August 18, 2025 • 19 mins
💰 In this high-energy episode of Executive Search in Japan, we reveal how ambitious recruiters are earning 50 million yen per year—sometimes more—in one of the world’s most talent-hungry markets. This is the inside story of Japan’s executive search industry, where placement fees are massive, competition is fierce, and top billers are rewriting their financial futures.
We’ll cover:
- The secret to uncapped earnings in Japan’s commission-driven recruitment world
- Real success stories from foreign recruiters who made the leap—and made a fortune
- Why recruiting is equal parts sales, psychology, hustle, and cultural intelligence
- The pros, cons, and lifestyle behind high-stakes headhunting in Japan
- How the shortage of bilingual executives has created a once-in-a-generation opportunity
If you’ve ever thought about changing careers, leveling up your income, or building a business in Japan—this episode could be your blueprint. The barriers are lower than you think. The rewards? Potentially life-changing.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 01 (00:00):
Welcome to the Deep Dive.
Today, we're pulling back thecurtain on a really fascinating
career path, recruitment inJapan.
It gets talked about, sure, butmaybe not always understood in
depth.
So we're diving into what itreally takes to, well, to thrive
as a recruiter in one of theworld's most dynamic and, let's
face it, unique job markets.
Speaker 00 (00:21):
Absolutely.
And our mission here for thisDeep Dive is really to cut
through all the noise.
Speaker 01 (00:25):
Yeah, there's a lot out there.
Speaker 00 (00:26):
There is.
We've gathered insights from,well, quite a few sources are
articles, podcasts featuringindustry folks like Alex Jenner,
Alex Zobelli, Misha Yurchenko,Gary Bremmerman, Tiffany Rhodes.
Speaker 01 (00:38):
Some real experts.
Speaker 00 (00:39):
Exactly.
And from their experiences, wewant to pull out the most
crucial nuggets.
What does it actually mean tobe an expat professional
recruiter in Tokyo?
How does the industry adaptthere?
And what are the skills, thechallenges, and importantly, the
rewards?
Speaker 01 (00:55):
Think of this as your shortcut, your way to get
genuinely well-informed aboutthis pretty intriguing career.
We'll have some surprisingfacts, maybe a little bit of
humor to keep you hooked.
Sounds good.
So let's kick things off.
The big question, why?
What makes recruitment in Japanso well?
so appealing, especially forforeigners.
(01:15):
I mean, we're talking about oneof the world's largest job
markets.
It's definitely intriguing.
Competitive, yes, but alsoperhaps surprisingly quite
foreigner-friendly in thissector.
Speaker 00 (01:25):
Yeah, that's a key point.
And you really can't ignore thecompensation.
That's a huge draw for manypeople.
Speaker 01 (01:31):
Okay, let's talk numbers then.
Speaker 00 (01:32):
Right.
So for beginners, it's prettycommon to expect somewhere in
the range of, say, $6 million to$10 million annually.
Speaker 01 (01:39):
That's a strong start.
Speaker 00 (01:40):
It is.
But here's where it gets reallyinteresting.
Top performers...
They can earn significantlymore.
Speaker 01 (01:47):
Like how much more?
Speaker 00 (01:48):
Well, we're talking about some agency recruiters
pulling in 10 to 20 million yenand the absolute, you know, the
very best.
They can hit 45, even 50million yen or potentially more
in a year.
Wow.
Okay.
And even internal recruiterswho, you know, often have higher
base salaries to start, theysee a range too.
Maybe 4.5 million up to 15million for senior roles.
Speaker 01 (02:08):
And it's not just about sticking around longer,
right?
Speaker 00 (02:12):
Not entirely.
Experience matters, obviously.
But what's interesting is thateducation can play a role, too.
Someone with a master's degreemight potentially earn like 58
percent more than someone just abachelor's.
Speaker 01 (02:24):
Huh.
That's great.
Specific.
So those numbers are definitelycompelling.
But is there a catch?
What's the tradeoff for thatkind of earning potential,
especially if you're new?
Speaker 00 (02:36):
Well, it's definitely performance driven.
So the pressure, yeah, it canbe high, but the rewards are
absolutely there if you deliver.
Speaker 01 (02:43):
Right.
Speaker 00 (02:44):
And, you know, beyond just the money, there's
some really unique advantages.
You get this direct sort ofunfiltered exposure to the pulse
of the Japanese businessmarket.
Speaker 01 (02:54):
Ah,
Speaker 00 (02:54):
okay.
And that gives you invaluableinsights you just, you wouldn't
get elsewhere.
Speaker 01 (02:58):
Absolutely.
And then there's thenetworking, right?
I remember the Misha Yershenkotalking about
Speaker 00 (03:01):
this.
You're
Speaker 01 (03:02):
constantly meeting people.
They could become futurefriends, business partners, or
just, you know, expand yourwhole professional circle.
And he said that was valuableeven after he left the industry.
Yeah.
Speaker 00 (03:11):
Totally.
It sticks with you.
And it's also kind of a naturalpipeline for career growth.
There are clear paths to moveup into management or maybe
transition into broader HR roleslike an HR generalist or HR
business partner.
Speaker 01 (03:24):
So it opens doors beyond just recruitment itself.
Speaker 00 (03:27):
Definitely.
And think about the skills yougain.
It's not just a list.
It's the intensity you developthem with.
Speaker 01 (03:33):
How so?
Speaker 00 (03:34):
Well, recruitment is almost like a fast track real
world MBA program.
Seriously, you're compressingyears of business fundamentals,
sales, marketing, BD, writing,customer support, negotiating
contracts, buildingrelationships, research.
All at once.
All at once, exactly.
It's incredibly dynamic, veryhands-on.
Lots of recruiters go on tostart their own businesses or
(03:56):
they join major companies intotally different roles.
I mean, a strong HR backgrounddeveloped like this could even
set you up to be a CEOeventually.
Speaker 01 (04:04):
That's a really powerful point about those
transferable skills.
It does sound like amasterclass in business.
And you mentioned You mentionedMisha Yurchenko earlier.
I remember him sharing thatanecdote about like doubling,
tripling, then quadrupling hissalary in his first three years.
Speaker 00 (04:17):
Yeah, pretty amazing story.
Speaker 01 (04:17):
How common is that kind of, you know, rocket
trajectory or what makes someonecapable of that?
