Message to our potential clients, CEOs
We are committed to support you acquiring top-tier talented women
who will be your right hand and potential successor


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

1) We focus on talented women who are eager to work in and make a contribution to SMEs.
2) We work together with CEOs directly and mitigate HR involvement.
3) We source candidates by headhunting active women leaders.

Strategy 1
Far more than men, talented women face a “Glass Ceiling” in large companies. Consequently, many have concluded that they can more effectively use their talents to make a contribution to the success of smaller companies.

Example 1
A woman working as an HR director in a large manufacturer gave hope of becoming director in the company.
Why: Because the company only expects women to be figureheads.

Example 2
A woman manager in finance, in her early 40s faces a bottle neck in her current large company. The few director level positions are occupied by men and there is little chance for her to be promoted.
She feels she wants to contribute more directly in making decisions not affected by headquarters.

Example 3
A women who recently became a mother faces a promotion ceiling. Her company still has an old-fashioned rule that all women who have children should transfer to a shorter working hours track that consists of a dead-end job. She sees no future in this company for her as a career-oriented women.

Example 4
A woman faces a company rule that “all directors should be Japanese nationals”. She has contributed so much to the company’s success but realizes that she could never become a director in this company because of her nationality.

Strategy 2
There are thousands with untapped potential in the female talent pool.
And far higher possibility of success in headhunting these women because they have drive to achieve and succeed.

Top-tier men will never leave their safe and cozy big corporations.
Top-tier women are facing unreasonable glass ceilings.
The chances to successfully acquire these talented women by head-hunting is far higher.

Strategy 3
If your desire is for true right hand Chief who can become a future successor, the job of finding that person is not one you can delegate. A CEO needs to be entirely responsible for the whole selection process.

HR managers also have hidden ambitions for promotion.
Many people who see a candidate more talented than him/herself begin to feel insecure about their own future promotion. This can lead to impaired judgment and even unfortunate but inappropriate actions. Some HR staff have been known to deliberately overlook strong candidates and even throw away resumes so that they can report to their CEO that there are no suitable candidates.
Even a CEO with the most reliable and trustworthy HR managers, should commit to the whole selection process and avoid delegating even an initial review. We are committed to support the CEO for the whole process of acquiring the right hand chief, future successor candidate that the CEO desires.

Strategy 4
Headhunting Firm vs Recruiting Firm

The probability of successful talent acquisition is far higher with headhunting firms.

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

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