Executive Search in Japan
🎙️ Executive Search in Japan
Unlock the secrets of Japan’s elite hiring landscape. From C-suite strategies to cross-cultural insights, this podcast dives deep into the world of executive recruitment in one of the world’s most unique and challenging markets. Whether you're a global talent scout, a leadership candidate, or simply curious about how top-tier hiring works in Japan—this is your front-row seat.
🔎 Candid interviews, expert analysis, and the stories behind the headhunting headlines.
Executive Search in Japan
The Sweet Way to Hire: Mastering Japan’s Executive Edge
Think hiring executives in Japan is about networking and luck? Think again.
🎙️In this special episode of Executive Search in Japan, we’re unlocking 77 powerful lessons from The FocusCore Podcast, led by veteran headhunter Dr. David Sweet. Whether you're a recruiter, HR leader, or international CEO navigating Japan’s leadership battlefield—you’ll discover why the real edge lies in cultural fluency, not resumes.
Tune in to explore:
- Cutting-edge hiring tactics like Topgrading and how Japanese companies are blending rigor with sensitivity.
- Why “read the air” is not just poetic—it’s essential for spotting informal power and consensus pathways.
- How wellness, work-life integration, and diversity agendas are quietly transforming executive expectations.
- Real-world stories of recruitment misfires—and breakthroughs—when human judgment meets local nuance.
Ready to go beyond the playbook and truly elevate how you hire in Japan? This episode is your executive compass.
Welcome to the Deep Dive. Today, we're really cutting through the noise. We're offering something unique, a shortcut to understanding executive talent and leadership in Japan.
Tessa Sourceley:Yeah, we've basically distilled insights from 77 episodes of the Focus Corps podcast.
Chase Stratton:Exactly. A real treasure trove. Interviews with CEOs, HR leaders, coaches, all on the ground in Japan. And our mission here for you listening is simple. Whether you're planning a career move, prepping for a big meeting, or just, you know, curious.
Tessa Sourceley:We want to give you actionable knowledge, stuff you can use right away.
Chase Stratton:We'll unpack hiring strategies, market trends, leadership wisdom, recruitment tactics.
Tessa Sourceley:And those crucial cultural nuances, the things that can really trip you up or make you succeed.
Chase Stratton:Yeah. This isn't just a summary. It's about giving you those aha moments, surprising facts, clear takeaways, no information overload.
Tessa Sourceley:Hopefully just the good stuff.
Chase Stratton:Okay, let's unpack this. So let's maybe kick things off with talent. acquisition in Japan. I mean, how do you find those A players? How do you build recruitment processes that actually work there?
Tessa Sourceley:Well, one thing that came up again and again in those Focus Corps talks was the power of a structured approach, strategic hiring, top grading specifically. It's this pretty rigorous interview method used by a lot of top Global firms.
Chase Stratton:Upgrading. Right. How does that work, basically?
Tessa Sourceley:It's got five steps, essentially. Getting hiring managers involved early, creating clear scorecards for the role.
Chase Stratton:Scorecards. Okay.
Tessa Sourceley:Efficient screening techniques, thorough reference checks, and, crucially, asking the right questions in the interviews.
Chase Stratton:That sounds very methodical. Almost. Intense.
Tessa Sourceley:It can be, yeah. But the real payoff, the insight for you, isn't just efficiency. It dramatically improves your hiring success because it filters out the B and C players right at the start.
Chase Stratton:Ah, I see. So it saves a huge amount of time and, well, money downstream.
Tessa Sourceley:Exactly. It's proactive filtering.
Chase Stratton:So for you listening, it's maybe a chance to look at your own assessment tools. See if elements of cop grading could make your clients' processes, I don't know, tighter.
Tessa Sourceley:Precisely. Build a better filter. And another huge theme was candidate experience and employer branding.
Chase Stratton:Right. Tyson Patino mentioned that, didn't he? Startup advisor, former HR guy.
Tessa Sourceley:Yeah, he stressed that a positive interview experience isn't just fluff. It actually tangibly boosts a company's reputation, makes them more attractive.
Chase Stratton:So every touchpoint matters. initial contacts, the interview, the offer. It all has to reflect that EVP, that employer value proposition.
Tessa Sourceley:Absolutely. What makes your company a place people want to work and a good interview process? That can actually be a branding tool itself.
Chase Stratton:How so?
