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Archives for July 2025

Hudson RPO Enters the Japanese Market, the Second Largest Market in the APAC, via the Acquisition of ACG Japan

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Tampa, Fla., July 24, 2025 — Hudson RPO, a global leader in recruitment process outsourcing and talent solutions, announced today the acquisition of Alpha Consulting Group K.K. (“ACG”), a Japan based provider of recruitment services to a variety of companies, ranging from small and medium-sized businesses to blue-chip and multinational organizations mainly in the IT, Technology, Consulting, Pharmaceutical and Life Science sectors.

The acquisition of ACG marks Hudson RPO’s entrance in the large Japanese recruiting market, the second largest market in the APAC region, and home to many multinational companies.  Hudson RPO’s entrance in Japan allows the Company to provide the localized support many of its existing multinational clients are looking for in their recruiting needs for this unique market.

Hudson RPO has already a strong presence in Australia, China, India, and Singapore, and it has been named No. 1 overall RPO provider in APAC, according to HRO Today magazine’s Baker’s Dozen list of top enterprise providers, for two years in a row.

Jake Zabkowicz, Global CEO of Hudson RPO noted, “We are excited to bring ACG into the Hudson RPO organization.  ACG brings valuable local expertise, and the team’s drive and passion for servicing clients aligns very closely with the Hudson RPO values.  With the ACG acquisition, we will now have a well-established team, entity structure, and the expertise needed to take advantage of new opportunities in the second largest market in the APAC region.  We are already in discussions with many current clients now looking to expand in the region.”

Kunal Punjabi, Founder & CEO of ACG, “Becoming part of the Hudson RPO team is going to allow us to fulfill our mission of becoming a leading talent solution provider within both the Japan and the broader APAC markets.  Since I founded ACG in 2022, our team has been driven by the goal of providing best-in-class talent solutions services to our clients in Japan, and now as part of the Hudson RPO family we have the ability to offer our expertise and serve clients in the greater APAC market.  I am excited ACG is now part of a global company with a leading position in APAC.” 

Media Contact

Dan Davenport
[email protected]
732.895.3192

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable total talent solutions.  At Hudson RPO, people, process, and technology come together to ignite transformative change at mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders around the globe to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Hudson RPO Acquires Alpha Consulting Group (ACG) Japan

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Acquisition Marks Entrance into Japan, Enhancing Hudson RPO’s Already Strong Leadership Position in the APAC Region

OLD GREENWICH, Conn., July 23, 2025 (GLOBE NEWSWIRE) — Hudson Global, Inc. (the “Company” or “Hudson RPO”) (Nasdaq: HSON), a leading global total talent solutions company, announced today the acquisition of Alpha Consulting Group (“ACG”), a Japan-based (Tokyo) provider of recruitment services to a variety of companies, ranging from small- and medium-sized businesses to blue-chip and multinational organizations primarily in the IT Services, Technology, and Business Services sectors. Entrance into the Japanese market represents a localization strategy for Hudson RPO in the 2nd largest market within APAC and the 3rd largest market globally.

Jake Zabkowicz, Global CEO of Hudson RPO, noted, “Today’s announcement fits well with our three-pronged strategy of growing our business organically and through accretive bolt-on acquisitions via the expansion of: a) our client base, b) our geographic footprint, and c) our capabilities and cross selling of services across regions and clients. At the same time, it gives Hudson RPO immediate access to ACG’s impressive list of current clients in Japan. We welcome ACG’s employees and clients into our team and company and look forward to collaborating with them on many solutions for new and existing clients of both our companies.”

Jeff Eberwein, Chief Executive Officer of Hudson Global, noted, “The acquisition of ACG provides Hudson RPO the capability to provide local and on-site support within the large Japanese recruiting market, a home of many multinational companies, and represents an important milestone for Hudson RPO because we are now able to support our existing clients’ needs in Japan. With an already strong presence in the APAC region, our entrance into Japan fills the last remaining geographic area required to make Hudson RPO a truly global service provider to our clients.”

