September 6, 2025 • 19 mins
Japan’s executive job market isn’t just growing — it’s on fire. A full-blown hiring frenzy is sweeping through Tokyo, reshaping the future of leadership in industries from pharma and finance to tech, media, and EVs. In this episode of Executive Search in Japan, we reveal why recruiters are scrambling, candidates are cashing in, and multinationals are betting big on Japan.
From Takeda’s AI-driven pharma revolution to Netflix’s live-action blitz, from Wall Street banks chasing bilingual leaders to EV giants racing for talent, the demand has never been higher. We break down:
- Why Tokyo is now the world’s hottest battleground for executive recruiters.
- How six- and seven-figure packages are rewriting compensation rules.
- The cultural pitfalls and relocation landmines that can derail million-dollar placements.
- The untapped edge for recruiters who know where to hunt.
If you’re an executive recruiter, this isn’t just another episode — it’s your survival guide to the most explosive hiring boom Japan has seen in decades.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Tessa Sourceley (00:00):
Okay, let's unpack this.
For anyone with an eye onglobal career opportunities, the
whispers we've been hearingabout Japan's job market, they
aren't just whispers anymore.
Chase Stratton (00:10):
No, definitely not.
Tessa Sourceley (00:11):
Our sources are practically shouting about a
vibrant, really demandinglandscape.
We're talking about asignificant hiring boom, a
hiring binge maybe.
It seems like it'sfundamentally transforming the
career landscape there.
Chase Stratton (00:25):
It really does seem that way.
Tessa Sourceley (00:26):
So our deep dive today is all about
uncovering the surprisinginsights into who is doing this
hiring, what specific skills andexperiences they're genuinely
seeking, and maybe mostimportantly, why this
information is absolutelycrucial for you, our listener,
right now.
Chase Stratton (00:42):
You've really hit the core of it there.
What's truly striking, I think,is the sheer scale, the
widespread nature of thisphenomenon.
Our sources show this isn'tjust a fleeting trend or
isolated to a few hot startups.
It feels much bigger.
Right, it's deep.
Exactly.
It's a deep, systemic surgeacross nearly every industry
(01:03):
from, well, the very traditionalfinancial sectors right through
to cutting edge technology.
It suggests a pretty robusteconomic expansion.
Tessa Sourceley (01:11):
And when we say everyone is hiring, we're not
just talking about like a floodof entry level positions, are
we?
Not at all.
Our Tokyo executive job updatesource really pulls back the
curtain on, well, it's a jawdropping diversity of high
impact senior roles.
Yeah.
Just think about it.
In financial We're seeingpositions like head of market,
(01:33):
liquidity and counterparty risk.
Chase Stratton (01:35):
Key role.
Tessa Sourceley (01:36):
Or a vice president of marketing and
communications.
These are strategic rolesshaping the future of global
finance within Japan.
Chase Stratton (01:44):
That's a critical observation.
It isn't just about fillingseats.
It's about deep strategicinvestment.
And like you said, it extendsfar beyond finance.
We're seeing leadershippositions in government and
consulting, too.
Things like head of governanceoperations or a managing
director for public affairs.
These are pivotal roles.
It indicates a real focus onshaping policy and maybe driving
(02:05):
industrial strategy at anational level.
Tessa Sourceley (02:07):
Right.
And of course, the consumer andtech sectors are buzzing.
You can imagine a head ofe-commerce for a major consumer
products manufacturer or maybe achief financial officer for an
innovative social commerce app.
But here's where the varietytruly shines almost
unexpectedly.
Get this.
Our sources even mentioned ahead of chocolate in food and
(02:28):
beverages.
A head of chocolate?
Seriously.
Yeah.
Doesn't that just underscorehow unique and diverse this
market has become?
It's not just an increase injob openings.
It's this vast array ofhigh-impact strategic roles
across nearly every imaginablesector.
Chase Stratton (02:44):
It absolutely does.
That blend of opportunitiesfrom traditional finance to
cutting-edge tech and eventhese, well, wonderfully unique
consumer roles like head ofchocolate.
Right.
It tells us Japan isn't justmodernizing.
It's aggressively pursuing akind of dual strategy.
Right.
It's soliciting solidifyingtraditional sectors with top
expertise while rapidlyexpanding into new digital
(03:04):
frontiers.
That makes sense.
So for professionals looking tobe at the forefront of global
change, this creates a trulyunique landscape.
It demands leadership and veryspecialized expertise across the
Japanese economy.
Tessa Sourceley (03:19):
Okay.
So with that broad picture inmind, let's maybe zoom in a bit.
What does this look like on theground in specific companies?
Chase Stratton (03:26):
Good idea.
Tessa Sourceley (03:27):
We're seeing real strategic leadership and
specialized expertise beingsought, especially in
pharmaceuticals and biotech.
Take Takeda Pharmaceutical, aglobal leader.
Chase Stratton (03:37):
Big name.
Tessa Sourceley (03:38):
They're looking for an associate director,
omnichannel strategy andoperation in their Japan
oncology business unit.
Now, this isn't about runningtypical marketing campaigns.
Chase Stratton (03:47):
No, it sounds much bigger.
Tessa Sourceley (03:49):
It is.
