Whether you’re ready to start your search for top executive talent or have questions about how we can help your company grow, we’re here to assist. Let’s connect and build something extraordinary together.
Whether you’re hiring for a critical role, exploring a new recruitment partnership, or just have a question, we’re glad to hear from you. Please reach out and we’ll get back to you shortly.
Partner with KIMARU Talent to secure top executive talent in gaming, tech, and advertising.
Most of the best candidates aren’t on the market – they’re heads-down in a role they’re great at. We’ve spent years building real relationships with those people: following their careers, sharing useful intel, and having honest conversations about what they’d actually move for.
By the time a client engages us, we’re not starting from scratch. We’re making calls to people who already know us. That’s why roughly 80% of our placements are candidates who weren’t actively job searching when we first reached out.
We post roles when it makes sense, but job boards aren’t our primary tool. The majority of our placements come through direct outreach to our network – people we’ve tracked and stayed close to over time.
Before we reach out to a single candidate, we spend time understanding your company: what makes it compelling, what the role actually requires, and what kind of person will thrive there. That groundwork is what makes our outreach land. We’re not blasting a list, outsourcing our work, or hiding behind automation. We’re having targeted conversations with a short roster of people we believe are genuinely worth your time.
A few things we’ll let you judge for yourself:
We track our candidate-to-interview conversion rate obsessively. Ours sits at 85% – well above the industry norm. That number keeps us honest about quality.
We embed directly into your workflow. Most of our long-term clients give us access to their ATS, Slack, and internal comms. We’re not a vendor you check in with weekly — we operate like an internal recruiter who happens to have an external network.
And we know our markets deeply. We’re not generalists who’ll take any search. We focus on startups and growth-stage companies hiring leadership and critical roles, and we’ve built genuine expertise in a handful of specific markets.
We start by getting the brief right, which takes longer than most firms spend on it. We want to understand your culture, your growth trajectory, how to pitch your equity value, what’s made past hires succeed or fail, and what you actually need versus what the job description says.
From there, we build a target list, begin outreach, and keep you closely in the loop. No black-box recruiting. You’ll know who we’re talking to, what they’re saying, and where the search stands at all times.
Primarily the United States, Canada, the United Kingdom, and Japan.
Japan deserves a separate mention. It’s a genuinely difficult hiring market — different communication norms, strong cultural expectations around loyalty and employer brand, and a talent pool that’s largely inaccessible through Western recruiting playbooks. We’ve helped many international companies build and scale teams there, and we know what works.
We focus on leadership and critical individual contributor hires at startups and growth-stage companies – the roles where a bad hire is genuinely costly and a great one changes the trajectory of the business. We take a lot of pride in knowing we are helping our Clients hire for these mission-critical roles.
That includes C-suite and VP-level searches, but also key IC roles across product, go-to-market, operations, and corporate functions. If the role matters enough that getting it wrong would hurt, it’s the kind of search we’re built for.
