The Japanese tech industry in 2025 is booming and evolving, so IT candidates must bring more than just coding skills. What makes an IT candidate stand out today? A blend of cutting-edge tech know-how, bilingual communication, and adaptability in team settings. Below we explore key traits through mini-scenarios that highlight what employers value in the current market.

The Japanese IT services market, valued at USD 70.22 billion in 2023, is projected to grow at a compound annual growth rate (CAGR) of 9.8% through 2030. This substantial market presents both opportunities and challenges for domestic IT powerhouses and foreign startups alike. As Japan continues its digital transformation journey with increasing focus on artificial intelligence, cybersecurity, and emerging technologies, the competitive landscape is evolving in fascinating ways. This article examines the current state of competition between established Japanese IT companies and international startups attempting to gain footholds in this lucrative but complex market.

Where first impressions are everything, and you’ve only got seconds to stand out. In 2025, the rules of job searching have changed — and if you’re still playing by the old ones, you’re likely missing out. With the rise of AI-powered applicant tracking systems (ATS) and a growing reliance on platforms like LinkedIn, the first person to review your application probably isn’t a person at all. Think of today’s job market like a fast-paced round of speed dating: your resume, your LinkedIn, and your digital presence need to make a strong, memorable first impression — fast. If you've been out of the professional “dating” scene for a while, this guide is your refresh button. Here's how to sharpen your resume and online presence to match the demands of the modern job search. Resume Writing: Making Your First Impression Count In speed dating, decisions are made in seconds — and the same is true for resumes. As an executive search and recruiting firm, we’ve reviewed thousands of resumes, and the reality is: most are skimmed in under 30 seconds. That’s your entire window to spark interest. So how do you stand out? Here's how to make your resume feel less like small talk and more like a connection: 1.Lead with a Standout Summary It’s your opening line — make it smart, specific, and hard to ignore. To survive the 10-second scan, start strong. Use a professional summary at the top of your resume to highlight your most relevant experience and strengths. While reverse chronological structure is standard, it may not showcase your best assets up front — that’s where a well-tailored summary steps in. Think of it as your “hook,” customized to each job you apply for. 2. Keep it Brief, Keep it Brilliant You’ve got 30 seconds to impress — don’t turn a highlight reel into a documentary. Concise resumes outperform long-winded ones. If you're early in your career, keep it to one page. If you’re an experienced professional, stick to the rule of 1 page for every 5-7 year experience, putting more description into the roles that have the most relevance to the job you’re applying for. Employers don’t need your whole story — just the best chapters. 3. Match the Keywords, Make the Cut Speak their love language from the start to get a second look. AI tools screen resumes by searching for key terms pulled straight from the job description. Use these to your advantage — mirror the language used in the job post, especially in your summary and experience sections. This shows alignment and helps you pass automated filters. 4. Quantify Your Qualities Show, don’t tell — prove your value in cold, hard stats. Employers and AI alike are drawn to measurable impact. Instead of vague responsibilities, highlight outcomes: “Increased revenue by 25%,” “Cut processing time by 40%,” etc. Numbers catch eyes — and build trust. 5. Tailor Every Time Don’t use the same resume for every job — tailor it like you would your outfit for a first date. No two jobs are the same, so no two resumes should be either. Customize your resume for each role, emphasizing the skills and experiences that match that specific opportunity. Relevance is everything. 6. Keep it Clean and Recruiter-Ready First impressions matter — sloppy presentation sends the wrong signal. Avoid clutter, unusual fonts, graphics, or inconsistent formatting. Stick to a clean, readable design that plays well with both ATS and human eyes. You wouldn’t show up to a date looking disheveled — your resume shouldn't either. LinkedIn: Online Dating for Employers In the modern job search, LinkedIn is your digital first date — and sometimes, your only one. Before anyone calls you for an interview, they’re likely checking your profile. A half-finished page is like arriving late and mumbling through small talk. But a complete, polished LinkedIn? That’s a confident “hello,” a strong handshake, and maybe even a “let’s grab coffee.” Here’s how to make your profile recruiter-ready: 1.Headline = Your Opening Line Make it compelling, not just your job title. Your headline appears in search results and defines your professional brand. Use it to show both what you do and how you bring value. “Project Manager | Delivering Scalable Tech Solutions for Fast-Growing Startups” tells a better story than “Project Manager.” 2. Profile Photo = Digital Eye Contact Would you go on a date without showing your face? Neither would recruiters. Profiles with a clean, professional headshot get far more views and engagement. Choose a photo with good lighting, a neutral background, and a friendly, confident expression. 3. About Section = Your Elevator Pitch Make them want to connect — not move on. Write a first-person summary that tells your story: your strengths, what drives you, and what you're looking for. Avoid buzzword overload and focus on authenticity. This section is your chance to sound like a real person, not a bullet list . 4. Experience = More Than Just a Job List Show impact, not just responsibilities. Just like with your resume, list your roles, but go further — include bullet points that highlight results, projects, and metrics. Anyone can list a job title — few explain the value they delivered. 5. Engage to Get Noticed There may be plenty of fish in the sea, but you won’t know unless you cast your line. LinkedIn rewards activity. Comment on posts, share industry insights, follow companies you're interested in, and connect with people in your field. The more visible and engaged you are, the more likely opportunities will come your way. Conclusion: Speed Dating Meets the Job Hunt In today’s competitive, AI-filtered job market, you don’t just apply — you pitch. Recruiters and systems make fast decisions, and your resume and LinkedIn profile need to make every second count. Think of it like speed dating: clarity, confidence, and customization win attention. Whether you're submitting a resume or updating your online presence, every detail matters — because your next opportunity might be just one scroll, click, or keyword away.