It's about a complete overhaul,conceptualizing, designing, and
implementing new strategiesacross multiple oncology brands.
They're aiming to build alasting omnichannel vision.
Chase Stratton (03:59):
The striking takeaway there is Takeda's
commitment to transformation.
They're moving from what theycall brand-driven digital
strategies to CCS-drivenomnichannel strategies.
Tessa Sourceley (04:08):
CCS.
What's that stand for?
Chase Stratton (04:10):
Right.
For our listeners, CCS usuallystands for customer-centric
storytelling or somethingsimilar related to customer
experience.
Think of it this way.
Takeda wants to stop treatingdifferent digital channels like
separate silos.
Tessa Sourceley (04:24):
Okay.
Chase Stratton (04:24):
They're moving to a single, unified approach,
focusing entirely on what thepatient experience from their
first online search rightthrough their treatment journey.
Tessa Sourceley (04:33):
That's a huge shift.
Chase Stratton (04:35):
It's a fundamental shift in how a
global pharma giant operates ina crucial market like Japan.
They're leveraging both cuttingedge digital approaches and
crucially deeply localizedcommercial strategies.
Tessa Sourceley (04:47):
And then you've got Regeneron, another big
name.
They're seeking a countrymanager, rare disease.
Right.
Chase Stratton (04:52):
Another major role.
Tessa Sourceley (04:53):
This person will essentially own the
Japanese commercial strategy,driving sustainable growth and
representing the rare RareDisease and Cardiometabolic
Commercial Business Unit, theCBU, on the Japan leadership
team.
Chase Stratton (05:05):
So real responsibility.
Tessa Sourceley (05:06):
Absolutely.
We're talking about deliveringthe Japanese rare disease P&L.
Chase Stratton (05:10):
Profit and loss, yeah.
Full financial ownership.
Tessa Sourceley (05:12):
Exactly.
Developing strategic plans,building crucial partnerships
with physicians, payers, patientorganizations.
It's a lot.
They need someone with at least10 years in pharma biotech
commercial management, includingfive years in rare disease
sales leadership.
This is about building a wholeecosystem.
Chase Stratton (05:29):
This is It really underscores that
strategic imperative wementioned.
The Regeneron role isn't justabout selling a product.
It's about establishing acomplete ecosystem, building
trust and relationships within ahighly specialized market.
Both Takeda and Regeneronhighlight global companies
actively adapting theiroperational frameworks and
(05:49):
investing heavily in leadershipthat can navigate the unique
complexities of the Japanesemarket.
Tessa Sourceley (05:54):
Okay, let's shift gears a bit.
Tech, media, and enterprisesoftware.
The demand for high-impactroles seems equally strong
there.
Definitely.
Netflix, for instance.
They're searching for adirector of production for Japan
Live Action.
Oh, interesting.
This person leads the JapanLive Action production team,
overseeing both scripted andunscripted productions.
They report to the head ofproduction for APAC Asia
(06:16):
Pacific, excluding India.
Chase Stratton (06:18):
Okay, so a regional scope, but focused on
Japan production.
Tessa Sourceley (06:22):
Right.
This leader guides amultifunctional team.
We're talking physicalproduction, post-production,
VFX, that's visual The whole
Chase Stratton (06:32):
pipeline.
Tessa Sourceley (06:32):
Exactly.
It's about strategicleadership, ensuring titles are
delivered on time, on budget,and to a high standard.
This isn't just making shows.
It's shaping globalentertainment for a specific,
incredibly important market.
Chase Stratton (06:47):
This Netflix role perfectly illustrates that
balance we talked about, globaldirectives meeting unique local
execution.
Tessa Sourceley (06:53):
How so?
Chase Stratton (06:54):
Well, to produce culturally resonant content,
you need deep localunderstanding.
You can't just apply a globalformula, but you still have to
adhere to global productionstandards and budgets.
It's a highly sophisticatedblend of creative and logistical
leadership.
Tessa Sourceley (07:08):
That makes sense.
And then there's Mattermost.
They make a collaborativeworkflow solution specifically
for defense, intelligence,security, critical
infrastructure organizations.
Pretty serious stuff.
Chase Stratton (07:19):
Yeah, high stakes sectors.
Tessa Sourceley (07:20):
They're looking for a general manager, Japan,
to lead the operational launchand growth of Mattermost KK.
That's their Japanesesubsidiary.
Chase Stratton (07:28):
So building it from the ground up, essentially.
Tessa Sourceley (07:30):
Pretty much.
This GM reports directly to theCEO co-founder.
They're responsible for gettingthe Japan subsidiary
operational, building a localpresence, and driving
significant revenue growth froman existing seven-figure base.
Chase Stratton (07:44):
That's a big ask.
Tessa Sourceley (07:45):
It is.
It requires a minimum of 15years in enterprise software,
leadership experience, andimportantly, a background in
national security or criticalinfrastructure sectors.
This isn't just sellingsoftware.
It's about establishing trustand integrating a vital solution
into highly sensitive sectorswithin Japan.
Chase Stratton (08:03):
That matter-most role is particularly telling, I
think.
It demands that combination ofdeep technical and
sector-specific background withthe entrepreneurial drive to
launch a new entity in acritical market.
