If you're trying to hire a CEO, CFO, or another senior leader in Japan, chances are you won't find them through a regular job post. That's where executive search firms come in.
Executive search is a targeted recruitment method used to identify and attract top-tier professionals—often those who are not actively looking for a new job. In Japan, where privacy, discretion, and alignment with company culture are especially important, executive search is an effective approach for hiring C-level executives, country managers, and senior directors.
What is executive search?
Executive search (also known as headhunting) is a specialized recruitment service focused on filling senior leadership roles. Unlike general recruiters who work with job-seekers, executive search firms proactively reach out to individuals who are not actively on the market but are a strong match for the role.
In Japan, this approach is particularly valued due to the importance of confidentiality, relationship building, and cultural fit in business settings.
Why companies use executive search in Japan
Here are some common reasons companies turn to executive search:
To hire for hard-to-fill roles at the executive or senior management level
To bring in external expertise to transform or grow the business
To find successors for retiring executives
To maintain discretion in sensitive leadership transitions
To recruit leaders for new market entry or business expansion
Who is it for?
Executive search typically targets high-level roles such as:
CEO, CFO, COO, CHRO
Country Manager or Regional Director
Head of Finance, HR, or IT
These candidates are rarely on job boards or recruitment platforms. Instead, they are approached directly based on a strategic fit with the company’s needs.
Executive search vs. regular recruitment
| Executive Search
| Regular Recruitment
|
Target roles
| C-suite, board-level, senior leadership
| Entry to mid-level professionals
|
Approach
| Direct outreach to passive candidates
| Matching active candidates to job openings
|
Confidentiality
| High; often used for unlisted roles or leadership transitions
| Generally public job postings
|
Hiring focus
| Prioritizes fit, strategic alignment, and discretion
| Prioritizes timely hiring and strong candidate-role alignment
|
Types of executive search firms
There are two main types of contracts:
Retained search (retainer-based)
You pay an upfront fee for exclusive, in-depth service.
Ideal for strategic or confidential hires.
The consultant works closely with your team throughout the process.
Contingent search (success fee-based)
You only pay if a candidate is hired.
Common for middle-management roles.
Multiple firms may be engaged, and candidates may be less vetted.
Most executive searches for high-stakes roles in Japan are conducted under a retained model due to the depth of research, confidentiality, and commitment involved.
Common Executive Search methods
Executive search heavily relies on a combination of database searches, referral networks, and direct sourcing to identify and recruit top-tier executive talent. Let’s take a closer look at the key approaches used.
Headhunting
Headhunting involves directly approaching high-performing professionals in their current roles to encourage them to consider new opportunities. This method targets passive candidates who aren’t actively registered with recruitment agencies but may be open to the right offer. It depends on detailed knowledge of candidates’ achievements and current roles and builds trust through personalized and confidential outreach.
Database Search
Another essential method in executive search is using proprietary candidate databases maintained by recruitment firms. These databases often specialize in specific industries or job functions, allowing for more precise matching with client needs. This approach enables recruiters to quickly identify candidates who meet detailed criteria and helps streamline the search process. It also expands the reach beyond active job seekers.
Referral Networks
Referral networks play a vital role by tapping into trusted professional connections. This method accesses recommendations from industry experts, past candidates, and business contacts. It often uncovers highly qualified candidates who may not be visible through other methods. Building on established relationships helps ensure a good cultural and role fit, and referrals can accelerate the search process through trusted introductions.
How the executive search process works
Defining the role: The search begins with a deep-dive into the company's needs, culture, and strategic goals. The consultant helps define the candidate profile.
Market research and longlisting: A detailed market scan is conducted to identify potential candidates, including those not actively job hunting.
Approach and evaluation: Candidates are approached directly. Consultants conduct multiple interviews to assess experience, motivation, and fit.
Client interviews: Shortlisted candidates meet with the hiring company. Consultants may attend to support both sides.
Offer and negotiation: The consultant facilitates negotiations and ensures a smooth close.
Onboarding support: Some firms assist post-hire to ensure a successful transition.
Benefits of executive search in Japan
Access to hidden talent: Reach candidates who are not active on the job market.
Cultural alignment: Consultants consider not just skills, but how a candidate will mesh with your corporate culture.
Confidentiality: Essential when replacing executives or hiring for unannounced projects.
Reduced mismatch risk: The thorough vetting process increases the likelihood of long-term success.
Key considerations for Executive Search
Executive search is a highly specialized hiring method designed to meet complex recruitment needs. While it offers strategic advantages, there are a few important factors to keep in mind when considering this approach.
