Case Studies
#1 Overcoming Challenges in Executive Search - Yan Sen Lu
Read more ➜Fifteen years ago, at the beginning of his career in executive search, Yan Sen relied heavily on his company’s brand and network while learning from seasoned consultants around him. His focus was on senior HR searches in the manufacturing and healthcare sectors, a niche he continues to serve today.
#2 Multinational Technology Services Search - Kazuhiko Mori
Read more ➜This story is about the retainer search we completed for a multinational technology services company to look for a Japan-based Director, Commercial Finance, FP&A, APAC. The placed candidate, a French national, was working for Groupon in Singapore.
#3 Japanese Plastics Processing Company - Mike Nagata
Read more ➜A Japanese company specializing in industrial plastics processing, with a workforce of around 1,000 employees both domestically and internationally. The company has expanded into Asia and the United States. Despite being a publicly traded company, it was essentially owner-managed, with the current president being the founder's son. At age 60, he decided to retire and sell the company to a fund. At the same time, he decided to look for a successor, and we were assigned to conduct a retainer search.
#4 Beyond the Comfort Zone - Jayson Pe Benito
Read more ➜In his 10+ years as a recruitment consultant and career advisor, Jayson has encountered many professionals who are not actively seeking new opportunities but have the potential to thrive in new environments. This case study highlights how Jayson assisted a data analytics leader in stepping out of his comfort zone and becoming part of an exciting new organization.
#5 Overcoming Challenges in Specialism - Ella Choi
Read more ➜After three years of recruiting for back-office positions at a large international firm, Ella transitioned to a smaller firm to focus on technology searches. During this time, she observed a previous back-office candidate move to the gaming industry. Ella reached out to this individual, inquiring about potential contacts responsible for technology within the industry. Through this connection, she fortuitously secured a job opportunity from the CEO, who mentioned that the role had remained unfilled for over six months.
#1 Overcoming Challenges in Executive Search - Yan Sen Lu
Background
Fifteen years ago, at the beginning of his career in executive search, Yan Sen relied heavily on his company’s brand and network while learning from seasoned consultants around him. His focus was on senior HR searches in the manufacturing and healthcare sectors, a niche he continues to serve today.
The Challenge
One particular search early in his career proved especially challenging. The client had an extensive list of requirements for a senior HR position:
- Head of HR experience
- Exposure to the manufacturing industry
- Experience in union negotiations
- Large team management
- Fluent in English
- Stable career history (minimum of 3-4 years at one company)
- A humble personality to fit with the local team
- A globally-minded approach to working with overseas stakeholders
Additionally, the company was located on the outskirts of Tokyo, making the role even more challenging. The local HR team conducted initial panel interviews, and the company worked with multiple search firms, making message control difficult.
1. Initial Efforts
Yan Sen dedicated himself to the search, introducing 10-12 candidates and arranging 7-8 first interviews. Typically, companies select the best candidate within 2-3 months. However, six months into this search, the stringent requirements and the saturated candidate pool led most agencies, including his colleagues, to abandon the effort.
2. Persistence Pays Off
Despite the odds, Yan Sen persisted. Building a strong rapport with the client and driven by a desire to succeed, he continued to introduce candidates. His tenacity and refusal to give up paid off. After over a year of diligent effort, he successfully closed the role. This experience taught him valuable lessons about resilience and the importance of commitment.
3. Recognition
This success became a cornerstone of Yan Sen’s personal brand: closing difficult searches. His persistence and dedication earned him recognition within the industry. His mentor, acknowledging his hard work, commented that he would have never made those placements, a remark that deeply resonated with Yan Sen and validated his efforts.
4. In Summary
This case exemplifies the challenges and rewards of executive search. It highlights the importance of perseverance, relationship-building, and maintaining high standards of service for clients. Yan Sen’s early career experience solidified his reputation as a tenacious and committed search consultant, capable of closing even the most demanding roles. Through this journey, he learned that success in executive search is not just about finding the right candidate but also about unwavering dedication to meeting client needs, no matter how challenging the search may be.
#2 Multinational Technology Services Search
- Kazuhiro Mori
This story is about the retainer search we completed for a multinational technology services company to look for a Japan-based Director, Commercial Finance, FP&A, APAC. The placed candidate, a French national, was working for Groupon in Singapore.
The Client
The client used contingency search firms for 6 months and found no suitable one. The position required someone with a CPA or MBA and a fluent English speaker with Asia/Japan experience. The Japanese language was not required.