As Japan approaches the so-called “2025 Digital Cliff,” a quiet revolution is unfolding across the nation’s labor market. For decades, the country has been known for its conservative hiring practices, language-driven employment filters, and rigid corporate structures. But demographic decline, global competition, and a long-overdue digital transformation are reshaping the very DNA of how Japan works—and who gets hired. At Makana Partners, we recognize this moment not just as an economic turning point, but as a powerful opportunity to help both professionals and businesses navigate one of Japan’s most significant talent transitions in modern history. The Crisis—and Opportunity—Behind Japan’s Digital Push Japan is currently facing a shortfall of over 220,000 tech professionals , a gap that, if unaddressed, could cost the economy as much as ¥12 trillion ($78 billion) annually. The situation has become urgent. Companies across nearly every industry are undergoing large-scale digital transformations, updating legacy systems, investing in cloud infrastructure, and seeking to incorporate AI and automation into workflows. What was once optional modernization has become business survival. Yet, while the demand for digital talent has surged, the supply has not kept pace. Japan's traditional hiring pipelines—centered on young university graduates and long-term employment—simply can't meet this demand. As a result, hiring managers are rethinking what qualifies as a "tech candidate." Increasingly, they are looking beyond technical backgrounds and actively recruiting professionals from other domains who bring transferable skills, problem-solving ability, and the willingness to retrain. A Growing Pathway for Non-Tech Professionals One of the most compelling trends in Japan's evolving job market is the rise of career changers. Professionals from finance, manufacturing, education, and even hospitality are now pivoting into roles in IT, product management, cybersecurity, and data analysis. For the first time in decades, there is real permeability between industries—and it’s being supported both by government policy and private sector need. Several forces are driving this openness. Japan’s aging population continues to shrink the domestic workforce, which has loosened language and experience barriers across many industries. In fact, many companies are now willing to hire bilingual or even English-only candidates, especially in startups and multinational environments. At the same time, the pandemic normalized remote and hybrid work, further increasing the accessibility of tech careers, particularly for professionals outside of Tokyo. This democratization of opportunity also comes with attractive compensation. Entry-level tech roles in Japan often start at around ¥8 million annually , well above the national average salary of approximately ¥4.6 million. More experienced professionals in high-demand areas like AI, cloud infrastructure, or machine learning can command salaries of ¥12–15 million or more. Challenges That Still Remain Despite the growing opportunities, the path into Japan’s tech ecosystem is not without obstacles. First, the learning curve can be steep. Most roles in data science, software development, or cybersecurity require hands-on skills, technical fluency, and demonstrable project experience. Simply having business domain knowledge is not enough. Second, age remains a subtle but real barrier in certain sectors. While companies are more open to mid-career hires than ever before, professionals over 40 may find fewer entry-level training pathways unless they bring clear, high-leverage expertise. That said, these barriers are softening—especially in roles that blend industry experience with tech transformation, such as digital project managers or transformation leads. Lastly, competition is rising. As more people make