August 19, 2025 • 23 mins
Japan’s legal recruitment landscape is a paradox: booming demand, razor-thin supply, and an unforgiving cultural maze. In this episode of Executive Search in Japan, we break down why top legal talent is so scarce, what clients really expect (even if it’s unrealistic), and how the best recruiters are crushing it by acting as market-savvy career coaches, cultural interpreters, and client educators. From the rise of M&A and compliance roles to the critical role of Gaiben and NJQ lawyers, this is your edge in navigating one of Japan’s toughest and most lucrative hiring verticals. If you’ve ever pitched a bilingual IP lawyer with global chops—or wanted to—this one’s for you.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Chase Stratton (00:00):
Welcome to the Deep Dive.
We're the show that cutsthrough the noise to get you,
well, straight to the insightsthat matter.
Tessa Sourceley (00:05):
Glad to be here.
Chase Stratton (00:07):
Today we're diving into a market many see
through the lens of, you know,deep tradition.
Tessa Sourceley (00:11):
Yeah.
Chase Stratton (00:12):
Japan.
Tessa Sourceley (00:12):
Right.
Chase Stratton (00:13):
But it's a legal scene.
It's anything but static.
We're looking at a reallydynamic, high-stakes
environment.
It's got unique challenges,sure, but also some, frankly,
incredible opportunities.
Tessa Sourceley (00:26):
Absolutely.
And for this deep dive, we'vereally pulled together insights
from, well, quite a few places,specialist legal recruiters like
Alberta Recruitment, JustLegal, market analysis reports,
definitely, but also firsthandaccounts from headhunters who
are actually there on theground.
And even the real experiencesof foreign lawyers working in
Japan like Jerry Misteki.
Chase Stratton (00:47):
So our mission today, let's cut through that
noise.
Let's uncover what's reallygoing on in this market.
Tessa Sourceley (00:53):
Yeah.
Chase Stratton (00:53):
We want to equip you, our listener, with the
insights to, well, truly getwhat it takes to succeed in
legal hiring in Tokyo.
Tessa Sourceley (01:01):
It's kind of a shortcut, really.
Chase Stratton (01:02):
Exactly.
A shortcut to beingwell-informed.
Doesn't matter if you're alawyer thinking about a move, a
hiring manager, you know,struggling with finding talent,
or maybe you're just reallycurious about global legal
markets.
Tessa Sourceley (01:14):
So where do we start?
The market itself.
Chase Stratton (01:16):
Let's do it.
Unpack this landscape for us.
Tessa Sourceley (01:19):
Okay.
So the Japanese legal servicesmarket.
It's not just seeing like slowgrowth.
Our sources are actuallycalling it a fundamental
transformation.
A
Chase Stratton (01:29):
fundamental transformation.
OK, that sounds big.
Tessa Sourceley (01:31):
It is.
And it's being pushed by somemajor forces.
Think globalization, obviously,rapid tech changes and these
big economic shifts happeningwithin Japan.
Right.
Just to give you some context,in 2023, the market was valued
around U.S.
$5.36 billion.
And the projection, it'sexpected to hit U.S.
$7.14 billion by 2030 Wow,
Chase Stratton (01:52):
that's a pretty significant jump.
Tessa Sourceley (01:54):
It is.
And B2B legal services arereally the engine behind that
growth.
Chase Stratton (01:58):
So if B2B is leading the charge, What does
that actually signal?
I mean, for a firm looking togrow there or maybe for a lawyer
thinking about specializing,does it mean competition for
talent in certain areas is justgoing to explode?
Tessa Sourceley (02:12):
It absolutely signals a need for highly
specialized expertise.
We're talking niche skills, notgeneralists.
The growth isn't just morework.
It's more complex work.
But here's where it gets, well,really interesting and maybe
surprising for some.
It's the scarcity of the talentitself.
That's the real story.
Chase Stratton (02:30):
Scarcity.
Tell us more about that.
How bad is this talent deficit?
What makes it feel so acute?
Tessa Sourceley (02:35):
Well, look at the numbers.
Japan actually has one of thesmallest lawyer populations
among developed nations.
Chase Stratton (02:40):
Really?
Tessa Sourceley (02:40):
Yeah.
We're talking only about 43,000licensed bingoshi.
Those are the qualifiedJapanese lawyers.
Chase Stratton (02:46):
43,000.
Okay, that already sounds lowfor an economy that size.
Tessa Sourceley (02:49):
It is.
Now, filter that for people whoare truly bilingual, business
fluent in both Japanese andEnglish.
That pool just shrinksdramatically.
We're looking at maybe only 5%of bingoshi.
Chase Stratton (03:00):
5%.
So what What's that, like 2,000lawyers?
Tessa Sourceley (03:03):
Roughly, yeah.
Around 2,150, give or take.
Okay,
Chase Stratton (03:06):
so you start with 43,000, immediately down to
maybe 2,150 if you needbilingual skills.
Tessa Sourceley (03:12):
Exactly.
Now, start layering on otherrequirements.
You need a specific specialty,say M&A.
You need them based in Tokyo.
You need a certain level ofseniority.
Right.
Suddenly, your viable candidatepool might just be a few
hundred people for the entirecountry.
Chase Stratton (03:26):
Wow.
That's...
That's incredibly small.
The pool for thoseinternational roles isn't just
small.
It's like vanishingly tiny.
Tessa Sourceley (03:34):
It really is.
Each qualified candidatebecomes incredibly valuable.
It is a significant talentdeficit.
Finding the right person.
Someone called it likethreading a needle.
Chase Stratton (03:43):
I can see why.
So what's driving the demandside then?
What's making this needlethreading exercise so necessary?
Tessa Sourceley (03:49):
Well, a couple of big things.
First, Japanese companies aregoing global fast.
Sources say up to 90 percentnow have legal needs overseas.
That creates huge demand forlawyers who can handle complex,
multi-jurisdictional stuff,corporate defense, big
transactions.
Chase Stratton (04:05):
Especially M&A, I assume.
Tessa Sourceley (04:06):
Absolutely.
Cross-border M&A is huge.
But also the domestic M&Amarket is booming, too.
That's driven by things likebusiness restructuring.
corporate governance reforms,companies are changing how they
operate.
Chase Stratton (04:18):
So international expansion and domestic
restructuring are both fuelingdemand.
What else?
Tessa Sourceley (04:24):
Technology.
big time.
Chase Stratton (04:26):
Ah, right.
You mentioned tech earlier.
Tessa Sourceley (04:28):
Yeah.
Japan is really trying toposition itself as a, quote,
proving ground for things likegenerative AI and other legal
tech.
Chase Stratton (04:37):
Interesting.
A proving ground.
Tessa Sourceley (04:38):
Yeah.
Over 60 percent of Japanese lawfirms are now using some kind
of technology.
That's up from just 40 percentfive years back.
Chase Stratton (04:45):
60 percent.
That's a pretty quick adoptionrate.
Tessa Sourceley (04:47):
It is.
And it's not just about beingmore efficient, though.
That's part of it.
It's also a direct reaction tothat lawyer shortage we just
talked about.
