Services
Business Activities
The "Three Barriers" to Hiring High-Level Talent
Many companies are facing not merely a "labor shortage," but a critical shortage of "highly skilled talent" who will shape the future of their organizations.
1. The Barrier of Expertise
(Requirement Mismatch)
The limitations of working with "recruiters who don’t understand the skills required." Are you wasting time and resources on candidates who fail to meet on-the-job
standards, simply because they were referred by recruiters unfamiliar with your industry or technology?
standards, simply because they were referred by recruiters unfamiliar with your industry or technology?
2. The Hidden Talent Barrier
(Limits of Outreach)
The limitations of searches reliant on “registration-based (DB) databases.” High-value executives and highly specialized professionals do not proactively
register on job sites. The reality is that traditional “wait-and-see” approaches fail to even establish contact with the target audience.
register on job sites. The reality is that traditional “wait-and-see” approaches fail to even establish contact with the target audience.
3. The Retention and Growth Barrier
(Cultural Mismatch)
The limitations of matching based solely on “specifications (background).” Even with top-tier skills, results won’t materialize if the candidate
doesn’t fit the company’s strategy, atmosphere, or organizational culture. Are “early resignations” and “misaligned expectations” after joining the company leading to lost opportunities for business growth?
doesn’t fit the company’s strategy, atmosphere, or organizational culture. Are “early resignations” and “misaligned expectations” after joining the company leading to lost opportunities for business growth?
"Strategic Search" by Trusted Advisor
We propose optimal team building tailored to your business phase.
1. Expert Assessment by Professionals with Deep Industry and Job Role Knowledge
Bilingual consultants with deep expertise in various industries and job roles will be assigned to your company, thoroughly analyzing your hiring needs based on your management challenges. Through direct interviews, we gain insights into candidates’ “true strengths and aspirations”—aspects not evident on a resume—to carefully select candidates who are a genuine fit for your company’s strategy and culture. We eliminate mismatches and achieve placements that directly lead to long-term retention and business growth.
2【Proactive Approach Centered on Retainer-Based Services】
We use our unique global network to directly identify and recruit passive candidates—those not visible in the market and unreachable through traditional “registration-based (database-dependent)” methods. Acting as your “agent,” we strategically approach targets to create unique connections unavailable to competitors. Through proactive search methods unconstrained by conventional approaches, we reliably attract high-level executives.
3【Consulting Support to Strengthen Your Recruitment Capabilities】
We go beyond mere recruitment to provide consulting services that help your company become an “employer of choice.” We offer comprehensive support—from building a talent pool through employer branding and RPO to guidance on interview techniques that attract candidates and pre-employment reference checks. We fundamentally strengthen your company’s recruitment capabilities, dramatically improving hire rates and providing robust support for business growth.
Project Success Stories
"Recruitment of a Sales Director at a Certain
Foreign-Affiliated Security Company"
Before the Move
Major IT Services Provider / Sales
After the Move
Foreign IT Vendor / Sales Director
Before the Career Change
Annual Salary: 20 million yen
After changing jobs
Annual Salary: 35 million yen
"Recruited a Senior Director from a certain
foreign consulting firm"
Before the job change
Foreign IT Company / Delivery Manager
After the job change
Foreign Consulting Firm / Senior Director
Before the Career Change
Annual Salary: 20 million yen
After changing jobs
Annual Salary: 28 million yen
Three support models tailored to a company’s stage and challenges
Executive Search
(Recruitment of Executive and Senior Management)
Headhunting specialized in top-level executives such as CEOs, CFOs, and CHROs, as well as leaders in sales and engineering. We pinpoint and recruit leaders who deeply understand business strategy and can drive the organization forward.
- check_circle Completely confidential scouting and headhunting
- check_circle Retainer-based introductions
Professional Recruitment
(Placement of Business Professionals Ready to Contribute Immediately)
We introduce professionals in fields such as New Business Development (BizDev), Enterprise Sales, Marketing, and Engineering—roles that require high levels of expertise and business development skills. We deliver high-quality hires with no risk through a success-based fee model.
- check_circle Talent Placement (Mid-to-Senior Level)
- check_circle Contingency (Success-Based) Placement
RPO / Consulting
(Recruitment Process Outsourcing & Organizational Consulting)
We provide end-to-end support—from candidate sourcing and interview scheduling to employer branding—for large-scale hiring at fast-growing startups and during new business launches.
- check_circle Recruitment Outsourcing Support, etc.
- check_circle Hybrid Model Combining Management Fees and Success-Based Fees
How We Differ from Other High-Level Recruitment Agencies
| Traditional High-Level Recruitment Agencies | Z3 global K.K. | |
|---|---|---|
| Target Candidate Pool | Candidates in the 6–15 million yen annual salary range who can be scouted primarily through job boards by registration-based agencies. | Top-tier candidates in the industry who are not available on the open market, identified through our proprietary global network and search methods. (Annual salary range: 10–50 million yen) |
| Matching Criteria | Evaluation based on "past career history," such as previous job titles and companies worked for | Evaluation using the “4-Way Fit” method, which identifies the optimal match where four key factors—“Strategy (Policy),” “Culture (Values),” “Team (Supervisors & Work Environment),” and “Skills (Practical Execution Ability)”—align. |
| Specialized Positions | Existing managers and division heads | Top-level executives such as CEOs, CFOs, and CHROs, as well as heads of sales and engineering, and business operators at startups |
| Pre- and Post-Hire Support | Support ends with the negotiation of terms and conditions. The onboarding process after joining is left to the company | We provide comprehensive support from deeply motivating candidates to ensuring their retention and success after joining, accompanying them over the medium to long term. |
Process
STEP 1
Inquiry
STEP 2
Career Consultation
STEP 3
Job Offers
STEP 4
Resume Screening
STEP 5
Interview
STEP 6
Reference Check
STEP 7
Negotiating Terms
STEP 8
Job Offer
STEP 9
Post-Offer Support