the transition into tech, especially from traditional corporate roles, differentiation becomes critical. Candidates need to invest in certifications, build project portfolios, and demonstrate how their past experience maps onto digital-first roles. Strategies for Successful Transition For professionals considering a shift, the key is to start with a realistic skills audit. What are the underlying problem-solving, communication, or project management skills they bring from their current role? How do those map onto emerging needs in Japan’s digital economy? From there, targeted upskilling is essential. Areas like Python programming, data visualization, cloud infrastructure (AWS, Azure), and information security are among the most in-demand. Online programs, coding bootcamps such as Code Chrysalis , and industry-specific certifications can provide the needed foundation. But beyond technical skills, the ability to demonstrate impact—through freelance work, case studies, or open-source contributions—will often determine hiring success. Networking remains a critical component. Recent data shows that more than 75% of tech hiring in Japan happens through referrals or informal connections . Attending local tech meetups, joining Discord communities, or engaging in mentorship programs can open doors that job boards alone can’t. The Role of Makana Partners For Makana Partners, this shift represents a dual opportunity. On one side, we’re well-positioned to support professionals through career mapping, skills alignment, and role targeting in the fast-changing tech landscape. On the other, we can help clients—particularly those in industrial, manufacturing, or legacy sectors—source, assess, and retain hybrid talent: professionals who bring both industry experience and newly acquired tech skills. We also recognize the growing need for market intelligence . As Japan’s job market becomes more fluid, clients are increasingly looking for partners who can help them understand competitive compensation benchmarks, talent availability by region, and evolving candidate expectations. Makana Partners is building that data-driven capability. Finally, we see long-term value in building partnerships—with coding schools, bilingual communities, and tech recruiters—to help shape the next generation of Japan’s digital workforce. Our role isn’t just to react to the market, but to help steer it. Looking Ahead Japan’s 2025 job market is not simply evolving—it’s accelerating. The forces of technology, demography, and global competitiveness are converging to create a once-in-a-generation labor market realignment. At Makana Partners, we’re not just observing that shift—we’re helping lead it.

Masayuki (Masa) Koito is a Director at Makana Partners based in Japan. Having more than 20 years of executive search experience. His practice area focuses on senior level search within financial industry including investment bank/bank, asset management, insurance, fintech and also covers ESG/sustainability, data scientist, outside director positions across industries. Prior to joining Makana Partners, he worked for Tiglon Partners as an Executive Director for 7 years, UBS Securities as a Recruiter/HR for 1 and half years, Global Sage as a Director for 4 years, Sheffield Haworth as the Head of Research for 2 years, Russell Reynolds Associates as a Research Consultant for 1 year, Eban as the Head of Research for 10 years and Nishimura & Partners. Masa studied music (jazz/bass) in New York for 4 years. He has a Bachelor of Law from Aoyama Gakuin University (Tokyo, Japan). Headhunt like Jazz As a headhunter, I always strive to remain flexible. It is essential to be adaptable in order to respond to the needs of clients across various industries, positions, and candidate profiles. The demand for talent constantly changes, and the ability to swiftly adjust to these