Talent Search
Define the work before searching for the title.
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.
Results
Experience behind our searches
People supported in their careers
Cumulative
Retention after two years
Client organizations supported
Cumulative, including repeat engagements.
Understand the responsibility
We clarify expected outcomes, authority, reporting relationships and the resources available to the role. Language skills and job titles are considered in the context of the work, rather than used as substitutes for role fit.
Build evidence for a hiring decision
We organize requirements, candidate search and assessment around the role. Consultants with relevant business experience help identify what should be tested in selection and what remains to be confirmed.
Support the decision and the transition
We help the company and candidate consider the opportunity, expectations and conditions. Scope and follow-up are agreed for each search; availability depends on the role and the candidate market.
Segments
Three areas of specialist recruitment
Both areas are difficult to build recruitment expertise in internally. We work with you from defining requirements through assessing candidates.
SEGMENT 01global talent01 — Global Talent
Global and bilingual talent
We introduce bilingual and cross-border talent who connect Japan with overseas markets, with a focus on establishing overseas operations and key roles in global organizations. We also advise on integration arrangements and compensation.
- Person in charge/manager of overseas bases
- Japanese-English bilingual business development and sales
- Position responsible for collaboration with global headquarters
- Acceptance of foreign nationals (including thoughts on visas and treatment)
SEGMENT 02specialists02 — Professional
specialists
These specialist roles can be difficult to recruit for when a company lacks internal assessment criteria. Consultants with practical experience clarify requirements and provide an informed assessment perspective.
- Internal audit (overseas/system audit)
- Cyber security/information systems
- Management planning, business planning, M&A
- Business development/alliance
- Digital transformation, data and AI applications
- Human resources (HRBP/system design/recruitment manager)
SEGMENT 03Management personnel03 — Executive
Management personnel
We introduce business leaders and executives. Beyond matching skills, we assess management challenges and the organization to judge whether a candidate can lead it effectively. Our recommendations also take account of the transition after joining.
- Business manager/department manager
- CxO/executives
- Leaders responsible for subsidiary management
- Leaders for post-merger integration and business turnaround
OUR PROCESS
How we work together
We design according to the issue and scope. Deliverables are examples of combinations and do not guarantee standard delivery.
01Check your strategy
＋Business issues and recruitment purpose
Questions to check
Which business challenges should this hire address?
Example deliverables
Organized memo that separates issues to be solved by recruitment and issues to be solved by authority/system
Deciding what to do next
Make sure hiring is the right way to go.
What GCI does
Match strategy and talent challenges.
What customers decide and do
Establish business priorities.
what to entrust
02Define success conditions
＋Defining roles and success criteria
Questions to check
What will you be entrusted with and what will you expect after joining?
Example deliverables
Defining roles and success criteria
Deciding what to do next
Agree on search criteria.
What GCI does
Organize roles, authority, remuneration, and expected results.
What customers decide and do
Determine the scope and conditions under which decisions can be made.
What should we confirm?
What to check in this process
- Expected role
- Connect audit findings to management decisions and prioritize responses.
- Authority to check
- Agree on the reporting route to management and the scope of review and recommendations that can be made to the relevant departments.
- Conditions to communicate to candidates
- Explain the scope of responsibilities, available information, and relationship with management before joining the company.
- Conditions to be met before hiring
- If reporting channels and access to necessary information cannot be secured, conditions for acceptance should be established before searching for a different title.
03Explore the market
＋Search hypothesis and candidate image
Questions to check
Where are there people and what kind of experience do they have?
Example deliverables
Search hypothesis and candidate image
Deciding what to do next
Conditions will be reviewed based on market reaction.
What GCI does
Research the market and candidate experience.
What customers decide and do
Determine search scope and priorities.
what both sides choose
04Evaluate suitability
＋Conformance issues
Questions to check
Do your experience and aspirations match the role?
Example deliverables
Conformance issues
Deciding what to do next
We will clarify the matters to be checked during the selection process.
What GCI does
We will confirm the basis of your experience and your career goals and personal circumstances.
What customers decide and do
The company and the individual will consider suitability for both parties.
05Validate through the selection process
＋Selection records and points for both parties to review
Questions to check
Are each other's expectations the same?
Example deliverables
Selection records and points for both parties to review
Deciding what to do next
Sort out remaining questions and conditions.
What GCI does
We help coordinate the selection process and organize the information needed for decisions.
What customers decide and do
The company will decide whether to accept or not, and the individual will decide on the selection.
06Support offer terms and hiring decisions
＋Agreement terms and transition considerations
Questions to check
Do you have the conditions to be satisfied with your choice?
Example deliverables
Agreement terms and transition considerations
Deciding what to do next
Agree on preparations for joining the company.
What GCI does
We help coordinate employment terms and the start date.
What customers decide and do
The company and the individual confirm the conditions and make a decision.
07Plan for performance after joining
＋Onboarding readiness and expected results
Questions to check
Is it an environment where the people you welcome can demonstrate their strengths?
Example deliverables
Onboarding readiness and expected results
Deciding what to do next
Next, consider the support you need.
What GCI does
We review progress after joining within the agreed scope.
What customers decide and do
Responsible for acceptance and role execution.
Our approach and scope of support
Can I make a request for just one person?
Yes. Rather, we specialize in pinpoint requests that fill bottlenecks in your business.
