Case Studies
#1 HR Leader for Premier Consumer Brand - Yan Sen Lu
Read more ➜Our client is a world-famous consumer brand with approximately 30,000 employees worldwide. Headquartered in Europe, the company operates offices, retail stores, and manufacturing facilities across the globe. It is widely recognized as an employer of choice for its purpose-driven culture that promotes creativity, sustainability, and employee wellbeing in an inclusive, globally respected workplace.
Over a decade earlier, we had introduced the predecessor for this role. With their upcoming departure, the client engaged us on an exclusive contingent basis to identify and secure their successor.
#2 Global Alternative Investment Management Company - Masayuki Koito
Read more ➜Masyuki Koito was engaged by a global alternative investment management company to fill a key Business Development role in its Financial Institutions Group. Despite a competitive landscape and a complex brief, he delivered top-tier global candidates—ultimately securing a successful hire through strategic search, tailored support, and trusted client partnership.
#3 Japanese Plastics Processing Company - Mike Nagata
Read more ➜A Japanese company specializing in industrial plastics processing, with a workforce of around 1,000 employees both domestically and internationally. The company has expanded into Asia and the United States. Despite being a publicly traded company, it was essentially owner-managed, with the current president being the founder's son. At age 60, he decided to retire and sell the company to a fund. At the same time, he decided to look for a successor, and we were assigned to conduct a retainer search.
#4 The Crossroads of Leadership: Choosing Growth Over Comfort - Koji Okano
Read more ➜Koji was engaged by a fast-growing digital technology start-up headquartered in Singapore as they prepared to expand into the Japanese market. His assignment: identify and recruit a Country Manager who could lead the local market entry and build a team from the ground up.
#5 Overcoming Challenges in Specialism - Ella Choi
Read more ➜After three years of recruiting for back-office positions at a large international firm, Ella transitioned to a smaller firm to focus on technology searches. During this time, she observed a previous back-office candidate move to the gaming industry. Ella reached out to this individual, inquiring about potential contacts responsible for technology within the industry. Through this connection, she fortuitously secured a job opportunity from the CEO, who mentioned that the role had remained unfilled for over six months.
#1 HR Leader for Premier Consumer Brand -
Yan Sen Lu
The Client
Our client is a world-famous consumer brand with approximately 30,000 employees worldwide. Headquartered in Europe, the company operates offices, retail stores, and manufacturing facilities across the globe. It is widely recognized as an employer of choice for its purpose-driven culture that promotes creativity, sustainability, and employee wellbeing in an inclusive, globally respected workplace.
Over a decade earlier, we had introduced the predecessor for this role. With their upcoming departure, the client engaged us on an exclusive contingent basis to identify and secure their successor.
The Challenge
Although the position was titled Senior HR Business Partner, the actual scope and responsibilities were equivalent to an HR Director in many other organizations. The key challenges included:
- Multi-faceted role: The ideal candidate needed to be both strategic and hands-on, with responsibility for general affairs—a combination rarely seen in HR roles.
- Small team context: The Japan office comprised fewer than 100 employees, and the HR team was compact. Most HR leaders at this level were already managing significantly larger organizations.
- High expectations: Given the global prestige of the brand, internal stakeholders expected nothing short of excellence—particularly in candidates' business acumen, leadership team collaboration, and ability to influence senior executives.
- Competitive market: Over 400 senior-level HR positions were listed on LinkedIn alone at the time, making competition for top talent fierce.
- Client head start: The client had already begun direct sourcing and had existing candidates in play.
- Demanding process: The recruitment involved 6–7 steps, including a rigorous case study, which risked extended timelines and candidate fatigue.
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- Urgency: The client aimed to close the search within three months, as the incumbent was already serving their notice period.
The Solution
Drawing on nearly 20 years of extensive experience in Japan’s HR executive search landscape and having successfully filled this particular role in the past, we were able to leverage our deep understanding of the market and its nuances. This wealth of knowledge allowed us to quickly mobilize our resources and implement a strategic approach to identify and attract the most suitable candidates for the position:
Immediate Network Activation
- Identified the top 5–10 high-potential candidates from our trusted network.
