The Proof of Progress.
A record of mission-critical hires and GTM scaling operations for Japan’s technology leaders.
First Enterprise Sales lead in Japan.
After an internal search failed to secure a candidte, Fivetran required a specialized partner to establish their first footprint in Japan.
Selected from 5 local agencies, Murray worked with the APAC VP and APAC Sales Director
Delays in procurement led to a delayed start and the loss of initial talent pipeline, requiring a rapid, high-intensity search reboot.
We targeted high performing candidates in LinkedIn and through referral from other known performers, sharing a landing page with a deep dive into Fivetran's story.
The enterprise sales leader was appointed and operational within 90 days of the initial engagement.
Building the Foundational GTM Team.
Starting from a 4-person base, Nutanix required GTM expansion to launch enterprise operations.
Selected as the only agent trusted by the Asia-Pacific VP until they hired an in-house recruiter.
We initially secured multiple high performers in sales and sales engineering, providing the foundation to scale. Later our team placed the Enterprise Sales Head and SE Head, among other senior hires.
Served as the lead search partner, mapping and securing the specific talent required during the initial launch and build, then later during the scale out phase.
Successfully placed the majority of the GTM team that built the platform to grow, then installed the senior leadership during scale out.
FlashBlade Global Sales Director.
A time-sensitive requirement to appoint a leader to spearhead the launch of a critical new storage solution.
Worked with the Global Sales Leader for FlashBlade business.
Flash was still new to the enterprise storage space and Pure Storage was still an emerging brand in Japan, which required significant education on the oportunity.
Pre-mapped the market and qualified a shortlist, ensuring a candidate was ready the moment the search was official.
Secured the ideal sales profile and finalized the hire within just 45 days of commencement.
Securing High-Growth Unicorn Country Manager.
Internal efforts were unable to surface a Japan Country Manager with the track record required to lead this high-growth brand.
Working with the Global Sales Director and Global Talent Lead.
Finding a leader who balanced enterprise sales experience with the entrepreneurial drive to build from scratch.
Chosen on the back of a VC investor recommendation to lead a targeted search for a high-profile industry veteran.
Appointed a top-tier leader from multiple Japan success stories to lead the Japan business.
Founding Country Manager in Japan.
Despite global fame, GitHub had no formal business entity in Japan and required a founding leader to build their presence.
Working with the Global Sales Director.
The role required a unique combination of community-led growth expertise and enterprise sales credibility.
Conducted a multi-channel search to identify a leader capable of translating global community success into a local business.
Successfully established the Japan office under a leader who effectively bridged community and commerce.
GTM Team Turnaround and Restructure.
Mabl required a swift organizational reset and a complete replacement of the core sales team to protect local operations.
Working with the Chief Revenue Officer.
The transition had to be executed with extreme speed to maintain continuity and market confidence.
Rebuilt the most critical sales functions within weeks by identifying high-impact candidates ready for immediate transition.
The new GTM team achieved record-breaking revenue results in their first fiscal year.
Scaling through solution-led leadershio
Needed a leader to transform culture from small product-led selling to problem-led solution sales.
Working with regional Talent Acquisition leaadership.
We found a President who moved the focus away from products and toward solving business problems.
The team grew from 50 to 120 people and contract sizes became much larger.
Scaling from launch to market leader.
The company had a great product but needed a proven leader to scale the Japan office.
Chief Revenue Officer and Executive Recruiter.
We worked with the global leadership to find a Country Manager from a top cloud firm.
He took the team from just a few members to over 80 people in a few years.
Rapid team build-out via RPO.
They had to grow from a tiny team to 50 people in one year, but nobody knew their brand.
Japan Country Manager and Global TA leadership.
We put a full-time recruiter in their office to find and hire people directly.
The team grew to over 50 people during the first year of the Japan launch.
Moving from small deals to major enterprise.
They required a Country Manager who could take them success with SMB and mid-market customers to success in enterprise.
Working with the APAC Sales VP.
We introduced the founding leader of ServiceNow Japan who knew how to build an enterprise sales team.
The new leader successfully took the company into the large enterprise segment and significant growth.
