The key difference is how candidates are sourced. Recruiting firms focus on active job seekers—those who have registered with agencies and are actively searching for new roles. These candidates represent only about 5% of the workforce.

Headhunting firms, on the other hand, proactively identify and approach passive candidates—professionals who are not actively job hunting but may be a strong fit for a company’s needs. Our researchers and consultants use various methods to find, engage, and introduce top talent, expanding the talent pool beyond those actively looking.

Another major distinction is the focus. Recruiting firms work to place candidates across multiple companies, aiming to match them with any suitable employer. This approach often results in a lower and less predictable hiring success rate. In contrast, headhunting firms are fully committed to the client company, tailoring searches to secure the best candidate for a specific role. This targeted approach leads to a higher success rate than traditional recruiting.

Headhunting works best when qualified candidates are difficult to find through conventional recruiting methods. It is ideal for:

• Confidential hires, such as executive replacements or new business launches.
• Hard-to-fill roles where top talent is scarce or reluctant to apply through traditional channels.
• Situations where attracting high-caliber professionals requires a more strategic and discreet approach.

Since headhunting involves identifying and engaging passive candidates, it typically takes longer than database-driven recruiting. Encouraging someone to consider a job change requires careful, personalized outreach, and passive candidates may need more time to transition. However, the extra effort often leads to stronger long-term hires with greater commitment and business impact.

We have access to a broader range of candidates. Large headhunting firms face restrictions due to existing contracts with major companies, limiting their ability to approach certain professionals. Since we do not work with large corporations, we can source talent from a wider pool, ensuring that we find the best candidates for our clients. While big firms may seem to dominate the market, they are often less effective when it comes to quality headhunting.

Challenging searches are our specialty. We have extensive experience filling executive, sales, and technical roles, particularly for innovative international companies. Because we focus on passive, high-value candidates, our approach delivers a high success rate. If traditional recruiting methods haven’t worked for you, or if you're exploring new ways to attract top talent, we encourage you to reach out—regardless of the role.

Yes, this is our expertise. We have a strong track record of successfully engaging passive candidates and securing top talent at a significantly higher rate than traditional recruitment agencies. Our consultants can provide more details on our approach.

On average, it takes about two months from the start of the search to an offer, plus one month for the candidate’s resignation period. The total time is typically three months before the new hire starts. If a target candidate has already been identified, this process can be shortened by about a month. Timelines may vary depending on the role’s complexity, internal hiring processes, and individual circumstances.

Yes, we specialize in discreet searches. Many clients prefer to keep their hiring confidential, especially for executive replacements or new business launches. Since public job postings are unsuitable for such roles, general recruitment agencies often lack the expertise to handle them effectively.

We approach candidates without revealing the client’s identity. Once a candidate expresses interest, we disclose the company’s name under strict confidentiality.

We offer a contingency refund within a specified period. Please contact us for details on the timeframe and refund policy.

However, early departures are extremely rare with headhunted candidates. Our priority is not just hiring but ensuring long-term retention and success. While we provide a refund policy as a safeguard, our rigorous selection process results in exceptional retention rates.

Yes. We cover a wide range of positions in technology-driven companies. For non-tech roles such as legal and finance, we work with specialized headhunting partners.

Yes, we conduct searches worldwide, with a strong presence in the Asia-Pacific region. As remote work becomes more common, we are seeing increased demand for candidates from outside Tokyo and overseas.

No, we support both Japanese and international companies with their recruiting needs.