Speaker 00 (04:24):
Well, Misha's story is definitely exceptional, let's
be clear.
But it really highlights thepotential for rapid growth in
that kind of high performancesetting.
It's about combining thoseskills we talked about with, you
know, extreme dedication andprobably some smarts.
strategy too
Speaker 01 (04:40):
okay so if all that sounds appealing let's pull back
the curtain a bit more whatdoes a recruiter's day or maybe
their week actually look like isthere such a thing as a typical
day
Speaker 00 (04:51):
huh probably not and maybe that's part of the appeal
for some people the corefunction yeah it's simple on
paper
Speaker 01 (04:56):
right
Speaker 00 (04:57):
help companies find talent
Speaker 01 (04:58):
right
Speaker 00 (04:59):
but doing it far from simple Alex Jenner
apparently compared the arts andscience of it to Apple's
philosophy.
Speaker 01 (05:05):
Interesting.
How so?
Speaker 00 (05:06):
Meaning it's a blend.
You need creativity, intuition,but also a really systematic,
data-driven approach to succeed.
Speaker 01 (05:14):
Okay, so break it down.
On any given day, what mightyou actually be doing?
Speaker 00 (05:18):
Right, so you've got the candidate side.
That means scouting for newtalent, LinkedIn, other job
boards, meeting candidates, bothprospective ones and ones
you've worked with before,helping them prep for
interviews, scheduling thoseinterviews, and then crucially,
navigating offers andcompensation.
Speaker 01 (05:36):
That's a lot already.
Speaker 00 (05:37):
And that's just one side.
Then there's the client side.
That means finding new clients.
It's business development orBD, attending client meetings,
negotiating contracts, fees,updating your existing clients
on how the search is going,scheduling interviews for them.
Speaker 01 (05:51):
Okay, got it.
Client side, candidate side.
Anything else?
Speaker 00 (05:54):
Yep.
There's the internal stuff too.
Team meetings, managing yourKPIs, key performance
indicators.
Speaker 01 (06:00):
Ah, the targets.
Speaker 00 (06:01):
Exactly.
Your measurable goals.
Misha Yurchenko mentionedhaving a target of sending like
15 resumes to clients everysingle week and getting direct
feedback if you didn't hit that.
Speaker 01 (06:11):
Wow.
15 a week.
Okay.
Speaker 00 (06:12):
So yeah, keeps you busy.
And that brings us to a reallyimportant point.
Not all recruiters are thesame.
There are different types.
Speaker 01 (06:19):
Right.
Tell us about those.
Speaker 00 (06:20):
Okay.
So the two main ones you'llprobably hear about are internal
or corporate recruiters.
They work directly for onecompany.
Their whole focus is fillingroles within that specific
organization.
They often have higher basesalaries, generally speaking,
but usually fewer or smaller bigbonuses compared to agency
folks.
Tiffany Rhodes mentioned theycan't really headhunt directly,
(06:42):
so they rely more on peopleapplying organically, LinkedIn
profiles, referrals, andsometimes working with external
agencies.
Speaker 01 (06:50):
Gotcha.
So the other type.
Speaker 00 (06:52):
That's external or agency recruiters.
They work for a recruitmentagency, acting as sort of the
middleman between multiplecompanies and job seekers.
Speaker 01 (07:00):
Okay, the go-between.
Speaker 00 (07:01):
Exactly.
And they get paid a fee by theclient company when they
successfully place someone.
Often, it's around 35-40% ofthe candidate's first year
salary.
Speaker 01 (07:10):
Ah, so that's where the big earning potential comes
in.
Speaker 00 (07:12):
Precisely.
Tiffany Rhodes highlightedthis.
Their base pay might be moremoderate, but they have these
high commission multipliers.
And perks too, like incentivetrips.
Think Cebu, Dubai, places likethat.
Speaker 01 (07:23):
Nice.
Any other types worthmentioning briefly?
Speaker 00 (07:27):
Yeah.
You sometimes hear aboutheadhunters.
They really focus on verysenior, highly qualified staff.
Then there are talentacquisition specialists who
might look more at future hiringneeds, employer branding, that
sort of thing.
And of course, freelancers whowork project by project.
Speaker 01 (07:42):
It definitely sounds like a role with many facets
and not exactly a nine to five,is it?
Speaker 00 (07:48):
No, definitely not.
It can be pretty allencompassing, as you said.
Long hours are common.
Speaker 01 (07:53):
Tiffany Rhodes called it a work hard, play hard
culture.
Speaker 00 (07:56):
Yeah, that sounds about right for many agencies.
Misha Yurchenko even talkedabout struggling with burnout
early on because he didn'tseparate work and life enough.
He was actually grateful laterwhen a manager basically forced
him to take a vacation.
Speaker 01 (08:11):
Wow.
So what's the secret then?
How do you manage thatintensity without just, you
know, flaming out?
Speaker 00 (08:16):
That's the million dollar question, isn't it?
I think it really comes down tosetting boundaries, which is
super hard in a commissiondriven job.
Speaker 01 (08:23):
Right.
Because time is literallymoney.
Speaker 00 (08:25):
Exactly.
But like Misha found, maybe agood manager helps or maybe you
just have to build thatstructure for yourself.
Otherwise, the temptation tochase every single lead, no
matter the hour, it's verystrong.
Speaker 01 (08:38):
Okay, so we've covered the practical stuff, the
different roles, the intensity.
This really brings us to thecore, doesn't it?
What kind of person actuallythrives in this?
What skills do you absolutelyneed?
And what about the uniquechallenges of doing this in
Japan specifically?
Yeah,
Speaker 00 (08:53):
great questions.
I think one thing that came upagain and again in the sources,
tenacity is critical.
Speaker 01 (08:59):
Tenacity.
Speaker 00 (09:00):
Yes, because as Tiffany Rose put it and Gary
Bremmerman agreed, recruitmentis the business of rejection.
Unknown (09:07):
Oof.
Speaker 01 (09:08):
That phrase really hits home, the business of
rejection.
Speaker 00 (09:10):
It does.
You're constantly hearing no.
Speaker 01 (09:13):
Yeah.
Speaker 00 (09:13):
From potential clients, from candidates turning
down offers, from interviewsthat just don't work out.
It demands incredibleresilience.
You have to be able to bounceback.
Speaker 01 (09:21):
So it sounds like it's definitely not a role for
the faint of heart.
