Remi Giudicelli 📌

Convergences Executive Search partners with Lim & Partner - Your ASEAN Consultancy Partner - Your ASEAN Consultancy Partner and Confluences ! I'm excited to announce that Convergences has signed a Memorandum of Understanding (MoU) with Lim & Partner, a regional powerhouse in talent acquisition, and Confluences, the catalyst for business opportunities in Cambodia and ASEAN! This strategic partnership will allow us to provide our clients with even more comprehensive recruitment and HR solutions across the Cambodian market. The partnership consolidates a wealth of experience in executive search, HR consulting, and a deep understanding of the Cambodian business landscape. Here's what this partnership brings to the table: ⚫ Expert Executive Search: Our proven approach combines industry best practices with deep market knowledge to identify top talent aligned with your specific needs. ⚫ Strategic HR Consulting: We go beyond recruitment, offering consulting services to foster a culture of performance and leadership development within your organization. ⚫ Personalized Solutions: We understand the importance of tailoring solutions to your unique business goals and the evolving Cambodian context. ⚫ Extensive Network and Regional Approach: With a wide network across ASEAN, we have access to a broader and more relevant talent pool. Check out www.convergences.asia to learn more! #Cambodia #Recruitment #HRConsulting #ASEAN

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Great points on scaling VC ecosystems.

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Ignition K.K. 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 Many agencies in Japan rely heavily on their top billers, often driven by the fear of losing them. While they may claim otherwise, a closer look usually reveals the truth. This approach is a significant mistake, leading to limited growth, missed revenue opportunities, and eventually the departure of the very people they tried to protect—either to other agencies or to start their own businesses. The same dynamic often applies to successful sales managers. Senior leadership, focused on maintaining the revenue stream, hesitates to disrupt the status quo, putting all their eggs in one basket. This often results in massive but hidden opportunity costs. This cycle repeats itself like clockwork, becoming a never-ending loop. It also affects company culture. When new consultants join, they often inherit a desk and client portfolio that’s been picked over, receiving only the accounts the top billers don’t want. This leads to poor performance, frustration, high turnover, and a negative impact on both the culture and future of the agency. Proper structure and planning must come first. Only after agencies have a clear framework in place should they assess how their top performers fit into it. Without this, they’ll never fully realize their potential to build a scalable team, division, or business. Moreover, they’ll miss out on creating exciting career opportunities for the next generation of recruiters and managers. #rec2rec #japan #ignitionkk #structure

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I recently read an insightful article on The Straits Times that highlights a renewed optimism in Singapore’s hiring landscape for Q4. According to the report, 46% of companies plan to boost headcount, with sectors like finance, transport & logistics, and communication services seeing the most growth. 💡 Key Growth Sectors: With the highest demand for talent forecasted in finance and real estate (net employment outlook up by 15%) and transport, logistics & automotive (up by 44%), companies in these sectors will be actively looking for the right professionals to fuel their expansion. 🏢 How Can AlwaysHired Support You? Our core services include recruitment, staffing, outsourcing, and comprehensive HR solutions. Our total solution approach, which prioritizes the needs of our clients, sets us apart in the industry. Whether you are in finance, transport & logistics, industrials, or information technology, our team is here to help you secure top talent to meet the growing market demands in Q4 and beyond. As Singapore moves into a phase of hiring expansion, it is essential to have a recruitment partner that understands your industry and can provide you with tailored workforce solutions. Let's discuss how we can support your growth! 📞 Office: +65 6980 8178 📱 Mobile: +65 9431 0593 ✉️ Email: [email protected] 🌐 Website: www.AlwaysHired.com.sg #HiringTrends #AlwaysHired #RecruitmentServices #TalentSolutions #Q4Hiring #SingaporeGrowth #WorkforcePlanning #IndustryTrends