shifts is crucial in today’s talent services landscape. Additionally, being able to provide support not only within Japan but also globally is an important aspect that sets a competitive headhunter apart. Just like improvisation in jazz, it is crucial to respond quickly and effectively to unpredictable situations in the field of talent services. While AI and technology are streamlining processes, it is clear that a more flexible approach that goes beyond traditional frameworks is needed in this era. Even as AI analyzes and filters vast amounts of information in real time, we, as headhunters, must focus on assessing the "human value" of candidates. The meaning behind the title "Headhunt like Jazz" is that, even as technological advancements continue, the creative aspects of our work—such as our ability to adapt to unexpected situations—remain vital. Just like a jazz session, we adjust and improvise according to the needs of both clients and candidates to achieve the best possible match. This is the mission that I believe we must continue to uphold moving forward. ジャズのようなヘッドハンティング ヘッドハンターとして、私は常に柔軟でありたいと考えています。クライアントのニーズに合わせて、幅広い業界やポジション、そして候補者層に対応できるような柔軟性は、現代の人材サービスにおいて不可欠です。特に、企業が求める人材は日々変化しており、その変化に即応できるよう、柔軟なアプローチが求められます。さらに、日本国内にとどまらず、グローバルにサポートを提供できることが、競争力のあるヘッドハンターの条件でもあります。 ジャズにおける即興演奏のように、人材サービスの分野でも、予測不可能な状況に迅速かつ効果的に対応することが重要です。AIやテクノロジーの進化によって、業務が効率化される一方で、従来の枠にとらわれない柔軟なアプローチがより一層求められる時代です。AIによって多くの情報が瞬時に分析され、選別される中で、私たちヘッドハンターは「人間的な価値」を見極めることが大切だと考えています。 「ジャズのようなヘッドハンティング」というタイトルに込めた思いは、技術革新が進んでも、私たちの仕事におけるクリエイティブな部分や、予想外の状況に即応する力が重要だということです。クライアントと候補者それぞれのニーズを、まるでジャズのセッションのように即興で調整し、最適なマッチングを目指していくこと。それが、今後も持ち続けるべき使命だと考えています。

日本の製薬業界におけるエグゼクティブ人材市場と産業動向の概要 Overview of Japan’s Pharma Executive Talent Market and Industry Trends 1. 日本の製薬業界におけるエグゼクティブ採用の最近の傾向 Recent Trends in Executive Hiring in Japan’s Pharmaceutical Industry 日本の製薬業界では、景気変動の影響を受けにくい特性から、エグゼクティブ人材の採用ニーズが増加傾向にあります。国内外の企業において、マーケティングやMedical Science Liaison（MSL）などの本社機能に特化したポジションでの採用が活発化しています。また、デジタル化とオムニチャネル戦略の進展に伴い、データ分析やデジタル関連職種の求人も増加しています。 加えて、コンサルティングファームやIT企業出身者といった異業界からの登用も顕著です。オンライン面接の普及により、地理的制約を超えた人材アクセスが可能となり、AI技術を活用した採用プロセスの効率化も進んでいます。企業は「エンプロイヤー・ブランディング」に注力し、多様性の推進を背景に、女性や外国人エグゼクティブの登用が加速しています。 The pharmaceutical sector in Japan has shown resilience against economic headwinds, with a notable rise in executive hiring. Specialized positions in marketing and MSL are in high demand, and digital transformation is fueling recruitment in data and tech roles. Companies are increasingly drawing talent from consulting and IT industries. Virtual interviews and AI-driven screening have broadened candidate pools and enhanced recruitment efficiency. Emphasis on employer branding and leadership diversity—especially the inclusion of women and international professionals—is reshaping executive hiring strategies. 2. エグゼクティブ職の給与動向と報酬パッケージ Salary Trends and Compensation Packages for Executive Roles 近年、日本の上場企業における役員報酬は上昇傾向にあり、成果連動型報酬や株式報酬の割合が増加しています。2023年度には、年収1億円を超える役員が1,120人となり、報酬開示企業も509社と過去最多を記録しました。特にCEO報酬の2/3が変動報酬というケースもあり、欧米型報酬制度が定着しつつあります。例えば、武田薬品のCEOの報酬は20億円を超える例もあります。また、物価上昇や政府の賃上げ推進により、一般従業員の給与も上昇しています。 Compensation for executives is trending upward, with performance-based and stock-linked pay gaining prominence. In FY2023, 1,120 executives earned more than ¥100 million, with 509 companies disclosing such information. CEO compensation in global firms can be especially high—Takeda’s CEO, for instance, received over ¥2 billion. Broader wage inflation and government initiatives are also lifting salaries for general employees. 3. 必要とされるスキルと顕著なスキル不足 In-Demand Skills and Notable Skill Shortages 製薬業界には高い専門性を持つ人材が多数存在する一方で、特に外資系企業においては、英語での発信力や自己主張力が不足しているケースが多く見られます。そのため、バイリンガルで異文化適応力を持つリーダー層への需要が高まっています。 薬事分野では、国際経験と英語力の両方を兼ね備えた人材が不足しており、育成型採用が進められています。さらに、デジタルスキルや戦略構築能力を備えた人材も希少で、メディカルアフェアーズにおいては実務経験と幅広い視野を持つプロフェッショナルが求められています。 