Published by HRCap, Inc. on March 19, 2025
HRCap, Inc., the world’s largest global Asian American Executive Search and HR Consulting Firm, has been at the forefront of globalizing and spearheading the future of Human Resources. HRCap was founded in 2000 with the mission to provide a meaningful impact on the US-Korean global labor market by connecting talented individuals with growing client organizations.
As a global Total Solutions Provider, we have actively partnered with global Asian companies in their efforts to succeed in the U.S. market through the thoughtful placement and investment of talented personnel in strategic leadership roles. We believe in collective development and have actively given back to the local and global community with our expertise, resources, services, and thought leadership, and pride ourselves in being trusted HR advisors and cultural ambassadors to our clients, candidates, and community.
1. Delivering on our Corporate Social Responsibility through Service Excellence
HRCap has upheld the highest service excellence and integrity in helping clients expand their market share and by deepening their talent offerings and elevate their global brand. This past year, we have strategically partnered with clients, candidates, and communities to futureproof the workforce for the evolving world of HR.
Our Founder, CEO, and President, Andrew Sungsoo Kim, has spearheaded the global HR industry with his pioneering leadership in the "Global K-HR Movement" and have been respected by Korean-American organizations for repositioning and elevating the value of HR in their respective organizations as a whole. As such, Korean organizations have successfully expanded their global footprint in the United States with talent investments; multinational organizations have scouted multicultural industry experts who understand the unique customer market and employee base; and start-ups have tailored their talent strategies unique to each market landscape across the world. Our 1500 client groups are now better focused on building a global workforce with higher sensitivity to intercultural, intergenerational, and international perspectives.
CEO Kim has consistently centered HRCap’s mission and organizational culture around our corporate social responsibility, which is to accelerate the growth of the HR industry and advance Asian American representation. As cultural sensitivity becomes increasingly crucial for businesses aiming to glocalize their operations, we have become best positioned to spearhead this niche market by identifying gaps and unlocking potential in individuals and organizations, while driving transformative growth by synergizing talent, technology, and transformation. As cultural ambassadors, we have bridged cultural gaps between western and eastern markets, addressed existing generational gaps, and driven synergy across global workplaces.
CEO Kim has always been committed to bringing leaders together for continuous learning, collective development, and comradery. He launched the 'HRCap Magnet group in the U.S. and Korea, creating a safe environment for industry experts, government officials, and subject leaders to network and share thought leadership to further glocalize and execute on the Global K-HR Movement. He had founded KOSEM, a Korea-US Community Networking hub connecting overseas Korean-American employees with other executive members founding businesses across the state and the country.
For his proven global HR expertise and pioneering leadership in the Asian American community, CEO Kim has been inducted into the selective 2024 Marquis Who’s Who in America biographical registry as the only Korean-American HR leader, and became 2024 NJBIZ Executive of the Year as the first Asian-American executive throughout the history of the heavily mainstream program.
2. Empowering Collective Growth through Thought Leadership Give Back
Under CEO Kim’s leadership, HRCap actively gave back to our clients, candidates, and communities by sharing thought leadership, creating educational content, and offering seminars throughout 2024.
We hosted our HRCap Public HR Seminar on “Top 5 Recruiting Strategies of 2024,” helping 75 business leaders gain insights into tackling their unique recruiting challenges. We offered complimentary “Interview Compliance Training Seminars” at 16 client organizations, ensuring they avoid illegal interview questions, improve recruiting processes, and enhance candidate experiences. We also published our 2024 HRCap White Paper on “Key to Thriving Through the Business Life Cycle” to address unique talent and HR challenges that emerge at each stage so client groups and the general public can effectively navigate the life cycle with growth and sustainability.
Our Chief Marketing Officer and Head of Americas, Stella H. Kim, prioritizes utilizing data and analytics to drive objective educational content. Under her strategic guidance, HRCap continued driving HR Insights by HRCap, leveraging HRCap’s proprietary database and the LinkedIn pool to offer strategic insight into evolving topics such as candidate preferences, hiring priorities, and HR trends. HRCap also published over 40 unique HR and Recruiting blogs for business organizations and rising professionals looking to gain competitive intelligence to stay ahead of the evolving market trends. To wrap up the year, we also projected the Top 10 HR Industry Trends for 2025 and offered talent solutions to best prepare for the upcoming year.
Stella also contributed monthly HR Subject Expert Columns for her Korea Daily (Joongang Ilbo) newspaper appointment, surfacing rising issues and offering meaningful strategies for hiring critical talent, managing career plateaus, combatting glass ceilings, promoting culture add not culture fit, enhancing candidate experiences, and uncovering vocational callings. In addition to surfacing and advocating to resolve such topics in her subject expertise columns, Stella promoted greater representation and celebration of AAPI professionals and women leaders nationwide.
