We're #hiring a new Tokyo-based CHANNEL DEVELOPMENT EXECUTIVE with Simulation Software Leader in Tokyo. Apply today or share this post with your network.
关于我们
iSearch = Recruiting With Integrity. Offices in Tokyo and the San Francisco Bay Area. Japan Member of Continental Search Alliance (CSA), a global Executive Search network with presence in: Denmark | France | Germany | Italy | Japan | The Netherlands | Norway | Singapore | Spain | Sweden | Switzerland | United Kingdom Our Tokyo office works with established multinational companies, as well as start-ups, by offering services from market entry consulting to full staffing. Our Bay Area office works with US and Japanese companies to source the people needed for their domestic and international operations. As the Japan Partner for CSA we can assist your search for Excellent Talent in any of the CSA countries where you will be in direct contact with the CSA Partner in that country to call on their expertise and assistance. We have assisted hundreds of firms in identifying bilingual candidates from mid to senior level management and executive positions. The iSearch and CSA consultants are experienced in their fields, which enables us to communicate effectively with our clients’ management teams, both locally and internationally. Supported by a strong team of researchers and administrative staff, our consultants deliver the best qualified candidates to our clients.
- 网站
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https://isearch.co.jp
iSearch Recruiting and Executive Search的外部链接
- 所属行业
- 人才中介
- 规模
- 11-50 人
- 总部
- Tokyo，JP
- 类型
- 私人持股
- 创立
- 2004
- 领域
- Recruiting、Head Hunting、Consulting、Insurance Recruiting、Engineering Technology Recruiting、IT Technology Recruiting、Consumer Goods Recruiting、Digital Marketing / e-Commerce Recruiting、Hiring、People Search、Automotive Recruiting、Executive Search、Human Resources、人材紹介、エグゼクティブ・サーチ、コンサルティング、Japan HR、人的資源、候補者の募集和ヘッドハンティング
地点
iSearch Recruiting and Executive Search员工
动态
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We're #hiring a new Software Sales Representative in Tokyo. Apply today or share this post with your network.
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Due to good operational performance in all business segments, Munich Reinsurance, one of the two largest insurance companies worldwide, says that it is targeting an IFRS net profit of EUR6bn ($6.3bn) in 2025. That amounts to an ROI over 3%, with revenue expected to hit EUR64bn. Munich Re's biggest competitor, Swiss Reinsurance is targeting a net income of $4.4bn or more for 2025.
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We're #hiring a new Interpreter / Marketing in Tokyo. Apply today or share this post with your network.
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At Will Employment & Non-Compete Clauses in Japan DISCLAIMER: The following information is not intended to serve as legal advice. Employers are urged to see legal advice from a Japanese labor lawyer. If you don't know a labor lawyer and need an introduction let me know. In the USA, it is fairly common to Hire and Fire at Will, AKA, at will employment. Likewise, non-compete clauses are often included in an employment offer. We often see non-Japan employers putting such clauses into their offer letters or a stand-alone document. If you want to do so, then as mentioned in the Disclaimers, talk to a labor lawyer for the appropriate legal advice. Meanwhile, here are a few points from what I've learned during 20 years of recruiting activity and a few labor regulations courses. At Will Employment · Japanese law requires that termination of regular employment should be objectively reasonable and socially appropriate. In other words, an employer needs to show substantial cause and evidence. · Overall, termination is more difficult in Japan. The employer must have reasonable grounds for terminating the employee. All possible reasons for termination must be stated in the company’s work rules. For example, inability to work due to illness or injury, very poor performance, downsizing or financial difficulties for the business. · The standard notice period is 30 days (may be shorter during probation) and payment in lieu of this is allowed. (Leave today and we’ll pay you for a month.) · Severance pay is not required but is often offered. Bear in mind that Japan’s labor practices and laws tend to emphasize job security. That said, as employer, you need to carefully document all actions and decisions to terminate. The burden of proof lies with the employer, not the employee. Non-Compete Agreements · Non-compete clauses are permissible but their validity can be subject to the court’s scrutiny and interpretation. · Courts generally practice a balanced approach to assess the enforceability of the agreement. The validity is judged individually so what applies to Employee A, who is in a management level position, may not apply to Employee B, who is in a sales position. · The duration of the clause is also brought into play. Non-competes with an unlimited duration, region, or type of job are likely to be invalidated. · Compensation for the term of the obligation should be provided in a reasonable manner. This helps protect the enforceability of the agreement. · If included, and the employee signs the offer, the non-compete clause should be reiterated in an exit letter when the employee leaves / ends employment. · The scope of the non-compete should be restricted to just what is necessary to protect the company’s business interests. So, while non-compete agreements are allowed in Japan the enforceability of such agreements relies on a balance between protecting the company’s interest and respecting the employee’s rights for freedom of occupation.