While the industry boasts a technically proficient workforce, there remains a shortfall in business communication skills—particularly English fluency and assertiveness in multinational settings. Consequently, there’s strong demand for bilingual, culturally adaptive leaders. Regulatory roles suffer from a lack of internationally experienced candidates. Additionally, digital skills and cross-functional strategy expertise are scarce, especially in Medical Affairs, where broad, interdisciplinary experience is essential. 4. エグゼクティブ人材に関する研修・教育の動向 Key Developments in Training and Education for Executive-Level Pharma Talent 企業はエグゼクティブ人材の育成を戦略的に進めており、リーダーシップ研修やグローバル人材開発プログラムを導入しています。部門間のローテーションやMBA留学支援などにより、多様な経験を提供しています。加えて、階層別研修やメンター制度の導入も進んでおり、実務経験を通じてリーダーシップを育む機会が増加しています。 特に、異文化間でのコミュニケーション能力向上に向けたプログラムや、国際プロジェクトへの参加による実践型研修が重視されています。 Pharma companies are increasingly focused on cultivating future leaders through structured training programs. These include rotational assignments, MBA sponsorships, and tiered leadership development initiatives. Cultural competency and communication enhancement are key themes. International projects and mentoring frameworks are being leveraged to provide real-world leadership exposure and global readiness. 5. 日本の製薬市場の発展動向（国内企業および外資系企業） Market Development Trends in Japan’s Pharmaceutical Industry – Domestic and Foreign Players 日本は世界第3位の製薬市場であり、2022年の市場規模は約1,060億ドル、2026年には1,180億ドルに達すると予測されています。政府は薬価制度の見直しとイノベーション促進に注力しており、スタートアップ支援や創薬に関する5カ年計画も進行中です。 国内企業は、バイオ医薬品、再生医療、デジタルヘルスといった先端分野への投資を拡大しています。外資系企業も新薬の導入や共同研究を強化しており、国内外企業間の競争と協業が並行して進行しています。 Japan’s pharmaceutical market remains vital, valued at approximately $106 billion in 2022 and expected to grow to $118 billion by 2026. Policy shifts favoring innovation, startup support, and streamlined drug development are underway. Domestic firms are investing in biologics, regenerative medicine, and digital health, while global players are increasing new drug launches and partnerships. The environment is one of both competitive and cooperative engagement. 6. 2026年の人材および市場の展望 Predictions for the Talent and Market Landscape in 2026 今後、エグゼクティブ人材を巡る競争はさらに激化すると予想されます。英語力とデジタルリテラシーを備えた次世代リーダーへの需要が高まる中、異業種や海外からの人材登用が進む見通しです。 報酬面では、成果連動型報酬のさらなる普及が見込まれ、年収1億円を超えるエグゼクティブの数も増加すると予測されます。また、ダイバーシティの進展により、女性や外国人幹部の比率が増えるでしょう。 医薬品市場は引き続き堅調な成長を遂げ、革新的な医薬品や創薬支援策を通じて、日本発のグローバルイノベーションが加速する可能性があります。 By 2026, executive hiring will become even more competitive. Strong English communication and digital expertise will be key differentiators. Cross-industry and international talent mobility will increase. Compensation packages will skew further toward performance-based models, and leadership diversity—both gender and international—will expand. The pharma market will grow steadily, and innovation fostered by startups and supportive policy will begin yielding significant results. 結論 Conclusion 日本の製薬業界は、高齢化社会による医療需要の拡大、政策的なイノベーション推進、そしてグローバル化の進展により、大きな変革期を迎えています。これに伴い、エグゼクティブ人材市場にも質的・量的な変化が求められています。バイリンガルでデジタルスキルを備えた多様性のあるリーダー人材が一層重要となり、異業種・国際市場からの人材登用や内部育成の両面で戦略的な人材マネジメントが必要とされています。 報酬制度も成果主義にシフトし、グローバル基準を取り入れた構造へと変化を遂げつつあります。企業は、優秀な人材を確保し持続的な成長を実現するために、柔軟性と革新性のある人事戦略を構築することが不可欠です。 Japan’s pharmaceutical industry is undergoing a pivotal transformation driven by demographic shifts, pro-innovation policies, and increasing globalization. As a result, the executive talent market is evolving in both scope and expectations. The demand for bilingual, digitally fluent, and diverse leaders is intensifying, necessitating cross-industry and international hiring alongside robust internal development programs. Compensation structures are increasingly aligning with global standards through performance-linked models. To secure top talent and ensure sustainable growth, companies must craft forward-looking, adaptable human capital strategies that embrace innovation and diversity at the executive level.

