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
How to Earn 50 Million Yen a Year—Recruiting in Japan’s Executive Market
💰 In this high-energy episode of Executive Search in Japan, we reveal how ambitious recruiters are earning 50 million yen per year—sometimes more—in one of the world’s most talent-hungry markets. This is the inside story of Japan’s executive search industry, where placement fees are massive, competition is fierce, and top billers are rewriting their financial futures.
We’ll cover:
- The secret to uncapped earnings in Japan’s commission-driven recruitment world
- Real success stories from foreign recruiters who made the leap—and made a fortune
- Why recruiting is equal parts sales, psychology, hustle, and cultural intelligence
- The pros, cons, and lifestyle behind high-stakes headhunting in Japan
- How the shortage of bilingual executives has created a once-in-a-generation opportunity
If you’ve ever thought about changing careers, leveling up your income, or building a business in Japan—this episode could be your blueprint. The barriers are lower than you think. The rewards? Potentially life-changing.
Welcome to the Deep Dive. Today, we're pulling back the curtain on a really fascinating career path, recruitment in Japan. It gets talked about, sure, but maybe not always understood in depth. So we're diving into what it really takes to, well, to thrive as a recruiter in one of the world's most dynamic and, let's face it, unique job markets.
Speaker 00:Absolutely. And our mission here for this Deep Dive is really to cut through all the noise.
Speaker 01:Yeah, there's a lot out there.
Speaker 00:There is. We've gathered insights from, well, quite a few sources are articles, podcasts featuring industry folks like Alex Jenner, Alex Zobelli, Misha Yurchenko, Gary Bremmerman, Tiffany Rhodes.
Speaker 01:Some real experts.
Speaker 00:Exactly. And from their experiences, we want to pull out the most crucial nuggets. What does it actually mean to be an expat professional recruiter in Tokyo? How does the industry adapt there? And what are the skills, the challenges, and importantly, the rewards?
Speaker 01:Think of this as your shortcut, your way to get genuinely well-informed about this pretty intriguing career. We'll have some surprising facts, maybe a little bit of humor to keep you hooked. Sounds good. So let's kick things off. The big question, why? What makes recruitment in Japan so well? so appealing, especially for foreigners. I mean, we're talking about one of the world's largest job markets. It's definitely intriguing. Competitive, yes, but also perhaps surprisingly quite foreigner-friendly in this sector.
Speaker 00:Yeah, that's a key point. And you really can't ignore the compensation. That's a huge draw for many people.
Speaker 01:Okay, let's talk numbers then.
Speaker 00:Right. So for beginners, it's pretty common to expect somewhere in the range of, say, $6 million to $10 million annually.
Speaker 01:That's a strong start.
Speaker 00:It is. But here's where it gets really interesting. Top performers... They can earn significantly more.
Speaker 01:Like how much more?
Speaker 00:Well, we're talking about some agency recruiters pulling in 10 to 20 million yen and the absolute, you know, the very best. They can hit 45, even 50 million yen or potentially more in a year. Wow. Okay. And even internal recruiters who, you know, often have higher base salaries to start, they see a range too. Maybe 4.5 million up to 15 million for senior roles.
Speaker 01:And it's not just about sticking around longer, right?
Speaker 00:Not entirely. Experience matters, obviously. But what's interesting is that education can play a role, too. Someone with a master's degree might potentially earn like 58 percent more than someone just a bachelor's.
Speaker 01:Huh. That's great. Specific. So those numbers are definitely compelling. But is there a catch? What's the tradeoff for that kind of earning potential, especially if you're new?
Speaker 00:Well, it's definitely performance driven. So the pressure, yeah, it can be high, but the rewards are absolutely there if you deliver.
Speaker 01:Right.
Speaker 00:And, you know, beyond just the money, there's some really unique advantages. You get this direct sort of unfiltered exposure to the pulse of the Japanese business market.
Speaker 01:Ah,
Speaker 00:okay. And that gives you invaluable insights you just, you wouldn't get elsewhere.
Speaker 01:Absolutely. And then there's the networking, right? I remember the Misha Yershenko talking about
Speaker 00:this. You're
Speaker 01:constantly meeting people. They could become future friends, business partners, or just, you know, expand your whole professional circle. And he said that was valuable even after he left the industry. Yeah.
