Flexible RPO Solutions, Built for Scale
From operations oversight to full-stack delivery, our RPO modules help you hire smarter, faster, and with measurable ROI. Choose only what you need, when you need it.
Overview on RPO
A Smarter Way to Scale Hiring
Most RPOs in Japan still look like this: one recruiter with a LinkedIn account, working on spreadsheets, leaving nothing behind once the contract ends. That’s transactional, not strategic.
Our approach is different. We combine hands-on recruitment execution with technology that stays. The result is immediate hiring impact plus long-term value for your talent organisation, even after the RPO ends.
Our Solutions
An operational RPO at the core, with added components that create real long-term value. Scroll down to see how they fit your strategy and boost your hiring outcomes.
Operational RPO
Time + Expertise = Hiring Discipline
Sometimes all you need is operational horsepower. We provide a dedicated recruiter (or team) embedded into your workflow, running day-to-day execution: scheduling, sourcing, reporting. You get capacity without headcount risk.
Value: Flexible resource, cost control, instant productivity.
Client Branding
A Digital Hub for Every Hiring Project
We build branded microsites for each client project. Agencies and recruiters log in with their own profiles and calendars. Candidate submissions are tagged, tracked, and audited, with CCs to agents for transparency. Clients see exactly who’s delivering.
Value: Transparency, speed, less admin.
Agency Optimisation
Benchmark, Optimise, and Drive Agency ROI
We review your current agency partners, assess strengths and weaknesses, check KPIs, and then classify them as “specialist” or “generalist” by role type. We also identify new agencies where needed. Outcome: you know which partners deliver, and which drag.
Value: Lower cost per hire, stronger pipelines, better accountability.
Referral Mapping
Turn Employee Networks into Pipelines
We map your employees’ past colleagues, tagging high-probability talent by role, skills, and achievements. Employees flag people they can vouch for, recruiters see who should be scouted directly.
Value: Higher-quality hires, reduced agency spend, faster time-to-hire.
Job Board Optimisation
Smarter Use of Job Boards
We evaluate which boards are worth your spend – from mainstream platforms like BizReach to innovative channels like Eight (8card). You get a fresh view of ROI per channel and guidance on the right mix for your hiring goals.
Value: Better spend allocation, new candidate pools, improved reach.
Collective Experience In Practice
We’re not just another agency calling itself an RPO. Together with our partners, we’ve led Asia-Pacific recruitment programmes that helped build some of the world’s top technology companies. From executive search to large-scale hiring, our experience spans the leaders that have shaped today’s innovation economy.
And more.
Success Starts With Strategy
Every successful RPO begins with a plan – because hope is not a strategy.
Direct Sourcing
Candidate-first, Channel-smart
Our RPOs start with candidate mapping with the goal of optimising direct sourcing. We build a view of who’s in the market, who can be referred, and who should be avoided. From there:
Referrals – engage employee networks first.
Direct sourcing – outbound targeting of the right people.
Job boards – assessed and used tactically, not by default.
Agency Optimisation
Agency management with teeth
We don’t just manage agencies – we audit and classify them. We identify which recruiters are true specialists and which are generalists.
Easy-to-fill reqs go to referrals and direct sourcing. Hard-to-fill or urgent reqs go to qualified, motivated agencies, with the right incentives to get the job done.
Great results are about partnership and mutual success.
Content Strategy
Tell Your Story with content that converts
Most agencies pitch candidates with their own improvised story. We fix that. We create micro-sites for each project, with a storytelling model that works:
Industry trends and drivers, company positioning, product market fit and impact, people (leadership credibility), the role (kept concise), the candidate’s career path.
Every recruiter, every candidate, sees a consistent, compelling message – controlled by you, amplified by us.
The Importance of Tracking
With AI-powered tracking, every hire and every outcome is measured against your benchmarks.
Every RPO should be judged against a baseline. That’s why each monthly and quarterly review measures current results against pre-RPO benchmarks.
From our experience with global technology companies, the longest tenure and biggest business impact come from referrals and direct sourcing. Job board hires, by comparison, often turn over faster – usually because those candidates continue to receive new opportunities even after joining. Your results may differ, which is why outcomes must be tracked rather than assumed.