Tessa Sourceley:It signals a high performance culture, respect for the candidate's time, that kind of thing.
Chase Stratton:Makes sense. And Tyson also said something about widening the funnel, didn't he? Getting more applicants in.
Tessa Sourceley:He did. Basically, a bigger pipeline increases your odds of finding those stars. Simple math, really.
Chase Stratton:So the actionable and One side for you there is maybe help clients build those talent pipelines proactively.
Tessa Sourceley:Yeah, and make sure interviews are a real two-way street. You want candidates leaving impressed even if they don't get the job.
Chase Stratton:Building on that idea of branding, some guests really blurred the lines between recruitment and marketing. Naomi Jokase at LVMH Japan, for instance.
Tessa Sourceley:Right. She talked about how critical employer brand and reputation are, especially in luxury where candidates have loads of options.
Chase Stratton:Did she have practical tips?
Tessa Sourceley:Yeah, like being mindful of public perception. And she preferred paperless conversational interviews. More human, warmer.
Chase Stratton:Interesting.
Tessa Sourceley:She also mentioned something quite telling. Her frustration with candidates, especially women returning to work, who undersell themselves.
Chase Stratton:Oh, wow. That's significant.
Tessa Sourceley:It really is.
Chase Stratton:So for you, this points to helping applicants see and crucially articulate their value.
Tessa Sourceley:Definitely. And it also shows why savvy recruiters, the ones who can tell a company's story and reach those passive candidates, they're gold dust in Japan, especially when talent is scarce.
Chase Stratton:Okay. We can't talk hiring without touching on tech. Yeah. AI came up, I assume.
Tessa Sourceley:Oh, yeah. HR tech experts, Dr. Greg Story, they noted AI is definitely changing recruitment in Japan. You've got AI sourcing, assessment platform But
Chase Stratton:it's not a magic wand, is it? That seemed to be the consensus.
Tessa Sourceley:Exactly. That's the crucial nuance. Guests warned it's not a silver bullet. Technology should enhance the human touch in executive search, not replace it.
Chase Stratton:So what's the practical takeaway there? How should you approach it?
Tessa Sourceley:Use AI to work smarter. For market data, admin tasks, sure. But keep leveraging human insight, judgment, relationships. That's still key for the right match.
Chase Stratton:Especially in Japan.
Tessa Sourceley:Especially in Japan. It's still deeply relationship driven at its core.
Chase Stratton:OK, so this blend of process and human connection, how does that play out against Japan's unique cultural backdrop. That came up constantly,
Tessa Sourceley:right? Constantly. Almost every conversation touched on it. Dr. David Sweet, who's been there over 25 years, had a great insight.
Chase Stratton:What was that?
Tessa Sourceley:Titles don't always equal influence. You might have a section manager, seemingly quite junior, who's actually a key consensus builder.
Chase Stratton:While a higher-ranking exec might be more of a figurehead.
Tessa Sourceley:Sometimes, yeah. It happens.
Chase Stratton:That's absolutely critical to understand. So what's the implication for you or for leaders you place?
Tessa Sourceley:You have to invest time mapping out the real stakeholders. Understand the informal networks, the seniority system, that consensus style.
Chase Stratton:And Mawashi, right? Laying the groundwork.
Tessa Sourceley:Exactly. Successful execs figure out who to build relationships with very early. It stops Japan feeling like the too hard basket.
Chase Stratton:And adapting your mindset is key too, I gathered. Sam Barker warned against just copy pasting business models.
Tessa Sourceley:Yeah, he really did. hammered that point. Japan isn't just another APAC market. Unique consumer behavior, regulations, the pace of building relationships. It's different.
Chase Stratton:Language skills and cultural literacy are non-negotiable then.
Tessa Sourceley:Hugely important. And understanding the mindset. Long-term thinking, risk aversion, that drive for perfection. It helps find the right fit. Localization is key. Products, management style, everything.
Chase Stratton:So for you, it's about finding talent with both the hard skills and that cultural agility. Bridging global and local.
Tessa Sourceley:Precisely. And the demographics are changing things, too. Hisato Wakesumi from Focus Corps pointed out something interesting.
Chase Stratton:Which was?
Tessa Sourceley:Most C-suite execs in Japan, they're in their 50s or 60s. Quite different from many other places.
Chase Stratton:Right. Younger leaders elsewhere. What are the implications of that?
