Led by Experience.
Built With Intent.
One built search firms across Japan. The other builds AI platforms.
Together, they created something neither could alone.
Built by People Who've Done This Before
Search expertise meets AI infrastructure. Two decades of Japan recruitment combined with purpose-built technology.
20 Years Placing Leaders in Japan.
For two decades in Tokyo, I've placed Country Managers, VPs, and senior leaders for both established technology companies and startups entering and scaling in Japan. Along the way I've helped build three search firms—the last being my own, which was acquired by ManpowerGroup (NYSE:MAN).
Between that exit and launching TalentHub Partners in 2025, I spent the interim building technology to capture the AI tailwinds and make executive search more professional, more efficient, and more enjoyable. THP is the result: a specialist firm for senior leadership search in Japan, running on a platform we built ourselves.
That platform now extends beyond my own desk—enabling a curated network of partner firms across Japan and the wider region to deliver fast, high-quality results with the assistance of AI. Clients get the reach of a network with the focus and accountability of a specialist. My partner Konstantin and I keep pushing what's possible for how business-critical search is executed.
The Platform Behind the Search
Konstantin is the reason the AI actually works. His background spans IBM Global Services, Deloitte Consulting, and BearingPoint with 15+ years building enterprise software platforms.
He co-founded Interviewy, an AI-powered interview automation platform used by major US hospitality brands such as Five Guys and Blaze Pizza, helping them streamline high-volume hiring dramatically.
Earlier in his career he co-founded Mirabo Systems International, where he led development of Livepoint, a business intelligence tool for the pharmaceutical sector.
At TalentHub, Konstantin leads product strategy and development — candidate matching, market intelligence, and competitive analysis — all running on a platform built from scratch. Everything purpose-built for executive search in Japan.
Recruitment Built for the AI Era
Combining 20 Years of Search Expertise with Enterprise Engineering.
In 2023, we stopped trying to "fix" recruitment tools and started building our own. We replaced the antiquated model with a proprietary AI platform. No off-the-shelf ATS. No third-party AI. Everything was engineered from scratch.
After proving the concept, Murray returned to Tokyo in 2025 to establish TalentHub Partners K.K. Today, we are licensed and achieving record success—surpassing the growth metrics of Murray’s previous venture.
For entrepreneurial recruiters, this is an opportunity to break free from manual friction. We aren’t just building a desk; we are building a scalable, exit-ready asset.
Company Information
TalentHub Partners K.K. (Japan)
- Core Business Recruitment
- Company Number 4011701028259
- 登録番号 T3010001225187
- License No. 13-ユ-318925
- Registered Office Edogawa-ku, Tokyo
- Directors Murray Clarke, Konstantin Ivanov
- Contact Email Us
TalentHub Solutions Ltd (New Zealand)
- Core Business Software Development
- Company Number 8132741
- NZBN 9429048753357
- GST Number: 135-228-443
- Registered Office North Shore, Auckland
- Directors Murray Clarke, Konstantin Ivanov
- Contact Email Us
The Track Record of Trust
Direct insights from the APAC Presidents, GTM leaders, and Country Managers who have partnered with TalentHub's Founding Partner to architect their Japan operations.
Great job Murray. Thanks so much for this. We are really happy with this key hire!
One of the top recruiters VMware has worked with, not only in Japan, but across the whole of Asia Pacific. He is exceptional.
Impressive research and a job well done! Thanks for the great work. Happy to be a reference.
We almost exclusively found Murray to be our go-to recruiter. I highly recommend him.
Thanks for your work. Nice job! I appreciate you running at a very intense pace.
Murray has been a tremendous help in hiring dozens of individual contributors as well as key managers for us.
If you need someone to assist as you try to enter the Japanese market don't look any further.
Murray can build a strong relationship and he drives things very passionately.
His business sense and creativity helped fill a high level executive position in a short period of time.
Murray has done outstanding work for PARC in a difficult talent space. Thank you!
Murray was invaluable. His advice, cultural guidance, and results were outstanding.
Instrumental in hiring key people, including Country Manager, and delivering RPO.
Murray helped build our Japan team, securing high quality sales and engineering hires.
Murray helped us lock in a key leader for our Japan business. He did an excellent job.
Excellent work to hire a key sales lead for our new all-flash product in Japan.
I see Murray as the only recruiter that really understands the markets he recruits into.
Very pleased with the outcome. Murray provided helpful cultural guidance throughout.
Proactive and quick to understand the nuances of our requirements.
Great job Murray. Thanks so much for this. We are really happy with this key hire!
One of the top recruiters VMware has worked with across the whole of Asia Pacific. He is exceptional.
The expensive part is rarely the search fee. It is the empty seat.
Use this to compare a slow internal-first hiring route with a focused external search for the first Japan commercial hires. The numbers are directional, but the point is practical: speed only matters when the people are good enough to change the outcome.
Adjust the inputs to model the difference between a slow internal-first route and a focused search.
Start with the first pod.
For the first Japan hires, the risk is not only fee level. The larger risk is losing market time before a credible commercial leader is in seat.
This is a boardroom conversation starter, not a finance model. It deliberately keeps the formula simple: revenue capacity lost while seats are empty, plus the external search fee where relevant.
Trying to save money on the first hires can cost more than the fee if it delays revenue and partner access.
It does not mean every role needs an agency search. It means the first commercial hires deserve a different standard.
Use the result to define the first Japan pod, then decide when to shift from search to fractional RPO and later in-house TA.
A boardroom-ready hiring case for serious Japan entry.
This template will help APAC leaders explain the hiring sequence behind a Japan launch: what to hire first, what can wait, where partners matter, and when recruitment should shift from external search to fractional RPO and then in-house talent acquisition.
First commercial pod, early customer proof, and partner-market entry.
Repeatable hiring rhythm, referral base, local management bench, and channel depth.
Move talent acquisition in-house once the market story and hiring pattern are established.
Questions the full template will answer
Why Japan now, and what changes if the company waits twelve months?
Which first five roles create the best chance of credible market entry?
When should a partner leader be hired, and what happens if that role is delayed?
When should the company use contingent search, fractional RPO, and in-house recruitment?
How should the hiring plan be explained to a CFO who only sees recruitment fees?
What are the commercial risks of hiring too slowly or hiring the wrong first leader?
Connect with TalentHub.
Whether you are an organizational leader architecting a Japan expansion or a high-performer navigating your next career milestone, we value direct conversation.
Initiate Strategic Dialogue