Chase Stratton (04:53):
So how is tech specifically helping with the
talent gap is it just likeautomating document review
Tessa Sourceley (04:59):
it's more than that it's about enabling the
lawyers they do have thatlimited pool to handle more
complex work to scale theirexpertise but it also creates
new demands well now you needlawyers who actually understand
the technology itself cybersecurity law data protection
digital rights it'sfundamentally changing the skill
set firms are looking for
Chase Stratton (05:20):
okay so we've got this picture A growing
market, hungry for specialists,fueled by global moves and tech,
but running up against thismajor talent shortage.
Tessa Sourceley (05:30):
That's the basic tension, yeah.
Chase Stratton (05:31):
But Japan's, Japan, right, culture plays a
huge role.
And you mentioned these aren'tjust like minor quirks in
hiring.
They're significant hurdles.
Tessa Sourceley (05:39):
Oh, absolutely.
Monumental is a good word forit sometimes.
Chase Stratton (05:42):
Tell us about this reluctant job changer
phenomenon.
That sounds fascinating andprobably frustrating for
recruiters.
Tessa Sourceley (05:48):
It's a really common challenge.
You have these highly qualifiedentrepreneurs often very senior
lawyers, fantastic reputations,great skills.
But because of Japan'straditional lifetime employment
culture, many have literallynever changed jobs
Chase Stratton (06:03):
ever.
Never.
Tessa Sourceley (06:03):
Never.
So they might lack basicexperience with things we take
for granted, like writing aresume or even just how to talk
about themselves in aninterview.
Self-promotion isn't reallypart of the culture in the same
way.
Chase Stratton (06:16):
So what does a headhunter do?
Tessa Sourceley (06:18):
The headhunter's role becomes much
broader.
You're not just matching a CVto a spec, you're often acting
as a, well, a career coach,maybe even a bit of a
psychologist.
Chase Stratton (06:30):
A cultural interpreter.
Tessa Sourceley (06:31):
Definitely a cultural interpreter, helping
them overcome that, you know,lack of experience with job
hunting and often a real fear ofleaving the security they've
always known.
Chase Stratton (06:40):
So the recruiter needs a different toolkit there
compared to, say, London or NewYork.
Tessa Sourceley (06:44):
A fundamentally different or at least expanded
toolkit.
Chase Stratton (06:47):
Yes.
Tessa Sourceley (06:47):
Yes.
And it's not just thecandidate's internal reluctance.
There's external competition,too.
Chase Stratton (06:52):
Meaning?
Tessa Sourceley (06:52):
Law firms in Tokyo are often losing out to
in-house legal departments.
Chase Stratton (06:57):
Ah, the in-house allure.
Better work-life balance.
Tessa Sourceley (07:00):
That's a huge part of it.
Better balance, often verystable salaries.
It looks pretty good comparedto the high-pressure billable
hours world of private practice.
Chase Stratton (07:09):
So it's created this.
Tessa Sourceley (07:11):
A perpetual arms race for top talent, as one
source put it.
Firms are being forced toreally rethink their whole
proposition.
Compensation, culture, workinghours, everything.
Chase Stratton (07:22):
OK.
And there's this otherchallenge you mentioned, the
perfect candidate that doesn'texist.
Sounds like every recruiter'snightmare.
Tessa Sourceley (07:29):
Yeah, the unicorn search.
It happens everywhere, butmaybe it's more acute in Japan
because the pool is already sosmall.
Chase Stratton (07:35):
So clients come with these incredibly specific
wish lists.
Tessa Sourceley (07:39):
Sometimes seemingly conflicting ones,
like...
We need a senior M&A lawyer,female, bilingual, business,
fluent Japanese, of course, andthey have to be a Bengoshi.
Chase Stratton (07:49):
Right.
And the number of peoplefitting that exact description
might be, what, single digits?
Or zero.
Tessa Sourceley (07:55):
Exactly, maybe zero.
So a huge part of therecruiter's job is managing
those expectations, educatingthe client on what the market
actually looks like.
Chase Stratton (08:02):
Gently persuading them to compromise.
Tessa Sourceley (08:04):
Skillfully persuading them, yes.
Showing them they can still geta fantastic, high-quality
candidate who brings enormousvalue, even if they don't tick
every single impossible box.
It requires real finesse anddeep market knowledge.
Chase Stratton (08:17):
And weaving through all this negotiation and
expectation management...
Discretion must be key.
Tessa Sourceley (08:23):
Absolutely paramount.
It's such a small,interconnected market.
Everyone knows everyone orknows someone who does.
Chase Stratton (08:29):
Reputations matter hugely.
Tessa Sourceley (08:30):
Immensely.
So recruiters act as vitalbuffers.
They protect candidateanonymity during initial stages,
smooth over potentiallysensitive negotiation points,
things that could easily damagerelationships if handled
directly and clumsily.
Chase Stratton (08:45):
OK, that paints a really clear picture of the
unique dynamics.
So if you're navigating thiscomplex ecosystem, How do you
find the right guide?
Who do you trust?
Tessa Sourceley (08:54):
Well, you've got a mix of players.
There are the big globalagencies you'd expect, like
Michael Page, Robert Walters.
They have a presence there.
But then you also have thesehighly specialized, often
smaller boutique firms likeAlberto Recruitment.
They used to be legal intel andjust legal firms focused purely
on the legal sector.
Chase Stratton (09:12):
And what's interesting, according to our
sources, is the success of thesespecialists.
It suggests the market reallyvalues that bespoke relationship
driven approach.
especially for important hires.
Tessa Sourceley (09:24):
It really does seem that way.
They often talk about ahuman-centered approach,
building lasting relationships.
It's less about high volume,quick placements.
Chase Stratton (09:34):
So for someone looking for a role or a firm
looking to hire, is focusing onthose specialists almost a
requirement for success?
Tessa Sourceley (09:42):
It often seems to be the best bet, especially
for senior or niche roles.
We heard from U.S.
lawyers who made the move toTokyo, and their advice was
pretty clear.
Use a good Tokyo-basedheadhunter.
Someone who has personally beendoing legal recruitment in
Tokyo for, say, 10, 15 years ormore.
Chase Stratton (10:00):
Why the emphasis on Tokyo-based and long tenure?
Tessa Sourceley (10:03):
Because their depth of network and stability
matter more than flashyoutreach.
These experienced localrecruiters genuinely know when,
where, if, and how to presentyourself.
They understand the nuances.
Chase Stratton (10:15):
Which is crucial because apparently there are
some bad actors out there.
Wild West practices, someonecalled
Tessa Sourceley (10:20):
it.
Unfortunately, yes.
You hear stories aboutrecruiters maybe based overseas
or even less scrupulous ones inJapan who might mislead lawyers
about whether a role is actually
Chase Stratton (10:28):
active.
Tessa Sourceley (10:30):
Exactly.
Or worse, stripping names offCVs to try and force a client
into signing a fee agreementbefore revealing the candidate.
That kind of thing canseriously burn bridges for the
lawyer in such a tight knitcommunity.
Chase Stratton (10:44):
Right.
You definitely don't want yourCV floating around without your
control.
Tessa Sourceley (10:46):
Yeah.
Chase Stratton (10:47):
So how do you vet a recruiter?
What's the due diligencechecklist?
Tessa Sourceley (10:50):
Good question.
First, look at how they reachedout.
Was it personalized?