- Leveraged longstanding relationships to achieve a 100% response rate.
- Provided the client with multi-year insights into candidates’ career progression, leadership style, and cultural fit.
Strategic Market Mapping
- Conducted a comprehensive search across the Japan HR talent market.
- Included not only HRBPs but also HR Directors, Managers, and other senior professionals who aligned with:
- Role scope and complexity
- Cultural and leadership fit
- Career stage and growth potential
Managing Stakeholder Expectations
- Delivered a custom market intelligence report outlining the realities of Japan’s senior HR talent pool.
- Used the report to align stakeholders on candidate expectations, availability, and the importance of timely decision-making.
Candidate & Client Engagement
- Maintained transparent, real-time communication with the client to manage timelines and risks.
- Provided in-depth preparation and motivation for each candidate throughout the interview process.
- Pre-aligned on compensation expectations, enabling a smoother closing phase.
The Result
Despite a competitive landscape and a lengthy hiring process, our candidate was selected over both direct applicants and other finalists.
- Closed the search in just 2 months, ahead of the 3-month target.
- No handover gap: The candidate was available to start immediately, ensuring seamless continuity.
- Client satisfaction: The client was highly pleased with both the process and outcome, and subsequently engaged us on additional strategic searches.
- The candidate was equally enthusiastic about securing this rare opportunity. They felt a strong alignment with the company’s values and particularly appreciated the stability and cohesion of the leadership team.
This case underscores the value of deep market knowledge, long-term candidate relationships, and proactive client advisory in navigating complex, senior-level searches in Japan.
#2 Global Alternative Investment Management Company
- Masayuki Koito
The Background
Masayuki was engaged by a global alternative investment management company to fill a key Business Development role in its Financial Institutions Group.
Despite a competitive landscape and a complex brief, he delivered top-tier global candidates—ultimately securing a successful hire through strategic search, tailored support, and trusted client partnership.
The Client
The client is a portfolio company of a leading global asset management firm, with approximately 1,900 employees worldwide. Headquartered in the United States, the company also has a strong presence across Europe and Asia. Backed by a solid capital base and the support of its parent firm, it is actively expanding its business and developing new products. This was our first engagement with the client, and we were entrusted with conducting a search for a key Business Development role.
The Challenge
- The position required coverage of Strategy and Partnership responsibilities within the Financial Institutions Group (FIG), demanding deep sector expertise.
- The ideal candidate needed to come from a specialized background—Investment Banking (IBD) FIG, Consulting (Insurance/FIG), or Financial Advisory Services (FAS).
- The candidate had to be a team player, able to operate flexibly and respond to evolving tasks in a fast-paced environment.
- Work-life balance expectations needed to be carefully managed: the role was less demanding than investment banking but more intensive than traditional asset management.
- Candidates were expected to demonstrate strong business-level English proficiency.
- The compensation package was highly competitive—on par with or exceeding that of foreign investment banks—which required careful positioning and expectation management.
- The recruitment timeline was complex, requiring coordination of candidate engagement, including informal meetings with the hiring manager.
- While major recruitment agencies had already submitted candidates, we needed to differentiate ourselves by introducing superior talent and making a clear impact.
Lessons Learned
Pride as a Headhunter
We take pride in exceeding client expectations by introducing outstanding talent that rivals the capabilities of even the largest global search firms.
Comprehensive Evaluation
Identifying the best candidate requires a comprehensive evaluation from multiple angles—not only on technical skills, but also on adaptability, mindset, and cultural fit.
Balanced Perspective
By maintaining a balanced and honest dialogue between client and candidate, we foster trust on both sides, resulting in successful, long-term placements.
#3 Japanese Plastics Processing Company - Mike Nagata
Background
A Japanese company specializing in industrial plastics processing, with a workforce of around 1,000 employees both domestically and internationally. The company has expanded into Asia and the United States. Despite being a publicly traded company, it was essentially
owner-managed, with the current president being the founder's son.
