Wahl & Case - An Introduction
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Transcript of Wahl & Case - An Introduction
Wahl & Case: An Introduction
“Always do what is in the best interest of your clients and candidates. Always.”
Wahl & Case is an award-winning recruitment firm focused on supporting tech companies and start-ups, with offices in San Francisco and Tokyo
Japan Headhunter Awards: Honorable Distinction In Internet Industry
Japan Headhunter Awards: MVP (Most Valuable Player) In Internet Industry
Japan Headhunter Awards: Honorable Distinction In Pharmaceutical Industry
Gree Inc.: Best Contributor Award
32
219
Two offices with over 250 clients Most of our clients are start-ups
70% 59%
Consumer tech Enterprise IT
We have helped a number of clients set foot in Japan and build awesome teams in a candidate-short market
Blippar: 1st person on ground
Electronic Arts (Playfish): marketing director and 10+ managers / staff
Essence Digital: 1st person on ground
Gengo: CFO, chief revenue officer, head of operations
Hulu: ~2/3s of executive team in Japan
Kamcord : 1st person on ground
Uber: 1st person on ground
Other C-level placements at:
At heart, we are also a start-up: our in-house incubator has just recently launched Justa, a talent platform for start-ups in Japan
Read more about Justa in Tech in Asia, or visit justa.io
Data shows (and we intimately know) that Japan is becoming a great place for start-ups
“In Q3 [2014], Japanese startups saw over $215 million in capital committed across 45 venture rounds, more than twice the amount raised in any previous quarter.” “It looks like the next Silicon Valley might not be state-side as international cities dominated the top 3, with Beijing (165% deal growth), Stockholm (127%), and Tokyo (126%) topping the list.”
Source: CB Insights, CrunchBase
We are not perfect, but 90% of our clients and candidates say we are better than other recruitment firms
Client satisfaction rate (2014)
92%
94%
Candidate satisfaction rate (2014)
How would you rate your experience with Wahl & Case compared to your experience with other recruitment firms?
67%
24%
0% 50% 100%
Much better
Somewhat better
About the same
Somewhat worse
Much worse
Japan is a candidate-short market, especially for bilinguals
1.04 1.05 1.07 1.08 1.09 1.1 1.1 1.1 1.09
1.01 1.02 1.03 1.04 1.05 1.06 1.07 1.08 1.09 1.1
1.11
JAN FEB MAR APR MAY JUN JUL AUG SEP
Jobs to applicants ratio
Source: Japanese Ministry of Health, Labor and Welfare, Bloomberg Note: *The number of job openings divided by the number of applicants
Jobs to applicants ratio*, Japan, 2014
People change jobs less frequently and are generally more attracted to well-established brands
Source: U.S. Bureau of Labor Statistics, Japanese Ministry of Health, Labor and Welfare, LinkedIn research Note: *2012 data; ^Vs. reputation as a great place to work, great people and great products and services
Share of candidates for whom company prestige is the most important factor in considering a new job^
0% 7% (global average) 25%
4% (US) 18% (Japan)
Annual separations as % of total employment*
37% 15%
US Japan
They also change jobs for slightly different reasons…
Source: LinkedIn data, Wahl & Case analysis
0% 20% 40% 60% 80% 100%
Opportunities for advancement Better compensation & benefits
More challenging work A role that is a better fit for skills
Improved work/life balance More learning opportunities
To have a greater impact Increased job security
Business values/culture do not align with my own Unsatisfactory leadership/management
A more innovative company Location issues (e.g. commute, moving)
More recognition for contributions More decision making authority
Better quality company Personal reasons (family, health, etc.)
A better job title Stronger relationship with manager
Unhappy with current team Something else
Included in 3 most important factors Included in neither most nor least important factors Included in 3 least important factors
High importance and likely game changers
Motivations to change jobs (active candidates, Japan)
Medium importance and potential game changers
Medium importance but unlikely game changers
Low importance and unlikely game changers
Relative importance for Japanese vs. US candidates
…than US candidates
Source: LinkedIn data, Wahl & Case analysis
0% 20% 40% 60% 80% 100%
A role that is a better fit for skills Better compensation & benefits Opportunities for advancement
More challenging work Improved work/life balance More learning opportunities
To have a greater impact Better quality company
Increased job security Unsatisfactory leadership/management Location issues (e.g. commute, moving)
Personal reasons (family, health, etc.) More recognition for contributions
A more innovative company Business values/culture do not align with my own
More decision making authority Unhappy with current team
A better job title Stronger relationship with manager
Something else
Included in 3 most important factors Included in neither most nor least important factors Included in 3 least important factors
High importance and likely game changers
Medium importance and potential game changers
Motivations to change jobs (active candidates, US)
Medium importance but unlikely game changers
Low importance and unlikely game changers
And if you are wondering about salaries, we are happy to advise
Average annual compensation by age group and function (JPY, figures include OTE bonuses, sample size > 10,000)
<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60< Age: Source: Wahl & Case data and analysis