For many global executives, Japan remains something of a mystery.
It’s the world’s third-largest economy and often the second or third most important market for global pharmaceutical and healthcare companies. But when it comes to executive hiring, the landscape in Japan is unlike anywhere else—and that can create serious challenges for overseas decision-makers trying to build high-performing teams here.
A Market That’s Big in Business—but Small in Talent
Let’s start with the numbers. Japan’s total workforce is estimated at 60 to 70 million people. Yet only about 1% of that workforce is employed by multinational companies—meaning foreign-owned firms, joint ventures, or Japanese affiliates of US or European headquarters.
That’s a razor-thin slice of the talent pool.
Within that already limited subset, the number of executives who are fluent in English is even smaller. Despite being a G7 country with world-class infrastructure and a highly educated population, Japan ranks near the bottom globally for English fluency—hovering in the 80s out of more than 100 countries in global rankings.
This low level of business English is not a reflection of ability or intelligence—it’s a reflection of how English is taught (primarily through memorization), and the simple fact that it’s not used in daily life. Even talented leaders who studied English in school often don’t have the fluency required to thrive in a multinational, English-speaking business environment.
Why Context Matters More Than Ever
This is why retained executive search in Japan must be rooted in context.
For global leaders sitting in New Jersey, Basel, or London, the Japanese talent market can feel like a black box. Assumptions based on U.S. or European hiring models often fall short when applied here.
That’s where we come in.
Because we’ve been embedded in the Tokyo market for over 17 years, this isn’t theory for us—it’s day-to-day reality. We don’t just know the data. We know the people, the culture, the pace, and the nuance. We’re in the trenches.
Outsourcing the Problem, Delivering the Solution
What we offer is more than just executive search. It’s executive translation—helping global decision-makers understand what “great” looks like in Japan, how to realistically define success, and how to align candidate profiles with local market realities.
When we present candidates, we don’t just send CVs. We provide full context—how the candidate compares to the rest of the market, what strengths they bring in light of the cultural and linguistic landscape, and why they’re the right fit for your business in Japan.
This saves time. It reduces misalignment. It creates trust.
Ultimately, we help our global clients outsource a difficult problem—one that’s complex, nuanced, and often unfamiliar—and deliver a solution that’s rooted in deep local insight and long-term market presence.