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Managing Director of iSearch - Japan's best recruiting firm! (Follow iSearch on our LinkedIn page -Link is below) | Japan Partner for Continental Search Alliance
At Will Employment & Non-Compete Clauses in Japan DISCLAIMER: The following information is not intended to serve as legal advice. Employers are urged to see legal advice from a Japanese labor lawyer. If you don't know a labor lawyer and need an introduction let me know. In the USA, it is fairly common to Hire and Fire at Will, AKA, at will employment. Likewise, non-compete clauses are often included in an employment offer. We often see non-Japan employers putting such clauses into their offer letters or a stand-alone document. If you want to do so, then as mentioned in the Disclaimers, talk to a labor lawyer for the appropriate legal advice. Meanwhile, here are a few points from what I've learned during 20 years of recruiting activity and a few labor regulations courses. At Will Employment · Japanese law requires that termination of regular employment should be objectively reasonable and socially appropriate. In other words, an employer needs to show substantial cause and evidence. · Overall, termination is more difficult in Japan. The employer must have reasonable grounds for terminating the employee. All possible reasons for termination must be stated in the company’s work rules. For example, inability to work due to illness or injury, very poor performance, downsizing or financial difficulties for the business. · The standard notice period is 30 days (may be shorter during probation) and payment in lieu of this is allowed. (Leave today and we’ll pay you for a month.) · Severance pay is not required but is often offered. Bear in mind that Japan’s labor practices and laws tend to emphasize job security. That said, as employer, you need to carefully document all actions and decisions to terminate. The burden of proof lies with the employer, not the employee. Non-Compete Agreements · Non-compete clauses are permissible but their validity can be subject to the court’s scrutiny and interpretation. · Courts generally practice a balanced approach to assess the enforceability of the agreement. The validity is judged individually so what applies to Employee A, who is in a management level position, may not apply to Employee B, who is in a sales position. · The duration of the clause is also brought into play. Non-competes with an unlimited duration, region, or type of job are likely to be invalidated. · Compensation for the term of the obligation should be provided in a reasonable manner. This helps protect the enforceability of the agreement. · If included, and the employee signs the offer, the non-compete clause should be reiterated in an exit letter when the employee leaves / ends employment. · The scope of the non-compete should be restricted to just what is necessary to protect the company’s business interests. So, while non-compete agreements are allowed in Japan the enforceability of such agreements relies on a balance between protecting the company’s interest and respecting the employee’s rights for freedom of occupation.
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We're #hiring a new Tokyo-based ASSOCIATE ACCOUNTANT at Global Insurance Leader in Tokyo. Apply today or share this post with your network.
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We're #hiring a new Tokyo-based ASSOCIATE ACCOUNTANT at Global Insurance Leader in Tokyo. Apply today or share this post with your network.
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We're #hiring a new Software Sales Representative in Tokyo. Apply today or share this post with your network.
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We're #hiring a new Interpreter / Marketing in Tokyo. Apply today or share this post with your network.