These are roles that requirenot just expertise, but also a
profound understanding of thestrategic landscape, maybe even
geopolitical nuances.
Tessa Sourceley (08:22):
Absolutely.
And for those of you, ourlisteners, maybe passionate
about visual discovery andmarketing, Pinterest is hiring a
manager integrated marketing.
Okay.
This person defines anddelivers the B2B business to
business marketing strategy inJapan.
They partner with globalleadership and local sales
teams.
Chase Stratton (08:40):
So bridging global and local again.
Tessa Sourceley (08:42):
Exactly.
They'll develop key initiativesacross industry marketing,
events, trade media, executiveengagement, content creation,
measuring impact too.
They want someone with aboutsix years of integrated B2B or
digital marketing experience.
So what this all means Well,from shaping global
entertainment to securingcritical infrastructure and even
(09:05):
defining how brands engage withtheir business partners, Japan
is clearly a vital hub fordigital innovation and strategic
tech leadership.
Chase Stratton (09:12):
It certainly seems that way.
Tessa Sourceley (09:13):
And it's not exclusively senior leadership
roles either.
Even internships offerincredible real-world
experience.
Take the Quality ManagementCustomer Department internship
at Bosch Group.
Chase Stratton (09:23):
Bosch, yeah, another big player.
Tessa Sourceley (09:26):
Here, interns analyze and improve existing
databases.
So hands-on
Chase Stratton (09:35):
technical work.
Tessa Sourceley (09:36):
Very hands-on.
They're looking for experiencewith MS Access, Excel, VBA,
Power BI, and an understandingof data flows.
This shows that even at theentry level, companies are
looking for specialized,practical skills.
It makes Japan seem like afantastic place to start
building global experience.
Chase Stratton (09:54):
It's an important insight, that range of
roles, from strategicleadership down to these
critical internships Itindicates a really nuanced
approach to talent acquisition.
These companies are investingacross the entire talent
pipeline, signaling, you know,long term commitment to the
Japanese market.
Tessa Sourceley (10:10):
OK, so beyond the impressive titles and the
responsibilities, there's acommon thread tying many of
these roles together, isn'tthere?
Chase Stratton (10:16):
There is.
Tessa Sourceley (10:16):
Our deep dive into the requirements reveals
the absolutely indispensablerole of language and
cross-cultural fluency.
It's just abundantly clear thatfor these high level roles and
even that Bosch internship forfluent or native Japanese is
almost always a prerequisite.
Chase Stratton (10:32):
It's fundamental.
Tessa Sourceley (10:33):
It's like having the key, right?
The key to unlock deeper marketunderstanding and build those
genuine connections.
Chase Stratton (10:39):
And the standout point for me is the specific
nuance in the languagerequirements.
It's not just about, say,functional communication.
Tessa Sourceley (10:47):
Right.
Not just ordering coffee.
Chase Stratton (10:48):
Exactly.
It's about the ability tooperate effectively within both
local and global context tosynthesize diverse information,
build trust all within aculturally rich environment.
This really highlights thevalue placed on true bicultural
competence.
Tessa Sourceley (11:05):
Precisely.
For Takeda's omni-channel role,they explicitly state,
business-level Japanese languagecommand, not only in speaking,
business writing, and reading,and they note English.
Business fluent, favorable.
Very
Chase Stratton (11:17):
specific.
Tessa Sourceley (11:18):
Regeneron states, you are fluent in
Japanese and English withexceptional communication skills
in both languages.
And Netflix requires fluent inJapanese with conversational
English language skills.
Chase Stratton (11:29):
And this pattern is consistent across different
sectors.
Mattermost needs someone ableto actively participate in
internal meetings in English.
Pinterest demands fluency inwritten and spoken Japanese and
English.
Even the Bosch internship,while accepting good English
skills, prefers fluent Englishrequired, Japanese preferred,
German preferred.
Tessa Sourceley (11:49):
German too, interesting.
Chase Stratton (11:50):
And they explicitly look for someone
willing and motivated to liveand work in a different culture.
It's about more than justtranslation.
It's about culturalintegration.
Tessa Sourceley (12:00):
And it truly goes beyond just speaking the
language.
It's about culturalunderstanding and crucially
local connections.
Yes.
For instance, Cash Recruit, intheir search for a regional
director, specifically states,connections in the Japanese
investment fund industrypreferable.
Chase Stratton (12:15):
Ah, the network.
Tessa Sourceley (12:16):
Exactly.
And Regeneron highlights a needfor strong relationships within
the Japanese rare diseasemarket, including key opinion
leaders, payers, and patientorganizations.
It's about building thoseauthentic local ties and
navigating the specific socialand professional networks that
are just paramount for successin Japan.
Chase Stratton (12:34):
Exactly.
This emphasizes thatproficiency isn't merely
linguistic.
It's about cultural integrationand the ability to navigate
complex social and professionalnetworks.
These are paramount for successin the Japanese business
environment.
It underscores the need fordeep, authentic engagement,
making that biculturalcompetence a significant
(12:55):
differentiator.
Tessa Sourceley (12:56):
Okay, now let's talk about what makes these
opportunities maybe even moreappealing, the benefits packages
and the evolving work models.