Did the message show they didat least a bit of basic research
about who you are?
Chase Stratton (10:59):
Like mentioning your practice area or current
firm.
Tessa Sourceley (11:01):
Yeah.
And having a clear reason forcontacting you, not just a
generic template blast.
If it feels like copy paste, itprobably is.
Steer clear.
Chase Stratton (11:11):
Okay.
Personalization first.
What's next?
Tessa Sourceley (11:13):
Specialization.
Does the recruiter actuallyunderstand your specific corner
of the legal market?
A specialist knows who's hiringand who's not.
They have the best connections.
They offer tailored advice, notjust a list dump.
Chase Stratton (11:25):
Makes sense.
And tenure.
You mentioned that earlier.
Tessa Sourceley (11:28):
Crucial.
The Tokyo market just operatesdifferently than London, New
York, Singapore, Hong Kong.
Recruiters with that longtenure, 10, 15 plus years, they
usually have strongerrelationships with partners at
law firms.
That builds trust, opens doors.
Chase Stratton (11:45):
OK, so you find someone who seems specialized
and experienced.
Then it's time for what thesource is called trust.
grilling time.
Hmm.
Politely, of course.
Tessa Sourceley (11:55):
Politely, yes.
But ask direct questions.
How long have you specificallyworked with the Tokyo legal
market?
Look for specific answers, notvague hand waving.
Ask how many people have youplaced recently in Japan and
maybe with which firms.
If they can actually namefirms, that's a good sign.
If they get cagey or hesitant,red flag.
Chase Stratton (12:15):
Right.
Suggest they might not have thetrack record they imply.
Tessa Sourceley (12:17):
Exactly.
And then you need to verify therole itself before you agree to
be submitted.
Chase Stratton (12:22):
How do you do that?
Tessa Sourceley (12:23):
If they say it's an active role, ask point
blank.
Is this role actually activeright now or are you just
planning to pitch my profile tosee if they might have a head
count?
Chase Stratton (12:30):
Good question.
What
Tessa Sourceley (12:31):
Ask, do you already have a signed agreement,
a mandate, with this firm forthis search?
Ensure they promise to shareyour resume with your name and
details intact, no stripping,and get them to commit to a
timeline for feedback.
What happens next?
When will you hear?
Chase Stratton (12:48):
But if it's not an active role, but they want to
proactively market you.
Tessa Sourceley (12:51):
Then ask, do you have an existing
relationship with the keypartners at this firm?
And when was the last time theyhired someone proactively like
this, not for a specificadvertised role?
Get a sense of realism.
Chase Stratton (13:04):
After they do submit you.
Tessa Sourceley (13:06):
Follow up.
Confirm.
Have you actually submitted myresume now?
If yes, who exactly did yousend it to?
And critically, did you speakdirectly with the partner about
my profile or did you just fireoff an email?
Chase Stratton (13:18):
Why does that distinction matter?
The call versus email.
Tessa Sourceley (13:20):
A direct conversation shows a stronger
relationship and advocacy.
An email might just get lost.
Look, a recruiter with realintegrity won't shy away from
these questions.
They'll be upfront about whatthey can and can't do.
Chase Stratton (13:33):
That's incredibly helpful, practical
advice for anyone navigatingthis.
Okay.
So let's say you found thattrusted recruiter.
You've done your due diligence.
Now, what about theopportunities themselves?
What roles are hot?
What skills are most valued?
And what's the pay like?
Tessa Sourceley (13:50):
Right.
The core demand areas.
The absolute undisputed core,as one source called it, is
corporate and M&A.
Chase Stratton (13:58):
Still?
Even with all the tech talk?
Still
Tessa Sourceley (14:00):
number one.
Driven by all thatrestructuring, succession deals,
and especially the cross-bordertransactions we talked about.
That's the engine room.
Chase Stratton (14:07):
Okay.
What else is really in demand?
Tessa Sourceley (14:09):
Intellectual property is huge.
Makes sense, given Japan'sinnovation economy.
Clients want IP lawyers whooffer practical, real-world, and
business-savvy solutions, notjust theoretical advice.
Practical and business-savvy.
Got it.
Then there's compliance andrisk management.
That's growing fast as Japanesecompanies expand globally and
have to navigate all thesecomplex international
Absolutely.
(14:32):
And finally, driven bydigitalization, it's technology
and data law, expertise incybersecurity, data breaches,
digital rights, all increasinglycritical.
Chase Stratton (14:43):
So corporate M&A, IP.
compliance, tech data.
Those are the big four demandareas.
Tessa Sourceley (14:51):
Broadly speaking, yes.
Now, for foreign qualifiedlawyers specifically, there are
some strategic routes in.
Chase Stratton (14:57):
Like the Gaiko Kuhou Jimu Bengoshi, the Gaben.
Tessa Sourceley (15:00):
Exactly.
That's a specificqualification.
You need at least three yearsexperience practicing law in
your home jurisdiction with atleast one of those years outside
Japan.
Chase Stratton (15:09):
Okay.
And what does being a Gabenmean?
allow you to do?
Tessa Sourceley (15:12):
You're generally limited to advising on
the laws of your home country,not Japanese law.
But crucially, it can allow youto become a partner at a
Japanese law firm or even openyour own foreign law practice in
Japan.
Chase Stratton (15:22):
Like Jiri Misteki you mentioned earlier.
Tessa Sourceley (15:24):
Precisely.
He became the first foreignpartner at Kitahama Partners in
Osaka as a gaiben.
It's a significant pathway.
Chase Stratton (15:29):
Are there other routes for foreign lawyers
besides the full gaibenregistration?
Tessa Sourceley (15:33):
Yes.
Firms, especially the largerones like Anderson, Mori, and
Tamatsune, hire what aresometimes called non-Japan
qualified associates And
Chase Stratton (15:43):
what's their
Tessa Sourceley (15:43):
role?
So English skills are a majorasset there.
A primary value proposition,absolutely.
There are also roles likeprofessional support lawyers,
PSLs, often native Englishspeakers, maybe with
(16:04):
transactional experience,focused on maintaining high
standards for English languagelegal work products.
Chase Stratton (16:09):
So the big takeaway seems to be For many of
these roles targeting foreignlawyers, especially in
international firms or teams, astrong command of legal English
and a background from a top-tierUS, UK, or maybe Australian
legal system can actually bemore important than Japanese
language fluency.
Tessa Sourceley (16:27):
For those specific roles, yes, that's
often the case.
The value is in theinternational expertise and the
English skills.
Now, Japanese language is stillhugely beneficial and often
required for other roles, butEnglish can be the primary
driver for these specificpositions.
Chase Stratton (16:44):
Okay, let's talk money.
Compensation.
What can people expect?
Does it vary wildly?
Tessa Sourceley (16:50):
It varies significantly, yes.
Depends heavily on the type offirm and the specific role.
Chase Stratton (16:55):
Where's the top end?
Tessa Sourceley (16:57):
International law firms generally pay the
most.
You might see ranges from, say,$150,000 up to $250,000 USD
annually, sometimes more forvery senior roles.
Chase Stratton (17:07):
And that reflects the value placed on
that cross-border transactionalskill set.
Tessa Sourceley (17:11):
Exactly.
They're paying a premium forlawyers who can handle those
complex international deals.
