Japan Team Buildout at a Data Center Operator
A growing data centre company was expanding into the Japanese market but encountered critical road blocks in scaling its local team at the required pace. While initial hires had been made independently, continued delays began to place operational strain on existing staff and slowed project timelines.
This led to high workloads for existing employees, leading to employee departures and negative perceptions about the company, particularly as they were still establishing themselves in the market.
Hiring Speed and Employer Perception
A prolonged hiring process increased workloads for early hires, contributing to employee departures and negatively impacting employer brand perception in a highly competitive talent market.
Commercial and Investor Pressure
Delays in team build-out created risks around project start dates and revenue generation, drawing increased scrutiny from investors.
Limited Local Market Familiarity
As a new market entrant, the client faced difficulty positioning itself effectively to Japanese candidates and clarifying its long-term commitment to the region.
Our Approach:
Embedded Talent Partnership
We supported the client as an extension of its HR function, combining recruitment delivery with market-facing advisory to address both hiring and employer branding challenges.
Targeted Search Strategy
The search focused on professionals within the data centre and adjacent infrastructure sectors in Japan, prioritising candidates with relevant technical experience and local market understanding.
Relationship-Led Engagement
Long-standing relationships with senior and mid-level professionals enabled informed discussions around career progression, role scope, and the client’s long-term plans in Japan.
Phased Team Build-Out
Initial efforts prioritised critical leadership roles, including Country Head. Once foundational positions were secured, the search expanded to support hiring across multiple functions, enabling broader operational coverage.
Advisory on Team Structure
Beyond individual hires, we advised on organisational design and role sequencing to ensure the team was balanced and scalable as operations progressed.
The Outcome:
Critical leadership and functional roles were filled on an accelerated timeline, enabling the client to commence projects and reduce exposure to revenue delays.
As hiring progressed, market perception of the company improved, supporting stronger candidate engagement and sustained recruitment momentum. A full operational team was established in Japan, with continued support provided for expansion into additional markets.
Conclusion:
This case study demonstrates how a strategic executive search firm can act as an extension of a client’s HR function. By focusing on employer branding, targeted candidate engagement, and strategic team building, we empowered the data center company to overcome its initial hurdles and achieve rapid growth in its new market.