Chase Stratton (13:03):
Right, the practical side.
Tessa Sourceley (13:04):
Beyond the impressive titles and
responsibilities, our sourcesshow companies are offering
really compelling packages.
It demonstrates a seriousinvestment in attracting and
retaining top talent.
It's not just about the work,it's about supporting a, well, a
holistic employee experience.
Chase Stratton (13:20):
And the detailed benefits, things like flexible
work options, flex time,telework from Takeda, and the
competitive allowances even forinternships.
It suggests these companies arekeenly aware of the global
competition for talent.
Tessa Sourceley (13:32):
They have to be.
Chase Stratton (13:32):
They do.
They're designing compensationand work models that appeal to
modern professionals, butthey're often balancing that
flexibility with the need forin-person collaboration,
especially given the travelinvolved in many roles.
It's a sophisticated approachto global talent acquisition.
Tessa Sourceley (13:47):
Takeda, for example, offers detailed
allowances, commutation,housing, overtime, an annual
salary increase, twice yearlybonuses.
Chase Stratton (13:55):
Standard but good.
Tessa Sourceley (13:56):
And extensive paid leaves, annual Annual,
special, sick, family support,maternity, childcare, family
nursing leave, plus flexiblework styles like flex time and
telework.
Total holidays around 123 daysa year.
That's a truly comprehensivepackage.
Chase Stratton (14:12):
It really is.
Tessa Sourceley (14:12):
And for a global investment bank seeking
an FX sales director, thecompensation package is noted as
highly competitive, rangingfrom 20 million to 25 million
yen.
Chase Stratton (14:22):
Wow.
Okay.
Significant.
Tessa Sourceley (14:23):
And even the Bosch internship provides a very
competitive monthly netallowance of 200,000 yen full
These
Chase Stratton (14:31):
robust benefit structures and competitive
compensation packages arecritical indicators.
They show how serious thesecompanies are about attracting
and retaining high-calibertalent in a competitive global
market.
They recognize that to securethe best, they have to offer
more than just a job.
They have to offer a compellingcareer and lifestyle
(14:51):
proposition that accounts forthe demands of the role.
Tessa Sourceley (14:54):
And these companies are also adapting to
modern work preferences, itseems.
Pinterest, for its integratedmarketing manager role, requires
being in the Tokyo office justonce a week for collaboration.
Chase Stratton (15:05):
Ah, a hybrid model.
Tessa Sourceley (15:06):
Yeah, implying a hybrid model.
And it includes travel to theU.S.
one or two times per year.
Mattermost's general managerrole involves travel to meet
Japanese customers and partners,attend events in Japan and
Asia, plus travel to theirannual company kickoff, usually
in the U.S.
Chase Stratton (15:22):
So quite a bit of travel there.
Tessa Sourceley (15:23):
Definitely.
And Regeneron's country managerrole requires a willingness to
travel 30%, 40%.
So while there's flexibility,there's also a clear expectation
of global and local presence.
It reflects a pragmatic blendof work models.
Chase Stratton (15:36):
This blend of hybrid work and significant
travel requirements demonstratesa pragmatic approach.
Companies are striving forflexibility, but they recognize
the critical importance ofin-person collaboration and
market presence, especially in arelationship-driven culture
like Japan's.
It's a balancing act, really,designed to maximize both talent
(15:58):
talent retention, and marketimpact.
Tessa Sourceley (16:00):
Which brings us really to the practicalities
for anyone looking to jump intothis exciting market.
Because it's not just aboutbeing qualified.
Chase Stratton (16:08):
No, if I not.
Tessa Sourceley (16:08):
It's also about being smart and, frankly, safe
in your job search.
Our sources highlight somecritical warnings, like Takeda
Pharmaceutical's alert aboutidentity thieves posing as
employees or recruiters.
Chase Stratton (16:20):
Oh, that's worrying.
Tessa Sourceley (16:21):
It is.
These fraudsters postTakeda-branded jobs, invite
candidates to online chats, andthen press for bank account
information and personal IDnumbers.
Chase Stratton (16:29):
Wow.
So with such a dynamic and highstakes job market,
understanding these logisticalhurdles, visa requirements,
relocation policies, andcrucially, recognizing and
avoiding these scams, they'rejust as vital as the
professional qualificationsthemselves.
Absolutely.
It really underscores the needfor thorough due diligence from
job seekers.
Tessa Sourceley (16:48):
The advice from Takeda is crystal clear.
Do not correspond withunexpected offers.
Don't click hyperlinks or openattachments from unknown
sources.
Legitimate Takedacorrespondence always comes from
an at takita.com email address.
Chase Stratton (17:02):
Good advice for any job search, really.
Tessa Sourceley (17:04):
It's a vital reminder to stay vigilant.
And speaking of practicalities,for non-Japanese nationals,
visa and relocationconsiderations are crucial.
The Bosch internship detailsthat the visa process can take
up to three months.
Chase Stratton (17:17):
Three months, okay.
Need to plan ahead.
Tessa Sourceley (17:20):
And it requires university confirmation that
the internship is a mandatory orstrongly recommended part of
your curriculum.
Chase Stratton (17:26):
Ah, so specific requirements for student visas.
This detailed guidance fromBosch is invaluable.
