One of the strongest pieces of feedback we recently received from a client—after closing a Country Manager search—was this: “The most important thing to the global head was cultural fit.”
Not industry experience. Not functional expertise. Cultural fit.
In Japan’s pharma industry, where leadership roles are often long-tenure and deeply embedded within nuanced corporate ecosystems, this kind of fit isn’t just “nice to have”—it’s the defining factor for success.
What Sets Us Apart: Knowing the Candidate Beyond the CV
When clients talk to us about our competitors—what we jokingly refer to as the “Shrek firms”—a common theme emerges. It’s not about who has the biggest database or the flashiest presentations. It’s about depth of insight. What we hear time and again is that our advantage lies in how well we know the candidates we represent.
And we don’t just mean we know their names and résumés.
We’ve met them multiple times. We know their character, their communication style, and their values. We know their motivations—not just where they’ve been, but where they want to go. Not just what they’ve done, but who they want to become.
From Job Descriptions to Life Visions
Executive search at this level isn’t about checking boxes. It’s about connecting visions.
We ask candidates: Where do you want to be in five or ten years? Forget job titles—what does your ideal life look like?
When we understand that, we can shape an opportunity in a way that resonates with them personally and professionally. We can frame the employer’s value proposition as a path to that future. That’s when hearts engage—and real conversations begin.
This Is Where the Magic Happens
This approach also helps us prevent mismatches early. Some candidates look perfect on paper, but we know it’s not the right culture or vision. Others might be overlooked by traditional methods, but when matched thoughtfully, they thrive.
By knowing who not to approach, and how to position a role in a way that speaks to what truly matters to someone, we dramatically accelerate the path from kickoff to closure. Not only does the client get the right hire—they get them quickly, and with confidence.
Guiding Candidates Through Life-Changing Decisions
Changing jobs is one of the biggest life decisions anyone can make—right up there with getting married or buying a house. That’s why we treat it with the care it deserves.
As part of our process, we often coach candidates to bring their long-term vision into the interview. When the timing is right, we suggest they ask the client: “If this is where I want to go, do you believe I can get there with you?”
This question can transform an interview from a transactional exchange to a meaningful, two-way exploration. It also helps ensure that everyone is aligned—not just on the role, but on the journey ahead.
Search as Partnership, Not Pressure
What makes this work so fulfilling is that it's not just about filling roles. It’s about creating partnerships—with clients and with candidates.
We never push candidates through a process. We guide them, we walk with them. We go at their pace, providing clarity, feedback, and insight at every step. That trust and care means fewer rejected offers, more retained hires, and better long-term outcomes.
Ultimately, when both sides feel understood, respected, and empowered, that’s when the right match is made—not just on paper, but in life.