Higher investment than standard recruitment: Executive search offers a high level of support, with consultants who bring deep industry expertise and a strategic understanding of both the hiring organization and potential candidates.
Because of this tailored and consultative approach, the associated costs tend to be higher than those of general recruitment services. Whether using a retained or contingency-based model, it’s important to view the investment as a reflection of the depth and quality of service provided.
Longer timeline to hire: The executive search process is thorough and methodical. Rather than presenting pre-existing candidates, consultants begin with in-depth research, proactively reach out to potential candidates, and build meaningful relationships. This ensures a strong match but can take several weeks to a few months.
This thoughtful process is one of the key strengths of executive search, though it may require careful planning for organizations with urgent hiring timelines. Starting early and taking a long-term view can help maximize the value of this approach.
Tips for choosing an Executive Search firm
The success of your executive search depends on selecting the right partner. Here are key tips to guide your decision:
Check their industry research strength
Choose a firm that truly understands your sector and role. Strong research capabilities—such as proprietary databases and deep industry networks—help uncover qualified, hard-to-reach candidates. They should go beyond resumes and offer strategic insights tailored to your hiring needs.
Ask about their screening process
A good search partner evaluates more than just experience. Their process should assess leadership style, mindset, and cultural fit. Ask how they identify red flags and how transparently they share concerns—this lowers your risk of hiring the wrong fit.
Evaluate their candidate engagement skills
Top executives don’t apply to job ads. Look for a firm that can build trust, communicate your value proposition persuasively, and handle delicate negotiations. Ask for examples of how they’ve successfully engaged passive or hard-to-reach talent.
Robert Half Executive Search
Get in touch to discuss your executive hiring needs
Finding the right executive talent is a critical decision. Here’s how we support companies through that process.
Proven success and efficient results
Executive hiring is complex, and success rates across the industry reflect that—only around 64% of searches are completed successfully. At Robert Half, we’ve completed over 4,500 executive searches with a success rate of 97%. That’s not just a number—it reflects a process built on clarity, alignment, and attention to detail.
We also understand that time matters. While executive searches can often take many months, ours are typically completed in under 90 days. This doesn’t mean rushing—it means working efficiently, with a clear brief, thorough screening, and an informed understanding of fit beyond just skills or titles.
Consistent support from a dedicated team
Executive searches require alignment, trust, and continuity—especially when stakes are high. That’s why we assign a dedicated search team with relevant experience in your industry and functional area. From the initial briefing through to final placement, you'll work directly with a Managing Director who stays closely involved throughout the process.
This structure minimizes miscommunication and ensures every stage of the search is informed by a deep understanding of your needs, culture, and long-term goals.
Access to one of the industry’s largest talent databases
Our experienced consultants leverage deep networks, advanced tools, and proprietary systems—including AI-powered research and a specialized executive talent database. This allows us to quickly identify and connect you with top-tier candidates.
By combining expert insight with accurate, data-driven assessments, we help you find the right leaders to move your business forward.
Providing end to end hiring solutions
Finding the right executive talent is a critical decision, but at Robert Half, our expertise goes far beyond C-suite placements. We provide comprehensive hiring solutions across all levels, ensuring you have the right people in the right roles at every stage of your organization’s growth.
Whether you need a CEO to drive strategic transformation, a manager to lead critical functions, or skilled professionals for short-term projects, we cover it all. By offering executive search, contingent search for mid- to senior-level roles, and contract staffing, we give our clients a single trusted partner for all their hiring needs.
This integrated approach means you don’t need to work with multiple agencies. Our relationship doesn’t end at placement—we continue to partner with you, stepping in whenever needed to solve evolving talent challenges.
Robert Half Executive Search – Areas of Specialization
Our executive search services cover the following areas:
Industry
| Positions we cover
|
Accounting & Finance
| CFO, Finance Director, Senior Vice President, Finance Manager, Internal Audit Managing Director, Head of Financial Planning & Analysis
|
Financial Services
| Financial Control Managing Director, Financial Control Managing Director, Tax SVP / Director, Financial Crime Compliance SVP / Director
|
Human Resources
| CHRO, HR Director, Head of Human Resources
|
Technology (IT)
| CIO、CISO、CTO、IT Director
|
Business Transformation
| CEO, COO, Chief Operating Manager, Head of Sales
|
Executive Search Success Stories
See how we’ve helped clients successfully navigate the challenges of executive hiring—across different industries, roles, and business needs.