Speaker 00:Totally. It sticks with you. And it's also kind of a natural pipeline for career growth. There are clear paths to move up into management or maybe transition into broader HR roles like an HR generalist or HR business partner.
Speaker 01:So it opens doors beyond just recruitment itself.
Speaker 00:Definitely. And think about the skills you gain. It's not just a list. It's the intensity you develop them with.
Speaker 01:How so?
Speaker 00:Well, recruitment is almost like a fast track real world MBA program. Seriously, you're compressing years of business fundamentals, sales, marketing, BD, writing, customer support, negotiating contracts, building relationships, research. All at once. All at once, exactly. It's incredibly dynamic, very hands-on. Lots of recruiters go on to start their own businesses or they join major companies in totally different roles. I mean, a strong HR background developed like this could even set you up to be a CEO eventually.
Speaker 01:That's a really powerful point about those transferable skills. It does sound like a masterclass in business. And you mentioned You mentioned Misha Yurchenko earlier. I remember him sharing that anecdote about like doubling, tripling, then quadrupling his salary in his first three years.
Speaker 00:Yeah, pretty amazing story.
Speaker 01:How common is that kind of, you know, rocket trajectory or what makes someone capable of that?
Speaker 00:Well, Misha's story is definitely exceptional, let's be clear. But it really highlights the potential for rapid growth in that kind of high performance setting. It's about combining those skills we talked about with, you know, extreme dedication and probably some smarts. strategy too
Speaker 01:okay so if all that sounds appealing let's pull back the curtain a bit more what does a recruiter's day or maybe their week actually look like is there such a thing as a typical day
Speaker 00:huh probably not and maybe that's part of the appeal for some people the core function yeah it's simple on paper
Speaker 01:right
Speaker 00:help companies find talent
Speaker 01:right
Speaker 00:but doing it far from simple Alex Jenner apparently compared the arts and science of it to Apple's philosophy.
Speaker 01:Interesting. How so?
Speaker 00:Meaning it's a blend. You need creativity, intuition, but also a really systematic, data-driven approach to succeed.
Speaker 01:Okay, so break it down. On any given day, what might you actually be doing?
Speaker 00:Right, so you've got the candidate side. That means scouting for new talent, LinkedIn, other job boards, meeting candidates, both prospective ones and ones you've worked with before, helping them prep for interviews, scheduling those interviews, and then crucially, navigating offers and compensation.
Speaker 01:That's a lot already.
Speaker 00:And that's just one side. Then there's the client side. That means finding new clients. It's business development or BD, attending client meetings, negotiating contracts, fees, updating your existing clients on how the search is going, scheduling interviews for them.
Speaker 01:Okay, got it. Client side, candidate side. Anything else?
Speaker 00:Yep. There's the internal stuff too. Team meetings, managing your KPIs, key performance indicators.
Speaker 01:Ah, the targets.
Speaker 00:Exactly. Your measurable goals. Misha Yurchenko mentioned having a target of sending like 15 resumes to clients every single week and getting direct feedback if you didn't hit that.
Speaker 01:Wow. 15 a week. Okay.
Speaker 00:So yeah, keeps you busy. And that brings us to a really important point. Not all recruiters are the same. There are different types.
Speaker 01:Right. Tell us about those.
Speaker 00:Okay. So the two main ones you'll probably hear about are internal or corporate recruiters. They work directly for one company. Their whole focus is filling roles within that specific organization. They often have higher base salaries, generally speaking, but usually fewer or smaller big bonuses compared to agency folks. Tiffany Rhodes mentioned they can't really headhunt directly, so they rely more on people applying organically, LinkedIn profiles, referrals, and sometimes working with external agencies.
Speaker 01:Gotcha. So the other type.
Speaker 00:That's external or agency recruiters. They work for a recruitment agency, acting as sort of the middleman between multiple companies and job seekers.
Speaker 01:Okay, the go-between.
Speaker 00:Exactly. And they get paid a fee by the client company when they successfully place someone. Often, it's around 35-40% of the candidate's first year salary.
Speaker 01:Ah, so that's where the big earning potential comes in.
Speaker 00:Precisely. Tiffany Rhodes highlighted this. Their base pay might be more moderate, but they have these high commission multipliers. And perks too, like incentive trips. Think Cebu, Dubai, places like that.