We’ve had the pleasure of working with Noah Yamasaki Fish—a driven intern whose creative approach and strategic mindset significantly enhanced our marketing initiatives at Makana Partners. A junior at Connecticut College studying Economics and International Relations, Noah brought not only his academic insights but also a unique cultural perspective, leveraging his native Japanese language skills to strengthen our communication and outreach efforts Read on to discover more about Noah’s journey with us—his contributions, the challenges he overcame, and the lessons he learned along the way. We are excited to share his story and look forward to seeing where his promising career takes him next! Please introduce yourself, including your academic background and future plans. Additionally, what motivated you to choose Makana Partners for your internship? Hi, my name is Noah Yamasaki Fish. I am currently a junior studying Economics and International Relations at Connecticut College. At college I am a member of the men’s varsity squash team and the presidents of the East Asian Studies Student Advisory Board and Club Baseball team. I was motivated to choose Makana Partners for my internship because I was looking for a job where I can utilize my native Japanese language skills as well as communication skills. Executive search seemed like a profession where communication was extremely important, and as Makana Partners is based in Yokohama, my Japanese language and culture skills could be utilized. Could you describe your role and responsibilities at Makana Partners? How did you apply your academic knowledge to the tasks you were assigned? My main role and responsibility was marketing. My goal was to increase engagement on all of our social media platforms. I used knowledge that I had learned from previous experiences managing social media accounts for many of my activities at school, such as managing the East Asian studies and club baseball social media accounts. What did you enjoy most about managing our social media platforms (X, Instagram, Facebook), and why? I enjoyed seeing our engagement on our social media grow. Compared to when I first started, the amount of engagement on our social media platforms as a whole has grown significantly. Being able to quantitatively see the strategy that was being implemented was very rewarding. Which social media strategy or campaign did you feel had the biggest impact, and what made it successful? I believe that the change in the job post templates had the biggest impact on our social media. The weekly job posts are highly relevant to many people viewing the Makana Partners` linkedin page, so making sure that they had a clean look was very important. How did you go about creating growth plans for our marketing efforts, and what challenges did you face? The main way that I created growth plans for marketing efforts is by doing research on what other relevant firms are doing. Based on my research, an important part of growing a social media page is consistent uploads. This was hugely successful for our Linkedin page. However, for our social media pages that are less developed (Instagram, Facebook, X) different strategies had to be implemented. I noticed that the more that I engaged with other firms using those social media platforms the more traction that I received back through them. In your view, what could be improved in our social media strategy to boost engagement and growth? In my opinion, I believe that creating a social media that is more personable would create more engagement. For example, many of our current posts are job posts and other very industry specific postings. Recently, we uploaded Instagram reels and Youtube shorts from the Makana Podcasts. Some of these posts took off fairly quickly, and I believe that it is partially because it was a change in the normal content that is uploaded and has much more dialogue and human interaction within it. I believe that there is a lot of potential growth that can be made by continuing to make this type of content. How did working on podcast editing complement your social media work and overall understanding of our brand? Working on podcast editing complemented my social media work. I was able to work on my video editing skills and research how other people were creating their podcasts. It seems as though many people are starting to hop on the trend of creating podcasts and being able to do research on that definitely helped me with ideas for social media. Listening to some of the podcasts also helped me understand how industry leaders think and act. Can you share an example of a research project you supported and what insights it provided for our marketing? An example of a research project that I supported was the publishing of the second edition of Makana 2.0! Prior to publishing, I did research on how we will build traction and hype around the magazine. After publishing, I analyzed many of the analytics on our social media platforms to see how it performed. This provided me with a lot of insight for future marketing projects and where I should focus my efforts. Looking back at your overall experience, what advice would you offer to future interns handling social media and marketing projects? Looking back at my experience, one piece of advice I would give to future interns handling social media and marketing projects is to track metrics meticulously. When I first started, I was still learning how to use all the functions of a business’s social media platforms. Of course, there is a learning curve, but I am now able to use the majority of these functionalities. If I had been able to utilize more of the available tools earlier, I believe it might have changed the way I approached certain marketing projects. I definitely learned a lot from having this hands-on experience and looking forward to using the skills I gained in the future.

Over the past six weeks, from January to February, we had the pleasure of working with Sage—a talented intern who significantly boosted our marketing and content efforts at Makana Partners. Whether sourcing on Loxo, creating engaging social media content, or editing podcasts, she consistently demonstrated creativity and innovation. In this exclusive video interview, joined by our managing director, Yan Sen Lu, Sage reflects on her enriching experience and the collaborative culture she encountered in Japan. Yan Sen: All right, Sage, thank you very much for joining Makana Partners on your internship. This is the end of your six weeks. Sage: Thank you for having me. Yan Sen: Oh, it happened so quickly. How was your experience? Sage: It was great. I was really excited coming into it, and I was excited to partner with an executive search firm. I also really enjoyed doing more marketing work and seeing that side of things. Overall, I had a great time. Yan Sen: How was working in Japan different from working in the US? Sage: It’s a little different. I don’t know if I got the full experience because we were in a WeWork building. But one thing that stood out is how collaborative people are here compared to my previous internships back home. Also, things feel more organized here—like public transit, especially compared to New York City. Yan Sen: If you’re seeing this on YouTube or LinkedIn, a lot of the content is thanks to Ken working behind the scenes. What role or responsibility did you enjoy the most? Sage: I enjoyed sourcing on Loxo—it’s like solving a puzzle, trying to find the perfect candidate. I also liked working on social media content and getting creative with tools like iMovie and Photoshop. Learning more about AI and editing podcasts was another highlight for me. Yan Sen: That’s great. I know you spent a lot of time on the podcasts. Now, your internship was cut short—anything you wish you could have done more of? Sage: Maybe more sourcing, but honestly, I really enjoyed the marketing side and working on the podcasts. Rewatching and re-listening to the guests’ insights was very rewarding. Ken: Thanks for everything, Sage. You helped us grow in both marketing and other areas at Makana Partners. How did you manage balancing all the tasks we gave you—content creation, sourcing, and video editing? Sage: I focused on prioritizing tasks—if something needed to be posted on a specific day, that came first. I also preferred to complete one task before moving on to another, especially for bigger assignments like podcast editing. That way, nothing felt overwhelming. Ken: That’s a good approach. Yan Sen: Between us, you’re probably our best intern so far. Sage: Thank you! Yan Sen: We were impressed by your speed and quality of work. It’s just a shame the internship was short. Sage: Yeah, I enjoyed it a lot. Thank you for the opportunity.

