of employers in Japan report difficulty filling roles, the highest in APAC
ManpowerGroup Talent Shortage Survey 2026FRACTIONAL TALENT ADVISORY/ Japan & APAC
Your talent partneron the ground in Japan.
Fractional talent leadership, hiring strategy, enablement and coaching for companies building teams in Japan and across APAC. We build hiring capability that stays with your team, not another agency pipeline.
- Based
- Tokyo, serving Japan & APAC
- Languages
- English and Japanese
- Model
- Advisory, not RPO
HIRING STRATEGY◆ORGANISATIONAL DESIGN◆ENABLEMENT◆WORKSHOPS◆1:1 COACHING◆TALENT ADVISORY◆TOKYO◆
HIRING STRATEGY◆ORGANISATIONAL DESIGN◆ENABLEMENT◆WORKSHOPS◆1:1 COACHING◆TALENT ADVISORY◆TOKYO◆
WHY JAPAN IS DIFFERENT
Hiring in Japan plays by different rules.
of 123 countries in English proficiency
EF EPI 2025standard agency fee, vs 20-25% in most markets
Export to Japanaverage job tenure, vs 3.9 in the US
ITIF 2025working-age population since the 1995 peak
OECD Employment Outlook 2025further decline projected from 2023 to 2060
OECD Employment Outlook 2025THE PROBLEM
Where Japan hiring breaks down.
HQ playbooks don't translate
Global processes and interview loops land poorly in Japan.
Agency dependency from day one
No local sourcing engine means a 30-35% fee on every hire.
Offers fall through late
Counteroffers and long notice periods derail late-stage closes.
No local talent leader
First hires get made without anyone who knows the market.
You don't need another agency. You need hiring capability in Japan.
MANIFESTO
“We can’t hire”
isn’t a hiring failure.
It’s a design gap.
Many organizations treat hiring as a matter of volume and focus on gathering more applicants. But when offers are repeatedly declined and evaluations shift with every interviewer, the problem is not reach; it is how roles, criteria and responsibilities are designed.
Our talent advisory connects this end to end: from hiring strategy and process design, to developing the people who operate it, to advising the decisions along the way.
01
Hiring begins with organizational design, not lead generation.
When applications fall short, the cause usually lies in how roles are defined, well before anything is written in a job advertisement.
02
Inconsistency is a design problem, not a motivation problem.
With clear criteria and a shared evaluation framework, selection quality holds as you add interviewers.
03
Lasting capability stays inside your people, not with an outside vendor.
Our measure of success: a team that continues to run hiring on its own after we step away.
TRACK RECORD
Direct hiring at scale, not agency-led.
300+
hires delivered, direct sourcing as the main channel
9
APAC markets covered
98%+
offer acceptance rate as APAC recruiting lead
13+
years in talent acquisition
HOW WE WORK
From first call to a self-running team.
STEP 01Free, 30 min
Discover
We hear your goals and challenges and suggest a direction.
STEP 02After discovery
Diagnose
We review hiring data, process and team to find where it breaks.
STEP 03After diagnosis
Propose
We combine services and engagement types to fit your situation.
STEP 04Once engaged
Embed
We work alongside you until your team runs hiring on its own.
LET'S TALK
Start with a 30-minute call.
Tell us briefly where your Japan or APAC hiring stands. We'll reply with times for a free 30-minute discovery call.
- ・First 30 minutes / complimentary
- ・Online or in person
- ・We typically respond within two business days
FAQFrequently asked
Frequently asked
questions.
Can’t find your question? Raise it in a complimentary consultation or by email.
Yes. The initial 30-minute session is complimentary. We listen to where your hiring stands today and give you a candid assessment, including whether external support is warranted. There is no sales pitch.