Speaker 01:Nice. Any other types worth mentioning briefly?
Speaker 00:Yeah. You sometimes hear about headhunters. They really focus on very senior, highly qualified staff. Then there are talent acquisition specialists who might look more at future hiring needs, employer branding, that sort of thing. And of course, freelancers who work project by project.
Speaker 01:It definitely sounds like a role with many facets and not exactly a nine to five, is it?
Speaker 00:No, definitely not. It can be pretty all encompassing, as you said. Long hours are common.
Speaker 01:Tiffany Rhodes called it a work hard, play hard culture.
Speaker 00:Yeah, that sounds about right for many agencies. Misha Yurchenko even talked about struggling with burnout early on because he didn't separate work and life enough. He was actually grateful later when a manager basically forced him to take a vacation.
Speaker 01:Wow. So what's the secret then? How do you manage that intensity without just, you know, flaming out?
Speaker 00:That's the million dollar question, isn't it? I think it really comes down to setting boundaries, which is super hard in a commission driven job.
Speaker 01:Right. Because time is literally money.
Speaker 00:Exactly. But like Misha found, maybe a good manager helps or maybe you just have to build that structure for yourself. Otherwise, the temptation to chase every single lead, no matter the hour, it's very strong.
Speaker 01:Okay, so we've covered the practical stuff, the different roles, the intensity. This really brings us to the core, doesn't it? What kind of person actually thrives in this? What skills do you absolutely need? And what about the unique challenges of doing this in Japan specifically? Yeah,
Speaker 00:great questions. I think one thing that came up again and again in the sources, tenacity is critical.
Speaker 01:Tenacity.
Speaker 00:Yes, because as Tiffany Rose put it and Gary Bremmerman agreed, recruitment is the business of rejection.
Unknown:Oof.
Speaker 01:That phrase really hits home, the business of rejection.
Speaker 00:It does. You're constantly hearing no.
Speaker 01:Yeah.
Speaker 00:From potential clients, from candidates turning down offers, from interviews that just don't work out. It demands incredible resilience. You have to be able to bounce back.
Speaker 01:So it sounds like it's definitely not a role for the faint of heart. What's maybe the single most important mindset shift someone needs to make to survive that, let alone thrive, when you're facing constant no's?
Speaker 00:That's a good way to put it. I think it's truly about learning to detach your personal self-worth from the outcome of any single interaction.
Speaker 01:Easier said than done, I
Speaker 00:imagine. Oh, absolutely. But you learn, hopefully, to see each rejection not as a failure, but just as, you know, moving one step closer to a yes and maybe analyzing why it was a no. What can you learn? rather than taking it personally. That resilience, it gets built brick by brick.
Speaker 01:That makes a lot of sense. Okay, so beyond that mental toughness, that resilience, what other skills are on the must-have list?
Speaker 00:Well, being a people person is pretty crucial. Even if you're naturally introverted, you need to be able to turn on the outgoing side to build trust and network effectively.
Speaker 01:Right.
Speaker 00:Multitasking, time management, being really organized, those are non-negotiable. You're juggling so many different things simultaneously.
Speaker 01:Candidates, clients, internal targets.
Speaker 00:Yeah. Yeah, exactly. Creative thinking is also key. Matching candidates with roles that maybe aren't the most obvious fit at first glance.
Speaker 01:Seeing the potential connection.
Speaker 00:Yeah. And then, of course, strong persuasion and negotiation skills are absolutely vital. Plus, you need reasonably good IT skills these days, navigating recruitment software, using social media for sourcing and branding.
Unknown:Okay.
Speaker 01:That brings us to a really crucial point for doing this in Japan. Japanese language skills. How essential are they for a foreign recruiter?
Speaker 00:It's an interesting one. It's not always compulsory, actually. Especially in many of the big international firms, they might operate largely or even entirely in English.
Speaker 01:Oh, okay.
Speaker 00:However, having proficiency in Japanese, it definitely opens up a much wider range of opportunities. Misha Yurchenko found, personally, he was like 10x faster working purely in English. Wow. But he also acknowledged that B Being in a pure English bubble might not help you maintain or improve your Japanese. And Tiffany Rhodes, doing internal recruitment, mentioned that over half, like 50%, of her interviews are actually conducted in Japanese.
