Management & Organization Consulting
Japan-Global Expansion & Growth connects business strategy with organization, governance and execution. We help clarify what to pursue, who is responsible and how decisions become action.
Explore the serviceFor businesses
Connect business direction with the people who deliver it.
Growth depends on both a sound strategy and an organization that can act on it. We work with Japanese businesses growing at home or overseas, and international companies entering or expanding in Japan.
Choose a starting point
Where is your business challenge?
Recruitment Consulting & RPO
Hiring difficulties and early departures can have deeper causes in governance, HR systems, evaluation, culture or the way the business operates. We connect upstream recruitment design with management and organization consulting, then support execution.
Explore the serviceTalent Search
We help businesses recruit executives, leaders, specialists and bilingual or global talent. We connect the business challenge and the role with candidate experience, motivation and the conditions for performance after joining.
Explore the serviceGCAP ENTERPRISE
We combine know-how from individual GCAP programmes, hiring knowledge from major global companies and our consultants’ management and operating experience. Hands-on development connects learning with the work and performance your business needs.
Explore the service
Client example
From RPO to management and organization support
At a startup with around 100 employees, recruitment support helped the business achieve its annual hiring target three months early. The work subsequently expanded into manager development and global talent management.
01 The initial request02 Clarify the challenge03 Design the solution04 Put it into practice05 Expand the support
Read the client example
01 / The initial request
Make the recruitment plan executable
Hiring was behind plan. We began by aligning the recruitment team with the business teams that would welcome the new people, so the work could move toward the agreed hiring objectives.
02 / Clarify the challenge
Agree the work and the requirements
Rather than focusing only on increasing candidate volume, we revisited the requirements with the business. We clarified the work to be entrusted to each hire and established common criteria for sourcing and selection.
03 / Design the solution
Connect sourcing and selection
We connected the agreed requirements with candidate sourcing, selection design and ongoing operations, supporting the process of turning the hiring plan into action.
04 / Put it into practice
Improve operations and candidate experience
We worked on day-to-day recruitment operations and the candidate experience. By connecting requirements, selection and execution, the annual hiring target was achieved three months early.
05 / Expand the support
Use what recruitment revealed about the organization
The understanding gained through recruitment informed subsequent manager development and global talent management support, extending the work from welcoming new people to helping the organization perform.
Start with the business challenge
A request to hire, train or redesign an HR system may point to a wider issue. We examine the market, value proposition and economics alongside responsibilities, authority, talent and day-to-day operations.
Choose the support you need
Engage us for a defined challenge or combine consulting, recruiting and development. We agree the scope, responsibilities, deliverables and commercial terms before work begins.
Build the ability to keep improving
We work alongside your team, test changes in practice and share the decision criteria and operating knowledge needed to sustain them.
HOW WE WORK
From your first conversation to your next decision.
Understand your starting point
We discuss the background to the issue, what you have already tried and what you want to change.
Agree on the approach
We agree on the scope of support, each party’s responsibilities, deliverables and fees.
Act and review
Through repeated decisions and implementation, we transfer the operating approach to the people responsible.
Our approach and scope of support
Can we use your support alongside other providers?
Yes. We can work alongside your existing agencies and internal teams to fill gaps and strengthen their capabilities.
Languages & scope
Before we begin
People & experience
Experience behind our support
Client organizations supported
Cumulative, including repeat engagements.
Retention after two years
Recruitment costs
People supported in their careers
People & practice
Meet the people behind the work.
Shinichi IKAWA
CEO| Management, Business & Organizational Transformation Partner
Ryuichiro HANAJIRI
Chief Strategy Officer
Andrey Pak Tsuruta
Career Consultant
Shunichi KAJIWARA
AI Consultant
Dan Ring
HR Consultant
Michael McCoy
Change Agent / Leadership Coach
Masaya AKIBA
DX Strategy Consultant / Data Scientist
Frequently asked questions
About our business services
Can you take on day-to-day implementation as well?
Yes. We provide hands-on support, including recruitment process outsourcing (RPO). Alongside implementation, we work with you on recruitment and organisational design upstream, aiming for results and processes your own team can continue to run.
How much does support cost?
Fees vary with the scope and duration of support. We propose a combination of the areas you need. In the initial consultation, we discuss your challenges and how support could proceed. For a diagnostic engagement involving research, analysis and reporting, we propose the scope, deliverables and fees, and begin after agreement.
How do you measure results?
At the start, we agree on the measures to track: recruitment cost, time and retention, together with organisational and business indicators such as engagement, leadership development and contribution to business KPIs.
Issues
Where is your business challenge?
You have introduced hiring, development and HR systems, yet the business is still not moving forward. We examine both the assumptions behind growth and the people, authority and day-to-day operations needed to deliver it.
People and business results
01
You struggle to attract global talent, or people leave soon after joining.
05
Hiring is taking place, but it is not translating into business outcomes.
Subsidiary management and organizational integration
02
Seconded executives lack a clear view of conditions in overseas operations or subsidiaries.
03
Post-M&A (PMI) organizational integration and personnel optimization are not progressing.
Development and everyday performance
04
Managers and future leaders are not developing, leaving teams struggling to deliver.
06
New systems and training have not changed everyday behaviour.
Corporate Insights
Business journal
Explore practical perspectives on people and organizational challenges.
Start a conversation
Let’s move forward.
Tell us what you want to change and what is getting in the way. We will clarify the support, responsibilities and next step together.