At age 60, he decided to retire and sell the company to a fund. At the same time, he decided to look for a successor, and we were assigned to conduct a retainer search.
The Solution and The Result
Realistic Expectations
Through repeated discussions with the owner, we shaped a more realistic profile of the desired candidate.
Candidate Selection
Identified candidates who met the above requirements from various perspectives, narrowing down to four finalists.
Evaluation Process
After interviews conducted by the owner, we discussed and evaluated each candidate together.
Final Candidates
Candidate A
A former senior executive who transitioned from a major trading company to a global chemical company, with experience in sales, manufacturing subsidiary management, and leading development projects in Asia.
Candidate B
A technical expert with experience in manufacturing and business unit head at a foreign petrochemical company, who then served as a plant manager at a major foreign pharmaceutical company.
The Decision
Candidate A was appointed as the successor to the president, while a new role overseeing manufacturing and technical departments was created for Candidate B.
Lessons Learned
Professional Input
It is crucial not just to accept the client's demands at face value but to provide professional opinions and suggestions as a human resource consultant.
Comprehensive Evaluation
Evaluating candidates from various angles is essential for identifying the best fit for the company's needs.
Balanced Perspective
While we are employed by the hiring side, it is also important to consider the candidate's perspective to ensure a mutually beneficial match.
#4 The Crossroads of Leadership: Choosing Growth Over Comfort - Koji Okano
Background
Koji was engaged by a fast-growing digital technology start-up headquartered in Singapore as they prepared to expand into the Japanese market. His assignment: identify and recruit a Country Manager who could lead the local market entry and build a team from the ground up.
The ideal candidate needed to:
- Have experience launching teams in fast-paced environments
- Be bilingual (Japanese and English)
- Be under 50 years old to align with the start-up’s long-term growth plans
The Challenge
The search presented a significant challenge. Japan’s tech industry is highly competitive, and many international start-ups are targeting the same elite talent pool. Finding someone with the right blend of leadership experience, startup agility, language skills, and cultural fit required precision.
Koji tapped into every available resource to identify and narrow down potential candidates. Eventually, he found a strong match—a Country Manager at a fintech-digital company with a track record of building high-performing teams.
However, there was a twist. The candidate had personally hired over 50% of his current team and felt conflicted about leaving them behind. He was torn between seizing a new opportunity for personal growth and staying loyal to the people he mentored.
The Solution
- Koji addressed the candidate’s concerns by framing the decision through a leadership lens. He explained that a strong leader not only supports others’ growth but also prioritizes their own development to continue leading at a higher level.
- Koji highlighted that the candidate had already made a significant impact in his current role—and that it might be time for the next generation of leaders to step up. By moving on, he would not only unlock new challenges for himself but also create space for others to grow.
The Results
The candidate reflected on this guidance and ultimately decided to accept the offer. He is now the Country Manager for the Singaporean digital tech start-up, spearheading their expansion into Japan and leading a new chapter of innovation and growth.
Lesson Learned
When hiring senior talent, technical fit and experience are only half the equation. Emotional and ethical concerns—especially in leadership roles—can be a deciding factor. Navigating those concerns with empathy and clarity can turn hesitation into confident decision-making, aligning both the individual’s goals and the company’s mission.
#5 Overcoming Challenges in Specialism - Ella Choi
Background
After three years of recruiting for back-office positions at a large international firm, Ella transitioned to a smaller firm to focus on technology searches. During this time, she observed a previous back-office candidate move to the gaming industry. Ella reached out to this individual, inquiring about potential contacts responsible for technology within the industry. Through this connection, she fortuitously secured a job opportunity from the CEO, who mentioned that the role had remained unfilled for over six months.
Ella subsequently met with the CEO. Although there was no specific job description provided, she documented the following notes from the meeting. Despite their simplicity and conciseness, Ella found herself uncertain about the exact candidate profile they were seeking and nearly considered abandoning the search.
Position: Technical director -provide technical leadership for new system design, project management, and strategic planning for the department.