Chase Stratton (17:16):
What about Japanese law firms?
Tessa Sourceley (17:17):
Typically lower, maybe in the $80,000 to
$150,000 USD range.
And it's worth mentioning, somesources noted that occasionally
foreign lawyers might end up inroles that feel a bit like
token foreigner positions,potentially with lower pay that
doesn't fully reflect theirqualifications.
Chase Stratton (17:32):
Hmm.
Something to be aware of.
And in-house roles.
Tessa Sourceley (17:34):
In-house tends to sit somewhere in the middle,
maybe $100,000 to $180,000 USD.
Senior in-house counsel couldreach up to JPY $27 million,
which is around $200,000 And
Chase Stratton (17:48):
the trade-off there is usually better
work-life balance compared toprivate practice.
Tessa Sourceley (17:53):
Generally, yes.
Better balance, more stabilitywithin a corporate structure,
often seen as a good long-termcareer path.
Chase Stratton (18:00):
So beyond the law degree and the specific
experience, what other skills orqualifications really make a
candidate stand out in thismarket?
Tessa Sourceley (18:09):
Language, obviously, is key.
But which language depends onthe role?
Chase Stratton (18:13):
Right.
Strong English forinternational roles, as we said.
Tessa Sourceley (18:15):
Yes.
But for many in-housepositions, strong Japanese
proficiency is oftennon-negotiable.
You need it for internalcommunication, navigating the
corporate culture.
Chase Stratton (18:24):
Makes sense.
What about background?
Where you studied, where youpracticed before?
Tessa Sourceley (18:28):
Credentials matter.
Coming from top-tier lawschools, having several years of
practice experience inwell-regarded jurisdictions,
U.S., U.K., Australia are oftenmentioned that's highly valued.
Chase Stratton (18:39):
And then are the soft skills.
Cultural fit seems huge inJapan.
Tessa Sourceley (18:42):
Absolutely vital.
It's not just about beingtechnically good at law.
You need creativity.
You need to be a team player.
Have a flexible attitude.
Chase Stratton (18:50):
And that cultural acumen piece.
Tessa Sourceley (18:52):
Critical.
Understanding and adapting toJapanese business culture.
Things like observinghierarchy, respecting seniority,
picking up on nonverbal cues.
It's not just about beingpolite.
It's fundamental to buildingtrust and working effectively.
Chase Stratton (19:07):
So the market's clearly evolving.
We've talked about the drivers,the talent issues, the roles.
What about the future?
Are there recent changes ortrends shaping where things are
headed.
Tessa Sourceley (19:17):
Definitely.
The market isn't static, as yousaid at the start.
There have been some reallypivotal legal changes recently.
Chase Stratton (19:22):
Well, like what?
Tessa Sourceley (19:24):
Well, back in May 2020, some significant
changes came into effect.
Things like expanded roles forforeign lawyers and
international arbitration andmediation.
Chase Stratton (19:33):
Okay.
Opening things up a bit.
Tessa Sourceley (19:34):
Exactly.
Also, a reduction in the amountof overseas experience required
to qualify as a Gaben.
Chase Stratton (19:40):
Making that pathway slightly easier.
Tessa Sourceley (19:42):
A bit more accessible, yeah.
And importantly, new rulesallowing for legal corporations,
joint ventures, basically, tobe set up between Japanese
Bengoshi and foreign attorneys.
That directly encouragescooperation.
Chase Stratton (19:56):
So the system itself is becoming more
integrated.
Yeah.
Jerry Misteki called these veryexciting changes, right?
Tessa Sourceley (20:01):
He did.
He saw them as signaling a moreopen, collaborative environment
moving forward.
Chase Stratton (20:07):
And what about technology's impact?
You mentioned the pandemicforced some changes.
Tessa Sourceley (20:10):
Yeah, it had a surprisingly positive impact in
some ways.
COVID really forced a digitalleap, especially in court
procedures.
Chase Stratton (20:17):
for apparently quite old fashioned.
Tessa Sourceley (20:18):
Very.
Lots of faxing, physicalhearings required.
The pandemic spurred theadoption of online proceedings
using tools like MicrosoftTeams.
Mistaki called it a goodimpact, showing an unexpected
adaptability.
Chase Stratton (20:31):
Interesting.
Does this tech adoption andmaybe the legal changes signal a
broader shift in attitude?
towards foreign lawyers,perhaps.
Tessa Sourceley (20:39):
There seems to be a growing feeling of that.
Historically, the sourcessuggest some Japanese lawyers
were very afraid of foreignlawyers coming in, seeing them
purely as competition.
Chase Stratton (20:49):
But now there seems to be a growing sentiment
of being more and more open,more cooperative.
A recognition may be thatworking together actually makes
the Japanese market stronger andmore attractive for everyone
involved globally.
It's a move towards synergy.
Tessa Sourceley (21:05):
So pulling all this together, what are the key
recommendations, say, for lawfirms and hiring managers trying
to succeed in this evolvingspace?
Chase Stratton (21:14):
Well, the advice seems to be proactively target
those foreign qualified talentpools, especially from the US,
UK, Australia.
Don't just wait for them toapply.
Go
Tessa Sourceley (21:24):
find them.
Chase Stratton (21:24):
Go find them.
Also address the burnout issue.
Focus on retention.
That means competitive pay,yes, but also really thinking
about work-life balance andoffering clear career
progression paths.
Tessa Sourceley (21:35):
Keep the talent you manage to find.
Chase Stratton (21:36):
Exactly.
And finally, invest intraining.
Help your lawyers actually useGen AI and other legal tech
effectively.
It's here to stay, so buildthat capability.
Tessa Sourceley (21:46):
OK, and what about for the legal
professionals themselves,someone considering a move or
wanting to advance their careerthere?
Specialize.
Focus on those high demandareas, corporate M&A, IP,
compliance, tech data.
Become an expert.
Chase Stratton (22:00):
Makes sense in a market demanding specialist.
Tessa Sourceley (22:02):
Definitely.
Also, build your network.
Personal connections matterhugely in Japan.
Sources say the market heavilyfavors personal referrals over
online platforms like LinkedIn.
Relationships are key.
Chase Stratton (22:14):
So networking is critical.
Tessa Sourceley (22:16):
Very.
And finally, invest time indeveloping that cultural acumen
we talked about.
Even basic business Japanesehelps.
Understanding the workplacedynamics, the communication
nuances.
These are often the unspokenrequirements for success.
OK,
Chase Stratton (22:30):
so to wrap it all up then, the Japanese legal
market.
It's clearly not just growingin size.
It's undergoing this reallystrategic shift.
Tessa Sourceley (22:38):
Right.
Towards specialization,definitely towards more
international integration andembracing technology pretty
rapidly.
Chase Stratton (22:44):
And success, whether you're a firm hiring or
an individual lawyer, seems toreally hinge on understanding
these unique dynamics.
Tessa Sourceley (22:51):
Absolutely.
You need that targeted,relationship-focused approach.
You need the right skills, yes,but also that crucial cultural
awareness.
Chase Stratton (22:58):
So here's a final thought for you, our
listener, to maybe ponder.
Given all these profound shiftswe've discussed the talent
crunch, the cultural evolution,the tech integration.
