Chief Change Officer
#234 From Hitchhiker to Head-Hunter: Gary Bremermann’s Wild Career Ride — Part Two
Sat, 15 Mar 2025
So you’re stuck in a job that doesn’t excite you. Or maybe you’re climbing the corporate ladder but have no idea if it’s leaning against the right wall. Gary Bremermann has seen it all—from ambitious professionals chasing paychecks without purpose to companies struggling to hire the right talent. In Part 2, he lays out his 7 Rules of Career Clarity—a process he developed to help people find meaningful work, instead of just another job.Key Highlights of Our Interview:Step 1: Your Story Matters – “Your past holds clues to your future. Look back to move forward.” Why reflecting on your experiences can reveal what you truly want.Step 4: Dream Jobs (Yes, Plural) – “One dream job should be unlimited, the other should be realistic. Somewhere in between is your future.” How to define career goals without setting yourself up for disappointment.Step 7: Action is Everything – “All the career clarity in the world is useless if you don’t act on it.” Why small, consistent steps matter more than waiting for the perfect opportunity.The Harsh Reality of Japan’s Talent Market – “People are forced to retire at 60, then offered the same job at 40% pay. Meanwhile, companies struggle to find talent. It makes no sense.” Why Japan’s hiring practices are outdated—and how ageism is holding back experienced professionals.Risk Aversion vs. Career Growth – “The fear of change is stronger here than in most markets. But staying in your comfort zone can cost you more than taking a risk.” Why job seekers and companies alike need to rethink stability.If you’ve ever felt stuck in your career—or frustrated by job markets that refuse to evolve—this episode is a must-listen. Get ready for a reality check on work, growth, and what’s next._____________________Connect with us:Host: Vince Chan | Guest: Gary Bremermann______________________--Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.10 Million+ All-Time Downloads.Reaching 80+ Countries Daily.Global Top 3% Podcast.Top 10 US Business.Top 1 US Careers.130,000+ are outgrowing. Act Today. --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.14 Million+ All-Time Downloads.Reaching 80+ Countries Daily.Global Top 3% Podcast.Top 10 US Business.Top 1 US Careers.>>>140,000+ are outgrowing. Act Today.<<<
Chapter 1: What is the focus of Gary Bremermann's career journey?
Hi, everyone. Welcome to our show, Chief Change Officer. I'm Vince Chan, your ambitious human host. Our show is a modernist humility for change progressives in organizational and human transformation from around the world. Today, we are diving into career transformation with Gary Berman.
Gary is a recruiter, career coach, and Japan talent market expert who has spent 25 years helping professionals navigate change. But his own journey wasn't a straight line. Gary hitchhiked across North America, dropped out of college two times, built a global business, and burned out before finally finding his true calling.
In this two-part series, we'll explore how he discovered his passion for coaching, the seven rules of career clarity, and the harsh realities of Japan's talent market, including ageism and the fear of change. Whether you're rethinking your career, hiring talent, or just wondering what's next, this series will change the way you see work. Let's get started.
So now you are a coach in addition to being a headhunter.
Chapter 2: How did Gary transition from recruiting to coaching?
Yes. I started just doing recruiting 23 years ago and people would come to see me and I would have these amazing mid-career professionals come to see me to talk about potential job opportunities. I was selling them job opportunities. And very accomplished professionals, they would come, we'd sit down either in my office or over a cup of coffee or lunch.
And I would say, what do you want to do with the rest of your career? And they would just look at me and say, what do you have for me? They didn't have a vision or an idea or a mission for what they wanted to do.
They were still 20 years into their careers, just opportunity seekers looking for the highest salary or the best company to work for, but not having a kind of internalized thoughts and vision for what they want to do other than ambition.
And so it wasn't until 10 years into my recruiting experience that I wrote what became Seven Steps to Career Clarity, which is a seven steps process for figuring those things out. And I realized that many of the people never did the work on their careers because they're so busy working in their careers.
Chapter 3: Why is career clarity important according to Gary?
And so I wanted to share that knowledge, what I've learned from talking to so many people about their careers, but also the things that I've been through and the kind of thinking around finding your way and finding your path and finding work that you love. And they're amazing people. They're not flawed people. They've just followed the model of great school, great company, continual advancement.
And some people will, I studied accounting, so I have to be a CPA. Or I studied law, so I have to be a lawyer. And so having someone that can work with them and say, I get that, but what would you really like to do? And help them think a little bit differently and help them understand. make change. So the people I work with, they're thinking about changing jobs.
They're thinking about changing careers, like a complete redo of their career. And some of the people I coach, they're ambitious and they just want to move up in their company. And that's okay too. There's nothing wrong with that. But just helping people think a little bit deeper about their lives than I just have to follow this path.
Yeah, like I said, a lot of us are conditioned by our environment. By the way, I studied accounting as my first major. So naturally, I became a CPA, Certified Public Accountant. But the truth is, I didn't enjoy the world. So I left the practice. We all start off following a certain path, whether it's because of societal expectations, family pressure, or financial goals.
Not necessarily chasing success, but just meeting financial responsibilities, supporting a family, paying a mortgage, keeping life stable. And over time, it's easy to just stay in that job. I mean, if you're making six or even seven figures, it's a really, really good income. And for some people, the more they earn, the harder it becomes to leave. The comfort zone gets too comfortable.
So even when they start thinking about change, actually making a move feels almost impossible.
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Chapter 4: What are the Seven Rules of Career Clarity?
Yes.
Tell us more about your seven rules of career clarity. Give us the full framework. How do these seven rules, seven steps, help people find real and sustainable clarity for their decision and direction in life?