What's maybe the single mostimportant mindset shift someone
needs to make to survive that,let alone thrive, when you're
facing constant no's?
Speaker 00 (09:32):
That's a good way to put it.
I think it's truly aboutlearning to detach your personal
self-worth from the outcome ofany single interaction.
Speaker 01 (09:41):
Easier said than done, I
Speaker 00 (09:42):
imagine.
Oh, absolutely.
But you learn, hopefully, tosee each rejection not as a
failure, but just as, you know,moving one step closer to a yes
and maybe analyzing why it was ano.
What can you learn?
rather than taking itpersonally.
That resilience, it gets builtbrick by brick.
Speaker 01 (09:59):
That makes a lot of sense.
Okay, so beyond that mentaltoughness, that resilience, what
other skills are on themust-have list?
Speaker 00 (10:06):
Well, being a people person is pretty crucial.
Even if you're naturallyintroverted, you need to be able
to turn on the outgoing side tobuild trust and network
effectively.
Speaker 01 (10:14):
Right.
Speaker 00 (10:15):
Multitasking, time management, being really
organized, those arenon-negotiable.
You're juggling so manydifferent things simultaneously.
Speaker 01 (10:22):
Candidates, clients, internal targets.
Speaker 00 (10:24):
Yeah.
Yeah, exactly.
Creative thinking is also key.
Matching candidates with rolesthat maybe aren't the most
obvious fit at first glance.
Speaker 01 (10:33):
Seeing the potential connection.
Speaker 00 (10:34):
Yeah.
And then, of course, strongpersuasion and negotiation
skills are absolutely vital.
Plus, you need reasonably goodIT skills these days, navigating
recruitment software, usingsocial media for sourcing and
branding.
Unknown (10:48):
Okay.
Speaker 01 (10:48):
That brings us to a really crucial point for doing
this in Japan.
Japanese language skills.
How essential are they for aforeign recruiter?
Speaker 00 (10:56):
It's an interesting one.
It's not always compulsory,actually.
Especially in many of the biginternational firms, they might
operate largely or even entirelyin English.
Speaker 01 (11:06):
Oh, okay.
Speaker 00 (11:06):
However, having proficiency in Japanese, it
definitely opens up a much widerrange of opportunities.
Misha Yurchenko found,personally, he was like 10x
faster working purely inEnglish.
Wow.
But he also acknowledged that BBeing in a pure English bubble
might not help you maintain orimprove your Japanese.
And Tiffany Rhodes, doinginternal recruitment, mentioned
that over half, like 50%, of herinterviews are actually
(11:28):
conducted in Japanese.
Speaker 01 (11:30):
So it clearly adds value and opens doors, even if
it's not strictly requiredeverywhere.
Speaker 00 (11:35):
Precisely.
It broadens your scopesignificantly.
Speaker 01 (11:37):
Now let's talk about the market itself.
What are the unique challengesrecruiters face specifically in
Japan?
You hear it's tough.
Speaker 00 (11:44):
It is.
One major thing is it's oftendescribed as a candidate short
market.
Speaker 01 (11:49):
Meaning?
Speaker 00 (11:50):
Meaning it's really tough to find enough qualified
talent to fill all the openroles, especially bilingual
professionals.
They're like gold dust.
Speaker 01 (11:58):
Ah.
Okay.
Why is that?
Speaker 00 (12:00):
Multiple factors, probably demographics, maybe
education system focus.
But the result is high demand,low supply for certain skill
sets.
And adding to that difficultyis LinkedIn usage.
Speaker 01 (12:13):
Right.
You mentioned this earlier.
It's low.
Speaker 00 (12:15):
Surprisingly low compared to many other
countries.
Like only about 2.3% of thepopulation in Japan uses it
actively, merely.
Compare that to, say,Singapore, where it's closer to
48%.
Speaker 01 (12:25):
Wow.
That's a huge difference.
What's the biggest hurdle thatlow LinkedIn usage creates for
recruiters and how do they evenget around that?
Speaker 00 (12:32):
Well, it means you can't just rely on LinkedIn
recruiter subscriptions like youmight elsewhere.
You have to get way morecreative with sourcing.
Like what?
Building deeper personalnetworks, attending more
industry events, maybe usingmore traditional methods like
referrals, introductions, usingother local job boards.
It forces a more multifacetedapproach.
Speaker 01 (12:53):
Makes sense.
Speaker 00 (12:54):
And beyond just finding people, there are
barriers for attractinginternational talent to Japan.
The country sometimes ranksrelatively low in global surveys
on attracting and retainingforeign professionals.
Speaker 01 (13:05):
Why is that?
Speaker 00 (13:06):
Often cited reasons include language barriers, of
course, but also culturaldifferences, things like
traditional work styles.
Speaker 01 (13:13):
Yeah.
Speaker 00 (13:13):
You know, expectations around company
loyalty, the Senpai Kohaihierarchical relationship.
The
Speaker 01 (13:18):
senior-junior dynamic.
Speaker 00 (13:19):
Exactly.
And then there are perceptions,right or wrong, about things
like overwork or potentialdiscrimination.
These can all be hurdles.
Speaker 01 (13:26):
Okay, so if we connect this back to the
listener, someone thinking aboutgetting into this, finding a
good recruitment firm soundsabsolutely crucial given all
these complexities.
How do you even go about that
Speaker 00 (13:37):
yeah that's that's vital thorough research is step
one you really need to dig intothe company culture what are
their KPIs like are theyrealistic how big is the company
sometimes larger firms havebetter more structured training
programs which can be good forbeginners
Speaker 01 (13:54):
with us
Speaker 00 (13:55):
look at their specific industry focus does it
interest you and critically lookat the team you'd potentially
be joining most importantly yourdirect manager People often say
your manager can make or breakyour success and happiness in
recruitment.
Speaker 01 (14:09):
Really?
That's significant.
Speaker 00 (14:11):
Absolutely.
So spend...
Significant time with themduring the interview process.
Really try to get a feel fortheir management style.
Ask questions.
Speaker 01 (14:19):
And what about red flags?
Things to watch out for.
Speaker 00 (14:21):
Definitely be wary of the bad apples.
Firms known for having superaggressive, maybe cutthroat
environments or places that lacktransparency, especially around
salary and bonus structures.
You want clarity on how you getpaid.
Speaker 01 (14:33):
So how can you check that stuff out?
Speaker 00 (14:35):
One good piece of advice is try to speak to former
employees.
