| Client | European Precision Machinery Manufacturer |
|---|---|
| Position | Successor to head the Japanese office |
| Term | 3months (Acceptance of the offer) ~ 6 months (Join the company) |
The presiding officer has decided to retire in 5 years and to acquire his successor from outside. His succession plan was to hire pre-executive level person early enough and to give thorough training to develop him/her to be ready to lead the company as the head of Japan.
This was a highly confidential project, therefore, Genius has paid extreme caution in researching candidates.
First we have focused on candidates in the field of precision machinery industry, but due to the guild like culture of the industry, it was difficult to persuade our candidates to switch careers within the same field. With that in mind, we have extended our search target to candidates in similar fields including candidates employed in subsidiaries and persons posted overseas. We have tried to explore candidates who are more open minded with new careers.
As a result, we were able to recruit a qualified candidate who works for an overseas subsidiary of a Japanese major company. He is a flexible self-starter with an entrepreneurial mind who was rather attracted to the idea of being the head of an organization than was hesitated to move to a smaller-size company.
With a thorough understanding of our client’s need, we have also successfully placed an excellent candidate as their Chief Technology Officer as a by-product of this recruitment process.
Consultant: Yumiko Yamaguchi
| Client | Global Pharmaceutical Manufacturer |
|---|---|
| Position | Executive in Manufacturing Division |
| Term | 10 months |
Client had just launched business in Japan and was in the midst of structuring organization.
Acquiring HR was so far successful for the client, however, in contrast to other divisions, the manufacturing department remained difficult due to the fact that the production base was located in a rather isolated area of Japan. The preceding recruiting agent was not able to search for an appropriate candidate after 1 year; therefore, the HR representative of the client looked into our unique service and sought immediate assistance.
We have first segmented the pharmaceutical companies and listed the companies with potential candidates.
For our client to have competitive advantage, we have focused in the following order:
Pharmaceutical companies producing mainly long term listed drugs
Pharmaceutical companies producing Generic drugs
Foreign Pharmaceutical manufacturers
Due to the fact that the location of the manufacturing site was considered a disadvantage, our consultant took time and effort to appeal for the bigger picture; client’s global presence and its substantial allowance and benefits.
After an unofficial agreement, our consultant also helped relocate the candidate careful assistance.
We were successful in placing a candidate who will be leading a major manufacturing site. Not only the local office, but the global head quarters have great expectations and this new manufacturing site is now to operate in full swing.
Through this search process, we were also able to pick up undiscovered potential candidates for middle management and staff posts, helping the client to build and set up this new division.
Consultant: Yumiko Yamaguchi
| Client | Major overseas machinery manufacturer |
|---|---|
| Position | Manufacturing and quality-management related engineers |
| Term | 3 (Acceptance of the offer)～10 months (Join the company) |
The client was international machinery manufacturer rapidly increasing its share in recent years and becoming the world leading firm.
In order to drive further growth, they needed to develop not only the middle/low-end market where they are already champions but also the high-end market in advanced countries. However, they could not meet the quality-level required in the high-end market with their own engineers at that time. It made them to decide to invite Japanese high skilled engineers and organize a new team to lead drastic quality improvement. In that situation, client requested Genius to find Japanese engineers who can solve quality problems at their manufacturing plants.
Genius first identified the target firms and divisions to search candidates, then listed up executive class candidates who have much experience based on the sources like HR announcement, patents, industrial news reports, and academic thesis, etc.,.
From the beginning of the project, fastest candidates only took 3 months to accept the offer and last one person decided to join the company 10 months later.
Consultant: Yumiko Yamaguchi
| Client | Foreign medical device manufacturer |
|---|---|
| Position | Development division Collaboration Specialist |
| Term | 4 months |
Japan is the most important market among its worldwide network in terms of the next generation product development, and there was an urgent needs to acquire personnel who have a high-quality specialty to contribute to the concepts and design of new product development by escalating Japanese users’ needs to its HQ development team.
As the client is a part of the top players but not the largest, it was difficult to motivate candidates to switch from other top tiers. As a result, the candidates pipeline was exhausted.
By expanding the targets from the top tier to the second, and to include domestic companies in addition to foreign, we managed to collect a certain number of highly motivated high-performers with sufficient English skills.
The person is from a domestic company but has good English skills and a high-quality specialty.
We managed to obtain a person who wishes to work at a global company and is contributing to the revitalization of product development.
Consultant: Yumiko Yamaguchi
| Client | Consulting arm of a large foreign auditing firm |
|---|---|
| Position | Manager-class consultant in the healthcare sector |
| Term | 2～6months (from the acceptance of 2 members to joining the company) |
The client is consulting arm of a large well-known international auditing firm. Compared with the parent’s size and history, the client is much smaller due to its short history and brand penetration.
It was necessary to acquire manager level consultant who could commit to client development and project delivery for its future growth. However it has been difficult to make an appointment as there aren’t many talents who can fulfill the requirements in the market.
We successfully reached a talent pool that usually do not turn up in the job market by appointing a consultant who had a broad network throughout the industry.
The candidate was already popular figure at the present firm but we managed to persuade him to move by appealing new opportunities, e.g., global engagement, engagement with big social impact, by utilizing the client’s international network.
By using the personal network, we managed to find personnel the client was looking for.
Also, we were successful in touching the hidden ambition of job change of the candidates by telling what this oppoerunity means to them, based on our knowledge and experience on the industry.
Consultant: Yumiko Yamaguchi
| Client | Foreign conglomerate |
|---|---|
| Position | Technical advisor in multiple business-divisions |
| Term | 15months |
Our client was international corporation managing business in diverse fields such as chemical, textile, Industrial materials, electonic components, plants, and engineering.
Since the owner from pro-Japanese family served as a represesntative, they already had done a number of joint ventures with Japanese companies.
They also had history of hiring retired engineers from Japan as thechnical advisors.
We picked up senior engineers who were about to retire or just retired as our candidates by searching patent reports and academical thesis.
We set up long-term project of 15 months and suceed in inviting multiple technical advisors. As a result, we were able to contribute to exploration and innovation of client’s R&D and production technology.
Consultant: Shunsuke Mikami
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