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The debate over salary history disclosure is gaining traction worldwide, with many regions now moving toward policies that reduce pay discrimination. In parts of the U.S. and Europe, past pay information is often left out of negotiations entirely. However, in Asia, the approach remains more complex. Here, employers commonly request previous salary details or payslips, often withholding offers until this information is provided. This practice, entrenched in regional hiring norms, presents unique challenges for candidates and recruiters alike. In Asia, many employers still use salary history as a benchmark to determine new compensation, arguing that it helps maintain budget balance and internal pay equity. Given the wide variation in regional pay scales based on industry, multinational status, and location, this information helps align new hires with company standards. Yet, the requirement for salary history raises concerns about pay equity. Critics argue that tying offers to past compensation can lock candidates into pay gaps, particularly impacting women and other historically underpaid groups. For some top talent, salary history may also undervalue their current market worth, leading to frustration and disengagement. Globally, there’s momentum to focus on a candidate’s skills, experience, and potential impact over past pay. However, Asia’s transition has been slower, with many firms cautious about abandoning salary checks due to budget pressures and diverse pay structures across roles and regions. Still, a shift may be emerging. A growing number of companies are rethinking the need for salary history, recognizing that a candidate’s true value is best reflected in their skills and the demands of the new role. In the meantime, candidates uncomfortable with disclosing past pay can set transparent expectations by presenting clear salary ranges backed by market data. Ultimately, the question of salary history disclosure in Asia is multifaceted. As more companies look to attract top talent, adopting a skills- and market-based approach could be key to a fairer, more competitive hiring process—one that values candidates for their capabilities rather than outdated pay practices. https://lnkd.in/gjRmzu6S

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Our annual event is now only 3 weeks away, details ⬇ Do you know how to competitively compensate your executives in Japan? At FocusCore, we dive deep into the market. Every year, we conduct comprehensive research, engaging with both clients and candidates to gather critical insights on the factors that most impact hiring and retention in Japan. This effort culminates in our Annual Salary Guide. To celebrate the release of this year’s guide, we’re hosting an exclusive networking event featuring a panel discussion with prominent business leaders: Karsten Michaelis – President, DHL Japan Forwarding Shoko Nagayama – HR Director, Philips Japan Mario Stein – President, Red Bull Japan Key topics we’ll explore include: • Remote Work Strategies • Driving DEI Initiatives • Enhancing Diversity • Work-Life Balance Trends • Succession Planning • Attracting New Talent • Employer Branding • Integrating with Global Teams • Retaining Talent in a Competitive Market • The Economic Outlook for Japan This event is designed for Country Managers, CEOs, CFOs, and senior leaders in Supply Chain and HR. Beyond valuable insights, it’s also an opportunity to expand your network over great food and drinks. Date: October 16th Venue: L’Espace CCIFJ, Nihonbashi-honcho Tickets are limited. Don’t miss your chance to connect with top professionals and gain fresh perspectives. We look forward to seeing you there. Sign-up is in the comments section below!

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🚀 Official Launch: Robert Walters Salary Survey 2025! 🚀 We are super excited to share our 2025 Salary Survey, giving you an inside look at what professionals and companies are really focused on these days. Here are some of the key takeaways: - Flexibility in work arrangements is a top priority for job seekers, while employers are more focused on the skills candidates bring to the table than looking at their qualifications. - 66% of companies value professionals with problem-solving and critical thinking skillsets. - In 2024, nearly half (46%) of companies hired talent on a contract basis, and 86% of those contracts lasted 6 months or longer. A ton of more trends shaping the future of work can be found in our survey. Check out the full version and get the insights you need to make smarter career or hiring decisions: https://lnkd.in/gpU3nz6X We’d also love to hear your thoughts! Drop a comment below and share any hiring challenges you’re facing. Let’s tackle the future of work together! #RobertWaltersSingapore #Singapore #SalarySurvey #SingaporeWorkforce #CareerDecisions Kirsty Poltock Wendy Heng Faiz Modak Glen Chua Sachet Sethi Anarane T. Allie Teh Julian Ang Ivy Low

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Challenges Facing Electronic Manufacturing in Thailand Thailand's electronics manufacturing sector is crucial to its economy but faces significant challenges: 1. Supply Chain Disruptions: The sector's reliance on global supply chains makes it vulnerable to disruptions, such as those seen during the pandemic and ongoing geopolitical tensions. 2. Rising Labor Costs: Increasing wages are reducing Thailand's competitiveness compared to other low-cost manufacturing hubs like Vietnam. 3. Skilled Labor Shortage: The rapid technological advancements require specialized skills, but the gap between demand and supply of skilled workers is widening. 4.Technological Competition: To stay competitive against powerhouses like China and South Korea, Thai manufacturers must invest heavily in R&D, which is costly and risky. 5. Environmental Regulations: Stricter sustainability demands are increasing operational costs, requiring significant investment in new technologies. 6. Export Dependence: The industry is highly export-oriented, making it vulnerable to global market fluctuations and economic downturns in key markets. Addressing these challenges requires a collaborative effort from all stakeholders to ensure Thailand remains competitive in the global electronics manufacturing arena. JacksonGrant and JacksonGrant Executive provides strategic recruitment solutions to navigate these complexities. Contact us to learn more. #Manufacturing #Electronics #Thailand #SupplyChain #Innovation #Sustainability #recruitment #engineering