You can often find them onLinkedIn.
Do your due diligence.
Ask them about theirexperience.
Speaker 01 (14:43):
Smart.
Speaker 00 (14:44):
And ultimately, trust your gut feeling during
the interviews.
Does it feel right?
As for the interviewsthemselves, be prepared.
Research the market you'd becovering.
Be ready to clearly explainyour motivation why recruitment.
Often they want to hear thatyou want to work hard and be
rewarded for it.
Speaker 01 (15:00):
Makes sense, given the commission structure.
Speaker 00 (15:02):
Right.
And use the STAR methodsituation, task, action, result
to give concrete examples.
Examples of hitting targets,sure, but also maybe learning
from failures.
Be ready for role-playingscenarios, too.
They often use those.
Speaker 01 (15:15):
Okay.
That's really practical advice.
So let's zoom out again.
You've navigated this demandingworld.
You've maybe been inrecruitment in Japan for a
while.
What does it all mean for yourlonger-term career path?
and maybe even just life inJapan?
It's
Speaker 00 (15:29):
a good question because let's be honest, there
is high turnover rate inrecruitment.
Lots of people do leave withinthe first six to 12 months.
It's not for everyone.
Right.
But even if you do leave, theexperience is almost always seen
as a really valuable steppingstone.
Those skills we talked about,they are incredibly portable,
especially to other fields likesales, marketing, even general
(15:51):
management.
Speaker 01 (15:51):
And you mentioned entrepreneurship earlier too.
Speaker 00 (15:54):
Yeah, it can definitely be a springboard.
Misha Yurchenko's example isgreat here.
He started his own dronecompany, structured as a Goto
Geisha, or GKLLC.
That's Japan's version of alimited liability company.
Speaker 01 (16:06):
And he did that partly to sponsor his own visa.
Speaker 00 (16:09):
Exactly.
Which is a path some foreignerstake.
And what's interesting is theupfront capital needed for a GK
can be surprisingly low, liketechnically as little as 100,
though you'll need more forpractical reasons.
And he emphasized how workingwith a good lawyer made that
whole process much smoother.
Speaker 01 (16:25):
That's fascinating.
So beyond recruitment itself,what about general career advice
for foreigners working in Japanbased on what these experts
shared?
Speaker 00 (16:33):
Well, connecting this to the bigger picture.
Beyond just your professionalskills, that cultural
sensitivity piece is huge.
Adapting to local norms,understanding communication
styles, maybe not always needingto be the loudest person in the
room, as one source put it.
That stuff matters for broadersuccess and integration.
(16:53):
Soft skills are key.
Very key.
Also, someone mentionedconsidering the travel tech
industry right now.
Given recent growth trends andbig events like the Olympics
boosting
Speaker 01 (17:02):
tourism.
Interesting sector.
Speaker 00 (17:05):
And another really practical tip.
If possible, try to physicallybe in Japan when you're
seriously job hunting.
For networking, yes, but alsofor meeting companies
face-to-face before you acceptan offer.
It lets you really get a feelfor the company culture, the
office vibe.
See if it's truly the right fitfor you.
Speaker 01 (17:23):
That's excellent advice.
You know, this reminds me ofGary Bremmerman's work, his
Happy Mondays initiative, andthe Career Kaizen course he
runs.
Speaker 00 (17:29):
Ah, yes, focusing on job satisfaction.
Speaker 01 (17:31):
Yeah, exactly.
He helps people find that,accelerate their growth by
really emphasizing the need fora clear vision, a mission for
your career, and that idea ofcontinuous learning or kaizen.
I thought it was interestingthat Gary himself apparently
believes in never trulyretiring, but instead finding
more balance later in life.
Like he has this dream ofbuilding a pickleball facility
(17:52):
down in Anjuku.
Speaker 00 (17:53):
Ah, I love that.
It speaks to finding meaningand purpose beyond just the
grind, right?
Speaker 01 (17:58):
Totally.
Which kind of begs thequestion, How do you actually
get there?
How do you move towards thatsatisfaction or balance?
Speaker 00 (18:04):
Well, Gary's work, and I think the broader message
from a lot of these sources,really reinforces the idea that
taking consistent action is key.
And having accountabilitypartners, like maybe people in
his course or just mentors orpeers who help keep you on
track.
Speaker 01 (18:20):
Right, support system.
Speaker 00 (18:21):
Exactly.
Those are crucial for movingforward in your career, even if
it feels slow sometimes.
Just small, consistent stepscan add up to significant
progress over time.
Speaker 01 (18:31):
So let's try to synthesize all this, our deep
dive today.
What are the main takeaways forsomeone listening?
Speaker 00 (18:36):
Okay.
I think first, there's immenseopportunity in Japanese
recruitment, especially forforeigners.
The earning potential can bereally attractive.
Speaker 01 (18:44):
Right.
Speaker 00 (18:44):
But it's challenging.
It's a demanding, oftenhigh-pressure reality.
It requires real tenacity,strong communication skills,
that knack for buildingrelationships we talked about.
Speaker 01 (18:56):
Got it.
Opportunity but requiresresilience.
Speaker 00 (18:58):
Definitely.
The skills you develop, though,are incredibly valuable and
highly transferable.
Recruitment can genuinely opendoors to all sorts of different
career paths, maybe includingentrepreneurship, like we saw.
And ultimately, it can lead toa really fulfilling life and
career in Japan if it's theright fit for you.
Speaker 01 (19:16):
A potential path to a fulfilling life there.
Okay.
Speaker 00 (19:19):
So maybe a final thought to leave people with.
There's always more to learn,isn't there?
Speaker 01 (19:24):
Always.
Speaker 00 (19:25):
And perhaps the most valuable knowledge isn't just
understanding something, butfiguring out how to actually
apply what you've learned.
Like Gary Brummerman's idea.
Speaker 01 (19:33):
Yeah.
Speaker 00 (19:34):
Maybe there's no single perfect dream job out
there waiting to be found.
But consistently dreaming aboutwhat could be, thinking about
your ideal scenario, and thencrucially taking those small
actionable steps towards it.
That process itself can open uppossibilities and keep you
moving forward.
So maybe the question for you,the listener, is what do Happy
Mondays really mean for yourcareer journey?
(19:55):
And how could you startbuilding towards them?
Maybe just one small step at atime.
Welcome to the Deep Dive.