Navigating international visaprocesses can be complex and
time-consuming.
It emphasizes the need forproactive planning and
understanding the specificrequirements for different roles
and nationalities, which canvary significantly.
Tessa Sourceley (17:44):
And on the other hand, sometimes the
support isn't there.
Pinterest states that itsmanager integrated marketing
position is not eligible forrelocation assistance.
Chase Stratton (17:54):
Okay, that's important to know up front.
Tessa Sourceley (17:56):
That's a key detail for anyone considering a
move to Japan.
Relocation costs can besubstantial, so it's essential
to clarify this early on.
And for those looking for anedge, some platforms like
showbiz jobs apparently offerfeatures like first look for
early job listings, job mapping,daily alerts, application
tracking, tools to help you stayahead in a competitive market.
Chase Stratton (18:18):
Makes sense.
Leveraging technology in thesearch itself.
Tessa Sourceley (18:21):
So to sort of recap our deep dive here,
Japan's job market is trulybooming.
We're seeing diverse high levelroles across industries
demanding significant bilingualand cross-cultural skills.
Companies are offeringattractive compensation and
benefits while navigating theseevolving work models that blend
flexibility with the need forstrategic presence.
Chase Stratton (18:40):
A complex but exciting picture.
Tessa Sourceley (18:42):
Hopefully this deep dive arms you, our
listener, with a clearerunderstanding of these trends,
maybe helping you discover newand exciting career paths.
Chase Stratton (18:51):
Indeed.
And it leaves us with athought, perhaps.
Given this vibrant anddemanding landscape, how might
Japan's That's a great question.
What further opportunitiesmight this open up in the coming
(19:12):
years for those ready toembrace that blend of local
insight and global ambition?
It's definitely something worthpondering as the country
continues its globalintegration.
Okay, let's unpack this.
For anyone with an eye onglobal career opportunities, the
whispers we've been hearingabout Japan's job market, they
aren't just whispers anymore.
Chase Stratton (00:10):
No, definitely not.
Tessa Sourceley (00:11):
Our sources are practically shouting about a
vibrant, really demandinglandscape.
We're talking about asignificant hiring boom, a
hiring binge maybe.
It seems like it'sfundamentally transforming the
career landscape there.
Chase Stratton (00:25):
It really does seem that way.
Tessa Sourceley (00:26):
So our deep dive today is all about
uncovering the surprisinginsights into who is doing this
hiring, what specific skills andexperiences they're genuinely
seeking, and maybe mostimportantly, why this
information is absolutelycrucial for you, our listener,
right now.
Chase Stratton (00:42):
You've really hit the core of it there.
What's truly striking, I think,is the sheer scale, the
widespread nature of thisphenomenon.
Our sources show this isn'tjust a fleeting trend or
isolated to a few hot startups.
It feels much bigger.
Right, it's deep.
Exactly.
It's a deep, systemic surgeacross nearly every industry
(01:03):
from, well, the very traditionalfinancial sectors right through
to cutting edge technology.
It suggests a pretty robusteconomic expansion.
Tessa Sourceley (01:11):
And when we say everyone is hiring, we're not
just talking about like a floodof entry level positions, are
we?
Not at all.
Our Tokyo executive job updatesource really pulls back the
curtain on, well, it's a jawdropping diversity of high
impact senior roles.
Yeah.
Just think about it.
In financial We're seeingpositions like head of market,
(01:33):
liquidity and counterparty risk.
Chase Stratton (01:35):
Key role.
Tessa Sourceley (01:36):
Or a vice president of marketing and
communications.
These are strategic rolesshaping the future of global
finance within Japan.
Chase Stratton (01:44):
That's a critical observation.
It isn't just about fillingseats.
It's about deep strategicinvestment.
And like you said, it extendsfar beyond finance.
We're seeing leadershippositions in government and
consulting, too.
Things like head of governanceoperations or a managing
director for public affairs.
These are pivotal roles.
It indicates a real focus onshaping policy and maybe driving
(02:05):
industrial strategy at anational level.
Tessa Sourceley (02:07):
Right.
And of course, the consumer andtech sectors are buzzing.
You can imagine a head ofe-commerce for a major consumer
products manufacturer or maybe achief financial officer for an
innovative social commerce app.
But here's where the varietytruly shines almost
unexpectedly.
Get this.
Our sources even mentioned ahead of chocolate in food and
(02:28):
beverages.
A head of chocolate?
Seriously.
Yeah.
Doesn't that just underscorehow unique and diverse this
market has become?
It's not just an increase injob openings.
It's this vast array ofhigh-impact strategic roles
across nearly every imaginablesector.
Chase Stratton (02:44):
It absolutely does.
That blend of opportunitiesfrom traditional finance to
cutting-edge tech and eventhese, well, wonderfully unique
consumer roles like head ofchocolate.
Right.
It tells us Japan isn't justmodernizing.
It's aggressively pursuing akind of dual strategy.
Right.
It's soliciting solidifyingtraditional sectors with top
expertise while rapidlyexpanding into new digital
(03:04):
frontiers.
That makes sense.
So for professionals looking tobe at the forefront of global
change, this creates a trulyunique landscape.
It demands leadership and veryspecialized expertise across the
Japanese economy.