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A very interesting post from our colleague George Johnson in Japan with his 20 years of experience there serving the Technology Industry - I recommend you all read this and take note of the significant opportunity Japan represents and the changes in leadership and the level of impact Japan has on global business. #GeorgeJohnson #BeBoldBeBeaumont #BeaumontGroup

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In Southeast Asia, a one-size-fits-all market segmentation strategy simply doesn't work. 🌏 Discover how to unlock new opportunities with tailored strategies in our latest Let's Talk SEA Business podcast episode.

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"The closer the connection with them, less significant is the time elapsed between our last meeting and the next one." Having been a part of their journey as an investor right from the start, I pride myself as having that close connection with Team Motion Ventures - Shaun Hon, Belle Lim, Cliff Tan and Louisa Ching. We don't end up meeting often but whenever we do, we pick up effortlessly from the exact point where the last conversation ended. That is a clear sign of this close connection. It was great to catch up with them along with the new team members - Anders Vartdal and Susie Li. As always, these conversations are extremely interesting, stimulating and positive. It is amazing to see the variety of the ideas that Motion Ventures has invested in and, since I am now closely involved with one of those investments - FrontM, I can see the valuable support that startups get from both the team and other domain experts. With a Second Motion Ventures Fund in play now, these are exciting times and definitely worth investing into. Do get in touch with Shaun for more information on that. The cherry on top of the cake was the thoughtful items that they curated and gifted me for the holidays - a thought-provoking book, a lovely bookmark & a MV coat lapel (which I look forward to wear soonest)! Congrats Team Motion Ventures for a stellar 2024 and wishing them all the best for the holidays and for a super 2025. Hoping for many more such interactions in the years ahead. #motionventures #maritimetech #startups #vc #investinginfuture #investments #maritime #shipping #excitingtimes Nakul Malhotra Kiran Venkatesh James Ong, MBA, CPA Axel Tan Michael Jorgensen Krishnan Subramaniam FICS Luis Bernat (F.I.C.S.) Beng Tee Tan Yi Han Ng （黄翼航） Kris Ang Kenneth Lim Farid Belbouab Oliver Risse Takuya Sakamoto Niklas Holck

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Hiring Sentiment in Singapore Remains Soft, But Most Sectors Still Looking to Boost Headcount Despite a generally soft hiring sentiment, 44% of employers plan to hire for the July-September period, according to the latest survey. The finance and real estate sectors are notably cautious, with the net employment outlook dropping 30 percentage points to 15%. However, the transport, logistics, and automotive sector shows resilience with a robust 47% net outlook. Other highlights: - Communication services: -33% outlook, the only negative sector. - Overall net employment outlook: 20%. - Positive outlook in healthcare, life sciences, industrials, and materials sectors. - Smaller firms (10-49 employees) report the strongest outlook at 46%. At Elliott Scott HR, we are experiencing a rise in demand for COE roles, particularly in Rewards, HRIS/Analytics, and Talent Management. Companies are also seeking strong strategic HRBPs for newly created positions or to enhance and uplift current capabilities. If we can be of assistance please don't hesitate to reach out, [email protected] https://lnkd.in/g6x6mhpV

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In Japan, competitive pay is not enough anymore. If you're among the 68% of businesses struggling to retain talent, dive deeper with our Talent Trends 2024 report to uncover trends in this evolving landscape 🤝   Get more insights about the Japanese market from the below links: English: https://lnkd.in/gaZ-Uz2v Japanese: https://lnkd.in/gqN-AGbz   #TT24 #TalentRetention #Employment #TheExpectationGap

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Have you read our latest Talent Insights Report? If not, you might be missing out on building a future-proof talent strategy. We deep dive into global talent trends and challenges impacting Hong Kong's talent market, providing actionable strategies to help you win in this competitive market. Download the report today and take control of your talent pipeline: https://bit.ly/4bzBPRc #ConnectedGroup #StayConnected #TalentAcquisition #TalentInsights #HongKongTalent