Today, we're pulling back thecurtain on a really fascinating
career path, recruitment inJapan.
It gets talked about, sure, butmaybe not always understood in
depth.
So we're diving into what itreally takes to, well, to thrive
as a recruiter in one of theworld's most dynamic and, let's
face it, unique job markets.
Speaker 00 (00:21):
Absolutely.
And our mission here for thisDeep Dive is really to cut
through all the noise.
Speaker 01 (00:25):
Yeah, there's a lot out there.
Speaker 00 (00:26):
There is.
We've gathered insights from,well, quite a few sources are
articles, podcasts featuringindustry folks like Alex Jenner,
Alex Zobelli, Misha Yurchenko,Gary Bremmerman, Tiffany Rhodes.
Speaker 01 (00:38):
Some real experts.
Speaker 00 (00:39):
Exactly.
And from their experiences, wewant to pull out the most
crucial nuggets.
What does it actually mean tobe an expat professional
recruiter in Tokyo?
How does the industry adaptthere?
And what are the skills, thechallenges, and importantly, the
rewards?
Speaker 01 (00:55):
Think of this as your shortcut, your way to get
genuinely well-informed aboutthis pretty intriguing career.
We'll have some surprisingfacts, maybe a little bit of
humor to keep you hooked.
Sounds good.
So let's kick things off.
The big question, why?
What makes recruitment in Japanso well?
so appealing, especially forforeigners.
(01:15):
I mean, we're talking about oneof the world's largest job
markets.
It's definitely intriguing.
Competitive, yes, but alsoperhaps surprisingly quite
foreigner-friendly in thissector.
Speaker 00 (01:25):
Yeah, that's a key point.
And you really can't ignore thecompensation.
That's a huge draw for manypeople.
Speaker 01 (01:31):
Okay, let's talk numbers then.
Speaker 00 (01:32):
Right.
So for beginners, it's prettycommon to expect somewhere in
the range of, say, $6 million to$10 million annually.
Speaker 01 (01:39):
That's a strong start.
Speaker 00 (01:40):
It is.
But here's where it gets reallyinteresting.
Top performers...
They can earn significantlymore.
Speaker 01 (01:47):
Like how much more?
Speaker 00 (01:48):
Well, we're talking about some agency recruiters
pulling in 10 to 20 million yenand the absolute, you know, the
very best.
They can hit 45, even 50million yen or potentially more
in a year.
Wow.
Okay.
And even internal recruiterswho, you know, often have higher
base salaries to start, theysee a range too.
Maybe 4.5 million up to 15million for senior roles.
Speaker 01 (02:08):
And it's not just about sticking around longer,
right?
Speaker 00 (02:12):
Not entirely.
Experience matters, obviously.
But what's interesting is thateducation can play a role, too.
Someone with a master's degreemight potentially earn like 58
percent more than someone just abachelor's.
Speaker 01 (02:24):
Huh.
That's great.
Specific.
So those numbers are definitelycompelling.
But is there a catch?
What's the tradeoff for thatkind of earning potential,
especially if you're new?
Speaker 00 (02:36):
Well, it's definitely performance driven.
So the pressure, yeah, it canbe high, but the rewards are
absolutely there if you deliver.
Speaker 01 (02:43):
Right.
Speaker 00 (02:44):
And, you know, beyond just the money, there's
some really unique advantages.
You get this direct sort ofunfiltered exposure to the pulse
of the Japanese businessmarket.
Speaker 01 (02:54):
Ah,
Speaker 00 (02:54):
okay.
And that gives you invaluableinsights you just, you wouldn't
get elsewhere.
Speaker 01 (02:58):
Absolutely.
And then there's thenetworking, right?
I remember the Misha Yershenkotalking about
Speaker 00 (03:01):
this.
You're
Speaker 01 (03:02):
constantly meeting people.
They could become futurefriends, business partners, or
just, you know, expand yourwhole professional circle.
And he said that was valuableeven after he left the industry.
Yeah.
Speaker 00 (03:11):
Totally.
It sticks with you.
And it's also kind of a naturalpipeline for career growth.
There are clear paths to moveup into management or maybe
transition into broader HR roleslike an HR generalist or HR
business partner.
Speaker 01 (03:24):
So it opens doors beyond just recruitment itself.
Speaker 00 (03:27):
Definitely.
And think about the skills yougain.
It's not just a list.
It's the intensity you developthem with.
Speaker 01 (03:33):
How so?
Speaker 00 (03:34):
Well, recruitment is almost like a fast track real
world MBA program.
Seriously, you're compressingyears of business fundamentals,
sales, marketing, BD, writing,customer support, negotiating
contracts, buildingrelationships, research.
All at once.
All at once, exactly.
It's incredibly dynamic, veryhands-on.
Lots of recruiters go on tostart their own businesses or
(03:56):
they join major companies intotally different roles.
I mean, a strong HR backgrounddeveloped like this could even
set you up to be a CEOeventually.
Speaker 01 (04:04):
That's a really powerful point about those
transferable skills.
It does sound like amasterclass in business.
And you mentioned You mentionedMisha Yurchenko earlier.
I remember him sharing thatanecdote about like doubling,
tripling, then quadrupling hissalary in his first three years.
Speaker 00 (04:17):
Yeah, pretty amazing story.
Speaker 01 (04:17):
How common is that kind of, you know, rocket
trajectory or what makes someonecapable of that?
Speaker 00 (04:24):
Well, Misha's story is definitely exceptional, let's
be clear.
But it really highlights thepotential for rapid growth in
that kind of high performancesetting.
It's about combining thoseskills we talked about with, you
know, extreme dedication andprobably some smarts.
strategy too
Speaker 01 (04:40):
okay so if all that sounds appealing let's pull back
the curtain a bit more whatdoes a recruiter's day or maybe
their week actually look like isthere such a thing as a typical
day
Speaker 00 (04:51):
huh probably not and maybe that's part of the appeal
for some people the corefunction yeah it's simple on
paper
Speaker 01 (04:56):
right
Speaker 00 (04:57):
help companies find talent
Speaker 01 (04:58):
right
Speaker 00 (04:59):
but doing it far from simple Alex Jenner
apparently compared the arts andscience of it to Apple's
philosophy.
Speaker 01 (05:05):
Interesting.
How so?
Speaker 00 (05:06):
Meaning it's a blend.