How might that traditionalstatus symbol, the golden pin of
the Bengoshi, the Japanesequalified lawyer, how might that
status intertwine with or maybeeven be redefined by these
(23:19):
increasing global andtechnological pressures on
Japan's legal profession in thenext decade or so?
Tessa Sourceley (23:25):
That's a fascinating question to
consider.
How does tradition adapt totransformation?
Welcome to the Deep Dive.
We're the show that cutsthrough the noise to get you,
well, straight to the insightsthat matter.
Tessa Sourceley (00:05):
Glad to be here.
Chase Stratton (00:07):
Today we're diving into a market many see
through the lens of, you know,deep tradition.
Tessa Sourceley (00:11):
Yeah.
Chase Stratton (00:12):
Japan.
Tessa Sourceley (00:12):
Right.
Chase Stratton (00:13):
But it's a legal scene.
It's anything but static.
We're looking at a reallydynamic, high-stakes
environment.
It's got unique challenges,sure, but also some, frankly,
incredible opportunities.
Tessa Sourceley (00:26):
Absolutely.
And for this deep dive, we'vereally pulled together insights
from, well, quite a few places,specialist legal recruiters like
Alberta Recruitment, JustLegal, market analysis reports,
definitely, but also firsthandaccounts from headhunters who
are actually there on theground.
And even the real experiencesof foreign lawyers working in
Japan like Jerry Misteki.
Chase Stratton (00:47):
So our mission today, let's cut through that
noise.
Let's uncover what's reallygoing on in this market.
Tessa Sourceley (00:53):
Yeah.
Chase Stratton (00:53):
We want to equip you, our listener, with the
insights to, well, truly getwhat it takes to succeed in
legal hiring in Tokyo.
Tessa Sourceley (01:01):
It's kind of a shortcut, really.
Chase Stratton (01:02):
Exactly.
A shortcut to beingwell-informed.
Doesn't matter if you're alawyer thinking about a move, a
hiring manager, you know,struggling with finding talent,
or maybe you're just reallycurious about global legal
markets.
Tessa Sourceley (01:14):
So where do we start?
The market itself.
Chase Stratton (01:16):
Let's do it.
Unpack this landscape for us.
Tessa Sourceley (01:19):
Okay.
So the Japanese legal servicesmarket.
It's not just seeing like slowgrowth.
Our sources are actuallycalling it a fundamental
transformation.
A
Chase Stratton (01:29):
fundamental transformation.
OK, that sounds big.
Tessa Sourceley (01:31):
It is.
And it's being pushed by somemajor forces.
Think globalization, obviously,rapid tech changes and these
big economic shifts happeningwithin Japan.
Right.
Just to give you some context,in 2023, the market was valued
around U.S.
$5.36 billion.
And the projection, it'sexpected to hit U.S.
$7.14 billion by 2030 Wow,
Chase Stratton (01:52):
that's a pretty significant jump.
Tessa Sourceley (01:54):
It is.
And B2B legal services arereally the engine behind that
growth.
Chase Stratton (01:58):
So if B2B is leading the charge, What does
that actually signal?
I mean, for a firm looking togrow there or maybe for a lawyer
thinking about specializing,does it mean competition for
talent in certain areas is justgoing to explode?
Tessa Sourceley (02:12):
It absolutely signals a need for highly
specialized expertise.
We're talking niche skills, notgeneralists.
The growth isn't just morework.
It's more complex work.
But here's where it gets, well,really interesting and maybe
surprising for some.
It's the scarcity of the talentitself.
That's the real story.
Chase Stratton (02:30):
Scarcity.
Tell us more about that.
How bad is this talent deficit?
What makes it feel so acute?
Tessa Sourceley (02:35):
Well, look at the numbers.
Japan actually has one of thesmallest lawyer populations
among developed nations.
Chase Stratton (02:40):
Really?
Tessa Sourceley (02:40):
Yeah.
We're talking only about 43,000licensed bingoshi.
Those are the qualifiedJapanese lawyers.
Chase Stratton (02:46):
43,000.
Okay, that already sounds lowfor an economy that size.
Tessa Sourceley (02:49):
It is.
Now, filter that for people whoare truly bilingual, business
fluent in both Japanese andEnglish.
That pool just shrinksdramatically.
We're looking at maybe only 5%of bingoshi.
Chase Stratton (03:00):
5%.
So what What's that, like 2,000lawyers?
Tessa Sourceley (03:03):
Roughly, yeah.
Around 2,150, give or take.
Okay,
Chase Stratton (03:06):
so you start with 43,000, immediately down to
maybe 2,150 if you needbilingual skills.
Tessa Sourceley (03:12):
Exactly.
Now, start layering on otherrequirements.
You need a specific specialty,say M&A.
You need them based in Tokyo.
You need a certain level ofseniority.
Right.
Suddenly, your viable candidatepool might just be a few
hundred people for the entirecountry.
Chase Stratton (03:26):
Wow.
That's...
That's incredibly small.
The pool for thoseinternational roles isn't just
small.
It's like vanishingly tiny.
Tessa Sourceley (03:34):
It really is.
Each qualified candidatebecomes incredibly valuable.
It is a significant talentdeficit.
Finding the right person.
Someone called it likethreading a needle.
Chase Stratton (03:43):
I can see why.
So what's driving the demandside then?
What's making this needlethreading exercise so necessary?
Tessa Sourceley (03:49):
Well, a couple of big things.
First, Japanese companies aregoing global fast.
Sources say up to 90 percentnow have legal needs overseas.
That creates huge demand forlawyers who can handle complex,
multi-jurisdictional stuff,corporate defense, big
transactions.
Chase Stratton (04:05):
Especially M&A, I assume.
Tessa Sourceley (04:06):
Absolutely.
Cross-border M&A is huge.
But also the domestic M&Amarket is booming, too.
That's driven by things likebusiness restructuring.
corporate governance reforms,companies are changing how they
operate.
Chase Stratton (04:18):
So international expansion and domestic
restructuring are both fuelingdemand.
What else?
Tessa Sourceley (04:24):
Technology.
big time.
Chase Stratton (04:26):
Ah, right.
You mentioned tech earlier.
Tessa Sourceley (04:28):
Yeah.
Japan is really trying toposition itself as a, quote,
proving ground for things likegenerative AI and other legal
tech.
Chase Stratton (04:37):
Interesting.
A proving ground.
Tessa Sourceley (04:38):
Yeah.
Over 60 percent of Japanese lawfirms are now using some kind
of technology.
That's up from just 40 percentfive years back.
Chase Stratton (04:45):
60 percent.
That's a pretty quick adoptionrate.
Tessa Sourceley (04:47):
It is.
And it's not just about beingmore efficient, though.
That's part of it.
It's also a direct reaction tothat lawyer shortage we just
talked about.
Chase Stratton (04:53):
So how is tech specifically helping with the
talent gap is it just likeautomating document review
Tessa Sourceley (04:59):
it's more than that it's about enabling the
lawyers they do have thatlimited pool to handle more
complex work to scale theirexpertise but it also creates
new demands well now you needlawyers who actually understand
the technology itself cybersecurity law data protection
digital rights it'sfundamentally changing the skill
set firms are looking for
Chase Stratton (05:20):
okay so we've got this picture A growing
market, hungry for specialists,fueled by global moves and tech,
but running up against thismajor talent shortage.