Tessa Sourceley (03:19):
Okay.
So with that broad picture inmind, let's maybe zoom in a bit.
What does this look like on theground in specific companies?
Chase Stratton (03:26):
Good idea.
Tessa Sourceley (03:27):
We're seeing real strategic leadership and
specialized expertise beingsought, especially in
pharmaceuticals and biotech.
Take Takeda Pharmaceutical, aglobal leader.
Chase Stratton (03:37):
Big name.
Tessa Sourceley (03:38):
They're looking for an associate director,
omnichannel strategy andoperation in their Japan
oncology business unit.
Now, this isn't about runningtypical marketing campaigns.
Chase Stratton (03:47):
No, it sounds much bigger.
Tessa Sourceley (03:49):
It is.
It's about a complete overhaul,conceptualizing, designing, and
implementing new strategiesacross multiple oncology brands.
They're aiming to build alasting omnichannel vision.
Chase Stratton (03:59):
The striking takeaway there is Takeda's
commitment to transformation.
They're moving from what theycall brand-driven digital
strategies to CCS-drivenomnichannel strategies.
Tessa Sourceley (04:08):
CCS.
What's that stand for?
Chase Stratton (04:10):
Right.
For our listeners, CCS usuallystands for customer-centric
storytelling or somethingsimilar related to customer
experience.
Think of it this way.
Takeda wants to stop treatingdifferent digital channels like
separate silos.
Tessa Sourceley (04:24):
Okay.
Chase Stratton (04:24):
They're moving to a single, unified approach,
focusing entirely on what thepatient experience from their
first online search rightthrough their treatment journey.
Tessa Sourceley (04:33):
That's a huge shift.
Chase Stratton (04:35):
It's a fundamental shift in how a
global pharma giant operates ina crucial market like Japan.
They're leveraging both cuttingedge digital approaches and
crucially deeply localizedcommercial strategies.
Tessa Sourceley (04:47):
And then you've got Regeneron, another big
name.
They're seeking a countrymanager, rare disease.
Right.
Chase Stratton (04:52):
Another major role.
Tessa Sourceley (04:53):
This person will essentially own the
Japanese commercial strategy,driving sustainable growth and
representing the rare RareDisease and Cardiometabolic
Commercial Business Unit, theCBU, on the Japan leadership
team.
Chase Stratton (05:05):
So real responsibility.
Tessa Sourceley (05:06):
Absolutely.
We're talking about deliveringthe Japanese rare disease P&L.
Chase Stratton (05:10):
Profit and loss, yeah.
Full financial ownership.
Tessa Sourceley (05:12):
Exactly.
Developing strategic plans,building crucial partnerships
with physicians, payers, patientorganizations.
It's a lot.
They need someone with at least10 years in pharma biotech
commercial management, includingfive years in rare disease
sales leadership.
This is about building a wholeecosystem.
Chase Stratton (05:29):
This is It really underscores that
strategic imperative wementioned.
The Regeneron role isn't justabout selling a product.
It's about establishing acomplete ecosystem, building
trust and relationships within ahighly specialized market.
Both Takeda and Regeneronhighlight global companies
actively adapting theiroperational frameworks and
(05:49):
investing heavily in leadershipthat can navigate the unique
complexities of the Japanesemarket.
Tessa Sourceley (05:54):
Okay, let's shift gears a bit.
Tech, media, and enterprisesoftware.
The demand for high-impactroles seems equally strong
there.
Definitely.
Netflix, for instance.
They're searching for adirector of production for Japan
Live Action.
Oh, interesting.
This person leads the JapanLive Action production team,
overseeing both scripted andunscripted productions.
They report to the head ofproduction for APAC Asia
(06:16):
Pacific, excluding India.
Chase Stratton (06:18):
Okay, so a regional scope, but focused on
Japan production.
Tessa Sourceley (06:22):
Right.
This leader guides amultifunctional team.
We're talking physicalproduction, post-production,
VFX, that's visual The whole
Chase Stratton (06:32):
pipeline.
Tessa Sourceley (06:32):
Exactly.
It's about strategicleadership, ensuring titles are
delivered on time, on budget,and to a high standard.
This isn't just making shows.
It's shaping globalentertainment for a specific,
incredibly important market.
Chase Stratton (06:47):
This Netflix role perfectly illustrates that
balance we talked about, globaldirectives meeting unique local
execution.
Tessa Sourceley (06:53):
How so?
Chase Stratton (06:54):
Well, to produce culturally resonant content,
you need deep localunderstanding.
You can't just apply a globalformula, but you still have to
adhere to global productionstandards and budgets.
It's a highly sophisticatedblend of creative and logistical
leadership.
Tessa Sourceley (07:08):
That makes sense.
And then there's Mattermost.
They make a collaborativeworkflow solution specifically
for defense, intelligence,security, critical
infrastructure organizations.
Pretty serious stuff.
Chase Stratton (07:19):
Yeah, high stakes sectors.
Tessa Sourceley (07:20):
They're looking for a general manager, Japan,
to lead the operational launchand growth of Mattermost KK.
That's their Japanesesubsidiary.
Chase Stratton (07:28):
So building it from the ground up, essentially.
