Two Matching Sites for 'Companies' and 'Audit Talent' Aiming for Listing, Opened by Experts with Approximately 70% Involvement in Kansai Corporate IPOs Over 17 Years / Establishing Corporate Governance for Startups with 'Auditor Talent Portal' and 'Internal Audit Talent Portal'

Visuals of the launched 'Auditor Talent Portal' (top) and 'Internal Audit Talent Portal'

Marco Polo LLC (Representative: Takashi Kurosaka, Suita City, Osaka Prefecture, hereinafter referred to as the Company*) has launched two websites, 'Auditor Talent Portal' and 'Internal Audit Talent Portal,' on May 1st as a talent introduction site for 'Full-time Auditors*' and 'Internal Audit Personnel*' necessary for listing.

Since 2022, the Company has been operating Japan's first general incorporated association to promote learning and exchange for full-time auditors and internal audit personnel specializing in startups and venture companies aiming for listing. Leveraging a wide network and the insights of Representative Kurosaka, the Company introduces talent tailored to the situation of each company.

The Company contributes to the establishment of corporate governance (corporate control) for startups and venture companies, supports the prevention of misconduct and sustainable growth. Additionally, the Company aims to create a society where full-time auditors and internal audit personnel can demonstrate their abilities according to their aptitudes and receive fair evaluations.

Auditor Talent Portal: https://marcopolo.work/service/jinzai/kansayaku/

Internal Audit Talent Portal: https://marcopolo.work/service/jinzai/internal-audit/

'General Incorporated Association Naikan Meetup' (left) and 'General Incorporated Association Venture Auditor Association'

Background: 'Audit talent not properly evaluated' × 'Companies unable to judge desired talent'

Auditors who manage and supervise directors, and internal audit personnel who check employees' work are key stones towards preventing misconduct and achieving management goals if both function effectively. They are existences emphasized in the Corporate Governance Code (corporate control guidelines) of the Tokyo Stock Exchange.

The Company has been involved in operating 'General Incorporated Association Venture Auditor Association*' to promote learning and exchange for full-time auditors, and 'General Incorporated Association Naikan Meetup*' to hold study sessions and exchange meetings for internal audit personnel. Through these activities, the Company has met hundreds of full-time auditors and internal audit personnel who are active in the field.

Among them, in the job market, even experienced full-time auditors and internal audit personnel do not always meet companies where they can find fulfillment and be properly evaluated. As the Company conducted hearings with companies, it became apparent that companies are struggling with criteria and evaluations to determine which full-time auditors or internal audit personnel are suitable for their actual situations.

To resolve the mismatch between corporate needs and talent, the Company decided to enter the talent introduction business.

Features of the Two Portal Sites

The Company has obtained permission for paid job introduction business from the Minister of Health, Labour and Welfare and started the talent introduction business on May 1st. Below are the features of the two sites launched on the same day. Responses to inquiries are designed with thorough information management and confidentiality, allowing both candidates and companies to proceed with peace of mind.

Auditor Talent Portal

This is a talent introduction service that introduces full-time auditors (or those with equivalent practical experience) to companies engaged in IPO preparation and governance strengthening.

(1) Introduction after 'deeply understanding' candidates

Since the Company operates the 'Venture Auditor Association,' it does not widely gather candidates through online advertisements. Instead, it builds points of contact with candidates through daily learning and exchange, and matches them after understanding their practical experience, orientation, and communication characteristics.

(2) Organizing IPO practical requirements

Representative Kurosaka, who has been involved in IPO practical work for many years, organizes the requirements actually needed for IPO preparation and proposes the optimal talent image according to the company's situation.

(3) Proposal flow emphasizing speed

The Company has a system in place to quickly handle the process from organizing requirements to proposing candidates. Auditors are not in a position to execute business under the Companies Act. The Company supports appropriate system establishment with consideration for legal and governance frameworks.

[Examples of corporate situations and responses]

The following are examples of responses centered around the introduction of full-time auditors, tailored to the situation of each company.

・IPO preparation (N-2 company: the 'two previous fiscal periods (the period before the previous period)' from the period of IPO application (N period)) → Introduction of full-time auditors

・IPO preparation (N-1 company: the 'previous fiscal period (the period before the current period)' from the period of IPO application (N period)) → Introduction of outside auditors, audit and supervisory committee members

・Strengthening response to audit firms → Introduction of auditors with experience

・Strengthening governance system → Introduction of outside auditors

・Reducing resources in management departments → Support for system organization and talent proposal

Internal Audit Talent Portal

The Internal Audit Talent Portal is a service that introduces internal audit personnel (setup/operation/improvement) to companies engaged in IPO preparation, internal audit, and internal control.

(1) Introduction after 'deeply understanding' candidates

Based on the operation of 'Naikan Meetup,' the Company proposes candidates after understanding their experience, orientation, and strengths.

(2) Ability to organize IPO practical requirements

The Company organizes 'mandatory requirements/priorities' according to the company's phase to prevent mismatches.

(3) Consultation on system establishment considering independence

Based on the independence of internal audits, the Company also organizes role definitions and considerations for system establishment.

[Examples of corporate situations and responses]

The following are examples of responses centered around the introduction of internal audit personnel, tailored to the situation of each company.

・Organizing internal audit requirements → Organizing internal audit requirements with a view to responding to audit firms

・Proposing candidates for audit department managers → Organizing requirements and proposing candidates for audit department managers

・Direct reporting to the president/role definition/audit plan organization → Establishing an internal audit system

・Audit plan formulation to operation design → Formulation of audit plans, implementation of audits, and operation design for improvement follow-up

・Documentation, operation establishment, evaluation, and improvement → Establishment and operation of J-SOX (a system that obliges listed companies to prove and report that their financial reports are accurate and reliable) and internal control

Flow of Talent Introduction

(1) Free consultation

Please fill out the form on the site. Share your IPO schedule, current system, and points where you are stuck, etc., simply.

(2) Hearing

Organize the situation and requirements. Organize independence, expected roles, and necessary skills, and decide the priority of requirements.

(3) Proposal of candidates and interview coordination

Propose candidates with their strengths and suitability, and coordinate interviews.

(4) Condition adjustment and introduction, contract

Organize the flow of condition adjustment and procedures, and proceed in a manner satisfactory to both parties.

[Fees]

If the talent introduction is successful, the fee is based on 35% of the annual salary, but a flexible commission system is used according to the content of the consultation.

Comments from Takashi Kurosaka, Representative of Marco Polo

Auditors are not 'just place them and it's OK,' but as the points for IPO preparation increase, their 'effectiveness' is questioned. We propose not only to 'organize in the shortest time' but also to aim for a system that will not collapse even after listing.

Moreover, it is more important to have a 'system that operates' rather than just 'creating forms.' Especially regarding internal audit personnel, their position is not yet established in Japan, and we would like to redefine the role of internal audits.

Through resolving the mismatch between auditors and companies, we aim to create a society where it is recognized that corporate governance is effective precisely because it is a startup or venture company.