Reducing costs through direct hiring.
The company was growing fast but spending too much money on hiring agencies.
Regional Talent Acquisition and Japan leadership team.
We focused on finding people through direct messages and internal referrals.
The Japan office headcount doubled during this period using primarily direct hiring methods.
Finding a next-generation Country Leader.
They needed a next generation leader to expand success in the digital native sector.
Working with the APAC VP
We focused on the quality of "next-gen" leadership introductions until we became their main partner.
They hired a leader with excellent credentials as a digital native and cloud-native sales leader out of Google.
Next-Step Leadership & Mentoring.
Their leader left, and they needed a new one to grow the business and teach younger managers.
Working with the Asia-Pacific Sales VP.
The new leader had to be both a great salesperson and a coach for the local team.
We found a leader who had already been successful and knew how to help others improve.
They hired a leader with established credentials and ability to stablise the team.
Building the Senior Leadership Team.
The company required senior leaders to expand the next phase in Japan.
Working with the APAC VP and Japan TA leaders.
It is hard to find very senior people who still want to work in a fast-paced company.
We searched the market for the best proven leaders to fill out the top management team.
Hired the majority of the Japan senior leadership team to lead the business.
Direct Hiring at Sector-Dominance Scale.
A very large company was spending too much on hiring fees and wanted to hire people directly.
A global software giant and an embedded hiring team.
The goal was to hire 100 people without using any outside agencies at all.
We only used direct messages and asked current workers for recommendations.
The company grew from 100 to 200 people while saving millions in agency costs.
Targeted Hires for Market Acceleration.
During a phase of investment for growth in Japan, expertise was required to hire key leaders across the business.
Regional APAC Talent Acquisition and local Japan TA team.
Large companies need people who can work well inside a very big system while still being fast.
We ran a very specific search to find people for high-impact roles that drive growth.
Hired key leaders, including Marketing Director, Services Head and Executive Briefing Head.
Founding Partner-Led Delivery
Hiring in Japan is about more than just filling a seat; it’s about how your company is introduced to the market. To land the best people, you need someone who knows how to bridge the distance between your global goals and the local way of doing things.
Murray acts as your personal representative in Tokyo. He takes the time to truly understand your tech and your mission so he can speak about your business with genuine confidence. This allows him to reach the kind of high-level talent that isn't usually "looking" for a job, ensuring your story is told the right way to the right people.
"Instrumental in hiring key people, including Country Manager, and delivering RPO."
GTM Leadership & Scale-up RPO
Goh Hattori
Senior Director,
Global Talent Acquisition, Splunk
Proprietary GTM Infrastructure.
Most agencies rely on Job Descriptions. We deploy a digital ecosystem that qualifies candidates, handles objections, and maps the market before the first interview.
Market Mapping
Exhaustive research on Japan-specific competitors and cost-of-entry variables to identify your specific "Target 100."
Review Mapping Sample →
Narrative Control
Digital Pitch Pages that educate candidates on your story, solving local market objections before they reach your inbox.
View Pitch Environment →
Candidate Intel
High-fidelity executive profiles that go beyond the resume—mapping cultural fit and technical competency in the Japan context.
Review Dossier Sample →
Referral Network
Our proprietary platform turning thousands of candidate interactions into a high-trust referral engine for your search.
Request Demo →Success in Japan is a result of intentional calibration.
High-stakes GTM hiring fails when market narrative and internal execution are disconnected. We tilt the odds in your favor by merging founding-level advocacy with high-context, low-friction execution.
Replacing generic outreach with market-specific storytelling that converts the "Passive 80%" of top-tier talent.
Leveraging established Tokyo GTM referral channels to access candidates protected from standard agency outreach.
Proprietary briefs and pitch environments designed to handle local objections before they become hiring blockers.
A mutual 24-36 hour feedback loop. In Tokyo's tight market, speed is a primary competitive advantage to secure "Tier 1" talent.
Direct lines to stakeholders for technical calibration, ensuring your mission is represented with accuracy and authority.
Brief weekly updates to recalibrate the hiring bar based on real-time market sentiment and competitor movement.