Suggestions
Yan Sen Lu (呂欣辰)
Connecting Top Bilingual Talent with Premier Opportunities in Japan | Executive Search Specialist | Passionate about People, Culture, and Innovation | Fluent in English, Japanese
Yan Sen Lu (呂欣辰) is the Managing Director of Horton International Japan, a prominent executive search firm.1 With a diverse background and extensive experience in talent acquisition, Yan Sen specializes in senior HR searches across various industries and functions.1
Professional Background
Yan Sen's career in executive search includes:
- Founding Makana Partners, an executive search firm in Japan12
- Working for Hays, one of the world's largest recruiting firms1
- Specializing in senior HR search at ChapmanCG1
Areas of Expertise
At Horton International, Yan Sen focuses on recruiting for high-level positions such as:
- CEO and Country Manager roles across all industries
- CHRO and various HR functions
- CFO and financial leadership positions
- CIO, CTO, and IT leadership roles
- COO, CMO, and Sales/Marketing Directors in healthcare, manufacturing, finance, and IT industries1
Personal Background
- Born in Shanghai and raised in Toronto
- Has been living in Tokyo for over 12 years
- Graduated from McMaster University in Canada with a BSc in psychology and a minor in business1
Language Skills
Yan Sen is multilingual, speaking:
- Fluent English and Japanese
- Conversational Mandarin, Cantonese, and Shanghainese1
Additional Roles
Besides his primary role at Horton International Japan, Yan Sen:
- Serves as a Partner for Horton International in Laos, Thailand, and Vietnam34
- Works as an MC at charity events34
Yan Sen Lu is passionate about people, culture, and innovation, which aligns well with his career in executive search and talent acquisition.1
Highlights
Hiring Managers: What’s Your Biggest Challenge?
The recruitment landscape is constantly evolving, and with it comes a unique set of challenges. Whether it’s refining your strategy, building a strong employer brand, accurately assessing candidate fit, or re-engineering processes, we all face hurdles in our quest to attract and retain top talent.
I’m curious—what’s the most significant challenge you’re encountering right now?
Please take a moment to participate in this poll and share your thoughts!
#Recruitment #Hiring #TalentAcquisition #HR #EmployerBranding #ProcessImprovement #LinkedInPoll
Why are some job openings left unfilled for 6, 12 months, or even longer?
Despite the intense demand for talent, I often see companies posting outdated job descriptions and expecting to attract the best candidates. Unfortunately, this lack of effort leads to a flood of unsuitable applications, driving away top talent and leaving roles vacant for far too long.
This inefficiency costs time, and as we all know, time is money. Before posting your next job opening, take a moment to rethink your recruitment strategy.
Start by developing a comprehensive hiring process designed to attract top talent. Consider how the best candidates search for jobs, evaluate opportunities, and maintain peak performance. A strategic approach can make all the difference in filling those critical roles faster.