Tessa Sourceley:Well, younger Japanese leaders might face a long wait for the cop jobs. Companies might be slower to change. You might get very seasoned leaders who aren't maybe super fluent digitally.
Chase Stratton:Or younger execs struggling against age seniority norms.
Tessa Sourceley:That too. But there's a flip side. A
Chase Stratton:silver lining.
Tessa Sourceley:Yeah. Global pressures, retirements. Japanese firms are gradually opening up to younger, more diverse leaders.
Chase Stratton:So there's an opportunity there for you. To present candidates clients might not have considered before.
Tessa Sourceley:Absolutely. To facilitate that evolution.
Chase Stratton:And what about busting stereotypes? Jonathan Kant mentioned the nomakai, the after-work drinks.
Tessa Sourceley:Right. He said they're not as mandatory as people think, especially with younger generations wanting more work-life balance. Things are changing.
Chase Stratton:That's a subtle but important shift. What about leadership style itself?
Tessa Sourceley:Empathy. Listening. came up again and again, a purely top-down directive style. It often doesn't work well. You need to be able to, you know, read the air. Kuki wo yomu.
Chase Stratton:Crucial skill.
Tessa Sourceley:Essential. So the advice for any candidate going into a Japanese firm is lead with empathy. Adapt your style.
Chase Stratton:And for you, building trust might take a bit more listening, more relationship focus than in other markets.
Tessa Sourceley:Definitely. It often requires that extra investment. The bigger picture here is that cultural fluency. It's a massive competitive advantage in exec search for Japan. Understanding why an advisor might have more clout than a VP or why decisions take time but stick. It's vital.
Chase Stratton:Okay. So finding the talent and navigating the culture.
Tessa Sourceley:Yeah.
Chase Stratton:What about developing that talent once they're in place? What insights came out about growing people for success?
Tessa Sourceley:A lot, actually. William Neely Jr., the L&D expert, really stressed that company values have to come from the top. Leaders have to live them.
Chase Stratton:Not just a mission statement on the wall.
Tessa Sourceley:Exactly. He talked about pitfalls to avoid and also how even companies with tight budgets can develop staff. Internal mentoring, cross-training, creative solutions.
Chase Stratton:So So for you listening, the takeaway is look for leaders with that coach-like mentality, people committed to team growth. Yes.
Tessa Sourceley:And probe their experience. Ask how they've actually grown talent and instilled values. Those things really land well in Japan.
Chase Stratton:Dr. Gregg's story had a pretty strong take on development too, didn't he? About OJT.
Tessa Sourceley:He did. On-the-job training by osmosis, as he put it. He argued it just doesn't cut it anymore in modern Japan, doesn't build the leadership and innovation skills needed now.
Chase Stratton:What's the alternative he championed?
Tessa Sourceley:Structured development, formal training, deliberate coaching, adapting global best practices for Japan. And he really highlighted middle management. How so? Said they're often the deciding factor in whether top talent stays or goes. Absolutely crucial.
Chase Stratton:Wow. That's a big one. So investing in developing good middle managers isn't just nice to have, it's critical for retention.
Tessa Sourceley:Hugely impactful. So for your strategy, maybe give those mid-level roles as much thought as the C-suite ones.
Chase Stratton:And what about skills? Is there a focus on soft skills?
Tessa Sourceley:Massive focus. It's global, but really holds true in Japan. Nina Michaels-Kim from the IMA, she talked about finance pros needing the art of storytelling.
Chase Stratton:Storytelling in finance.
Tessa Sourceley:Yeah. Translating data into strategic insight. She argued soft skills are just as vital as hard skills for future finance leaders.
Chase Stratton:Yes, Adewaki Zumi saw that too.
Tessa Sourceley:Mm-hmm. Communication, adaptability, empathy. Top firms value these more and more, sometimes even over pure technical skill. Top execs themselves, they often credit success to listening, relationships, humility, coupled with bold execution, of course.
Chase Stratton:So the implication for you when assessing candidates is really dig into those softer competencies.
Tessa Sourceley:Absolutely. And maybe encourage clients to look beyond traditional backgrounds if someone shows that learning agility and those people skills.
Chase Stratton:Makes sense. And continuous learning came up too. Lifelong learning.
Tessa Sourceley:Yes, especially with Japan changing so rapidly. Nina Michaels Kim stressed up skilling to future proof careers. And you saw it in the guests themselves, right? Many had written books, done training, had coaches.
