unclear about their responsibilities or what advancement looked like. Hiring had become inconsistent.
What We Did
A five-week engagement produced a talent framework covering core roles, a hiring process guide, and simple progression paths for three functional areas. A half-day leadership workshop helped the founders align on expectations that had previously been assumed rather than stated.
Outcome
Six months later, the founders reported that internal conversations about roles and performance had become noticeably more straightforward. They used the framework documents in two subsequent hiring rounds without external support.
"The leadership workshop was the part that surprised me most. We resolved a disagreement we had been skirting for over a year." — Founder
The Situation
A mid-sized distribution business had an experienced HR manager but no senior advisory resource for strategic people decisions. Leadership wanted a trusted perspective on questions like restructuring, promotion timing and handling long-standing staff concerns.
What We Did
Bi-monthly advisory sessions over four months. Working notes were shared after each session. Between meetings, the MD could reach out on specific questions, typically getting a response within a business day. Three significant decisions were discussed and refined through the process.
Outcome
The retainer has been renewed for a further three months. The MD noted that having a sounding board for people decisions — separate from internal stakeholders — had reduced the amount of time she spent second-guessing herself on staffing matters.
"She helps me think more carefully, which is worth a great deal when the decisions affect real people." — Managing Director
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Hours
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Professional affiliations and recognition
HR Advisory Excellence — SME Category
Klang Valley Business Services Awards 2024
Member — Malaysian HR Institute
Professional membership since 2016
PDPA-Compliant Practice
Data handling aligned with Malaysia's PDPA 2010
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