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable total talent solutions. At Hudson RPO, people, process, and technology come together to ignite transformative change at mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders around the globe to build diverse, high-impact teams and drive business success.  Learn more at hudsonrpo.com.

Upskilling in Crisis: Why Most Efforts Fail and How to Build a Business-Aligned Skills Roadmap

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  • Blogs & Articles

Upskilling in Crisis: Why Most Efforts Fail and How to Build a Business-Aligned Skills Roadmap

Content Team

In boardrooms across North America and EMEA, CEOs and CHROs are wrestling with an uncomfortable truth: the very capabilities needed to drive future growth—technical acumen, adaptive leadership, and data-driven decision-making—are in critically short supply. Despite broad agreement that closing these skills gaps is a top business priority, most corporate upskilling efforts continue to fall painfully short.

The latest HRO Today Annual Top Concerns of CHROs report, sponsored by Hudson RPO, underscores just how severe this problem has become. In boardrooms across North America and EMEA, CEOs and CHROs are confronting a critical challenge: 44% of workers’ skills will be disrupted by 2027, yet only 7% of organizations have made significant progress on strategic upskilling programs that blend soft, technical, and digital skills. This skills gap is not just an HR headache—it’s a significant business risk.

Key Failure Drivers

  • Overreliance on outdated internal training
    While 55% of CHROs say internal training is their primary tool for closing skills gaps, most lack robust, modern learning ecosystems to deliver on this promise. Only 41% rate their L&D capabilities as strong and just 5% say they’re “very strong” HRO Today Annual Top Concerns of CHROs. Both regions admit their L&D capabilities are largely mediocre and these poor ratings highlight a major performance gap.
  • HR teams under strain
    Making matters worse, HR teams themselves are facing acute strain with 38% of North American and 52% of EMEA HR functions reporting burnout, jeopardizing their ability to support upskilling effectively. When the very teams tasked with driving upskilling are exhausted, meaningful progress stalls.
  • Misalignment with business strategy & budgets
    Securing investment is tough. This misalignment shows up in funding: 25% of North America and 55% of EMEA HR leaders say obtaining budget for HR technology (including learning systems) as a major hurdle for HR tech and learning is a top concern. That’s a red flag when 44% of core employee skills are already at risk (Hudson RPO). Too often, upskilling remains siloed within HR, disconnected from core business objectives. The HRO Today data shows only 41% rate their training capability as strong—yet the most common approach to close skills gaps is still internal training.

    Meanwhile, the World Economic Forum warns that 44% of workers’ core skills will be disrupted within five years, but only half of employees currently have adequate access to training. If upskilling isn’t explicitly tied to the capabilities your organization needs to compete with, such as faster product development cycles, superior customer experiences, or new market entry, it will never receive the investment or executive sponsorship it requires.

  • Leadership Blind Spots and Operational Headwinds
    No learning initiative can succeed without effective leadership. Yet over 52% of global HR leaders say they remain concerned about leader and manager effectiveness, with concerns notably higher in EMEA (59%) than North America (48%) (HRO Today). This matters immensely. During economic uncertainty, whether from inflation, geopolitical tensions, or looming recessions, managers need to lead teams through change with confidence.

    Unfortunately, many aren’t prepared. In the UK, a staggering 82% of managers are “accidental managers,” promoted without formal training, resulting in inefficiencies and often toxic cultures and in the US fewer than 41% of managerial jobs ask for management skills as a requirement. Without leadership that champions upskilling and models continuous learning, most initiatives will remain at the surface level. Without equipping leaders to champion upskilling and continuous learning, most initiatives struggle to gain traction.

  • Technology outpacing people transformation
    AI’s rapid rise has only sharpened the divide. HR’s use of AI surged from 40% to 65% in one year, yet only 41% of North American and 53% of EMEA leaders feel prepared to lead in this AI-driven future (Hudson RPO). Nearly 45% of HR leaders globally now say AI will be the biggest disruptor to HR in the next two to three years, yet most organizations lack complementary strategies to prepare employees for these shifts (Gartner).