Due to recruiting expertise in advancing the recruiting industry and modern leadership in building a multigenerational and multicultural workforce, Stella became a 2024 NJBIZ Forty under 40 as the first East Asian women, shortly following her NJBIZ 2022 Best 50 Women in Business and COLOR 2023 POWER 40 Under 40 recognitions.
3. Advocating and Celebrating Greater Diversity and Representation
HRCap has led various DEI initiatives throughout the year to empower Asian American Pacific Islander (AAPI) professionals, drive representation of women in executive roles, and bridge generational and cultural differences for a more equitable and inclusive workforce.
In 2024, we launched the monthly Spotlights by HRCap series, identifying top influencers, subject experts, and global leaders who have made significant impact in their respective fields, functions, and communities. The series aimed to spotlight diverse leaders and rising influencers across each area and effectively achieved offering the platform for not only celebrating success, but also appreciating diversity and representation.
In honor of Women’s History Month, HRCap partnered with AAPI New Jersey to sponsor and co-host a 3-part career development event series to help break barriers and empower women. The first roundtable event provoked insightful discussions on advocating for AAPI women in the workplace, while the second roundtable focused on addressing obstacles that prevent women from climbing the corporate ladder and highlighting the importance of greater mentorship and sponsorship for Asian American women.
In the final in-person panel discussion networking event, speakers shared their stories on their diverse career experiences as experts and pioneers in their respective industries, their unique challenges as Asian American professionals in the workforce, and their journey of finding allies and mentors to be successful in Corporate America.
4. Investing in Future Leaders through Education and Engagement
HRCap also actively served to bridge generations by educating hiring managers and business leaders to understand generational differences, while also acknowledging that members from even the same generation may also have more differences than commonalities and shared experiences. Generational conflict is inevitable given varying experiences across generations, rising advancement of technologies, and even individual preferences. Each of the five generations in the global workforce holds unique characteristics, values, and drivers shaped by formative events and market trends.
By synthesizing 42,000 candidate data to analyze the unique intrinsic drivers of the MZ generation, HRCap identified six unique career categories then published the 6 HRCap MZ Generation Career Categories white paper which identifies and explains the unique drivers across the different career categories, then offers prescriptive strategies on how to approach, attract, and retain MZ Generations across each category. In addition to publishing the whitepaper and offering complimentary training, HRCap also developed and launched the 6 HRCap MZ Generation Career Categories Test, fully available to the general public. The Assessment Test has helped employees gauge their Career Category to build greater self-awareness, connect with one another on shared values, better empathize with other peers from different categories, and gain prescriptive career advice on which types of organizations and career opportunities they would best thrive in to feel genuine fulfillment.
As our ongoing mission to build future leaders, HRCap launched our National Certified Student Ambassador Program to support our mission to identify, train, and empower diverse group of students who embody our values and can shape the future of the Recruiting industry. Out of over 150 applications, we identified, trained, and empowered our inaugural cohort of 7 Student Ambassadors who embody our values and can shape the future of the recruiting industry as next-generation leaders. Student Ambassadors were selected based on relevant skills, interest in recruiting, leadership characteristics, and core values that embody our HRCap Brand. Throughout the year, we offered intensive training in personal branding and recruiting best practices, then partnered with ambassadors who served as on-campus leaders at their respective universities by sharing HR trends and career tips to guide their peers on job applications, resume and CV writing, and interviewing skills.
Lastly, we have modernized our business model and adapted our corporate culture to better engage with the multigenerational workforce and the multicultural community. We have digitalized our weekly HR content and career development tips by creating Instatoons graphics and Tiktok humor videos to better engage and connect with the public audience. We have also conducted internal training workshops and team networking events to empower knowledge and camaraderie to deliver greater service excellence.
In 2025, HRCap will remain committed to our corporate social responsibility to advance Asian American representation and futureproof the HR industry. As a global Asian American Executive Search and HR consulting firm, we will continue to partner with our clients and candidates in their glocalization journeys and ensure highest service excellence in all that we do. We are humbled for our vocational calling that allows us to connect diverse people with engaging opportunities and help corporations and executives realize their full potential. Under CEO Kim’s leadership, we will persist in our efforts to drive greater Asian American representation throughout the world and across all industries, develop the next generation of leaders, and spearhead the future of work.
HRCap's Corporate Social Responsibility Activities in KOCHAM's White Paper on Trade (English & Korean)
Source: HRCap, KOCHAM's 2024-2025 White Paper on Trade
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