You need creativity, intuition,but also a really systematic,
data-driven approach to succeed.
Speaker 01 (05:14):
Okay, so break it down.
On any given day, what mightyou actually be doing?
Speaker 00 (05:18):
Right, so you've got the candidate side.
That means scouting for newtalent, LinkedIn, other job
boards, meeting candidates, bothprospective ones and ones
you've worked with before,helping them prep for
interviews, scheduling thoseinterviews, and then crucially,
navigating offers andcompensation.
Speaker 01 (05:36):
That's a lot already.
Speaker 00 (05:37):
And that's just one side.
Then there's the client side.
That means finding new clients.
It's business development orBD, attending client meetings,
negotiating contracts, fees,updating your existing clients
on how the search is going,scheduling interviews for them.
Speaker 01 (05:51):
Okay, got it.
Client side, candidate side.
Anything else?
Speaker 00 (05:54):
Yep.
There's the internal stuff too.
Team meetings, managing yourKPIs, key performance
indicators.
Speaker 01 (06:00):
Ah, the targets.
Speaker 00 (06:01):
Exactly.
Your measurable goals.
Misha Yurchenko mentionedhaving a target of sending like
15 resumes to clients everysingle week and getting direct
feedback if you didn't hit that.
Speaker 01 (06:11):
Wow.
15 a week.
Okay.
Speaker 00 (06:12):
So yeah, keeps you busy.
And that brings us to a reallyimportant point.
Not all recruiters are thesame.
There are different types.
Speaker 01 (06:19):
Right.
Tell us about those.
Speaker 00 (06:20):
Okay.
So the two main ones you'llprobably hear about are internal
or corporate recruiters.
They work directly for onecompany.
Their whole focus is fillingroles within that specific
organization.
They often have higher basesalaries, generally speaking,
but usually fewer or smaller bigbonuses compared to agency
folks.
Tiffany Rhodes mentioned theycan't really headhunt directly,
(06:42):
so they rely more on peopleapplying organically, LinkedIn
profiles, referrals, andsometimes working with external
agencies.
Speaker 01 (06:50):
Gotcha.
So the other type.
Speaker 00 (06:52):
That's external or agency recruiters.
They work for a recruitmentagency, acting as sort of the
middleman between multiplecompanies and job seekers.
Speaker 01 (07:00):
Okay, the go-between.
Speaker 00 (07:01):
Exactly.
And they get paid a fee by theclient company when they
successfully place someone.
Often, it's around 35-40% ofthe candidate's first year
salary.
Speaker 01 (07:10):
Ah, so that's where the big earning potential comes
in.
Speaker 00 (07:12):
Precisely.
Tiffany Rhodes highlightedthis.
Their base pay might be moremoderate, but they have these
high commission multipliers.
And perks too, like incentivetrips.
Think Cebu, Dubai, places likethat.
Speaker 01 (07:23):
Nice.
Any other types worthmentioning briefly?
Speaker 00 (07:27):
Yeah.
You sometimes hear aboutheadhunters.
They really focus on verysenior, highly qualified staff.
Then there are talentacquisition specialists who
might look more at future hiringneeds, employer branding, that
sort of thing.
And of course, freelancers whowork project by project.
Speaker 01 (07:42):
It definitely sounds like a role with many facets
and not exactly a nine to five,is it?
Speaker 00 (07:48):
No, definitely not.
It can be pretty allencompassing, as you said.
Long hours are common.
Speaker 01 (07:53):
Tiffany Rhodes called it a work hard, play hard
culture.
Speaker 00 (07:56):
Yeah, that sounds about right for many agencies.
Misha Yurchenko even talkedabout struggling with burnout
early on because he didn'tseparate work and life enough.
He was actually grateful laterwhen a manager basically forced
him to take a vacation.
Speaker 01 (08:11):
Wow.
So what's the secret then?
How do you manage thatintensity without just, you
know, flaming out?
Speaker 00 (08:16):
That's the million dollar question, isn't it?
I think it really comes down tosetting boundaries, which is
super hard in a commissiondriven job.
Speaker 01 (08:23):
Right.
Because time is literallymoney.
Speaker 00 (08:25):
Exactly.
But like Misha found, maybe agood manager helps or maybe you
just have to build thatstructure for yourself.
Otherwise, the temptation tochase every single lead, no
matter the hour, it's verystrong.
Speaker 01 (08:38):
Okay, so we've covered the practical stuff, the
different roles, the intensity.
This really brings us to thecore, doesn't it?
What kind of person actuallythrives in this?
What skills do you absolutelyneed?
And what about the uniquechallenges of doing this in
Japan specifically?
Yeah,
Speaker 00 (08:53):
great questions.
I think one thing that came upagain and again in the sources,
tenacity is critical.
Speaker 01 (08:59):
Tenacity.
Speaker 00 (09:00):
Yes, because as Tiffany Rose put it and Gary
Bremmerman agreed, recruitmentis the business of rejection.
Unknown (09:07):
Oof.
Speaker 01 (09:08):
That phrase really hits home, the business of
rejection.
Speaker 00 (09:10):
It does.
You're constantly hearing no.
Speaker 01 (09:13):
Yeah.
Speaker 00 (09:13):
From potential clients, from candidates turning
down offers, from interviewsthat just don't work out.
It demands incredibleresilience.
You have to be able to bounceback.
Speaker 01 (09:21):
So it sounds like it's definitely not a role for
the faint of heart.
What's maybe the single mostimportant mindset shift someone
needs to make to survive that,let alone thrive, when you're
facing constant no's?
Speaker 00 (09:32):
That's a good way to put it.
I think it's truly aboutlearning to detach your personal
self-worth from the outcome ofany single interaction.
Speaker 01 (09:41):
Easier said than done, I
Speaker 00 (09:42):
imagine.
Oh, absolutely.
But you learn, hopefully, tosee each rejection not as a
failure, but just as, you know,moving one step closer to a yes
and maybe analyzing why it was ano.
What can you learn?
rather than taking itpersonally.
That resilience, it gets builtbrick by brick.
Speaker 01 (09:59):
That makes a lot of sense.
Okay, so beyond that mentaltoughness, that resilience, what
other skills are on themust-have list?
Speaker 00 (10:06):
Well, being a people person is pretty crucial.
Even if you're naturallyintroverted, you need to be able
to turn on the outgoing side tobuild trust and network
effectively.
Speaker 01 (10:14):
Right.