Tessa Sourceley (07:30):
Pretty much.
This GM reports directly to theCEO co-founder.
They're responsible for gettingthe Japan subsidiary
operational, building a localpresence, and driving
significant revenue growth froman existing seven-figure base.
Chase Stratton (07:44):
That's a big ask.
Tessa Sourceley (07:45):
It is.
It requires a minimum of 15years in enterprise software,
leadership experience, andimportantly, a background in
national security or criticalinfrastructure sectors.
This isn't just sellingsoftware.
It's about establishing trustand integrating a vital solution
into highly sensitive sectorswithin Japan.
Chase Stratton (08:03):
That matter-most role is particularly telling, I
think.
It demands that combination ofdeep technical and
sector-specific background withthe entrepreneurial drive to
launch a new entity in acritical market.
These are roles that requirenot just expertise, but also a
profound understanding of thestrategic landscape, maybe even
geopolitical nuances.
Tessa Sourceley (08:22):
Absolutely.
And for those of you, ourlisteners, maybe passionate
about visual discovery andmarketing, Pinterest is hiring a
manager integrated marketing.
Okay.
This person defines anddelivers the B2B business to
business marketing strategy inJapan.
They partner with globalleadership and local sales
teams.
Chase Stratton (08:40):
So bridging global and local again.
Tessa Sourceley (08:42):
Exactly.
They'll develop key initiativesacross industry marketing,
events, trade media, executiveengagement, content creation,
measuring impact too.
They want someone with aboutsix years of integrated B2B or
digital marketing experience.
So what this all means Well,from shaping global
entertainment to securingcritical infrastructure and even
(09:05):
defining how brands engage withtheir business partners, Japan
is clearly a vital hub fordigital innovation and strategic
tech leadership.
Chase Stratton (09:12):
It certainly seems that way.
Tessa Sourceley (09:13):
And it's not exclusively senior leadership
roles either.
Even internships offerincredible real-world
experience.
Take the Quality ManagementCustomer Department internship
at Bosch Group.
Chase Stratton (09:23):
Bosch, yeah, another big player.
Tessa Sourceley (09:26):
Here, interns analyze and improve existing
databases.
So hands-on
Chase Stratton (09:35):
technical work.
Tessa Sourceley (09:36):
Very hands-on.
They're looking for experiencewith MS Access, Excel, VBA,
Power BI, and an understandingof data flows.
This shows that even at theentry level, companies are
looking for specialized,practical skills.
It makes Japan seem like afantastic place to start
building global experience.
Chase Stratton (09:54):
It's an important insight, that range of
roles, from strategicleadership down to these
critical internships Itindicates a really nuanced
approach to talent acquisition.
These companies are investingacross the entire talent
pipeline, signaling, you know,long term commitment to the
Japanese market.
Tessa Sourceley (10:10):
OK, so beyond the impressive titles and the
responsibilities, there's acommon thread tying many of
these roles together, isn'tthere?
Chase Stratton (10:16):
There is.
Tessa Sourceley (10:16):
Our deep dive into the requirements reveals
the absolutely indispensablerole of language and
cross-cultural fluency.
It's just abundantly clear thatfor these high level roles and
even that Bosch internship forfluent or native Japanese is
almost always a prerequisite.
Chase Stratton (10:32):
It's fundamental.
Tessa Sourceley (10:33):
It's like having the key, right?
The key to unlock deeper marketunderstanding and build those
genuine connections.
Chase Stratton (10:39):
And the standout point for me is the specific
nuance in the languagerequirements.
It's not just about, say,functional communication.
Tessa Sourceley (10:47):
Right.
Not just ordering coffee.
Chase Stratton (10:48):
Exactly.
It's about the ability tooperate effectively within both
local and global context tosynthesize diverse information,
build trust all within aculturally rich environment.
This really highlights thevalue placed on true bicultural
competence.
Tessa Sourceley (11:05):
Precisely.
For Takeda's omni-channel role,they explicitly state,
business-level Japanese languagecommand, not only in speaking,
business writing, and reading,and they note English.
Business fluent, favorable.
Very
Chase Stratton (11:17):
specific.
Tessa Sourceley (11:18):
Regeneron states, you are fluent in
Japanese and English withexceptional communication skills
in both languages.
And Netflix requires fluent inJapanese with conversational
English language skills.
Chase Stratton (11:29):
And this pattern is consistent across different
sectors.
Mattermost needs someone ableto actively participate in
internal meetings in English.
Pinterest demands fluency inwritten and spoken Japanese and
English.
Even the Bosch internship,while accepting good English
skills, prefers fluent Englishrequired, Japanese preferred,
German preferred.
Tessa Sourceley (11:49):
German too, interesting.
Chase Stratton (11:50):
And they explicitly look for someone
willing and motivated to liveand work in a different culture.
It's about more than justtranslation.
It's about culturalintegration.
Tessa Sourceley (12:00):
And it truly goes beyond just speaking the
language.
It's about culturalunderstanding and crucially
local connections.
Yes.
For instance, Cash Recruit, intheir search for a regional
director, specifically states,connections in the Japanese
investment fund industrypreferable.
Chase Stratton (12:15):
Ah, the network.
Tessa Sourceley (12:16):
Exactly.
