Collaborating with APAC: A CFO Search in Japan

In our work we have a lot of conversations with people outside of the Japan market. Despite their exceptional leadership and expertise, they sometimes have little visibility of hiring in Japan. With this in mind, I considered one of our recent successes: a CFO search for a global FMCG company, which serves as a case study on bridging the gaps between regional leaders and the realities of Tokyo's job market.

Understanding the Japanese Market

For many, Japan's corporate culture and hiring practices stand out in the APAC region and throughout the world. Hiring authorities in Singapore, China, Australia, and Hong Kong must be patient and flexible. The recruitment process in Japan is often slower and more cautious than in other cultures. APAC leaders might find these processes too slow or laborious, but securing candidate buy-in is crucial.

For this search, we were asked for CVs - a lot of them. Even though this was a retained search mandate, the APAC team felt they might be able to get a quick win, and at times seemed impatient. I learnt that this was actually a reflection of the cultural experience of recruiting in countries external to Japan. Here, candidates often require more time to consider opportunities which suggests a cultural emphasis in Japan on careful decision-making and long-term commitments.?

Key Factors for Candidate Attraction

Several factors are significant for candidates considering a role:

- Stability of the business

- Potential for career and business growth

- Integrity of the organization

- Key stakeholders' personalities and locations

For our CFO search, the selected candidate had a solid background and exceptional skillset. However, an important factor for him was his familiarity with the APAC office location, having been there on holiday. This familiarity helped him bond with the APAC CFO during the interview process.

Unique Challenges in Japan

In Japan, candidates often seek final approval from their families. Spouses may influence decisions based on job title, company nationality, and other factors. For example, a client recently faced an offer rejection because the candidate's wife felt the job title was too low. Another candidate from Osaka, eager to join a Tokyo-based company, ultimately declined due to his children's wishes.

Key Learnings for Successful Collaboration

1. Bridge the Cultural Gap: We invested significant time in helping the regional hiring team understand the cultural expectations and professional aspirations of Japanese candidates.

2. Align Expectations: To address the speed gap, we consulted closely with the client to align expectations, setting realistic timelines for the recruitment process. We ensured transparency, allowing the client to monitor progress in real time.

3. Build Trust: Establishing trust was crucial. We facilitated multiple touchpoints between the company and potential candidates, including informal meetings and discussions with existing executives who had transitioned from Japanese companies to the US company. These interactions helped build confidence and rapport.

Our success in filling the position within three months highlights the power of collaboration. By working closely with the client we tailored the process to the Japanese context that we knew so well. We navigated the complexities and misunderstandings and found the right fit.

This project underscored the importance of cultural sensitivity, strategic alignment, and collaboration. Despite the challenges, our experience demonstrated that with the right approach and teamwork, successful outcomes are achievable.

At FocusCore, we continue leveraging these insights to bridge the gap between global businesses and the unique Japanese market. These efforts enable us to deliver successful leadership placements that drive long-term growth and success.

What challenges do you face in your executive search processes? I’m happy to discuss further at [email protected] or connect with me on LinkedIn. Looking forward to hearing from you!