Tessa Sourceley (05:30):
That's the basic tension, yeah.
Chase Stratton (05:31):
But Japan's, Japan, right, culture plays a
huge role.
And you mentioned these aren'tjust like minor quirks in
hiring.
They're significant hurdles.
Tessa Sourceley (05:39):
Oh, absolutely.
Monumental is a good word forit sometimes.
Chase Stratton (05:42):
Tell us about this reluctant job changer
phenomenon.
That sounds fascinating andprobably frustrating for
recruiters.
Tessa Sourceley (05:48):
It's a really common challenge.
You have these highly qualifiedentrepreneurs often very senior
lawyers, fantastic reputations,great skills.
But because of Japan'straditional lifetime employment
culture, many have literallynever changed jobs
Chase Stratton (06:03):
ever.
Never.
Tessa Sourceley (06:03):
Never.
So they might lack basicexperience with things we take
for granted, like writing aresume or even just how to talk
about themselves in aninterview.
Self-promotion isn't reallypart of the culture in the same
way.
Chase Stratton (06:16):
So what does a headhunter do?
Tessa Sourceley (06:18):
The headhunter's role becomes much
broader.
You're not just matching a CVto a spec, you're often acting
as a, well, a career coach,maybe even a bit of a
psychologist.
Chase Stratton (06:30):
A cultural interpreter.
Tessa Sourceley (06:31):
Definitely a cultural interpreter, helping
them overcome that, you know,lack of experience with job
hunting and often a real fear ofleaving the security they've
always known.
Chase Stratton (06:40):
So the recruiter needs a different toolkit there
compared to, say, London or NewYork.
Tessa Sourceley (06:44):
A fundamentally different or at least expanded
toolkit.
Chase Stratton (06:47):
Yes.
Tessa Sourceley (06:47):
Yes.
And it's not just thecandidate's internal reluctance.
There's external competition,too.
Chase Stratton (06:52):
Meaning?
Tessa Sourceley (06:52):
Law firms in Tokyo are often losing out to
in-house legal departments.
Chase Stratton (06:57):
Ah, the in-house allure.
Better work-life balance.
Tessa Sourceley (07:00):
That's a huge part of it.
Better balance, often verystable salaries.
It looks pretty good comparedto the high-pressure billable
hours world of private practice.
Chase Stratton (07:09):
So it's created this.
Tessa Sourceley (07:11):
A perpetual arms race for top talent, as one
source put it.
Firms are being forced toreally rethink their whole
proposition.
Compensation, culture, workinghours, everything.
Chase Stratton (07:22):
OK.
And there's this otherchallenge you mentioned, the
perfect candidate that doesn'texist.
Sounds like every recruiter'snightmare.
Tessa Sourceley (07:29):
Yeah, the unicorn search.
It happens everywhere, butmaybe it's more acute in Japan
because the pool is already sosmall.
Chase Stratton (07:35):
So clients come with these incredibly specific
wish lists.
Tessa Sourceley (07:39):
Sometimes seemingly conflicting ones,
like...
We need a senior M&A lawyer,female, bilingual, business,
fluent Japanese, of course, andthey have to be a Bengoshi.
Chase Stratton (07:49):
Right.
And the number of peoplefitting that exact description
might be, what, single digits?
Or zero.
Tessa Sourceley (07:55):
Exactly, maybe zero.
So a huge part of therecruiter's job is managing
those expectations, educatingthe client on what the market
actually looks like.
Chase Stratton (08:02):
Gently persuading them to compromise.
Tessa Sourceley (08:04):
Skillfully persuading them, yes.
Showing them they can still geta fantastic, high-quality
candidate who brings enormousvalue, even if they don't tick
every single impossible box.
It requires real finesse anddeep market knowledge.
Chase Stratton (08:17):
And weaving through all this negotiation and
expectation management...
Discretion must be key.
Tessa Sourceley (08:23):
Absolutely paramount.
It's such a small,interconnected market.
Everyone knows everyone orknows someone who does.
Chase Stratton (08:29):
Reputations matter hugely.
Tessa Sourceley (08:30):
Immensely.
So recruiters act as vitalbuffers.
They protect candidateanonymity during initial stages,
smooth over potentiallysensitive negotiation points,
things that could easily damagerelationships if handled
directly and clumsily.
Chase Stratton (08:45):
OK, that paints a really clear picture of the
unique dynamics.
So if you're navigating thiscomplex ecosystem, How do you
find the right guide?
Who do you trust?
Tessa Sourceley (08:54):
Well, you've got a mix of players.
There are the big globalagencies you'd expect, like
Michael Page, Robert Walters.
They have a presence there.
But then you also have thesehighly specialized, often
smaller boutique firms likeAlberto Recruitment.
They used to be legal intel andjust legal firms focused purely
on the legal sector.
Chase Stratton (09:12):
And what's interesting, according to our
sources, is the success of thesespecialists.
It suggests the market reallyvalues that bespoke relationship
driven approach.
especially for important hires.
Tessa Sourceley (09:24):
It really does seem that way.
They often talk about ahuman-centered approach,
building lasting relationships.
It's less about high volume,quick placements.
Chase Stratton (09:34):
So for someone looking for a role or a firm
looking to hire, is focusing onthose specialists almost a
requirement for success?
Tessa Sourceley (09:42):
It often seems to be the best bet, especially
for senior or niche roles.
We heard from U.S.
lawyers who made the move toTokyo, and their advice was
pretty clear.
Use a good Tokyo-basedheadhunter.
Someone who has personally beendoing legal recruitment in
Tokyo for, say, 10, 15 years ormore.
Chase Stratton (10:00):
Why the emphasis on Tokyo-based and long tenure?
Tessa Sourceley (10:03):
Because their depth of network and stability
matter more than flashyoutreach.
These experienced localrecruiters genuinely know when,
where, if, and how to presentyourself.
They understand the nuances.
Chase Stratton (10:15):
Which is crucial because apparently there are
some bad actors out there.
Wild West practices, someonecalled
Tessa Sourceley (10:20):
it.
Unfortunately, yes.
You hear stories aboutrecruiters maybe based overseas
or even less scrupulous ones inJapan who might mislead lawyers
about whether a role is actually
Chase Stratton (10:28):
active.
Tessa Sourceley (10:30):
Exactly.
Or worse, stripping names offCVs to try and force a client
into signing a fee agreementbefore revealing the candidate.
That kind of thing canseriously burn bridges for the
lawyer in such a tight knitcommunity.
Chase Stratton (10:44):
Right.
You definitely don't want yourCV floating around without your
control.
Tessa Sourceley (10:46):
Yeah.
Chase Stratton (10:47):
So how do you vet a recruiter?
What's the due diligencechecklist?
Tessa Sourceley (10:50):
Good question.
First, look at how they reachedout.
Was it personalized?
Did the message show they didat least a bit of basic research
about who you are?
Chase Stratton (10:59):
Like mentioning your practice area or current
firm.
Tessa Sourceley (11:01):
Yeah.
And having a clear reason forcontacting you, not just a
generic template blast.
If it feels like copy paste, itprobably is.
Steer clear.
Chase Stratton (11:11):
Okay.
Personalization first.
