Client organizations supported
Cumulative, including repeat engagements
Recruitment Consulting & RPO
Tackle hiring challenges through business and organizational design.
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.
Results
Cumulative support results
Recruitment costs
Offer declines
Recruitment workload
Retention after two years
Design before increasing activity
We begin with the business plan, the role to be filled and the conditions for success after joining. We clarify why the position is needed, what it can decide, how it will be evaluated and what the organization can offer.
Recruitment consulting
We support role and candidate requirements, evaluation criteria, recruitment channels, interview design and selection governance. Where the cause lies in organization or operating arrangements, we connect hiring changes with the wider management challenge.
Recruitment process outsourcing (RPO)
Within the agreed scope, we support candidate sourcing, coordination, selection administration and day-to-day recruitment operations. We can work with your internal team and existing agencies, with clear responsibility for decisions and communication.
Review hiring as part of the operating system
We examine where decisions stall, what information interviewers need and how selection connects with onboarding and retention. Progress is reviewed against the outcomes agreed for the assignment.
Services
From recruitment strategy to day-to-day delivery
Combine upstream design with sourcing, candidate communication and selection operations to fit the support you need.
Strategy & design
Recruitment consulting
Identify why hiring is not working and redesign the underlying approach. Start with the business plan to define the people needed and align business leaders and HR.
- Recruitment strategy and workforce planning based on the business plan
- Role requirements and alignment with business stakeholders
- Selection processes, assessment criteria and interviewer training
- Sourcing and channel strategy: job platforms, direct outreach, referrals and agencies
- Candidate experience and recruitment messaging
- Employer branding and owned-media strategy
Hands-on delivery
Recruitment process outsourcing (RPO)
Put the agreed design into day-to-day practice. GCI works alongside your team on recruitment operations, helping HR focus on strategic priorities while refining the approach as delivery progresses.
- Sourcing and direct outreach operations
- Application screening and interview scheduling
- Interview participation and assessment support
- Candidate follow-up and offer discussion support
- Recruitment KPI tracking and weekly reporting
- Applicant tracking system (ATS) workflows and operating procedures
01 / WHERE RECRUITING STALLS
Design hiring around business needs, then connect delivery and retention.
Requirements
We cannot agree whom to hire.
Align the expected work, experience required and hiring priorities.
Assessment
Interviewers reach different conclusions.
Align the assessment criteria and who makes the hiring decision.
Operations
Communication and decisions are not moving forward.
Agree who handles candidate communication, interview coordination and progress management.
Onboarding
Preparation for the new hire is left until later.
Connect the checks needed before joining with the responsibilities of the receiving team.
Hiring difficulties and early departures can involve governance, HR systems and evaluation, culture, and the way the business operates, as well as recruitment and selection. Rather than treating recruitment operations in isolation, we examine the causes upstream and, where needed, combine improvements with management and organization consulting.
Our process
From underlying causes to sustainable hiring
The approach is tailored to the issue and agreed scope. Deliverables are examples that can be combined to fit the engagement, rather than a fixed standard package.
01Examine the business and organizational issues
Question to examine
Where do hiring difficulties and early departures originate?
Example deliverable
A map of business, organizational and recruitment issues, with hypotheses about their causes.
Decision before moving on
Separate issues that recruitment can address from those requiring changes to systems, authority or the operating structure.
GCI’s role
Compare business direction with day-to-day conditions, including governance, HR systems, evaluation and culture.
The client’s role
Set business priorities and identify the stakeholders needed to examine the issues.
02Design the recruitment strategy and conditions for success
Question to examine
What role is needed, and under what structure and conditions will the person join?
Example deliverable
Recruitment policy, role definitions, assessment criteria and onboarding conditions.
Decision before moving on
Agree the hiring purpose and the conditions that will enable the person to perform after joining.
GCI’s role
Design the candidate profile, messaging, assessment, selection and onboarding. Identify organizational or policy issues that need attention.
The client’s role
Decide roles, authority, compensation, hiring priorities and the decision-making structure.
03Translate the strategy into selection and daily operations
Question to examine
Is the agreed approach reflected in each interaction with candidates?
Example deliverable
Sourcing, outreach and selection procedures, with the information needed to manage them.
Decision before moving on
Align the approach and assessment criteria, then begin delivery within the agreed scope.
GCI’s role
Support sourcing, candidate communication and selection operations in line with the recruitment strategy.
The client’s role
Secure cooperation across the business and make hiring decisions.
04Improve both hiring and retention
Question to examine
Why are selection delays, withdrawals or mismatched expectations after joining occurring?
Example deliverable
Improvement actions for selection, onboarding and organizational issues.
Decision before moving on
Determine whether the priority is operational improvement or a change to the upstream design.
GCI’s role
Review candidate experience, assessment records and onboarding. Where needed, connect the findings to improvements in roles, evaluation and operations.
The client’s role
Agree improvement priorities with the relevant departments and establish the onboarding arrangements.
