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

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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

The talent market in Japan

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

Salary data continued

Average annual compensation by age group and function (JPY, figures include OTE bonuses, sample size > 10,000)

Source: Wahl & Case data and analysis

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60< Age: