How hard is this hire?
Ten questions about the role. The score says how hard the search will be in Japan, which factor is binding, and which search model fits, before you write the brief.
The role
The score
—
out of 100
Binding constraint
What it means
What we would do
A rule-of-thumb model from our own searches. It sizes the difficulty, not the pool; the full read gives the pool, the pay band and the binding constraint for senior HR roles.
Questions
How is the score calculated?
It is a rule-of-thumb model from our own searches, not a statistical one. Each factor adds or removes points: the function and level set the size of the pool, the Japanese and English levels narrow it, location, pay against the market, industry, the company’s profile in Japan and the timeline move it further. The score is the total on a scale of 100, and the binding constraint is the factor that contributed most.
What do the bands mean?
Routine (under 30): a contingent brief will find candidates. Manageable (30 to 49): contingent or exclusive, with a realistic pay band. Hard (50 to 69): retained or exclusive search, with the market mapped before the brief goes out. Very hard (70 to 84): retained search, and expect to revisit the specification. Extreme (85 and over): the role as written is unlikely to be filled; change the language requirement, the location, the pay or the level before searching.
Why does requiring both native Japanese and fluent English cost so many points?
Because the two together describe a very small group of senior people in Japan, most of whom are settled where they are. Most successful briefs settle on native Japanese with business English, or the reverse, and the score rewards that.
Is this the same as the HR Hire Sizer?
No. The sizer and the HR Director read are built for senior HR roles and give the pool size, the pay band and the binding constraint for that function, with access granted to employers on request. This score is quicker and covers any function.
What happens after the score?
Nothing, unless you want it to. Tell us about the role and we will say what the market looks like, which search model fits, and what it will take, whether or not you engage us.
Start with a conversation
Tell us about the role.
We will tell you how we would search for it.
A thirty-minute briefing is enough for us to say whether the role is a retained, exclusive or contingent search, what the market looks like and what it will take. You get that read whether or not you engage us.
Request a proposal →