What's next?
Tessa Sourceley (11:13):
Specialization.
Does the recruiter actuallyunderstand your specific corner
of the legal market?
A specialist knows who's hiringand who's not.
They have the best connections.
They offer tailored advice, notjust a list dump.
Chase Stratton (11:25):
Makes sense.
And tenure.
You mentioned that earlier.
Tessa Sourceley (11:28):
Crucial.
The Tokyo market just operatesdifferently than London, New
York, Singapore, Hong Kong.
Recruiters with that longtenure, 10, 15 plus years, they
usually have strongerrelationships with partners at
law firms.
That builds trust, opens doors.
Chase Stratton (11:45):
OK, so you find someone who seems specialized
and experienced.
Then it's time for what thesource is called trust.
grilling time.
Hmm.
Politely, of course.
Tessa Sourceley (11:55):
Politely, yes.
But ask direct questions.
How long have you specificallyworked with the Tokyo legal
market?
Look for specific answers, notvague hand waving.
Ask how many people have youplaced recently in Japan and
maybe with which firms.
If they can actually namefirms, that's a good sign.
If they get cagey or hesitant,red flag.
Chase Stratton (12:15):
Right.
Suggest they might not have thetrack record they imply.
Tessa Sourceley (12:17):
Exactly.
And then you need to verify therole itself before you agree to
be submitted.
Chase Stratton (12:22):
How do you do that?
Tessa Sourceley (12:23):
If they say it's an active role, ask point
blank.
Is this role actually activeright now or are you just
planning to pitch my profile tosee if they might have a head
count?
Chase Stratton (12:30):
Good question.
What
Tessa Sourceley (12:31):
Ask, do you already have a signed agreement,
a mandate, with this firm forthis search?
Ensure they promise to shareyour resume with your name and
details intact, no stripping,and get them to commit to a
timeline for feedback.
What happens next?
When will you hear?
Chase Stratton (12:48):
But if it's not an active role, but they want to
proactively market you.
Tessa Sourceley (12:51):
Then ask, do you have an existing
relationship with the keypartners at this firm?
And when was the last time theyhired someone proactively like
this, not for a specificadvertised role?
Get a sense of realism.
Chase Stratton (13:04):
After they do submit you.
Tessa Sourceley (13:06):
Follow up.
Confirm.
Have you actually submitted myresume now?
If yes, who exactly did yousend it to?
And critically, did you speakdirectly with the partner about
my profile or did you just fireoff an email?
Chase Stratton (13:18):
Why does that distinction matter?
The call versus email.
Tessa Sourceley (13:20):
A direct conversation shows a stronger
relationship and advocacy.
An email might just get lost.
Look, a recruiter with realintegrity won't shy away from
these questions.
They'll be upfront about whatthey can and can't do.
Chase Stratton (13:33):
That's incredibly helpful, practical
advice for anyone navigatingthis.
Okay.
So let's say you found thattrusted recruiter.
You've done your due diligence.
Now, what about theopportunities themselves?
What roles are hot?
What skills are most valued?
And what's the pay like?
Tessa Sourceley (13:50):
Right.
The core demand areas.
The absolute undisputed core,as one source called it, is
corporate and M&A.
Chase Stratton (13:58):
Still?
Even with all the tech talk?
Still
Tessa Sourceley (14:00):
number one.
Driven by all thatrestructuring, succession deals,
and especially the cross-bordertransactions we talked about.
That's the engine room.
Chase Stratton (14:07):
Okay.
What else is really in demand?
Tessa Sourceley (14:09):
Intellectual property is huge.
Makes sense, given Japan'sinnovation economy.
Clients want IP lawyers whooffer practical, real-world, and
business-savvy solutions, notjust theoretical advice.
Practical and business-savvy.
Got it.
Then there's compliance andrisk management.
That's growing fast as Japanesecompanies expand globally and
have to navigate all thesecomplex international
Absolutely.
(14:32):
And finally, driven bydigitalization, it's technology
and data law, expertise incybersecurity, data breaches,
digital rights, all increasinglycritical.
Chase Stratton (14:43):
So corporate M&A, IP.
compliance, tech data.
Those are the big four demandareas.
Tessa Sourceley (14:51):
Broadly speaking, yes.
Now, for foreign qualifiedlawyers specifically, there are
some strategic routes in.
Chase Stratton (14:57):
Like the Gaiko Kuhou Jimu Bengoshi, the Gaben.
Tessa Sourceley (15:00):
Exactly.
That's a specificqualification.
You need at least three yearsexperience practicing law in
your home jurisdiction with atleast one of those years outside
Japan.
Chase Stratton (15:09):
Okay.
And what does being a Gabenmean?
allow you to do?
Tessa Sourceley (15:12):
You're generally limited to advising on
the laws of your home country,not Japanese law.
But crucially, it can allow youto become a partner at a
Japanese law firm or even openyour own foreign law practice in
Japan.
Chase Stratton (15:22):
Like Jiri Misteki you mentioned earlier.
Tessa Sourceley (15:24):
Precisely.
He became the first foreignpartner at Kitahama Partners in
Osaka as a gaiben.
It's a significant pathway.
Chase Stratton (15:29):
Are there other routes for foreign lawyers
besides the full gaibenregistration?
Tessa Sourceley (15:33):
Yes.
Firms, especially the largerones like Anderson, Mori, and
Tamatsune, hire what aresometimes called non-Japan
qualified associates And
Chase Stratton (15:43):
what's their
Tessa Sourceley (15:43):
role?
So English skills are a majorasset there.
A primary value proposition,absolutely.
There are also roles likeprofessional support lawyers,
PSLs, often native Englishspeakers, maybe with
(16:04):
transactional experience,focused on maintaining high
standards for English languagelegal work products.
Chase Stratton (16:09):
So the big takeaway seems to be For many of
these roles targeting foreignlawyers, especially in
international firms or teams, astrong command of legal English
and a background from a top-tierUS, UK, or maybe Australian
legal system can actually bemore important than Japanese
language fluency.
Tessa Sourceley (16:27):
For those specific roles, yes, that's
often the case.
The value is in theinternational expertise and the
English skills.
Now, Japanese language is stillhugely beneficial and often
required for other roles, butEnglish can be the primary
driver for these specificpositions.
Chase Stratton (16:44):
Okay, let's talk money.
Compensation.
What can people expect?
Does it vary wildly?
Tessa Sourceley (16:50):
It varies significantly, yes.
Depends heavily on the type offirm and the specific role.
Chase Stratton (16:55):
Where's the top end?
Tessa Sourceley (16:57):
International law firms generally pay the
most.
You might see ranges from, say,$150,000 up to $250,000 USD
annually, sometimes more forvery senior roles.
Chase Stratton (17:07):
And that reflects the value placed on
that cross-border transactionalskill set.
Tessa Sourceley (17:11):
Exactly.
They're paying a premium forlawyers who can handle those
complex international deals.
Chase Stratton (17:16):
What about Japanese law firms?
Tessa Sourceley (17:17):
Typically lower, maybe in the $80,000 to
$150,000 USD range.
And it's worth mentioning, somesources noted that occasionally
foreign lawyers might end up inroles that feel a bit like
token foreigner positions,potentially with lower pay that
doesn't fully reflect theirqualifications.
