1. Telephone Conference
   Please kindly fill out and return the below “Inquiry Form for Clients”. We will get back to you to set a date and time for an initial telephone conference.
   Please note that this initial telephone conference is scheduled between the CEO of the client and president of Harmony Jinzai, Inc. (approx. 30 minutes, free of charge)

　

2. In person/company visit Conference discussing of target (2, 3 hours, free of charge)
   We will discuss your expectations for the target, background of hiring, challenges you faced in previous hiring methods, your expectations for women leaders, your company vision, short and long-term goals, strengths and weaknesses of your services/products, strengths and weaknesses of your organizational structure and details of employment contract, all based on our unique Target Profile Hearing Sheet. After completion of the conference and our mutual agreement on the target profile, we will send you the written Target Profile Sheet. After you confirm the Target Profile Sheet, both client and our firm will sign the Retainer Agreement. We ask our client to make the initial payment within 5days after signing the Retainer Agreement. (The initial payment is 5% of the target’s annual income) ※This may vary depending on the difficulty of the Project.

　

3. Commencement of Search
   We will start creating a list of potential candidates based on our mutually-agreed Target Profile Sheet. The client and our firm will continuously exchange this sheet and revise the profile whenever both agree it is needed in order to get closer to the targeted profile. We will give clients advice on recommended salary range, skill ranges, recent market trends of candidates to make sure client has a clear picture in selecting the appropriate target.

　

4. Our firm commences interviewing potential candidates.
   We will start interviewing potential candidates on our own timing via emails, telephone and in-person. When we meet with a highly potential candidate, it usually takes us more than 3 direct meetings to confirm that the candidate has a strong mind to apply for the position. Once this is cleared and confirmed with the candidate, we will send the client a written resume, CV and any necessary documents requested by the client.

　

5. CEO interviews the candidates
   After reviewing potential candidate resumes, Client CEO will choose which they would like to meet in person. The CEO may meet as many candidates as they wish and they can meet each candidate as many times as they like. For the initial and final interviews with the candidate, our firm will sit in with the CEO, unless the client does not wish it.

　

6. Preparation of the Offer Letter
   When the client decides the candidate is fit to be the target, the client and our firm will work together to create the Offer Letter. Among the items to be discussed are the timing to leave the current job and the starting date, specific job description, and annual salary. If there is specific preparation the target needs to undertake before the starting date, we will continue to consult both the target and the client so that the target person can smoothly shift into the new company.

　

7. Day of commencement
   If there is some time lag between the Offer Letter and the starting date, we will periodically keep in touch with the target and notify the client of any changes in the target’s situation. If there is specific training necessary for the target to attend, we will keep in touch with the target to make sure she is well prepared. Client will make payment to our firm for the contingency commission at the end of commencement month. The contingency commission is 35% of the annual income, not including the initial payment.

• Qualified candidates are limited. Is it possible to find who we are looking for?
• It is true that qualified top-tier women executive candidates are limited in the market. However, there is always a qualified person with the skills you are seeking for in the market and you do not need dozens of them, just one or perhaps two. So it is possible for you to acquire those talents. However it is extremely difficult to find those people because these women executives are very content with their work and will not register at regular job placing agency web sites.
  Therefore it is very difficult to find them by yourselves. This is why headhunting service is valuable to you.
• How are you different from other headhunting firms.
• We are the only executive search firm specializing in women executives in Japan with 10 years of experience. We have been interviewing more than 5000 women candidates. Successfully placing candidates to more than 300 companies, both Japanese and global firms. 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. Women candidates feel more comfortable talking to us because we care more about women’s career and built our trust in this niches field. We also give advice as to how to increase more women leaders and how to make the turnover low. In regards to searching women executives, we are the Number 1 firm in this area.
• Do you have any specific industry and positions you specialize in?
• No. We cover all industries and positions. From manufacturing, finance, consumer goods, advertising, marketing, business consulting, healthcare, food and beverage, import and export industry, we cover all of these industries.
  We search top-tier female talent in fields of marketing, human resources, finance, law, sales, public relations, IR, general affairs, COOs, CFOs, CIOs, CMOs, outside board directors and CEOs.
• We already know a possible candidate we like to hire. Will you be able to contact the candidate on behalf of us?
• Yes. We are happy to communicate to a specific person our client located. We are a professional in persuading these talents so that they become interested in joining your firm.
• Can you also find non-Japanese women executives in Japan?
• Yes, we can find women talents regardless of nationalities, both bilingual and non-bilingual. We can also search for women who are specifically looking for outside board director positions, now a growing demand.
• Will you also search for male executives?
• Yes. If our clients wish for male executives we also conduct the search.
• How long will it take to find the qualified talents?
• After having a thorough meeting about your search needs, we usually decide on the search duration. Duration will depend on how difficult the search is, a typical search duration is 3 months.
• What happens after the duration expires and no candidate was found.
• The client can choose to continue the contract or discontinue. Details of the contract will be discussed at our initial face to face meeting.

For further inquiries, please contact info@harmony-jinzai.com
Or use this form for free telephone consultation
Telephone consultation is based on reservation only.

Without having Diversified Board Members and Outside Board Members in their structure, companies can’t compete effectively in the globalized economy of the 21st century. We receive many inquiries from companies looking for competent women outside directors and non-Japanese women outside directors. We have been a pioneer for introducing women managers and leaders throughout a wide range of industries, both Japanese and non-Japanese companies, both large and SMEs. In addition to our regular headhunting service, we also introduce candidates who will contribute as outside directors.
　

We have our exclusive special networks where we can reach out to these Japanese and non-Japanese women potential candidates who would otherwise be hard to reach via regular recruiting agencies.

[Our Strengths]
1. Our special network of bilingual women, non-Japanese women for outside director candidates
2. We will approach currently active candidates by our headhunting techniques.
3. We cover all industries and all backgrounds.

Please contact us by filling out the below form