Vince Chan

You mentioned that you place roles like admin, operations, and marketing. areas where ai is increasingly capable of taking over tasks so i'd like to pick your brain on how you balance this shift how do you navigate the balance between providing human talent and accommodating clients who might prefer tech solutions over human ones?

You mentioned that you place roles like admin, operations, and marketing. areas where ai is increasingly capable of taking over tasks so i'd like to pick your brain on how you balance this shift how do you navigate the balance between providing human talent and accommodating clients who might prefer tech solutions over human ones?

So what you are saying is, while there are areas where AI can add value for cost or efficiency reasons, you still believe that there is a significant demand for human contribution in the roles you place?

So what you are saying is, while there are areas where AI can add value for cost or efficiency reasons, you still believe that there is a significant demand for human contribution in the roles you place?

Another trend gaining momentum in the workplace is ageism. And it's not just affecting the older population. It impacts younger people, too. Looking back at my early career in finance, an industry dominated by men, and in the US, primarily white men, I faced challenges being an Asian woman in that space. So I'm curious about your experience. While ageism may not be your main focus,

Another trend gaining momentum in the workplace is ageism. And it's not just affecting the older population. It impacts younger people, too. Looking back at my early career in finance, an industry dominated by men, and in the US, primarily white men, I faced challenges being an Asian woman in that space. So I'm curious about your experience. While ageism may not be your main focus,

As part of the talent ecosystem, how do you approach this issue? Are you working to build a team that's not just culturally diverse, but also inclusive across age groups? And do you have strategies in place to help people of different ages amplify the skills and talents?

As part of the talent ecosystem, how do you approach this issue? Are you working to build a team that's not just culturally diverse, but also inclusive across age groups? And do you have strategies in place to help people of different ages amplify the skills and talents?

and had a conversation with a good friend there. He's 49. He has exited his last business. And now he's building a new venture focused on closing the gender gap. He mentioned that as a man, he has enjoyed all the benefits from the system, but he has a 17-year-old daughter, and he wants a society to be more welcoming for her when she enters the workforce.

and had a conversation with a good friend there. He's 49. He has exited his last business. And now he's building a new venture focused on closing the gender gap. He mentioned that as a man, he has enjoyed all the benefits from the system, but he has a 17-year-old daughter, and he wants a society to be more welcoming for her when she enters the workforce.

In Japan, alongside ageism, gender inequality is surely a significant issue. Now, as a company leader and founder, you have the autonomy to shape your team with your own values. But when it comes to sourcing talent for your clients, do they mainly focus on cost efficiency, just looking to fill positions at the lowest cost possible? Or among your 300 clients,

In Japan, alongside ageism, gender inequality is surely a significant issue. Now, as a company leader and founder, you have the autonomy to shape your team with your own values. But when it comes to sourcing talent for your clients, do they mainly focus on cost efficiency, just looking to fill positions at the lowest cost possible? Or among your 300 clients,

Do you see a genuine interest in prioritizing diversity when it comes to factors like age and gender? I'm curious how your clients approach these issues.

Do you see a genuine interest in prioritizing diversity when it comes to factors like age and gender? I'm curious how your clients approach these issues.

So it sounds like you are very aware of these issues. I understand that a big part of your value proposition centers around cost efficiency, which makes sense. But when clients express specific preferences, whether it's related to diversity, age, or other factors, Do you approach each case individually to make your judgment on what's the right call? How do you determine where to draw the line?

So it sounds like you are very aware of these issues. I understand that a big part of your value proposition centers around cost efficiency, which makes sense. But when clients express specific preferences, whether it's related to diversity, age, or other factors, Do you approach each case individually to make your judgment on what's the right call? How do you determine where to draw the line?

I want to wrap up our conversation with one final question. linking back to something you mentioned at the beginning. When I asked you to introduce yourself, you started with your academic background, which makes sense, but you also brought up an important point. Now that we're heading into 2025, many young people, those younger than you and me, are questioning the value of a degree.

I want to wrap up our conversation with one final question. linking back to something you mentioned at the beginning. When I asked you to introduce yourself, you started with your academic background, which makes sense, but you also brought up an important point. Now that we're heading into 2025, many young people, those younger than you and me, are questioning the value of a degree.

They wonder what kind of degree makes sense. Is it all about AI now for career prospects? Or should they pursue something that are interesting and meaningful to them like you did for personal fulfillment Given your experience in both the talent industry and your own educational path, what advice would you give to those listeners who are making these tough decisions about college and career paths?

They wonder what kind of degree makes sense. Is it all about AI now for career prospects? Or should they pursue something that are interesting and meaningful to them like you did for personal fulfillment Given your experience in both the talent industry and your own educational path, what advice would you give to those listeners who are making these tough decisions about college and career paths?