Chase Stratton (17:32):
Hmm.
Something to be aware of.
And in-house roles.
Tessa Sourceley (17:34):
In-house tends to sit somewhere in the middle,
maybe $100,000 to $180,000 USD.
Senior in-house counsel couldreach up to JPY $27 million,
which is around $200,000 And
Chase Stratton (17:48):
the trade-off there is usually better
work-life balance compared toprivate practice.
Tessa Sourceley (17:53):
Generally, yes.
Better balance, more stabilitywithin a corporate structure,
often seen as a good long-termcareer path.
Chase Stratton (18:00):
So beyond the law degree and the specific
experience, what other skills orqualifications really make a
candidate stand out in thismarket?
Tessa Sourceley (18:09):
Language, obviously, is key.
But which language depends onthe role?
Chase Stratton (18:13):
Right.
Strong English forinternational roles, as we said.
Tessa Sourceley (18:15):
Yes.
But for many in-housepositions, strong Japanese
proficiency is oftennon-negotiable.
You need it for internalcommunication, navigating the
corporate culture.
Chase Stratton (18:24):
Makes sense.
What about background?
Where you studied, where youpracticed before?
Tessa Sourceley (18:28):
Credentials matter.
Coming from top-tier lawschools, having several years of
practice experience inwell-regarded jurisdictions,
U.S., U.K., Australia are oftenmentioned that's highly valued.
Chase Stratton (18:39):
And then are the soft skills.
Cultural fit seems huge inJapan.
Tessa Sourceley (18:42):
Absolutely vital.
It's not just about beingtechnically good at law.
You need creativity.
You need to be a team player.
Have a flexible attitude.
Chase Stratton (18:50):
And that cultural acumen piece.
Tessa Sourceley (18:52):
Critical.
Understanding and adapting toJapanese business culture.
Things like observinghierarchy, respecting seniority,
picking up on nonverbal cues.
It's not just about beingpolite.
It's fundamental to buildingtrust and working effectively.
Chase Stratton (19:07):
So the market's clearly evolving.
We've talked about the drivers,the talent issues, the roles.
What about the future?
Are there recent changes ortrends shaping where things are
headed.
Tessa Sourceley (19:17):
Definitely.
The market isn't static, as yousaid at the start.
There have been some reallypivotal legal changes recently.
Chase Stratton (19:22):
Well, like what?
Tessa Sourceley (19:24):
Well, back in May 2020, some significant
changes came into effect.
Things like expanded roles forforeign lawyers and
international arbitration andmediation.
Chase Stratton (19:33):
Okay.
Opening things up a bit.
Tessa Sourceley (19:34):
Exactly.
Also, a reduction in the amountof overseas experience required
to qualify as a Gaben.
Chase Stratton (19:40):
Making that pathway slightly easier.
Tessa Sourceley (19:42):
A bit more accessible, yeah.
And importantly, new rulesallowing for legal corporations,
joint ventures, basically, tobe set up between Japanese
Bengoshi and foreign attorneys.
That directly encouragescooperation.
Chase Stratton (19:56):
So the system itself is becoming more
integrated.
Yeah.
Jerry Misteki called these veryexciting changes, right?
Tessa Sourceley (20:01):
He did.
He saw them as signaling a moreopen, collaborative environment
moving forward.
Chase Stratton (20:07):
And what about technology's impact?
You mentioned the pandemicforced some changes.
Tessa Sourceley (20:10):
Yeah, it had a surprisingly positive impact in
some ways.
COVID really forced a digitalleap, especially in court
procedures.
Chase Stratton (20:17):
for apparently quite old fashioned.
Tessa Sourceley (20:18):
Very.
Lots of faxing, physicalhearings required.
The pandemic spurred theadoption of online proceedings
using tools like MicrosoftTeams.
Mistaki called it a goodimpact, showing an unexpected
adaptability.
Chase Stratton (20:31):
Interesting.
Does this tech adoption andmaybe the legal changes signal a
broader shift in attitude?
towards foreign lawyers,perhaps.
Tessa Sourceley (20:39):
There seems to be a growing feeling of that.
Historically, the sourcessuggest some Japanese lawyers
were very afraid of foreignlawyers coming in, seeing them
purely as competition.
Chase Stratton (20:49):
But now there seems to be a growing sentiment
of being more and more open,more cooperative.
A recognition may be thatworking together actually makes
the Japanese market stronger andmore attractive for everyone
involved globally.
It's a move towards synergy.
Tessa Sourceley (21:05):
So pulling all this together, what are the key
recommendations, say, for lawfirms and hiring managers trying
to succeed in this evolvingspace?
Chase Stratton (21:14):
Well, the advice seems to be proactively target
those foreign qualified talentpools, especially from the US,
UK, Australia.
Don't just wait for them toapply.
Go
Tessa Sourceley (21:24):
find them.
Chase Stratton (21:24):
Go find them.
Also address the burnout issue.
Focus on retention.
That means competitive pay,yes, but also really thinking
about work-life balance andoffering clear career
progression paths.
Tessa Sourceley (21:35):
Keep the talent you manage to find.
Chase Stratton (21:36):
Exactly.
And finally, invest intraining.
Help your lawyers actually useGen AI and other legal tech
effectively.
It's here to stay, so buildthat capability.
Tessa Sourceley (21:46):
OK, and what about for the legal
professionals themselves,someone considering a move or
wanting to advance their careerthere?
Specialize.
Focus on those high demandareas, corporate M&A, IP,
compliance, tech data.
Become an expert.
Chase Stratton (22:00):
Makes sense in a market demanding specialist.
Tessa Sourceley (22:02):
Definitely.
Also, build your network.
Personal connections matterhugely in Japan.
Sources say the market heavilyfavors personal referrals over
online platforms like LinkedIn.
Relationships are key.
Chase Stratton (22:14):
So networking is critical.
Tessa Sourceley (22:16):
Very.
And finally, invest time indeveloping that cultural acumen
we talked about.
Even basic business Japanesehelps.
Understanding the workplacedynamics, the communication
nuances.
These are often the unspokenrequirements for success.
OK,
Chase Stratton (22:30):
so to wrap it all up then, the Japanese legal
market.
It's clearly not just growingin size.
It's undergoing this reallystrategic shift.
Tessa Sourceley (22:38):
Right.
Towards specialization,definitely towards more
international integration andembracing technology pretty
rapidly.
Chase Stratton (22:44):
And success, whether you're a firm hiring or
an individual lawyer, seems toreally hinge on understanding
these unique dynamics.
Tessa Sourceley (22:51):
Absolutely.
You need that targeted,relationship-focused approach.
You need the right skills, yes,but also that crucial cultural
awareness.
Chase Stratton (22:58):
So here's a final thought for you, our
listener, to maybe ponder.
Given all these profound shiftswe've discussed the talent
crunch, the cultural evolution,the tech integration.
How might that traditionalstatus symbol, the golden pin of
the Bengoshi, the Japanesequalified lawyer, how might that
status intertwine with or maybeeven be redefined by these
(23:19):
increasing global andtechnological pressures on
Japan's legal profession in thenext decade or so?
Tessa Sourceley (23:25):
That's a fascinating question to
consider.
How does tradition adapt totransformation?
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.