This technology-first transformation without a people-first roadmap is widening critical gaps in readiness. 

Why Leadership Readiness is Your Linchpin

In Hudson’s blog The AI Effect: Is Your Leadership Ready for What’s Next?, we emphasize that nearly 45% of senior HR leaders see AI as the biggest disruptor to HR in the next 2–3 years, yet readiness remains low at only 41% in North America, 53% in EMEA (Hudson RPO). That means even as organizations aggressively adopt AI, many leaders aren’t equipped to guide their teams through this transition.

What High-Performers Do Differently

At Hudson RPO we take a different approach to treat upskilling as a strategic asset linked to business outcomes:

  1. Align skills development with strategic goals
    Determine which skills matter most for growth, innovation, or market expansion and build training around those priorities.
  2. Invest in modern, adaptive learning ecosystems
    Use microlearning, peer learning, and AI-powered personalization to boost relevance and engagement.
  3. Retaining employees who have been upskilled, knowing that clear pathways for development drive engagement and reduce turnover (HRO Today).
  4. Equip managers as learning champions
    Tie leadership effectiveness to their ability to develop talent and support team members.
  5. Secure executive sponsorship and protected budgets
    Treat upskilling as a business investment, not discretionary HR expenditure.
  6. Measure impact using business KPIs
    Connect learning outcomes to time-to-market improvements, innovation velocity, retention rates, and customer satisfaction.

Interestingly, North American firms rank retention first, while in EMEA, the priority is enabling employees to learn future-critical skills, highlighting regional differences but a shared strategic urgency.

The Hudson RPO Perspective: Build a Business-Aligned Skills Roadmap

At Hudson RPO, we see the same pattern across clients worldwide: organizations that successfully close skills gaps don’t treat upskilling as an HR project. They make it a board-level business strategy tied directly to revenue, market differentiation, and customer impact.

If your upskilling initiatives aren’t tied to clear business objectives, they’re not preparing your workforce for disruption—they’re creating a liability. By integrating strategic workforce insights, like those powering Hudson’s TalentIQ platform, leadership development, and RPO services, you can turn upskilling into a powerful competitive advantage.

Now is the time to build a business-aligned skills roadmap that protects your bottom line and ensures your workforce is ready to lead, adapt, and outperform in the markets ahead.

Hudson RPO offers support in designing and implementing data-driven, business-aligned skills roadmaps. Whether accelerating AI literacy among your leadership or rolling out scalable micro-learning for frontline employees, we can help you upskill your existing workforce that’s ready for tomorrow.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Retention Under Pressure: Keeping Talent in a Shifting Market

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  • Blogs & Articles

Retention Under Pressure: Keeping Talent in a Shifting Market

Content Team

In today’s market, retention isn’t just a lingering concern — it’s a strategic imperative. Even as hiring cools in many sectors, 54% of CHROs still rank retention among their top concerns, up three points from 2023, according to the 2024-2025 HRO Today Annual North America and EMEA CHRO Survey, sponsored by Hudson RPO. For CEOs and CHROs, the stakes are clear: losing top talent can undercut long-term growth, innovation, and competitiveness. 

Why Retention Remains a Top Concern

While global unemployment remains low by historical standards, economic uncertainty and market volatility are reshaping how employees view their options. In many industries, tight job markets actually reduce turnover risk, with employees reluctant to make moves. However, that’s no cause for complacency. A sudden rebound in hiring, or emerging competitors with compelling offers, can quickly change the dynamic. A fragile sense of security can quickly reverse, leaving organizations vulnerable when economic conditions shift. 

The cost of turnover remains steep: from productivity disruptions to recruiting and onboarding expenses often total 50–200% of an employee’s annual salary. Poor retention strategies can undermine an employer brand and force companies to chase replacements instead of building long-term capability. Retention also impacts other boardroom priorities: 

  • Workforce planning and skills gaps: With 55% of CHROs citing internal training as their main strategy to close skills gaps, retaining employees long enough to benefit from these investments is non-negotiable. Yet only 41% believe their training capabilities are strong (HRO Today CHRO Survey). 
  • Leadership pipeline risks: Just 43% of senior leaders in North America (and 53% in EMEA) feel prepared to lead in tomorrow’s workplace, exposing organizations to deeper risks if attrition accelerates. 