Speaker 00 (10:15):
Multitasking, time management, being really
organized, those arenon-negotiable.
You're juggling so manydifferent things simultaneously.
Speaker 01 (10:22):
Candidates, clients, internal targets.
Speaker 00 (10:24):
Yeah.
Yeah, exactly.
Creative thinking is also key.
Matching candidates with rolesthat maybe aren't the most
obvious fit at first glance.
Speaker 01 (10:33):
Seeing the potential connection.
Speaker 00 (10:34):
Yeah.
And then, of course, strongpersuasion and negotiation
skills are absolutely vital.
Plus, you need reasonably goodIT skills these days, navigating
recruitment software, usingsocial media for sourcing and
branding.
Unknown (10:48):
Okay.
Speaker 01 (10:48):
That brings us to a really crucial point for doing
this in Japan.
Japanese language skills.
How essential are they for aforeign recruiter?
Speaker 00 (10:56):
It's an interesting one.
It's not always compulsory,actually.
Especially in many of the biginternational firms, they might
operate largely or even entirelyin English.
Speaker 01 (11:06):
Oh, okay.
Speaker 00 (11:06):
However, having proficiency in Japanese, it
definitely opens up a much widerrange of opportunities.
Misha Yurchenko found,personally, he was like 10x
faster working purely inEnglish.
Wow.
But he also acknowledged that BBeing in a pure English bubble
might not help you maintain orimprove your Japanese.
And Tiffany Rhodes, doinginternal recruitment, mentioned
that over half, like 50%, of herinterviews are actually
(11:28):
conducted in Japanese.
Speaker 01 (11:30):
So it clearly adds value and opens doors, even if
it's not strictly requiredeverywhere.
Speaker 00 (11:35):
Precisely.
It broadens your scopesignificantly.
Speaker 01 (11:37):
Now let's talk about the market itself.
What are the unique challengesrecruiters face specifically in
Japan?
You hear it's tough.
Speaker 00 (11:44):
It is.
One major thing is it's oftendescribed as a candidate short
market.
Speaker 01 (11:49):
Meaning?
Speaker 00 (11:50):
Meaning it's really tough to find enough qualified
talent to fill all the openroles, especially bilingual
professionals.
They're like gold dust.
Speaker 01 (11:58):
Ah.
Okay.
Why is that?
Speaker 00 (12:00):
Multiple factors, probably demographics, maybe
education system focus.
But the result is high demand,low supply for certain skill
sets.
And adding to that difficultyis LinkedIn usage.
Speaker 01 (12:13):
Right.
You mentioned this earlier.
It's low.
Speaker 00 (12:15):
Surprisingly low compared to many other
countries.
Like only about 2.3% of thepopulation in Japan uses it
actively, merely.
Compare that to, say,Singapore, where it's closer to
48%.
Speaker 01 (12:25):
Wow.
That's a huge difference.
What's the biggest hurdle thatlow LinkedIn usage creates for
recruiters and how do they evenget around that?
Speaker 00 (12:32):
Well, it means you can't just rely on LinkedIn
recruiter subscriptions like youmight elsewhere.
You have to get way morecreative with sourcing.
Like what?
Building deeper personalnetworks, attending more
industry events, maybe usingmore traditional methods like
referrals, introductions, usingother local job boards.
It forces a more multifacetedapproach.
Speaker 01 (12:53):
Makes sense.
Speaker 00 (12:54):
And beyond just finding people, there are
barriers for attractinginternational talent to Japan.
The country sometimes ranksrelatively low in global surveys
on attracting and retainingforeign professionals.
Speaker 01 (13:05):
Why is that?
Speaker 00 (13:06):
Often cited reasons include language barriers, of
course, but also culturaldifferences, things like
traditional work styles.
Speaker 01 (13:13):
Yeah.
Speaker 00 (13:13):
You know, expectations around company
loyalty, the Senpai Kohaihierarchical relationship.
The
Speaker 01 (13:18):
senior-junior dynamic.
Speaker 00 (13:19):
Exactly.
And then there are perceptions,right or wrong, about things
like overwork or potentialdiscrimination.
These can all be hurdles.
Speaker 01 (13:26):
Okay, so if we connect this back to the
listener, someone thinking aboutgetting into this, finding a
good recruitment firm soundsabsolutely crucial given all
these complexities.
How do you even go about that
Speaker 00 (13:37):
yeah that's that's vital thorough research is step
one you really need to dig intothe company culture what are
their KPIs like are theyrealistic how big is the company
sometimes larger firms havebetter more structured training
programs which can be good forbeginners
Speaker 01 (13:54):
with us
Speaker 00 (13:55):
look at their specific industry focus does it
interest you and critically lookat the team you'd potentially
be joining most importantly yourdirect manager People often say
your manager can make or breakyour success and happiness in
recruitment.
Speaker 01 (14:09):
Really?
That's significant.
Speaker 00 (14:11):
Absolutely.
So spend...
Significant time with themduring the interview process.
Really try to get a feel fortheir management style.
Ask questions.
Speaker 01 (14:19):
And what about red flags?
Things to watch out for.
Speaker 00 (14:21):
Definitely be wary of the bad apples.
Firms known for having superaggressive, maybe cutthroat
environments or places that lacktransparency, especially around
salary and bonus structures.
You want clarity on how you getpaid.
Speaker 01 (14:33):
So how can you check that stuff out?
Speaker 00 (14:35):
One good piece of advice is try to speak to former
employees.
You can often find them onLinkedIn.
Do your due diligence.
Ask them about theirexperience.
Speaker 01 (14:43):
Smart.
Speaker 00 (14:44):
And ultimately, trust your gut feeling during
the interviews.
Does it feel right?
As for the interviewsthemselves, be prepared.
Research the market you'd becovering.
Be ready to clearly explainyour motivation why recruitment.
Often they want to hear thatyou want to work hard and be
rewarded for it.
Speaker 01 (15:00):
Makes sense, given the commission structure.
Speaker 00 (15:02):
Right.
And use the STAR methodsituation, task, action, result
to give concrete examples.
Examples of hitting targets,sure, but also maybe learning
from failures.
Be ready for role-playingscenarios, too.
They often use those.
Speaker 01 (15:15):
Okay.
That's really practical advice.
So let's zoom out again.
You've navigated this demandingworld.
You've maybe been inrecruitment in Japan for a
while.