The Solution and the Results
We completed the search in 2 months using an Asian research team with multiple researchers based in Hong Kong and Singapore.
The placed candidate has Corporate FP&A Certification and was single, free to relocate to Japan, and was happy with Japan's local package. High-quality research helps to find these candidates.
The Challenge
- The role and opportunity were attractive to the marketplace in general because of APAC coverage based in Japan. The challenge was attracting candidates under the Japan local package, not an expat package.
- Candidates based outside of Japan who are in regional roles with sizable multinational companies are relatively high on compensation. In addition, the difference in the tax rate makes it more challenging to attract these candidates to Japan (vs. Hong Kong, Singapore, etc.).
- Senior-level candidates outside Japan have school-age children and are concerned about enrolling in an international school in Japan.
- Senior-level candidates outside Japan have concerns about the spouse currently working (change from a two-income family to a one-income family) or difficulty in finding a job in Japan for the spouse.
- Candidates based in Japan are largely responsible for country FP&A and have limited APAC regional exposure.
- Most of the FP&A talent lacks CPA or equivalent qualifications. However, some of them possess an MBA in Finance from leading business schools.
#3 Japanese Plastics Processing Company - Mike Nagata
Background
A Japanese company specializing in industrial plastics processing, with a workforce of around 1,000 employees both domestically and internationally. The company has expanded into Asia and the United States. Despite being a publicly traded company, it was essentially
owner-managed, with the current president being the founder's son.
At age 60, he decided to retire and sell the company to a fund. At the same time, he decided to look for a successor, and we were assigned to conduct a retainer search.
The Solution and Result
1. Realistic Expectations
Through repeated discussions with the owner, we shaped a more realistic profile of the desired candidate.
2. Candidate Selection
Identified candidates who met the above requirements from various perspectives, narrowing down to four finalists.
3. Evaluation Process
After interviews conducted by the owner, we discussed and evaluated each candidate together.
4. Final Candidates
Candidate A: A former senior executive who transitioned from a major trading company to a global chemical company, with experience in sales, manufacturing subsidiary management, and leading development projects in Asia.
Candidate B: A technical expert with experience in manufacturing and business unit head at a foreign petrochemical company, who then served as a plant manager at a major foreign pharmaceutical company.
5. Decision
Candidate A was appointed as the successor to the president, while a new role overseeing manufacturing and technical departments was created for Candidate B.
6. Transition Plan
The owner decided to delay his retirement by two years to ensure a smooth transition and focus on training and development.
Lessons Learned
Professional Input
It is crucial not just to accept the client's demands at face value but to provide professional opinions and suggestions as a human resource consultant.
Comprehensive Evaluation
Evaluating candidates from various angles is essential for identifying the best fit for the company's needs.
Balanced Perspective
While we are employed by the hiring side, it is also important to consider the candidate's perspective to ensure a mutually beneficial match.
#4 Beyond the Comfort Zone: A Data Analytics Leader's New Beginning - Jayson Pe Benito
Background
In his 10+ years as a recruitment consultant and career advisor, Jayson has encountered many professionals who are not actively seeking new opportunities but have the potential to thrive in new environments. This case study highlights how Jayson assisted a data analytics leader in stepping out of his comfort zone and becoming part of an exciting new organization.
Right Timing is the Right Thing
Timing plays a crucial role in recruitment. Jayson had been monitoring industry leaders and identified a data analytics expert at a well-established company. Although this individual was not actively looking for new opportunities, Jayson recognized a potential match for a position at a rapidly growing company that perfectly aligned with his skills and experience.
Reaching out at a time when the new company’s growth trajectory matched the candidate’s career aspirations, Jayson was able to capture his interest and initiate a conversation about the future.
How Important Detailed Job Opportunities Are to a Potential Candidate
When Jayson first contacted the candidate, he knew the importance of presenting a compelling case. Instead of sending a generic job description, Jayson provided a detailed overview of the role, the company’s vision, and how the candidate’s specific skills could make a significant impact. Here’s what was included:
1. Understanding the candidate's needs
In the first few minutes of their meeting, Jayson took the time to learn about the candidate’s current role, aspirations, and the specific factors he valued in a potential new opportunity.
2. Company Background
Jayson introduced the candidate to the company, outlining its mission, culture, and growth plans. He explained why the role had become available and highlighted how the candidate’s skill set would be an invaluable asset to the company’s future success.
