Date post: | 23-Jan-2017 |
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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