It's my first time accepting foreign nationals and I'm nervous.
Discuss onboarding arrangements, compensation, employment terms and onboarding design with us. We also share practical considerations.
What if I am not successful after joining?
We follow up on the new hire’s integration and support both the employer and the individual if difficulties arise. Refund terms are clearly explained when the contract is agreed.
Client examples
Support in practice
Client example 01 · Manufacturing
Recruit a leader for an overseas operation
The original request for an English-speaking manager was too broad to guide the search.
Read the client example
- Challenge
- The original request for an English-speaking manager was too broad to guide the search.
- Support and action
- We examined the overseas operation and reframed the requirement around leading local employees and negotiating with headquarters. Search criteria followed that operating responsibility.
- Disclosed change or scope
- The role was filled sooner than originally expected after the requirements were clarified.
Client example 02 · IT / security
Assess a specialist role without an internal benchmark
The company did not have a clear framework for evaluating security expertise.
Read the client example
- Challenge
- The company did not have a clear framework for evaluating security expertise.
- Support and action
- A consultant with practical experience broke down the role requirements and the questions to examine in interviews, moving beyond a match of skills on a CV.
- Disclosed change or scope
- The work established a more repeatable basis for assessment and supported hiring for practical role fit.
Client example 03 · Financial services
Support president and executive hiring
A financial services company required candidates for senior management responsibilities.
Read the client example
- Recruitment focus
- A financial services company required candidates for senior management responsibilities.
- Support and action
- We supported recruitment for president and executive positions, connecting the management role with candidate experience.
- Support provided
- We supported recruitment for president and executive positions in the financial services sector.
Client example 04 · Financial services
Recruit for audit, legal and specialist functions
The company required professionals for management and specialist functions.
Read the client example
- Recruitment focus
- The company required professionals for management and specialist functions.
- Support and action
- We supported the recruitment of audit, legal and other specialist talent in the financial services sector.
- Support provided
- We supported recruitment for management and specialist functions in the financial services sector, including audit and legal roles.
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 search
When do fees become payable?
Our placement service operates on a success-fee basis. No placement fee is charged until a hire is confirmed. We explain the fee rate, refund policy and other terms individually.
Can you help with an urgent hire?
We work towards your preferred timing where feasible. By clarifying which requirements matter most, we can propose a realistic approach. If the search is likely to be difficult, we will explain that candidly.
What if our requirements are not yet clear?
We can start by defining the role, using the business challenge to clarify the person and experience you need. Where appropriate, we may also recommend support through Recruitment Consulting.
Can we continue using other agencies?
Yes. We can work alongside other agencies. Clients also engage us specifically for positions that are difficult to fill.
Can we talk just to understand the market?
Yes. We can share market context for a role, including compensation expectations, recruitment difficulty and competition for candidates. The conversation does not involve a sales pitch.
01 / BEFORE THE SEARCH
Define the work before searching for a title.
What will the new hire take over, and what will they change?
We will specify the tasks you will be assigned after joining and the perspective from which you will judge the results.
What decisions can the role make independently?
Clarify decision-making authority, the relationship with management, and the budget and people available.
Why would a candidate choose this role?
We will also include your experience, your next desired job, and work style requirements in the dialogue.
Positions
Roles we have supported
You can view the table by scrolling horizontally.
| area | Example roles |
|---|---|
| Management/Business | Business manager, subsidiary president, corporate planning manager, business development director, M&A officer |
| global | Overseas base manager, global talent, overseas business development, cross-border EC manager, coordination position with interpretation and translation |
| corporate | Internal audit (overseas/systems), legal affairs, accounting and finance (IFRS), human resources (HRBP/system design) |
| technology | Cyber security, information systems, data scientist, DX promotion manager, product manager |
| Sales/Marketing | Head of foreign enterprise sales, alliances, and digital marketing |
* Nationwide/large volume recruitment is not eligible. We specialize in high-class, professional, and global talent.
Features
How GCI approaches recruitment
Rather than "quickly and in large numbers," we place emphasis on "introducing people who are a good fit in a way that makes the most of their potential."
01
Understand the candidate deeply
Because we have been working with candidates for a long time through career support and career coaching, we are able to understand and introduce them to their aspirations, strengths, and real reasons for changing jobs that are not shown in their resumes.
02
Select in the context of organization and management
Based on our knowledge of organizational consulting, we take a deep look into what kind of organization to join and how to work there. We do not make introductions based only on matching skills.
03
We can work with you from requirements definition.
You can consult with us even when you are not sure what kind of person you need. We will listen to your business issues and define the requirements together.
04
Accompaniment until successful integration after joining
Our support continues beyond the introduction. We also advise on onboarding design and integration arrangements to help the new hire get started effectively.
05
English support/global premise
We also support candidates in English, coordination with overseas residents, and coordination of requirements with global headquarters.
06
Performance-based reward type
There are no fees until you join the company. You can feel free to use our services even if you just want to consult about recruitment or check the market outlook.
RELATED / SERVICES
Related services
Management & Organization Consulting
From growth strategy to execution structure. We connect business selection, ownership, authority, and management.
↗Recruitment consulting
We align recruitment priorities, selection, day-to-day delivery and onboarding to attract the people your business needs.
↗GCAP ENTERPRISE
We clarify the role you are expected to play and your current starting point, then plan individual learning and practical assignments.
↗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.