Our clients see 3-5X higher engineering productivity with genuinely elite technical talent.
The Brutal Truth About Technical Hiring in Japan
95% of "senior engineers" in the market aren't actually senior.
More than half of technical hires fail to meet expectations in Japan.
The average time-to-hire for technical roles in Japan is 12+ weeks.
The quality gap between average and exceptional technical talent isn't 20% or 30%. It's 10X. One truly elite engineer is worth TEN average ones in code quality, problem-solving, system design, innovation, and leadership.
Why Traditional Recruitment Methods Fail
Generalist Recruiters: Can't distinguish real engineering ability from buzzwords.
Self-Proclaimed "Tech Recruiters": Match keywords, not capability.
Job Boards & LinkedIn: Attract mostly mediocre, not exceptional, candidates.
Coding Tests: Reward memorization, not genuine ability.
Traditional Interviews: Favor presentation, not performance.
The result? Months of wasted time and mediocre hires.
The Employee Referral Paradox
A+ players refer other A+ players (when incentivized correctly)
B+ players refer C players (to look better by comparison)
Referrals have 20% better retention rates and reduce time-to-hire by 10~30%
Most companies exhaust quality referrals within 6-12 months
Referrals are not scalable for rapid or sustained long-term growth
Referrals are vital, but can't be your only strategy.
The Elite Technical Assessment Framework
Don't just evaluate technical skills. Assess the core cognitive capabilities that actually predict technical excellence and peak growth curve:
Abstract Reasoning: Pattern recognition in complex systems.
Inductive Reasoning: Generalizing rules from examples.
Deductive Logic: Applying principles to solve problems.
Coding Ability: Efficient, elegant, and robust code.
Working Memory Capacity: Juggling multiple concepts at once.
Cognitive Flexibility: Adapting to changing requirements.
Problem Decomposition: Breaking down complex challenges.
Algorithmic Thinking: Step-by-step solutions to hard problems.
Real Results, Real Companies
AI/ML Marketing Tech Division Hires Genius-Level On Normal Budgets
The Results: 5x more A+ engineers, interview-to-offer ratio improved from 12:1 to 3:1.
What Our Clients Say
"Usually hiring elite engineers wouldn't be possible for us with our budget. After working with Dan for the last 4 years, not only did we attract world class talent, but our products took off, the codebase improved significantly, our retention and culture improved, and it became easier to attract better people. It was an incredible initial result and an even better long-term transformation." — Section Head AI Marketing (Major Tech Giant)
"Coming from Google, my expectations are usually impossible in the Japan market. Dan and his team got us what we needed both within Japan and from overseas at a crazy price point and on contract, which helped us move quickly. Very impressed." — Director of Engineering, Major Mobility Company
"We had to reduce headcount because of company decisions, but still needed to produce products and services. By hiring excellent candidates from Dan, we could achieve more quality and output with fewer people. It was a big investment but the ROI was satisfying." — General Manager, Japanese Commerce Giant
The Data Doesn't Lie
51% of roles filled within 4 weeks (vs. 12+ week industry average)
10% better retention across hundreds of placements
3-4X productivity improvement reported by hiring managers
90%+ client re-engagement rate
These aren't vanity metrics. They're business outcomes.
How the Process Works
Technical Requirements Analysis: We analyze the actual technical challenges your team faces.