Kenji Naito, Group CEOREERACOEN addresses this complexity by combining consultants’ local market knowledge with a regional candidate network. Its reach spans local professionals, Japanese and bilingual talent, internationally experienced candidates and people across functions and seniority levels. Through nine offices in six countries, the group supports startups, growing local businesses, multinational organizations and Fortune 500 companies. Its network connects more than 10,000 corporate partners with over 438,000 candidates and has enabled more than 33,000 successful placements.
This regional scale is reinforced by a consultation-led approach that begins with the business need behind each vacancy. Recruitment Advisors work with clients to define the position’s responsibilities, technical capabilities, industry experience, budget, language requirements, team structure and cultural expectations. They also establish why the hire matters, what problem the person must solve and how success will be measured.
“When the right people and organisations connect, that change can positively impact teams, families and communities and inspire another individual or organisation to take on a new challenge,” says Kenji Naito, Group CEO.
This belief reflects REERACOEN’s mission to “Create a Wonderful Future with Those Pursuing Happiness.” It also shapes the group’s role as a long-term partner that helps employers and professionals make informed decisions at different stages of business growth and career development.
From Business Requirement to Successful Placement
Before starting a search, consultants distinguish non-negotiable capabilities from preferences that can be reconsidered. Their insight into candidate availability, compensation expectations and market conditions helps clients avoid prolonging searches with criteria that unnecessarily restrict the talent pool. Candidates are evaluated on their skills, experience, motivations and potential to grow with the organization rather than through keyword matches alone.
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When the right people and organisations connect, that change can positively impact teams, families and communities and inspire another individual or organisation to take on a new challenge.
The recruitment strategy is adapted to the assignment. Specialized permanent positions call for targeted identification and detailed market knowledge. Executive searches give greater weight to confidentiality, leadership fit and the organization’s strategic direction. Mass hiring programs require sourcing capacity, process efficiency and consistent assessment, while cross-border roles make language ability, cultural understanding and regional experience important.
Once suitable candidates are identified, consultants manage screening, shortlisting and interview coordination. They gather feedback, facilitate salary and benefits discussions, assist with offer negotiations and remain involved through placement. This end-to-end support reduces the administrative burden on employers and keeps candidates informed as they consider a career move. Technology strengthens sourcing and efficiency, but consultants remain responsible for understanding the priorities, uncertainties and aspirations on both sides.
That combination of market insight and flexibility helped a global software company fill an Asia-Pacific and Japan accounting role. The position required Japanese-language ability, knowledge of Japanese accounting regulations, full-set accounting experience and the ability to work from Singapore. Maintaining every element of the original brief had not produced a suitable candidate.
REERACOEN reassessed the market with the client, separated essential capabilities from flexible criteria and reshaped the search. It subsequently placed a Singapore-based native Japanese professional with the accounting knowledge critical to the position. The outcome shows how recalibrating a search around market realities can resolve a difficult hiring requirement without compromising its business purpose.
Such adaptability will become increasingly important as AI and digital transformation reshape jobs. Alongside technical expertise, employers increasingly seek communication, digital literacy, crosscultural collaboration, continuous learning and the ability to adapt as responsibilities evolve.
REERACOEN tracks these shifts through workforce research into hiring, retention and candidate expectations. It combines these insights with local expertise and a Japanese service culture centred on attention to detail, reliability and long-term relationships.
These strengths in regional reach, market intelligence and consultation-led recruitment have earned REERACOEN the Top Permanent Recruitment Services in APAC 2026 recognition. As workforce needs evolve, REERACOEN remains focused on helping organizations secure the talent they need while enabling professionals to advance their careers.