Supporting a global technology company with a confidential CIO search
Challenge:
A leading multinational technology company was looking to replace its Japan-based CIO. This was a key leadership position, especially given that Japan is one of the company’s largest revenue markets. The client was seeking a candidate who could achieve three key objectives: continue driving revenue growth through IT operational improvements, strengthen collaboration between Japan’s local operations and regional/global teams, and lead a large-scale SAP implementation. The ideal candidate needed to not only have proven leadership capabilities and the ability to navigate both local and global business environments, but also strong technical background. Native-level Japanese and fluent English proficiency were essential to ensure seamless communication across all levels of the organization.
Our solution:
We supported the client through a retained executive search, working closely with our specialized IT recruitment team to leverage our strong and extensive network of candidates while also conducting external market mapping built from the ground up to identify qualified candidates. Our process involved identifying over 110 potential profiles and conducting in-depth interviews. While the first candidate we introduced was ultimately selected, presenting a comprehensive longlist gave the client confidence in their decision. Throughout the process, we maintained consistent engagement with the candidate to ensure continued interest and alignment through each stage.
Results:
- Successfully placed a new CIO within four months, which met all requirements
- Enabled a smooth leadership transition in a critical market
Supporting a global automotive company with a Head of Audit succession hire
Challenge:
A global automotive manufacturer was seeking a successor for its Japan-based Head of Audit due to an upcoming retirement. This was a business-critical leadership role that required a timely hire to ensure sufficient overlap and knowledge transfer. However, the search was challenged by several factors: the company was facing reputation issues in the market, the office location was considered less desirable despite offering hybrid work options, and the role itself required highly specialized experience in audit within the manufacturing or automotive sector. The ideal candidate needed to be globally minded, native in Japanese and fluent in English, and capable of managing local audit functions while supporting international operations. Finding someone with the right technical expertise and leadership skills, who was also motivated to join under these conditions, made the search particularly complex.
Our solution:
We conducted targeted external research to uncover this niche talent pool. To attract the right talent, we developed a compelling and transparent job brief that clearly highlighted the company’s strengths, hybrid work flexibility, global exposure, and recent transformation efforts. We helped reposition the brand by showcasing the strategic impact of the role and the broader benefits of joining the organization, balancing realistic expectations with the long-term career value it offered.
Results:
- Successfully placed a Head of Audit within five months—a strong result given the niche nature of audit in the automotive sector
- Enabled a smooth leadership transition through timely succession planning
- Built long-term trust with the client, leading to several additional projects
Supporting a global sporting goods company with a Finance Director replacement
Challenge:
A global sporting goods company needed to urgently replace its Japan-based Finance Director following an unexpected departure. Despite the limited timeline, the client was seeking a rare combination of skills: someone with strong technical expertise as a controller, paired with strategic leadership capabilities. The ideal candidate also needed to be bilingual—fluent in both Japanese and English—and possess a deep understanding of both local and global business cultures. Balancing technical proficiency with leadership acumen and cultural fluency made this a particularly challenging search.
Our solution:
We partnered closely with our Finance & Accounting recruitment team, leveraging their deep market expertise and extensive candidate network to enable a fast and effective search. In parallel, we conducted targeted external research to broaden the talent pool in order to tap into the passive candidate market as well which is over 80% of the market. Our team mapped close to 150 potential candidates and conducted in-depth interviews to present a strong initial shortlist, as well additional candidates throughout the project.
Results:
- Successfully placed a Finance Director within three months—significantly ahead of the client’s expected timeline
- Enabled the client to maintain business continuity with minimal disruption
FAQ
How long does an executive search take?
It depends on the position and complexity, but most searches take 4–6 months. At Robert Half, we complete searches in under 90 days on average and can adapt to urgent timelines.
What industries and roles does Robert Half specialize in?
We specialize in senior roles across finance, IT, HR, operations, and financial services. Common placements include CFOs, CIOs, CHROs, and Country Managers with bilingual capabilities.
Can you help us hire bilingual executives?
Yes. We have a strong network of senior professionals fluent in both English and Japanese. We tailor our search to match your language, cultural, and leadership needs.
Do you offer retained or contingent search?
We offer retained (retainer-based) search. You’ll get a dedicated consultant who partners closely with you through the full hiring cycle—ideal for high-level, confidential roles.
Ready to hire?
Get in touch
Whether you’re hiring for a confidential C-suite role or building a leadership team, Robert Half Japan can help. Contact us to discuss your executive search needs.
Andrew Sipus｜Managing Director, Executive Search
With over a decade of retained search experience, Andrew Sipus is the Managing Director of Executive Search at Robert Half Japan. He specializes in placing VP and executive-level leaders across HR, Finance, Technology, Sales, Marketing, and Operations, both in Japan and globally. Known for his strategic and consultative approach, Andrew supports clients with confidential market mapping and the placement of high-impact leaders who drive transformation.
