Our search area covers a wide variety of industries and occupations, and professional consultants specializing in each industry are available. 

● Service system

Our services are provided through a team of consultants with expertise and extensive experience. Teams organized according to industry and occupation are truly professional groups, and we will do our utmost to lead the project to success, considering all factors such as the client company’s business, environment, competitive market, organizational structure, success factors, etc. increase.

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Social trust is essential for Human resources executive search.

Our company is a material introduction business association, which is an organization licensed by the Ministry of Health, Labor and Welfare under its jurisdiction.

Companies often encounter such problems. Human resources employees work very hard and earnestly recruit talents for the company. They continue to participate in various recruitment exchanges, senior talent exchange meetings, etc., or spend money on major recruitment websites to make recruitment advertisements. , But the results are always unsatisfactory. Through these recruitment methods, the company does receive a lot of resumes, but few really satisfy HR. Even fewer people can finally get on the job because the company spends a lot of money. The human and financial resources of HR to recruit are hoping to solve this problem, and the emergence of headhunting companies has helped companies solve this trouble. Let’s take a look at the reasons why HR still needs headhunting. The Principles of Communication in the Workplace of Headhunters.Under normal circumstances, when companies have human resources, they also choose headhunting companies to help recruit. There are several factors in these aspects.

 1. Mid-to-high-end talents are scarce and difficult to discover in the current workplace. Intermediate and senior talents are the precious wealth of enterprises. Most of them have good positions and remuneration. Even if they have the idea of quitting, they will not easily show up in public talent exchange places. Therefore, in general, they are “hidden”. . At the same time, with the rapid economic development, new companies continue to emerge, and they all need a large number of mid-level and senior talents and excellent professionals. The “concealment” and “scarcity” of middle and senior talents determine that the search for middle and senior talents and outstanding talents must rely on the help of headhunting companies.

2. The company’s human resources data are limited, and the headhunting company has a wide network of people and rich talent information resources. Headhunting companies focus on finding and recommending talents. They have a rich talent database; they have in-depth understanding of certain industries and have extensive information on certain types of talents from quality to cost; they have specialized talent search technology. In this way, they can quietly find the target talent group they need in the market without making any announcements.

3. Headhunters can provide objective advice to the client’s management, not only for the company’s consideration, but also for talent analysis from the perspective of talents. Headhunting is an extremely time-consuming and sensitive process. Headhunting companies can help clients correctly assess their expectations for the positions they recruit, re-approve their reporting path related to the organizational structure, and determine a feasible entry requirement and salary package. Headhunting consultants provide objective and true feedback to interview candidates in a timely manner, and provide timely suggestions to customers. As an expert in recruitment, headhunting consultants can conduct effective background checks on interview candidates, and can obtain information about the interview candidates’ past performance and background from relevant persons and even those who are unwilling to express their opinions.