Speaker 01:So it clearly adds value and opens doors, even if it's not strictly required everywhere.
Speaker 00:Precisely. It broadens your scope significantly.
Speaker 01:Now let's talk about the market itself. What are the unique challenges recruiters face specifically in Japan? You hear it's tough.
Speaker 00:It is. One major thing is it's often described as a candidate short market.
Speaker 01:Meaning?
Speaker 00:Meaning it's really tough to find enough qualified talent to fill all the open roles, especially bilingual professionals. They're like gold dust.
Speaker 01:Ah. Okay. Why is that?
Speaker 00:Multiple factors, probably demographics, maybe education system focus. But the result is high demand, low supply for certain skill sets. And adding to that difficulty is LinkedIn usage.
Speaker 01:Right. You mentioned this earlier. It's low.
Speaker 00:Surprisingly low compared to many other countries. Like only about 2.3% of the population in Japan uses it actively, merely. Compare that to, say, Singapore, where it's closer to 48%.
Speaker 01:Wow. That's a huge difference. What's the biggest hurdle that low LinkedIn usage creates for recruiters and how do they even get around that?
Speaker 00:Well, it means you can't just rely on LinkedIn recruiter subscriptions like you might elsewhere. You have to get way more creative with sourcing. Like what? Building deeper personal networks, attending more industry events, maybe using more traditional methods like referrals, introductions, using other local job boards. It forces a more multifaceted approach.
Speaker 01:Makes sense.
Speaker 00:And beyond just finding people, there are barriers for attracting international talent to Japan. The country sometimes ranks relatively low in global surveys on attracting and retaining foreign professionals.
Speaker 01:Why is that?
Speaker 00:Often cited reasons include language barriers, of course, but also cultural differences, things like traditional work styles.
Speaker 01:Yeah.
Speaker 00:You know, expectations around company loyalty, the Senpai Kohai hierarchical relationship. The
Speaker 01:senior-junior dynamic.
Speaker 00:Exactly. And then there are perceptions, right or wrong, about things like overwork or potential discrimination. These can all be hurdles.
Speaker 01:Okay, so if we connect this back to the listener, someone thinking about getting into this, finding a good recruitment firm sounds absolutely crucial given all these complexities. How do you even go about that
Speaker 00:yeah that's that's vital thorough research is step one you really need to dig into the company culture what are their KPIs like are they realistic how big is the company sometimes larger firms have better more structured training programs which can be good for beginners
Speaker 01:with us
Speaker 00:look at their specific industry focus does it interest you and critically look at the team you'd potentially be joining most importantly your direct manager People often say your manager can make or break your success and happiness in recruitment.
Speaker 01:Really? That's significant.
Speaker 00:Absolutely. So spend... Significant time with them during the interview process. Really try to get a feel for their management style. Ask questions.
Speaker 01:And what about red flags? Things to watch out for.
Speaker 00:Definitely be wary of the bad apples. Firms known for having super aggressive, maybe cutthroat environments or places that lack transparency, especially around salary and bonus structures. You want clarity on how you get paid.
Speaker 01:So how can you check that stuff out?
Speaker 00:One good piece of advice is try to speak to former employees. You can often find them on LinkedIn. Do your due diligence. Ask them about their experience.
Speaker 01:Smart.
Speaker 00:And ultimately, trust your gut feeling during the interviews. Does it feel right? As for the interviews themselves, be prepared. Research the market you'd be covering. Be ready to clearly explain your motivation why recruitment. Often they want to hear that you want to work hard and be rewarded for it.
Speaker 01:Makes sense, given the commission structure.
Speaker 00:Right. And use the STAR method situation, task, action, result to give concrete examples. Examples of hitting targets, sure, but also maybe learning from failures. Be ready for role-playing scenarios, too. They often use those.
Speaker 01:Okay. That's really practical advice. So let's zoom out again. You've navigated this demanding world. You've maybe been in recruitment in Japan for a while. What does it all mean for your longer-term career path? and maybe even just life in Japan? It's
Speaker 00:a good question because let's be honest, there is high turnover rate in recruitment. Lots of people do leave within the first six to 12 months. It's not for everyone. Right. But even if you do leave, the experience is almost always seen as a really valuable stepping stone. Those skills we talked about, they are incredibly portable, especially to other fields like sales, marketing, even general management.
