Five Strengths

There are people who know Japan well. There are people who know overseas markets well.
But how many professionals know both from the inside, and can connect them?
To bridge that gap, I handle both sides myself.

In executive search, we look for people who can overcome differences and build a business in a new market.
No one can find the right person without understanding the company’s passion and global vision.
That is why I go to the headquarters and speak directly with the leadership.

I was a fashion designer, on the side that creates brands.
That is why I search for people starting from the company’s brand, its philosophy.

The Japan Country Manager I placed at a coffee brand had no experience in coffee, but had launched a fashion brand in Japan.

Not only experience in the same industry, but whether they can embody the reason the brand is chosen.
Having been on the brand side, that is the lens I use to see candidates.

After working at firms including Randstad, one of the world’s largest recruitment companies, I founded my company in 2018.
Right after that, I moved to China without speaking a word of Chinese.

Even so, my very first client in China asked me to find their first Country Manager for Japan, and I closed the search.
Their next request was a head for Los Angeles. I connected China and the US, and closed that one too.
Traveling with members of the Shenzhen headquarters to the Los Angeles office to meet candidates in person is a great memory.

Pioneering from zero, and seeing every search through to the end.
The country may change, but what I do stays the same.

I have had career conversations with more than 6,000 professionals of many nationalities.

Being part of someone’s job change means being part of a turning point in their life.
I carry that responsibility, and the moment I connect them with a company in the best possible match is when I am happiest.

A resume alone cannot tell you whether someone is a leader who can build a business.
What matters is sensing what they value, and the character and adaptability behind their words.
Those conversations have built both my eye for candidates and a network of people across borders.

The best candidates are rarely on the open market.
This network is how I find them.

Since founding my company in 2018, no one I have placed has left within six months.

That is because I believe the job does not end at placement.
A Country Manager, in particular, will not fit unless they share the company’s vision.
Beyond that, I select people by thinking about whether they can truly succeed, so they do not leave easily.

After they join, I continue to meet them regularly and follow up.
Honestly, it takes time and money.
That is exactly why I focus on companies that are truly committed.