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💡 Will Japan adopt a similar flexi-work guideline? 👨‍💼 Seeing plenty of compliments and opinions this week about the finalised announcement by the tripartite workgroup in Singapore. This is a huge step towards offering employees the channel to make an official case for increased working flexibility. 🚄 In the context of Japan, where rush hour train crowds, timings to drop off kids at the daycare, fixed working hours are common challenges that employees face, this will be a welcomed change. ➕ Companies who are early adopters or follow the framework closely may have the edge over talent attraction efforts too! https://lnkd.in/gZd-xG94

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Navigating Asia's complex business landscape? We've got the leaders you need. CFR Global Executive Search

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Do you know how to competitively compensate your executives in Japan? At FocusCore, we dive deep into the market. Every year, we conduct comprehensive research, engaging with both clients and candidates to gather critical insights on the factors that most impact hiring and retention in Japan. This effort culminates in our Annual Salary Guide. To celebrate the release of this year’s guide, we’re hosting an exclusive networking event featuring a panel discussion with prominent business leaders: Karsten Michaelis – President, DHL Japan Forwarding Shoko Nagayama – HR Director, Philips Japan Mario Stein – President, Red Bull Japan Key topics we’ll explore include: • Remote Work Strategies • Driving DEI Initiatives • Enhancing Diversity • Work-Life Balance Trends • Succession Planning • Attracting New Talent • Employer Branding • Integrating with Global Teams • Retaining Talent in a Competitive Market • The Economic Outlook for Japan This event is designed for Country Managers, CEOs, CFOs, and senior leaders in Supply Chain and HR. Beyond valuable insights, it’s also an opportunity to expand your network over great food and drinks. Date: October 16th Venue: L’Espace CCIFJ, Nihonbashi-honcho Tickets are limited. Don’t miss your chance to connect with top professionals and gain fresh perspectives. We look forward to seeing you there. Sign-up is in the comments section below! #ExecutiveLeadership #SalaryGuide #JapanBusiness #HiringStrategies #TalentManagement #LeadershipInsights FocusCore Japan Simon Jelfs Jamieson Paling Jonathan Cant Thomas Bangert Jack Stone Ed Chynoweth David Chong Lisa Yasuda

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Singapore's Recruitment Market Update: The latest quarterly report on the labour market reveals an increase in job vacancies in certain growth sectors. However, younger job seekers (below the age of 30) are taking longer to accept roles. The Ministry of Manpower (MOM) highlighted that the number of job vacancies rose in March, surpassing the number of unemployed individuals. Key growth sectors with heightened demand include health and social services, information and communications, professional services, as well as financial and insurance services. In March 2024, there were 89,000 job vacancies, reflecting a notable uptick from 79,800 in December 2023. #Singapore #Recruitment #JobMarket #LabourMarket #JobVacancies

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Kaizen—a Japanese term meaning continuous improvement—has become a buzzword in many industries today, but few embody this concept better than Toyota Motor Corporation. When I sold my search business to Recruit Holdings Co., Ltd., later rebranded as RGF Executive Search Japan , Kaizen became a cornerstone of our new Vision, Mission, and Values. John Tucker led the overhaul, and Kaizen was the value that leaders across Asia most readily embraced. I’m passionate about the idea of all staff contributing to continuous improvement. However, recruitment companies often remain too top-down, with the best they can offer being the ill-fated suggestion box (even we had one in the early days). These suggestion boxes tend to become repositories for anonymous complaints and impractical ideas, making it difficult for management to act on them. This often leads to frustration and distrust among employees, as their suggestions rarely lead to tangible changes. In contrast, Toyota’s approach empowers employees by embedding continuous improvement directly into their daily work. I recently listened to The Diary of a CEO by Steven Bartlett on Audible, where he discusses how Toyota has institutionalized Kaizen by transforming managers into "ideas coaches." At Toyota, every employee is encouraged to propose at least one idea per month. If accepted after moderation, the employee who suggested it is responsible for its implementation, ensuring the practicality and feasibility of the idea. This is known as Teian. There’s a valuable lesson here for recruitment companies. Embracing this approach could foster innovation and engagement by making continuous improvement a shared responsibility across the organization.

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