Gen Z and Millennials: Retention Hinges on Purpose, Flexibility, & Growth

Younger workers continue to reshape retention dynamics. Gen Z and Millennials want more than pay — they seek meaningful work, flexibility, and development opportunities. According to the survey, retention strategies that fail to address these expectations risk falling flat. Hudson RPO emphasizes this point in their blog Beyond the office walls: the power of flexible work models. These generations expect more and offer more we companies deliver new work models, and better upskilling. This echoes broader global studies showing that employees who see opportunities for professional growth are far more likely to stay. 

Another important way to reach these generations for career pathing is through internal upskilling and reskilling programs. These programs don’t just close critical gaps — they build loyalty. In one manufacturing study, targeted upskilling drove significant gains in job satisfaction and opened new career paths, underscoring the retention power of investment in employee development. 

How Forward-Looking Companies Are Responding

Faced with economic uncertainty and shifting workforce values, forward-thinking organizations are addressing pressures: 

  • Doubling down on internal training: 59% of North American CHROs see internal training as critical, well above their EMEA peers at 41%. Done right, these programs close skills gaps and strengthen retention by signaling a commitment to employee growth (HRO Today). 
  • Building culture through leadership: Hudson RPO’s leadership development resources stress that strong managers are pivotal in retaining talent, fostering trust, and ensuring daily engagement. leadership drives day-to-day engagement; many firms are investing heavily in manager coaching to strengthen culture and trust — key drivers of loyalty. 
  • Prioritizing employee wellbeing: With 45% of CHROs citing mental health and stress reduction as major concerns, organizations are embedding wellness into their retention strategies, knowing that burnout directly drives attrition. 

The Bottom Line: Retention Is a Leadership Strategy

In this uncertain market, holding onto your best people isn’t just HR’s problem — it’s a boardroom agenda item. Retention strategies that truly integrate career development, leadership, wellbeing, and culture are proving most resilient. Even amid a slower hiring market, the risks tied to attrition haven’t disappeared — they’ve simply evolved. Holding onto talent now demands a sharper focus on aligning development, culture, and purpose with employee expectations. 

As Hudson RPO puts it, “retention today is about meeting employees where they are, understanding what motivates them, and proactively building pathways for growth and purpose.” 

For CEOs and CHROs, the question isn’t if retention deserves attention, but whether current strategies are truly built to withstand economic shifts and rising workforce demands. As the data makes clear, there’s little room for standing still. 

Explore more insights from the latest HRO Today Annual CHRO Survey, sponsored by Hudson RPO, here.

Or contact us to discuss how we can help you strengthen your talent strategy in this market.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

Follow Hudson RPO on LinkedIn

What is RPO?

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What is MSP?

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Talent Talk

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  • Blogs & Articles, Podcast

Talent Talk

Content Team

Welcome to Hudson RPO Talent Talk Podcast, episode 2. Every month, a Hudson RPO executive sits down to discuss topics that can help keep talent acquisition professionals ahead of the latest trends and ideas in the industry. In this Talent Talk episode, Jacob Zabkowicz , CEO of Hudson RPO, interviews Derek Studer, Global Head of Talent Acquisition at Solenis, about their journey through hypergrowth, mergers & acquisitions, and DE&I evolution.

 In this inaugural episode, Hudson RPO Global CEO Jake Zabkowicz sits down with David Priestley. David, who has extensive experience in the pharma and biotech industries, as well as oil and gas, is a seasoned TA professional based in Switzerland. They discuss the evolution from the Great Resignation to the Great Hesitation to what’s next.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

Follow Hudson RPO on LinkedIn

What is RPO?

Learn More

What is MSP?

Learn More

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