Yeah, so we talked up until now, we've talked a lot about our story, things that happened to us in the past that provide us with some clarity about what we can do in the future. And so the seven-step process starts with your story, looking at the past to find clues for your future. But it also talks to some really basic stuff.
And what I've done with the seven-steps process and the e-book is distilled all of the fundamentals of... Thinking about your career. So you start with looking at your past and then you do the mission, vision, values, which I call values, mission, vision, because values is where you start. You think about what your dream job is.
And when I talk to people about dream jobs, I say that you pick two or think of two. And one is the dream job. If you have no limitations, could be anything. You could be president. You could be an astronaut. What would that thing be? And then think about a practical dream job. And then you look at what's out there, the pathway to your dream job and how to get there.
And one thing that, that what I do, it's a little bit different than some of these other thoughts about is you look at your strengths and weaknesses, and there's certain schools of thought that say, don't worry about your weaknesses, just focus on your strengths. And you may have heard that along the way. It's like align with your strengths. Don't sweat your weaknesses.
But for a lot of people, their weaknesses hold them back. So I help people understand, are there any weaknesses that you have that are holding you back? And are they things that you could work on? Pretty basic stuff. The thing that's fun is other than the dream jobs is identifying companies and jobs you'd like to do.
And that's another thing where people who are caught on a path or going down the path without really giving it a lot of thought is People discover new possibilities and new things and new places and new things they could do that they didn't have the chance to do because they didn't go through this process.
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Chapter 5: How does networking contribute to career success?
And then another thing, I've been here in Tokyo for 25 years and I've built up a network, partly because I'm a recruiter. You have a network to be an effective recruiter, but also because I enjoy connecting with people. And I think it's really important for people to get out of their bubble and establish a professional and personal network in the place that they live. So we talk about networking.
And then the last step is action. Nothing happens without taking action. And so I encourage people to figure out what the most important actions you could take. So it's a very simple process, but I've distilled it down to 25 pages. So those are the seven steps.
And then if I may add, the other thing that I noticed in my recruitment practice is that people are not, they go to university and like you studied accounting, everything there is to know about accounting, but the career management and career development components are not taught in university. And people don't get the toolkit they need to accelerate their career growth.
And so I put together an online course called the Career Kaizen Course, which is 24 topics about career development that if you learn about them and master them over time, you'll see greater acceleration in your career growth. Hopefully by then you have a clear idea of where you want to go. You don't want to just go rocket off in the wrong direction.
But I help people with the tools that it takes to grow their careers.
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Chapter 6: What role does action play in career development?
Career isn't really a science or an art that you can formally study. Because, let's be honest, professors and researchers don't even change jobs themselves. Why would they study something like career change? If you try searching for academic papers on the subject, you won't find much. But what does exist is a wealth of skills, wisdom on managing, developing, and navigating careers.
And these skills don't just come from career studies. They pull from leadership, economics, psychology, finance, and other areas of social science. Some of these insights are research-driven, some are teachable, and of course, they can be learned with the right guidance. That's why I see career intelligence
which is understanding how to adapt and make strategic career moves becoming more and more relevant. It's also one of the reasons I started this podcast show in the very first place because most of us weren't taught how to navigate career change. especially not in a world where uncertainty is now the norm, not the exception.
Gary, I remember you once mentioned that Japan is the hottest recruitment market in the world. Are you referring to recruiters trying to hire the best talent? Or are you talking about job applicants and career opportunities? What exactly makes Japan's recruitment market so competitive? I'd love to paint your brain on this.
Chapter 7: Why aren’t career management skills taught in universities?
Okay, thank you for asking. Yeah, so it's considered globally to be the hardest market in the world to recruit talent. One thing to keep in mind is my focus is on bilingual professionals in Japan. The majority of my clients are international firms looking to hire people locally to help them grow in this market. But just overall, the working population is shrinking.
Mm, yep.
there's a generally risk people are risk averse and i'm always hesitant to talk in broad generalizations really depends on the individual but there's the risk averseness level is higher here than in other markets so changing jobs is there's some fear around changing jobs there's some fear around working for international firms that are more likely to do restructuring or org changes or layoffs
But it's the challenge for the employers. The employers have a hard time finding the right people to do the role that they're looking for. And so the recruitment market here, the fees for professional recruitment services are the highest in the world.
So I'll have clients come from Singapore or Hong Kong or North America or Europe, and they're accustomed to paying fees that are much lower than what the standard fees are in this market. And they have no choice because the way it is, it's just a really tough market to get people to change jobs and That's just the way it's been.
And it's been that way for 23 years that I've been in recruitment in Tokyo. And it just it hasn't changed. And you would think with the development of technologies, it'd be easier to identify people or assess people. And nothing has fundamentally changed about recruiting talent in this market.
It all comes down to mindset, not just technology. Sure, you can use LinkedIn or other platforms to identify and reach out to talent. But at the end of the day, especially in Asia, there is a very strong cultural layer that technology alone cannot bridge. As someone who's also Asian, I understand that certain values like trust, stability, and loyalty play a huge role in career decisions.
Even if technology helps find the right person, it is the human connections that actually convince them to make a move. And that's where foreign firms often struggle They don't always grasp the nuances of why candidates hesitate, why they stay in their comfort zones, or how deep cultural values influence career decisions. That's where you come in. You are the bridge between recruiters and talent.
From what I see, you're not just matching jobs with candidates. You're hand-holding both sides and guiding them through the process. And it makes sense because you are naturally good at connecting with people, understanding different perspectives, and communicating across cultures.
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