Short interviews are gaining prominence in Japan's corporate landscape as a pragmatic solution to the nation's famously demanding work culture. The emergence of "casual meetings" (カジュ アル面談, kajuaru mendan) represents a significant shift in Japanese hiring practices, offering efficiency benefits for both employers and job seekers. This informal pre-application interview format allows companies to engage with more candidates while giving job seekers the opportunity to explore potential employers without excessive time commitments. As Japan continues to navigate labor shortages and work-style reforms, these abbreviated interview formats align perfectly with the need to respect everyone's limited time while still facilitating meaningful professional connections. Japan's Demanding Work Culture and Time Constraints Japan's reputation for intense work dedication is well-documented and creates significant time pressures for professionals throughout the country. According to 2022 data from Japan's health ministry, 10.1% of men and 4.2% of women worked over sixty hours per week, highlighting the extreme time constraints many Japanese workers face . This culture of extended working hours creates an environment where both hiring managers and job candidates have precious little time to spare for lengthy interview processes. The concept of company loyalty in Japan often manifests through extended working hours that are not just expected but sometimes contracted . Tim Craig, a researcher of Japanese culture, notes that social pressure plays a significant role in this dynamic: "If they go home early, then their colleagues will (a) look askance at them, and (b) have to work more to cover for them. Either way, it's not a good feeling" . Such pressure makes taking time off for job interviews particularly challenging, creating a situation where shorter interviews become not just preferred but necessary. Despite Japan's 2018 Workstyle Reform Act that outlawed excessive overtime, many employees still work beyond regulated hours, either by company pressure or personal choice . With only 7% of Japanese companies providing employees with the legally mandated weekly day off, the opportunity for candidates to participate in lengthy interview processes is severely limited . These time constraints affect both sides of the hiring equation, making shorter interviews an increasingly valuable adaptation. The Evolution of Interview Practices in Japan Traditional job interviews in Japan often follow formal, structured formats that can be time- consuming and stress-inducing for all parties involved. However, recent years have seen a notable shift toward more time-efficient approaches, with the "casual meeting" emerging as a popular alternative, particularly among Japanese startups and increasingly with larger corporations . These casual meetings represent an informal interview that takes place before a formal application is submitted. This approach developed as a response to changes in Japan's hiring landscape, where simply posting job openings was no longer sufficient to attract quality candidates . Today's job seekers have become more selective and cautious about formally applying to positions without first gaining insight into the company culture and work environment. Unlike traditional casual interviews in other countries, which typically occur after application as a screening mechanism, Japan's casual meetings happen before the application process . This important distinction highlights their primary purpose: to provide an opportunity for mutual exploration rather than formal evaluation. The emphasis on "casual" makes these meetings less intimidating and time-consuming for candidates who are already balancing demanding work schedules. Benefits of Short Interviews for Employers For Japanese companies operating in a time-constrained business environment, shorter interviews offer significant advantages in the hiring process. The casual meeting format enables employers to connect with a wider pool of potential candidates without committing extensive resources to formal interviews with each one . This efficiency is particularly valuable given the management time constraints in Japan's work-intensive corporate culture. Short interviews allow hiring managers to quickly assess a candidate's basic qualifications, communication style, and cultural fit without disrupting their already packed schedules. In a work culture where long hours are the norm, every minute saved in the hiring process translates to valuable time that can be redirected to pressing business matters . This is especially important for senior staff members who might be involved in interview panels. The casual meeting approach is widely considered a "win-win" scenario that benefits employers by widening their search pool without requiring excessive time investment . Companies can become acquainted with more potential employees efficiently, allowing them to make better- informed decisions about which candidates to invite for more comprehensive formal interviews later in the process. For job seekers navigating Japan's demanding work culture, shorter interviews provide numerous practical advantages. The casual meeting format allows candidates to explore potential employers without taking extended time away from their current positions, which could otherwise create tension with existing employers given the cultural expectations