We measure success in two horizons. Short-term effectiveness is reflected in the ratio of introductions that convert into hires, and the turnaround time from client briefing to candidate submission. Long-term impact shows up in retention – how many hires are still with you after 12 months – and in performance, measured by the proportion of hires rated as high performers in manager surveys.
Without this level of tracking, RPO is just another recruiting service. With it, you gain a clear view of impact – faster hiring in the short run, stronger people in the long run, and smarter investment overall.
Tenure by Sourcing Channel
Estimated for indication purposes only. Based on observations from past experience, referral hires tend to stay longer and have greater impact on the business.
My Personal Story in RPO
From VMware to My Own Company
I first learned RPO the hard way. Before AI and automation, at VMware, I personally ran outbound “hunting” while their in-house recruiter focused on referrals and agencies. That model worked – we complemented each other’s strengths.
Later, I built an RPO division at Technology Futures (now Experis Executive K.K.), which I sold to ManpowerGroup. Using what I had learned in the field, we ran full-country hiring for a number of global tech leaders and delivered RPO solutions across financial services, consumer brands, and even life sciences. Roughly half of that business was dedicated to RPO.
Today, our partners bring equally, if not stronger credentials. They include recruiters who have led mid-career and executive hiring at Google, AWS, Microsoft, Uber, Salesforce, Red Hat, and Dell Technologies – professionals who know what it takes to deliver at scale inside the world’s top technology companies.
Together, we combine in-house recruitment experience with proven RPO leadership to design solutions that deliver immediate hiring impact and long-term value.
My core functions are business development and program management to ensure that delivery goes to plan, however I will also be found helping with sourcing where I can.
Our AI Edge
We’ve embedded OpenAI in our proprietary platform to give our clients an advantage in competitive markets.
Market listening
Stay ahead of competitors with real-time tracking of local news and hiring signals, automatically translated from Japanese into English.
Referral generation
Map high-skill talent to employee networks and confirm referral prospects proactively – turning warm leads into stronger hires.
Market mapping
AI-driven executive search tools score candidates against your success criteria and surface the best-fit leaders.
Competitor intelligence
See who your competitors are hiring, which skills they’re building, and where the market is shifting.
Trust Earned, Not Claimed
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Josep Garcia, APAC VP
“Impressive research and a job well done! Thanks for the great work.”
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Matt Young, APAC VP
“We almost exclusively found Murray to be our go-to recruiter. I highly recommend him.”
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Kate Berkeley, APAC Talent Acquisition
“One of the top recruiters VMware has worked with, across the whole of Asia Pacific. Exceptional.”
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Anthony Palladino, CRO
“Thanks for your work. Nice job! I appreciate you running at a very intense pace. ”
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Jon Robertson, APAC VP
“Murray has been a tremendous help in hiring dozens of individual contributors as well as key leaders”
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Gerry Sillars, APAC VP
“If you need someone to assist as you try to enter the Japanese market don’t look any further.”
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Keita Nozaki, Services Director
“Murray can build a strong relationship and he drives things very passionately.”
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Matt Thatcher, Global Sales VP
“His business sense and creativity helped fill a high level executive position in a relatively short period of time.”
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Patrick Cook, Director Innovation
“Murray has done outstanding work for PARC in a difficult talent space”
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Stephen Beck, Services VP
"Murray was invaluable. His advice, cultural guidance, and results were outstanding. I highly recommend him.”
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Goh Hattori, APAC Talent Acquisition
“Instrumental in hiring key people, including Country Manager, and delivering RPO”
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Sung Hae Kim, Global Head of People
Murray built our Japan team, securing key sales & engineering hires. High quality candidates, knows his stuff.
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Mathew Fleming, CEO & Founder
“Helped us lock in a key leader for Japan. Did an excellent job.”
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Barry Kent, Global Sales VP
“Excellent work to hire a key sales lead for our new all-flash product in Japan.”
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Brian Burns, Founding Partner
“I see Murray as the only recruiter that really understands the markets that he recruits into.“
Contact Us
We’re building TalentHub as a platform for recruiters and partners. If you’d like to learn more about our technology, approach, or future plans in Japan, please share your details below and we’ll be in touch.
– Murray Clarke, Co-Founder