The 35% Fee Is Not a Cost. It’s an Investment in LTV.<\/p>\n\n\n\n
In Vol.1, I shared that Japan’s recruitment fee reaches 35%. In Vol.2, I explained why.<\/p>\n\n\n\n
Now I want to tell you what happens after<\/em> the hire.<\/p>\n\n\n\n Here’s my personal track record over 8 years:<\/strong><\/p>\n\n\n\n \u2192 Candidates who left within 6 months of placement: zero.<\/strong> \u2192 Candidates whose compensation increased after joining: nearly 100%<\/strong> \u2014 at a healthy rate of growth.<\/p>\n\n\n\n I’m not sharing this to boast.<\/p>\n\n\n\n I’m sharing it because these numbers tell you something important about the Japanese market \u2014 and about what good matching actually looks like.<\/p>\n\n\n\n Why does this happen?<\/strong><\/p>\n\n\n\n Japanese candidates don’t make career moves impulsively.<\/p>\n\n\n\n They think carefully about:<\/p>\n\n\n\n When they move, they commit.<\/strong><\/p>\n\n\n\n My job is to find the intersection where a candidate’s values and a company’s vision genuinely align \u2014 not just on paper, but in practice.<\/p>\n\n\n\n When that intersection exists: \u2192 The candidate grows with the company \u2192 Compensation rises naturally \u2192 Nobody starts looking elsewhere<\/p>\n\n\n\n Here’s the truth about CxO hiring in Japan:<\/strong><\/p>\n\n\n\n There is no shortcut.<\/p>\n\n\n\n A CxO candidate who doesn’t genuinely connect with a company’s vision will not choose to lead its Japan market entry. They simply won’t.<\/p>\n\n\n\n The stakes are too high \u2014 personally, professionally, and reputationally.<\/p>\n\n\n\n That’s why I don’t fill positions. I build matches.<\/strong><\/p>\n\n\n\n The 35% fee is the price of getting it right the first time.<\/strong> And getting it right the first time is the only way it works in Japan.<\/p>\n\n\n\n I am a cross-border executive search professional specializing in CxO hiring in Japan. 20+ years in recruitment \u2014 8 years running my own firm in Japan, 7 years expanding into China, now operating from Dubai.<\/p>\n\n\n\n If you’re planning a CxO hire in Japan and want to talk to someone who has the track record to back it up \u2014 let’s connect.<\/p>\n\n\n\n #JapanTalentMarket #ExecutiveSearch #CxO The 35% Fee Is Not a Cost. It’s an Investment in LTV. In Vol.1, I shared that Japan’s recruitment […]<\/p>\n","protected":false},"featured_media":1826,"parent":0,"template":"","meta":{"_acf_changed":false,"swell_btn_cv_data":"","_locale":"en_US","_original_post":"https:\/\/diversecareerdesign.com\/?post_type=info&p=1837","footnotes":""},"tags":[],"info-category":[394,18],"class_list":["post-1837","info","type-info","status-publish","has-post-thumbnail","hentry","info-category-realjapan","info-category-column","en-US"],"acf":[],"mb":[],"mfb_rest_fields":["title"],"_links":{"self":[{"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info\/1837","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info"}],"about":[{"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/types\/info"}],"version-history":[{"count":1,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info\/1837\/revisions"}],"predecessor-version":[{"id":1838,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info\/1837\/revisions\/1838"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/media\/1826"}],"wp:attachment":[{"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/media?parent=1837"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/tags?post=1837"},{"taxonomy":"info-category","embeddable":true,"href":"https:\/\/diversecareerdesign.com\/wp-json\/wp\/v2\/info-category?post=1837"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n\n\n\n
\n\n\n\n\n
\n\n\n\n
\n\n\n\n
#CrossBorderRecruitment #DiverseCareerDesign<\/p>\n","protected":false},"excerpt":{"rendered":"