around work presence . Benefits of Short Interviews for Job Seekers For job seekers navigating Japan's demanding work culture, shorter interviews provide numerous practical advantages. The casual meeting format allows candidates to explore potential employers without taking extended time away from their current positions, which could otherwise create tension with existing employers given the cultural expectations around work presence . Short interviews require less preparation time and create lower stress levels than traditional lengthy interviews. In a society where 10.1% of men work more than 60 hours weekly, the ability to participate in job interviews without excessive time commitments is invaluable . Candidates can more easily fit these abbreviated meetings into lunch breaks or before/after regular working hours, minimizing disruption to their current work responsibilities. Additionally, the informal nature of these casual meetings creates a more comfortable environment for candidates to assess whether a company aligns with their career goals and work style preferences. As noted in the article from TokyoDev, this allows job seekers to "learn more about a company before they spend time and effort on a full, formal application" . This efficiency enables candidates to explore more potential opportunities without the exhaustion that would come from multiple full-length formal interviews. Cultural Considerations in Japanese Interview Practices Japanese interview practices reflect broader cultural norms that differ significantly from Western approaches. In Japan, there is a cultural tendency to avoid excessive self-promotion, which shapes how interviews are conducted . Rather than focusing on individual achievements, Japanese interview culture often emphasizes team contributions and collective success. The structure and formality of interviews can vary significantly based on company size and age. As one Reddit commenter with experience interviewing in Tokyo observed, "In smaller or more contemporary Japanese companies it will feel casual and perhaps similar to a North American one. In older/larger companies, it might feel like a panel interview but more tense" . These variations affect the interview length and format across different organizational contexts. Cultural formalities remain important even in shorter interview formats. Elements such as proper bowing, using respectful phrases like "失礼します" (excuse me), and employing keigo (formal language) continue to play crucial roles in Japanese professional interactions . Short interviews must still accommodate these cultural expectations while streamlining the substantive discussion portions. Implementation Strategies for Effective Short Interviews To maximize the effectiveness of shorter interviews in Japan's busy work environment, careful planning and structure are essential. Companies can implement several strategies to ensure these abbreviated formats yield valuable insights despite their reduced duration. Pre-interview screening through resume review and brief initial assessments can help focus the in-person meeting on the most relevant qualifications and concerns. This preparation ensures that even brief conversations can address substantive topics rather than basic information collection. Technology can further enhance the efficiency of these shorter interactions. Video interviews for initial screenings can eliminate commute time for both parties, making the process more accessible to busy professionals. This approach aligns well with Japan's ongoing efforts to modernize work practices, including the push for four-day workweeks that began in 2021 . Structured interview formats with clearly defined objectives help ensure that essential topics are covered despite time limitations. By preparing focused questions that target key competencies and cultural fit indicators, interviewers can gather meaningful information even in shortened timeframes. Conclusion The shift toward shorter interviews in Japan represents a practical adaptation to the realities of the country's intensive work culture. As Japan continues to face labor shortages and demographic challenges, with foreign workers now comprising about 3% of the workforce , efficient hiring practices become increasingly important to attract and retain talent. The casual meeting approach exemplifies how Japanese business practices are evolving to address changing workforce dynamics while respecting the time constraints imposed by traditional work expectations. By acknowledging the practical benefits of shorter interviews- efficiency for employers, accessibility for candidates, and reduced disruption to ongoing work- Japan's hiring landscape is developing in ways that better serve all stakeholders. As Japan continues to implement work reforms aimed at improving work-life balance, the trend toward more time-efficient interview practices is likely to continue and expand. These shorter interview formats not only accommodate the busy schedules of Japanese professionals but may also contribute to the broader cultural shift toward more sustainable work practices that the country is gradually embracing. Citations: https://sites.uab.edu/humanrights/2024/11/22/karoshi-the-problems-with-japans-work-culture/ https://www.tokyodev.com/articles/what-is-a-casual-meeting-in-japan https://www.reddit.com/r/japan/comments/16h8slk/if_ japan_has_a_culture_of_never_talking_highly_of/