3. Role Overview
A clear explanation of the responsibilities, expected outcomes, and the impact the candidate could make.
4. Career Growth
Potential career paths and opportunities for professional development.
5. Work Environment
Insights into the team dynamics, leadership style, and company values; by providing a comprehensive and personalized job opportunity, Jayson was able to spark the candidate’s interest and get him to consider the possibility of moving to a new role.
Be a Career Partner Throughout the Process
From the moment the candidate expressed interest, Jayson became his career partner. Here’s how he supported him through the process:
- Preparation: Helped the candidate understand the company’s expectations and how to align his experiences with their needs.
- Feedback:
Provided detailed feedback after each interview round to help the candidate improve and stay motivated.
- Negotiation: Assisted the candidate in understanding the offer and negotiating terms that matched his expectations and value.
Jayson’s continuous support and guidance helped the candidate feel confident and prepared throughout the interview process, turning a potentially stressful experience into a positive journey.
Fulfillment in Being Part of Someone's Success
The most rewarding part of Jayson’s job is seeing the candidates he works with succeed. When the candidate accepted the offer and joined the new company, he brought a fresh perspective and innovative ideas that significantly contributed to their business strategy. His move not only benefited the company but also revitalized his career, pushing him beyond his comfort zone and unlocking new potential.
Knowing that he played a part in the candidate’s success and growth brings immense satisfaction to Jayson. It reinforces the importance of his role as a career advisor and the impact he can have on individuals and organizations.
Conclusion
Helping professionals step out of their comfort zones and achieve new heights in their careers is one of the most fulfilling aspects of being a recruitment consultant and career advisor. By understanding the right timing, providing detailed and personalized job opportunities, and being a supportive partner throughout the interview process, Jayson has guided many individuals toward successful and rewarding career transitions.
If you are considering a change or looking for new opportunities, remember that the right guidance and support can make all the difference. Don’t hesitate to step out of your comfort zone – your next big success could be just around the corner.
#5 Overcoming Challenges in Specialism - Ella Choi
Background
After three years of recruiting for back-office positions at a large international firm, Ella transitioned to a smaller firm to focus on technology searches. During this time, she observed a previous back-office candidate move to the gaming industry. Ella reached out to this individual, inquiring about potential contacts responsible for technology within the industry. Through this connection, she fortuitously secured a job opportunity from the CEO, who mentioned that the role had remained unfilled for over six months.
Ella subsequently met with the CEO. Although there was no specific job description provided, she documented the following notes from the meeting. Despite their simplicity and conciseness, Ella found herself uncertain about the exact candidate profile they were seeking and nearly considered abandoning the search.
Position: Technical director -provide technical leadership for new system design, project management, and strategic planning for the department.
The Challenge
Ella systematically contacted everyone in the database relevant to the key search areas, including technical directors, new system designers, project managers, and individuals from gaming companies. She submitted three candidates, but the CEO, being extremely busy, did not respond to her messages and ultimately decided against meeting any of the candidates. In an effort to gain further insight, Ella attempted to identify profiles from their technology team. However, the information available was insufficient and unreliable.
Steps Taken
Ella meticulously narrowed down her search by focusing on competitors and contacted every individual in the database. Out of approximately 300 candidates, she successfully connected with one individual. Although he expressed interest in the position, his lack of planning and strategy experience in Japan rendered him unsuitable for the role. When asked if he could recommend someone else for the position, he was unable to provide any referrals.
Despite this, Ella connected with him on LinkedIn and continued to follow his activity, noting that he posted regularly. By reviewing the profiles of individuals who commented on or liked his posts, Ella identified two potential candidates and reached out to them. After one month, one of these candidates contacted her. While he was not actively seeking a new position, he mentioned that his friend might be interested. Ella promptly arranged a meeting with the friend’s potential candidate.
Action
The CEO expressed interest in meeting this candidate. Ella then prepared two additional candidates and scheduled back-to-back 30-minute interviews with the company. The CEO was particularly impressed with one candidate whom Ella had discovered through LinkedIn engagement. Subsequently, he was hired as the Technical Director.
During the reference check process for the newly hired candidate, Ella inquired if the referee was open to new opportunities. This proactive approach enabled her to fill a second open role simultaneously.
Result
The position had remained vacant for over six months, and although Ella initially lacked clarity about the role, her determination, and resilience led to a crucial connection that ultimately resulted in a successful placement.
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