Wahl & Case: An Introduction

“Always do what is in the best interest of your clients and candidates. Always.”

Wahl & Case is an award-winning recruitment firm focused on supporting tech companies and start-ups, with offices in San Francisco and Tokyo

Japan Headhunter Awards: Honorable Distinction In Internet Industry

Japan Headhunter Awards: MVP (Most Valuable Player) In Internet Industry

Japan Headhunter Awards: Honorable Distinction In Pharmaceutical IndustryGree Inc.: Best Contributor Award

38375

Two offices with over 400 clients

Most of our clients are start-ups

70% 59%

Consumer tech Enterprise IT

We have helped a number of clients set foot in Japan and build awesome teams in a candidate-short market

Blippar: 1st person on ground

Electronic Arts (Playfish): marketing director and 10+ managers / staff

Essence Digital: 1st person on ground

Gengo: CFO, chief revenue officer, head of operations

Hulu: ~2/3s of executive team in Japan

Kamcord : 1st person on ground

Uber: 1st person on ground

Other C-level placements at:

At heart, we are also a start-up: our in-house incubator has just recently launched Justa, a talent platform for start-ups in Japan

Read more about Justa in Tech in Asia, or visit justa.io

Data shows (and we intimately know) that Japan is becoming a great place for start-ups

“In Q3 [2014], Japanese startups saw over $215 million in capital committed across 45 venture rounds, more than twice the amount raised in any previous quarter.”“It looks like the next Silicon Valley might not be state-side as international cities dominated the top 3, with Beijing (165% deal growth), Stockholm (127%), and Tokyo (126%) topping the list.”

Source: CB Insights, CrunchBase

We are not perfect, but 90% of our clients and candidates say we are better than other recruitment firms

Client satisfaction rate (2015)

92%

98%

Candidate satisfaction rate (2015)

How would you rate your experience with Wahl & Case compared to your experience with other recruitment firms?

Much better

Somewhat better

About the same

Somewhat worse

Much worse

0% 20% 40% 60% 80%

67%

24%

The talent market in Japan

Japan is an increasingly candidate-short market, especially for bilinguals

JAN FEBMAR

APRMAY JUN JULAUG SE

POCT

NOVDEC JAN FE

BMAR

APR0.95

1

1.05

1.1

1.15

1.2

1.04 1.051.07 1.08 1.09 1.1 1.1 1.1 1.09 1.1

1.121.14 1.14 1.15 1.15

1.17 Jobs to applicants r...

Source: Japanese Ministry of Health, Labor and Welfare, BloombergNote: *The number of job openings divided by the number of applicants

Jobs to applicants ratio*, Japan, 2014-2015

People change jobs less frequently and are generally more attracted to well-established brands

Source: U.S. Bureau of Labor Statistics, Japanese Ministry of Health, Labor and Welfare, LinkedIn researchNote: *2012 data; ^Vs. reputation as a great place to work, great people and great products and services

Share of candidates for whom company prestige is the most important factor in considering a new job^0% 7% (global

average)25%

4% (US)

18% (Japan)

Annual separations as % of total employment*

37% 15%

US Japan

They also change jobs for slightly different reasons…

Source: LinkedIn data, Wahl & Case analysis

Opportunities for advancement

More challenging work

Improved work/life balance

To have a greater impactBusiness values/culture do not align with my

ownA more innovative company

More recognition for contributions

Better quality company

A better job title

Unhappy with current team

Included in 3 most important factorsIncluded in neither most nor least important factorsIncluded in 3 least important factors

High importance and likely game changers

Motivations to change jobs(active candidates, Japan)

Medium importance and potential game changersMedium importance but unlikely game changersLow importance and unlikely game changers

Relative importance for Japanese vs. US candidates

…than US candidates

Source: LinkedIn data, Wahl & Case analysis

Better compensation & benefits

More challenging work

More learning opportunities

Better quality company

Unsatisfactory leadership/management

Personal reasons (family, health, etc.)

A more innovative company

More decision making authority

A better job title

Something else

0% 20% 40% 60% 80% 100%

Included in 3 most important factorsIncluded in neither most nor least important fac-torsIncluded in 3 least important factors

High importance and likely game changers

Medium importance and potential game changers

Motivations to change jobs(active candidates, US)

Medium importance but unlikely game changersLow importance and unlikely game changers

And if you are wondering about salaries, we are happy to adviseAverage annual compensation by age group and function (JPY, figures include OTE bonuses, sample size > 10,000)

<25

25-29 30-34 35-39 40-44 45-49 50-54 55-59 60<Age:Source: Wahl & Case data and analysis

Salary data continuedAverage annual compensation by age group and function (JPY, figures include OTE bonuses, sample size > 10,000)

Source: Wahl & Case data and analysis

<25

25-29 30-34 35-39 40-44 45-49 50-54 55-59 60<Age:

*Others include: General Management, Law & Governance and HR

Past Placements By Function

Total of 315 placements between July 2014 to June 2016

Past Placements By Sectors

Total of 315 placements between July 2014 to June 2016