Chase Stratton:They practice what they preach.
Tessa Sourceley:Exactly. They showed that personal commitment to growth.
Chase Stratton:So for you, that means spotting candidates who demonstrate that curiosity, that growth mindset, maybe through career shifts, side projects.
Tessa Sourceley:Yeah. And highlighting those qualities. When clients complain about talent shortages, maybe suggest hiring for potential and in investing in training, your role shifts slightly.
Chase Stratton:To more of a talent advisor, helping set up the environment for success, like mentoring.
Tessa Sourceley:Precisely, helping new hires thrive.
Chase Stratton:So when you pull all that together, leadership, talent development in Japan, what's the core message for you?
Tessa Sourceley:It's clear, isn't it? Leadership excellence there is profoundly people-focused. It's about being an avid talent developer.
Chase Stratton:Okay, let's shift gears a bit. Recruiters can be agents of change, right? Helping companies bring in diversity, adopt new ways of working. How did that play out in the conversations?
Tessa Sourceley:Well, Japan's history with D&I, it's known for lagging a bit. Fewer women, fewer foreign nationals in senior roles historically. Yuta Hosumi, the D&I consultant, put it smartly. Japan is at a pivotal point to address gender inequality.
Chase Stratton:And it's not just a social issue anymore, is it?
Tessa Sourceley:No, it's a business imperative. Aging population, talent shortages, inclusion is critical. Plus, Yuta emphasized It just makes business sense. Diverse teams, they're better problem solvers, relate to more customers.
Chase Stratton:So real, tangible benefits. Yeah. Innovation, performance.
Tessa Sourceley:Exactly, which is a powerful argument you can use with clients who might be a bit hesitant about non-traditional candidates. It's not just nice, it's smart business.
Chase Stratton:Did Guest offer concrete steps, things companies can actually do?
Tessa Sourceley:Yes. Yuda suggested simple things, gender-neutral language, preferred pronouns, small things with big impact. He gave that great example of the Tokyo hair salon.
Chase Stratton:Oh yeah, stopping gender-based pricing.
Tessa Sourceley:Right, charging by hair length instead. A clear signal of inclusion for LGBTQ plus clients. Simple, effective.
Chase Stratton:And Catherine O'Connell talked about boards, didn't she? As one of the first foreign women on Japanese boards.
Tessa Sourceley:She did. Her advice for Japanese companies was clear. Actively open pathways. Set targets. Mentor high potential women. Break up the old boys networks.
Chase Stratton:And for aspiring women leaders.
Tessa Sourceley:Build readiness, governance training, smaller advisory roles, network strategically.
Chase Stratton:So for you, the takeaway is keep presenting diverse slates. Educate clients on the benefits.
Tessa Sourceley:And gently challenge that we need someone who fits in. idea. Maybe someone different can broaden their thinking.
Chase Stratton:Good point. What about the future of work? Hybrid models must have come up.
Tessa Sourceley:Oh, yeah. Rube Keister talked about that tug of war in Japan. Hybrid is gaining ground, but keeping people engaged remotely is a challenge there.
Chase Stratton:So clients are still figuring it out.
Tessa Sourceley:Many are. So for you, be ready to advise on what the talent market expects. Tech and younger folks want flexibility. Traditional firms might still push for face time.
Chase Stratton:But flexibility is likely here to stay.
Tessa Sourceley:Seems that way. Companies finding the right balance will have an edge. And this all loops back to the EVP, the employee value proposition.
Chase Stratton:Because candidates are reevaluating priorities post-pandemic.
Tessa Sourceley:Exactly. Companies need to be crystal clear about what they offer. Growth, purpose, balance, inclusion.
Chase Stratton:So for you, it's about encouraging clients to really sharpen and communicate that EVP. Make sure it resonates today.
Tessa Sourceley:Definitely. And remember, tech's impact beyond just hiring, AI, digital transformation, There's changing roles, skills needed.
Chase Stratton:Like cybersecurity, data analytics.
Tessa Sourceley:Yeah.
Chase Stratton:Huge demand in Japan now.
Tessa Sourceley:Right. So a forward-thinking recruiter needs to track those industry trends, fintech, renewables, e-commerce, because that's where future leadership needs will emerge.
