Interview Series
Successful Women Leaders
How I managed to achieve where I am today

We are committed to support you acquiring
Top-tier talented Women Leaders and Executives

Common questions and challenges for searching women executives

1) Talented women still face a glass ceiling in big Japanese corporations.
2) Still 80% of the large enterprises do not know how to effectively utilize talented women.
3) Wise women are starting to abandon these traditional-thinking enterprises and are eager to find a better place to build a career and make a meaningful contribution.

Our Headhunting Strategy

Are you looking for talented women leaders and executives, however;
1) You do not know where such women exists, and
2) You do not know how to find such women.

We are the Company that can help you because,
we are an expert in women executive search with more than 10 years.

These are the typical questions and challenges that many company have.

1) Are we able to find such top-tier women with high skills and experience, management mind-set and bilingual language skill? It is difficult enough to find such men in the field and therefore it looks even more difficult to find women.

2) Where and how could we find such talented women?
We’ve tried scout emails and couldn’t find serious women in those recruitment website and many of the recruitment firms will not get back with the qualified candidates that we have been asking for.

3) How can we attract top-tier women to Our Company?
We understand talented candidates have many job offers and it is very competitive to attract them. We failed and lost the candidate at the last step many times and want to learn the techniques from professionals.

It is becoming harder every year to acquire top-talented women executives because the number of candidates is limited and demand is increasing. Therefore, companies find it extremely difficult to succeed with the old style method, regular recruiting and scout emails.

Our Achievements as Expert in Women Executive Search

We are the expert in this field with 10 years of experience, interviewing more than 5000 women candidates. We have been successfully placing candidates to more than 300 companies, both Japanese and global firms. We select women with high leadership skills, experience and high motivation towards overcoming new challenges.

Our firm was awarded 3 national awards including “Diversity Supportive Corporation, The Diversity Management Selection 100″ by the Ministry of Economy, Trade and Industry and featured in more than 50 media publications.

In addition to our search, we also give advice to companies such as “How to increase more women leaders” “Role-Model Strategy” and “How to change the mindset within the organization”, and can thoroughly support you in increasing women leaders at your firm.

Our president, Makiko Tachimori is serving as a vice chair of the Women In Business Committee at the American Chamber of Commerce in Japan and was the core member for creating the White Paper issued by the ACCJ “Untapped Potentials”.

Important points for searching Women Executives

Here are 3 points you need to be careful of when searching for women executives;

1) Selecting the right recruiting company for this mission.
Some large recruiting companies assign new face consultants to interview with women executives because the veteran consultants are busy with interviewing male candidates.
Some recruiting companies assign male consultants for these interviews because they think women career track is no different than those of men.
Both cases will fail to discover the genuine women’s career goal and the true reason why they are seeking for leadership positions.

We are experts in interviewing women candidates from their 20s to 50s, both single and married women, women with children, entrepreneur minded women, women working and residing in overseas and non-Japanese women. Because we are an expert, we understand women’s choice of career track and various life choices they face more than any other recruiting firms. Therefore we can distinguish clearly a woman who truly is a top-tier candidate from a woman who you should never hire.

2) Finding a consultant who can conduct interviews with both languages.
Needless to say, bilingual skill is a strong qualification for women executives.
Some recruiting companies do not have enough qualified bilingual consultants and will omit the bilingual skill screening for the candidates.
Some conduct bilingual interviews by a non-career consultant bilingual staff and will end up not accurately screening the candidates’ skills.

We conduct all bilingual interviews by our bilingual president and we can distinguish candidate who has thorough understanding of business culture from a candidate who simply has advances in language skills only.

3) Deciding on the Search method; Head-hunting firms or regular recruiting companies.
The probability of successful talent acquisition is far higher with headhunting firms and here are the reasons.

  Recruiting companies Headhunting Firms
Active or Inactive candidates Candidates who register with recruiting companies are often people who are not happy with their current job, or have even already left their job. => Recruiting companies do not search for talents by going after happy current employees rather, they try to match candidates who came into their registration system most of whom are unhappy where they are. Head hunting firms actively seek out suitable talent by going after happy currently employed people. They focus on happier people who are eager to take on more challenges. These people typically do not register with recruiting data bases. Chances are higher to acquire better talents through headhunting.
Number of clients each consultants look after Consultants in a regular recruiting firm will look after average of 10 clients. Each consultant has to spread their search time across all 10 clients, which limits their chances of finding really exceptional candidates for any of them. Consultants in a head hunting firm look after 2-3 clients. Sometimes they only take on 1 client for an exclusive contract.
Consultants will focus the maximum attention on the client’s needs, with a higher possibility of achieving the desired result.
Method of Searching Recruiting companies try to maximize the number of candidates to apply for the job opening and publicize the JD openly.
Competitors of clients can easily learn what talents the clients are lacking giving them an advantage in human resources strategy.
Headhunting firms will search discretely and do not disclose job descriptions on the Internet.
The client’s project is kept confidential; competitors will not find out about the talent seeking project.
Decision and creation of the Job Description Clients are generally the authors of the JD. The client usually prefer to stabilize the JD not much different from past precedents so that they don’t have to innovate a new JD which requires time, effort and market knowledge. This limits the possibility of acquiring potential talent and even results in good potential targets being overlooked. Generally, clients and headhunting firms work together to create a new innovative JD that is better tailored to the client’s needs and matches the latest market. Headhunting firms will introduce some potential candidates to test the matches and then work with the client to revise the JD as much as possible to get the best possible results.
Way to pay commisions Commisions are paid based on Contingency Agreement.
Consultants have 10 clients running at the same time all under contingency agreements. Consultants have a tendency to spare more time on clients whose needs seem easy to fill (“Low hanging fruit”). Top consultants will not spend any time on clients where they think they cannot get results. However, they will still enter into the contract because its contingent nature represents no risk for them. This situation makes it difficult for the client to know if the consultant is serious about their search.
Retainer Agreement which consists of 2 steps of payments, initial contract payment and contingency payment when a search is successful.
Headhunting firms only make agreements to those companies that they are confident in placing candidates with because they receive an initial contract payment even before searching. Headhunting firms are highly committed to their searches because none of the contracts are done by contingency and therefore their contracts are more likely to be successful than those of recruitment companies.


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Below is a part of our list of women that we have successfully introduced to clients in the past.

Title, Department Age Type of company
Manager, General Affairs Dept 46 SME, Japan
Head of Global HR Div 50 Manufacturer, Listed J company
Group Leader, Sales Support Div 35 SME, Electric Service, J
Director, Legal Dept 39 Manufacturer, non-J
Manager, Marketing Dept 41 Retailer, SME
Director, Public Relations, 49 PR Agency, non J
Manger, Finance Dep. 48 Listed J company
Leader, Sales Dept. 35 SME, IT J
Dept Head, Call Center 49 Listed J company
Director, International Sales Dept. 44 SME, electronics equipment

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