05Enable the team to keep improving
Question to examine
Can the company continue reviewing recruitment decisions and operations independently?
Example deliverable
Recruitment, assessment and improvement procedures, with a handover plan.
Decision before moving on
Agree which responsibilities the company will take on and where continued support is needed.
GCI’s role
Organize the approach, procedures, assessment records and review criteria to support handover and any continuing engagement.
The client’s role
Appoint an internal owner and establish opportunities to review hiring and retention.
APPROACH & SCOPE
Support scope and practical questions
Can you support just one position?
Yes. We often focus our support on a single hard-to-fill position.
Can you advise on introducing an applicant tracking system (ATS)?
Yes, we can advise on how the system will be used in recruitment operations. We do not develop the system itself or undertake large-scale implementation; we work with specialist vendors.
How do you measure results?
We look beyond the number of hires to lead time, offer declines, cost per hire, and retention and performance after joining. We make these indicators visible through weekly and monthly reviews.
Will our team be able to run the process after your support ends?
That is the goal. We document procedures, assessment criteria and templates, and hand them over to your team.
People & practice
Meet some of the people who can support you.
Ryuichiro HANAJIRI
Chief Strategy Officer
Shun KIYOHARA
Senior Consultant, Talent & Business Acceleration
Nanako KIMOTO
Talent & Business Operations Specialist
Anna WADA
Brand Ambassador
Languages & scope
Before we begin
Questions before you start
Planning your recruitment support
Can we engage you for recruitment operations only?
Yes. Where useful, we may also recommend revisiting role requirements or selection design to help address the causes of the problem.
Can you work with our existing recruitment agencies?
Yes. We can work alongside your agencies and internal team, filling gaps in capability or capacity. We can also help design how the parties work together.
How are fees structured?
Fees are proposed according to the scope and duration. You can start in stages: a standalone diagnostic, design work, or ongoing support that includes delivery. In the initial conversation, we discuss the issue and approach. Any diagnostic involving research, analysis or a report begins after the scope, deliverables and fees have been proposed and agreed.
Can you support recruitment in English?
Yes. Bilingual and global recruitment is a core area of our work. Support can include interview design and candidate communication in English.
Client examples
Support in practice
Client example 01 · Startup (approx. 100 employees)
Achieve an annual hiring target three months early
We realigned role requirements with the business, then connected sourcing, selection design and recruitment operations. Improving the candidate experience helped the client achieve its annual hiring target three months early. The operational understanding gained through recruitment subsequently informed management development and global talent management support.
Client example 02 · International company in Japan
Make bilingual specialist hiring more consistent
We reviewed job descriptions and outreach from the candidate’s perspective, then aligned interviewers’ evaluation criteria. Revising sourcing and selection operations together helped stabilize the candidate pipeline and improve consistency in specialist hiring.
Strength
Our specialist hiring strengths
Global & Executive Hiring
Recruiting executives, specialists and global talent
We specialize in hiring for roles that address business bottlenecks, rather than high-volume recruitment. Consultants with hiring experience at leading international companies help turn business needs into role requirements and assess candidates against them.
Executive
Executives and business leaders
We define role requirements in the context of the business challenge and assess how well candidates fit the organization.
Global
Bilingual and global talent
We support English-language selection processes, arrangements for integrating global talent, and compensation and employment conditions.
Professional
Specialists and hard-to-fill roles
We help assess candidates for roles where the company lacks internal evaluation criteria, including internal audit, cybersecurity, corporate planning and digital transformation.
Issues
When recruitment is not working
If more than one is true, the cause is often the design of the entire recruitment process rather than individual measures.
01
Difficulty building a candidate pool
Job postings attract few applications. Bilingual and specialist candidates are especially difficult to reach, leaving the company dependent on recruitment agencies.
02
Inconsistent candidate assessment
Interview criteria vary by interviewer, leading to mismatches and early departures after joining. The assessment changes depending on who conducts the interview.
03
Insufficient recruitment capacity
Scheduling and managing the candidate pipeline leave little time for strategic recruitment design. Overtime has become routine for the team.
04
Unclear hiring requirements
The business and HR have different views of the person needed. The search loses direction as selection progresses, and reasons for rejection change from interview to interview.
05
Frequent offer declines
The candidate experience and the way the opportunity is presented are not compelling enough. Candidates choose competitors at the final stage, and offer discussions do not lead to acceptance.
06
Challenges in global hiring
The team lacks in-house expertise in recruitment in English, integrating global talent and designing compensation and employment conditions, making it difficult to decide how to proceed.
RELATED / SERVICES
Related services
Management & Organization Consulting
From growth strategy to execution structure. We connect business selection, ownership, authority, and management.
↗GCAP ENTERPRISE
We clarify the role you are expected to play and your current starting point, then plan individual learning and practical assignments.
↗Talent Search
Before searching by title, determine the role required for the business and the selection criteria for the person to fill that role.
↗CORPORATE INSIGHTS
Business insights
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.