What does it all mean for yourlonger-term career path?
and maybe even just life inJapan?
It's
Speaker 00 (15:29):
a good question because let's be honest, there
is high turnover rate inrecruitment.
Lots of people do leave withinthe first six to 12 months.
It's not for everyone.
Right.
But even if you do leave, theexperience is almost always seen
as a really valuable steppingstone.
Those skills we talked about,they are incredibly portable,
especially to other fields likesales, marketing, even general
(15:51):
management.
Speaker 01 (15:51):
And you mentioned entrepreneurship earlier too.
Speaker 00 (15:54):
Yeah, it can definitely be a springboard.
Misha Yurchenko's example isgreat here.
He started his own dronecompany, structured as a Goto
Geisha, or GKLLC.
That's Japan's version of alimited liability company.
Speaker 01 (16:06):
And he did that partly to sponsor his own visa.
Speaker 00 (16:09):
Exactly.
Which is a path some foreignerstake.
And what's interesting is theupfront capital needed for a GK
can be surprisingly low, liketechnically as little as 100,
though you'll need more forpractical reasons.
And he emphasized how workingwith a good lawyer made that
whole process much smoother.
Speaker 01 (16:25):
That's fascinating.
So beyond recruitment itself,what about general career advice
for foreigners working in Japanbased on what these experts
shared?
Speaker 00 (16:33):
Well, connecting this to the bigger picture.
Beyond just your professionalskills, that cultural
sensitivity piece is huge.
Adapting to local norms,understanding communication
styles, maybe not always needingto be the loudest person in the
room, as one source put it.
That stuff matters for broadersuccess and integration.
(16:53):
Soft skills are key.
Very key.
Also, someone mentionedconsidering the travel tech
industry right now.
Given recent growth trends andbig events like the Olympics
boosting
Speaker 01 (17:02):
tourism.
Interesting sector.
Speaker 00 (17:05):
And another really practical tip.
If possible, try to physicallybe in Japan when you're
seriously job hunting.
For networking, yes, but alsofor meeting companies
face-to-face before you acceptan offer.
It lets you really get a feelfor the company culture, the
office vibe.
See if it's truly the right fitfor you.
Speaker 01 (17:23):
That's excellent advice.
You know, this reminds me ofGary Bremmerman's work, his
Happy Mondays initiative, andthe Career Kaizen course he
runs.
Speaker 00 (17:29):
Ah, yes, focusing on job satisfaction.
Speaker 01 (17:31):
Yeah, exactly.
He helps people find that,accelerate their growth by
really emphasizing the need fora clear vision, a mission for
your career, and that idea ofcontinuous learning or kaizen.
I thought it was interestingthat Gary himself apparently
believes in never trulyretiring, but instead finding
more balance later in life.
Like he has this dream ofbuilding a pickleball facility
(17:52):
down in Anjuku.
Speaker 00 (17:53):
Ah, I love that.
It speaks to finding meaningand purpose beyond just the
grind, right?
Speaker 01 (17:58):
Totally.
Which kind of begs thequestion, How do you actually
get there?
How do you move towards thatsatisfaction or balance?
Speaker 00 (18:04):
Well, Gary's work, and I think the broader message
from a lot of these sources,really reinforces the idea that
taking consistent action is key.
And having accountabilitypartners, like maybe people in
his course or just mentors orpeers who help keep you on
track.
Speaker 01 (18:20):
Right, support system.
Speaker 00 (18:21):
Exactly.
Those are crucial for movingforward in your career, even if
it feels slow sometimes.
Just small, consistent stepscan add up to significant
progress over time.
Speaker 01 (18:31):
So let's try to synthesize all this, our deep
dive today.
What are the main takeaways forsomeone listening?
Speaker 00 (18:36):
Okay.
I think first, there's immenseopportunity in Japanese
recruitment, especially forforeigners.
The earning potential can bereally attractive.
Speaker 01 (18:44):
Right.
Speaker 00 (18:44):
But it's challenging.
It's a demanding, oftenhigh-pressure reality.
It requires real tenacity,strong communication skills,
that knack for buildingrelationships we talked about.
Speaker 01 (18:56):
Got it.
Opportunity but requiresresilience.
Speaker 00 (18:58):
Definitely.
The skills you develop, though,are incredibly valuable and
highly transferable.
Recruitment can genuinely opendoors to all sorts of different
career paths, maybe includingentrepreneurship, like we saw.
And ultimately, it can lead toa really fulfilling life and
career in Japan if it's theright fit for you.
Speaker 01 (19:16):
A potential path to a fulfilling life there.
Okay.
Speaker 00 (19:19):
So maybe a final thought to leave people with.
There's always more to learn,isn't there?
Speaker 01 (19:24):
Always.
Speaker 00 (19:25):
And perhaps the most valuable knowledge isn't just
understanding something, butfiguring out how to actually
apply what you've learned.
Like Gary Brummerman's idea.
Speaker 01 (19:33):
Yeah.
Speaker 00 (19:34):
Maybe there's no single perfect dream job out
there waiting to be found.
But consistently dreaming aboutwhat could be, thinking about
your ideal scenario, and thencrucially taking those small
actionable steps towards it.
That process itself can open uppossibilities and keep you
moving forward.
So maybe the question for you,the listener, is what do Happy
Mondays really mean for yourcareer journey?
(19:55):
And how could you startbuilding towards them?
Maybe just one small step at atime.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
My Favorite Murder with Karen Kilgariff and Georgia Hardstark
My Favorite Murder is a true crime comedy podcast hosted by Karen Kilgariff and Georgia Hardstark. Each week, Karen and Georgia share compelling true crimes and hometown stories from friends and listeners. Since MFM launched in January of 2016, Karen and Georgia have shared their lifelong interest in true crime and have covered stories of infamous serial killers like the Night Stalker, mysterious cold cases, captivating cults, incredible survivor stories and important events from history like the Tulsa race massacre of 1921. My Favorite Murder is part of the Exactly Right podcast network that provides a platform for bold, creative voices to bring to life provocative, entertaining and relatable stories for audiences everywhere. The Exactly Right roster of podcasts covers a variety of topics including historic true crime, comedic interviews and news, science, pop culture and more. Podcasts on the network include Buried Bones with Kate Winkler Dawson and Paul Holes, That's Messed Up: An SVU Podcast, This Podcast Will Kill You, Bananas and more.
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.