Speaker 01:And you mentioned entrepreneurship earlier too.
Speaker 00:Yeah, it can definitely be a springboard. Misha Yurchenko's example is great here. He started his own drone company, structured as a Goto Geisha, or GKLLC. That's Japan's version of a limited liability company.
Speaker 01:And he did that partly to sponsor his own visa.
Speaker 00:Exactly. Which is a path some foreigners take. And what's interesting is the upfront capital needed for a GK can be surprisingly low, like technically as little as 100, though you'll need more for practical reasons. And he emphasized how working with a good lawyer made that whole process much smoother.
Speaker 01:That's fascinating. So beyond recruitment itself, what about general career advice for foreigners working in Japan based on what these experts shared?
Speaker 00:Well, connecting this to the bigger picture. Beyond just your professional skills, that cultural sensitivity piece is huge. Adapting to local norms, understanding communication styles, maybe not always needing to be the loudest person in the room, as one source put it. That stuff matters for broader success and integration. Soft skills are key. Very key. Also, someone mentioned considering the travel tech industry right now. Given recent growth trends and big events like the Olympics boosting
Speaker 01:tourism. Interesting sector.
Speaker 00:And another really practical tip. If possible, try to physically be in Japan when you're seriously job hunting. For networking, yes, but also for meeting companies face-to-face before you accept an offer. It lets you really get a feel for the company culture, the office vibe. See if it's truly the right fit for you.
Speaker 01:That's excellent advice. You know, this reminds me of Gary Bremmerman's work, his Happy Mondays initiative, and the Career Kaizen course he runs.
Speaker 00:Ah, yes, focusing on job satisfaction.
Speaker 01:Yeah, exactly. He helps people find that, accelerate their growth by really emphasizing the need for a clear vision, a mission for your career, and that idea of continuous learning or kaizen. I thought it was interesting that Gary himself apparently believes in never truly retiring, but instead finding more balance later in life. Like he has this dream of building a pickleball facility down in Anjuku.
Speaker 00:Ah, I love that. It speaks to finding meaning and purpose beyond just the grind, right?
Speaker 01:Totally. Which kind of begs the question, How do you actually get there? How do you move towards that satisfaction or balance?
Speaker 00:Well, Gary's work, and I think the broader message from a lot of these sources, really reinforces the idea that taking consistent action is key. And having accountability partners, like maybe people in his course or just mentors or peers who help keep you on track.
Speaker 01:Right, support system.
Speaker 00:Exactly. Those are crucial for moving forward in your career, even if it feels slow sometimes. Just small, consistent steps can add up to significant progress over time.
Speaker 01:So let's try to synthesize all this, our deep dive today. What are the main takeaways for someone listening?
Speaker 00:Okay. I think first, there's immense opportunity in Japanese recruitment, especially for foreigners. The earning potential can be really attractive.
Speaker 01:Right.
Speaker 00:But it's challenging. It's a demanding, often high-pressure reality. It requires real tenacity, strong communication skills, that knack for building relationships we talked about.
Speaker 01:Got it. Opportunity but requires resilience.
Speaker 00:Definitely. The skills you develop, though, are incredibly valuable and highly transferable. Recruitment can genuinely open doors to all sorts of different career paths, maybe including entrepreneurship, like we saw. And ultimately, it can lead to a really fulfilling life and career in Japan if it's the right fit for you.
Speaker 01:A potential path to a fulfilling life there. Okay.
Speaker 00:So maybe a final thought to leave people with. There's always more to learn, isn't there?
Speaker 01:Always.
Speaker 00:And perhaps the most valuable knowledge isn't just understanding something, but figuring out how to actually apply what you've learned. Like Gary Brummerman's idea.
Speaker 01:Yeah.
Speaker 00:Maybe there's no single perfect dream job out there waiting to be found. But consistently dreaming about what could be, thinking about your ideal scenario, and then crucially taking those small actionable steps towards it. That process itself can open up possibilities and keep you moving forward. So maybe the question for you, the listener, is what do Happy Mondays really mean for your career journey? And how could you start building towards them? Maybe just one small step at a time.
