Pitch N Hire's executive search helps Tokyo, Japan companies hire senior engineering and leadership roles — heads of engineering, architects, and functional leaders — through a discreet, research-led process. PNH maps the market, approaches passive candidates and runs structured assessment, so a Tokyo business fills business-critical leadership roles with rigour rather than relying on inbound applications.
Executive search is a targeted, research-led method for hiring senior and hard-to-fill leadership roles, where the best candidates are usually employed and not actively applying. Instead of posting a job and waiting, Pitch N Hire maps the relevant talent market, discreetly approaches qualified passive candidates, and runs structured, evidence-based assessment against the role's real requirements. This is used for engineering leadership, architecture, and specialist senior roles where a wrong hire is expensive and confidentiality matters. PNH's search process pairs experienced recruiters with structured interview tooling to keep the assessment consistent and defensible, whether the role is based locally or leads an offshore team.
We work with you to define the mandate — responsibilities, the outcomes the leader must deliver, and the competencies and experience that predict success in your context.
PNH researches and maps the relevant talent market, building a longlist of qualified people in comparable roles at comparable organisations — including those not actively looking.
Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.
Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.
You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.
Research-led search suits senior and business-critical roles where a mis-hire is costly:
Tokyo is the centre of gravity for Japanese technology, hosting the headquarters of major electronics, gaming, e-commerce and financial firms alongside the country's largest concentration of startups and global engineering offices. Demand for cloud, web and platform engineers is relentless, but a shrinking domestic talent supply, limited English fluency and cautious, seniority-based hiring keep the market tight and competition for capable engineers unusually fierce.
Tokyo talent runs deep in enterprise systems, fintech, gaming and large-scale web, with strong skills in Java, Ruby, Go, PHP and cloud infrastructure. The city draws graduates from Japan's top universities and hosts most of its senior engineering base — yet English-capable developers remain a minority, and rigid job-tenure norms slow lateral hiring, which is why Tokyo teams often blend in offshore engineers for capacity.
Tokyo commands Japan's highest developer pay, with senior software engineers frequently in the region of ¥8M–¥13M per year (roughly 800万–1,300万), plus employer costs. Offshore augmentation from India typically delivers comparable seniority in English-speaking teams at a materially lower blended rate, which is why cost-conscious Tokyo companies run hybrid on-site plus offshore models.
For Tokyo founders and engineering leaders, an offshore pod is often the fastest route to added capacity: PNH sources and vets English-speaking India-based engineers, overlaps the JST afternoon with India's morning across roughly a three-and-a-half-hour gap, and runs employment and compliance through its Employer of Record — so there is no Japanese entity to establish and no local headcount to absorb.
You can engage Pitch N Hire in whichever way fits your Tokyo team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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