Chase Stratton:Which brings up a key question for you, doesn't it? How can you best champion diversity as a business advantage and help clients modernize to meet these evolving talent expectations?
Tessa Sourceley:That's the challenge and the opportunity, especially in a market like Japan that's changing so Okay,
Chase Stratton:finally, let's touch on something really personal, but incredibly important. Wellness, executive performance, work-life balance. How did that surface?
Tessa Sourceley:It was a strong theme. Helen Iwata, the coach and productivity expert, was very open about her own burnout experiences.
Chase Stratton:Right. And her philosophy was less effort, more impact.
Tessa Sourceley:Yeah. Smart prioritization, managing your energy, not just being busy for busy's sake, avoiding those diminishing returns from overwork.
Chase Stratton:Breaking that mindset that busy equals important.
Tessa Sourceley:Exactly. Focusing on high value stuff, setting boundaries. She also talked about overcoming fears like public speaking to unlock opportunities.
Chase Stratton:So But for you, maybe there's a coaching element, helping candidates and maybe yourself work smarter.
Tessa Sourceley:Absolutely. And if someone's stepping into a really intense role talking about how they manage stress and time, It's vital for their long-term success.
Chase Stratton:Menya Inga, the health coach, had a simple framework, didn't he?
Tessa Sourceley:He did. His big four, food, fitness, sleep, and stress management. Nail those. You perform well. Neglect one. Performance falters.
Chase Stratton:And he saw high achievers in Japan, often sacrificing sleep and nutrition first.
Tessa Sourceley:Yeah, lawyers, bankers, execs. It happens a lot. And that directly hits concentration, creativity, decision-making. Obvious, but often ignored.
Chase Stratton:His advice was practical though. Build sustainable habits.
Tessa Sourceley:Totally. Schedule exercise like a meeting. Set a bedtime alarm. Manage stress actively. Mindfulness, hobbies, unplugging. It's a resilient strategy.
Chase Stratton:And his own story was powerful too. Burnt out aspiring lawyer to fitness entrepreneur.
Tessa Sourceley:Yeah, it really underlined that health isn't optional. It's an investment in your career.
Chase Stratton:Which matters for you listening too, right? Yeah. Recruitment is demanding.
Tessa Sourceley:For sure. Practice what you preach. And as advisors, you'll have these work-life conversations.
Chase Stratton:So maybe encourage a wellness culture with clients for better performance, better retention.
Tessa Sourceley:Definitely. Maybe even suggest coaching for leadership teams if burnout seems high. And if a star candidate hesitates because of personal commitments.
Chase Stratton:Help the client see the value in accommodating them. Remote work, reasonable hours.
Tessa Sourceley:Right. Diplomatically show how supported employees are productive employees. It's a win-win.
Chase Stratton:It's fascinating, isn't it? How executive success isn't just skills and strategy anymore. Well-being is fundamental.
Tessa Sourceley:Increasingly critical, especially now.
Chase Stratton:So as we wrap up this deep dive, it's really clear that executive recruiting in Japan, it's way more than just filling jobs, isn't
Tessa Sourceley:it? Oh, absolutely. It's about guiding leaders, guiding organizations, helping them thrive in that unique ecosystem.
Chase Stratton:We've looked at refining hiring, understanding those deep cultural nuances.
Tessa Sourceley:How leadership itself is changing and how vital wellness is.
Chase Stratton:And for you listening, these insights are hopefully a toolkit, maybe an inspiration. Whether you try a new interview technique, advise a client on diversity, mentor a candidate, your role is huge.
Tessa Sourceley:Yeah, you're not just matching skills to JDs, you're bridging aspirations and opportunities. Often you're bridging East and West too.
Chase Stratton:The overall message from Focus Corps seems to be, Success comes from constant learning, being a trusted advisor. Japan's rewarding, sometimes challenging.
Tessa Sourceley:But while the landscape shifts AI, demographics, global trends, the core principles hold steady, don't they? Relationships, reputation, listening, empathy.
Chase Stratton:And focusing on people as whole individuals. Maybe more so there than anywhere else.
Tessa Sourceley:I think so. That focus on the person really matters.
Chase Stratton:So considering all these facets we've discussed, informal power, soft skills, wellness, culture, Here's a final thought for you. What single insight from this deep dive will you intentionally apply to your very next professional interaction?
Tessa Sourceley:And how do you think it might shift the outcome? Something to mull over?