And Regeneron highlights a needfor strong relationships within
the Japanese rare diseasemarket, including key opinion
leaders, payers, and patientorganizations.
It's about building thoseauthentic local ties and
navigating the specific socialand professional networks that
are just paramount for successin Japan.
Chase Stratton (12:34):
Exactly.
This emphasizes thatproficiency isn't merely
linguistic.
It's about cultural integrationand the ability to navigate
complex social and professionalnetworks.
These are paramount for successin the Japanese business
environment.
It underscores the need fordeep, authentic engagement,
making that biculturalcompetence a significant
(12:55):
differentiator.
Tessa Sourceley (12:56):
Okay, now let's talk about what makes these
opportunities maybe even moreappealing, the benefits packages
and the evolving work models.
Chase Stratton (13:03):
Right, the practical side.
Tessa Sourceley (13:04):
Beyond the impressive titles and
responsibilities, our sourcesshow companies are offering
really compelling packages.
It demonstrates a seriousinvestment in attracting and
retaining top talent.
It's not just about the work,it's about supporting a, well, a
holistic employee experience.
Chase Stratton (13:20):
And the detailed benefits, things like flexible
work options, flex time,telework from Takeda, and the
competitive allowances even forinternships.
It suggests these companies arekeenly aware of the global
competition for talent.
Tessa Sourceley (13:32):
They have to be.
Chase Stratton (13:32):
They do.
They're designing compensationand work models that appeal to
modern professionals, butthey're often balancing that
flexibility with the need forin-person collaboration,
especially given the travelinvolved in many roles.
It's a sophisticated approachto global talent acquisition.
Tessa Sourceley (13:47):
Takeda, for example, offers detailed
allowances, commutation,housing, overtime, an annual
salary increase, twice yearlybonuses.
Chase Stratton (13:55):
Standard but good.
Tessa Sourceley (13:56):
And extensive paid leaves, annual Annual,
special, sick, family support,maternity, childcare, family
nursing leave, plus flexiblework styles like flex time and
telework.
Total holidays around 123 daysa year.
That's a truly comprehensivepackage.
Chase Stratton (14:12):
It really is.
Tessa Sourceley (14:12):
And for a global investment bank seeking
an FX sales director, thecompensation package is noted as
highly competitive, rangingfrom 20 million to 25 million
yen.
Chase Stratton (14:22):
Wow.
Okay.
Significant.
Tessa Sourceley (14:23):
And even the Bosch internship provides a very
competitive monthly netallowance of 200,000 yen full
These
Chase Stratton (14:31):
robust benefit structures and competitive
compensation packages arecritical indicators.
They show how serious thesecompanies are about attracting
and retaining high-calibertalent in a competitive global
market.
They recognize that to securethe best, they have to offer
more than just a job.
They have to offer a compellingcareer and lifestyle
(14:51):
proposition that accounts forthe demands of the role.
Tessa Sourceley (14:54):
And these companies are also adapting to
modern work preferences, itseems.
Pinterest, for its integratedmarketing manager role, requires
being in the Tokyo office justonce a week for collaboration.
Chase Stratton (15:05):
Ah, a hybrid model.
Tessa Sourceley (15:06):
Yeah, implying a hybrid model.
And it includes travel to theU.S.
one or two times per year.
Mattermost's general managerrole involves travel to meet
Japanese customers and partners,attend events in Japan and
Asia, plus travel to theirannual company kickoff, usually
in the U.S.
Chase Stratton (15:22):
So quite a bit of travel there.
Tessa Sourceley (15:23):
Definitely.
And Regeneron's country managerrole requires a willingness to
travel 30%, 40%.
So while there's flexibility,there's also a clear expectation
of global and local presence.
It reflects a pragmatic blendof work models.
Chase Stratton (15:36):
This blend of hybrid work and significant
travel requirements demonstratesa pragmatic approach.
Companies are striving forflexibility, but they recognize
the critical importance ofin-person collaboration and
market presence, especially in arelationship-driven culture
like Japan's.
It's a balancing act, really,designed to maximize both talent
(15:58):
talent retention, and marketimpact.
Tessa Sourceley (16:00):
Which brings us really to the practicalities
for anyone looking to jump intothis exciting market.
Because it's not just aboutbeing qualified.
Chase Stratton (16:08):
No, if I not.
Tessa Sourceley (16:08):
It's also about being smart and, frankly, safe
in your job search.
Our sources highlight somecritical warnings, like Takeda
Pharmaceutical's alert aboutidentity thieves posing as
employees or recruiters.
Chase Stratton (16:20):
Oh, that's worrying.
Tessa Sourceley (16:21):
It is.
These fraudsters postTakeda-branded jobs, invite
candidates to online chats, andthen press for bank account
information and personal IDnumbers.
Chase Stratton (16:29):
Wow.
So with such a dynamic and highstakes job market,
understanding these logisticalhurdles, visa requirements,
relocation policies, andcrucially, recognizing and
avoiding these scams, they'rejust as vital as the
professional qualificationsthemselves.
Absolutely.
It really underscores the needfor thorough due diligence from
job seekers.
Tessa Sourceley (16:48):
The advice from Takeda is crystal clear.
Do not correspond withunexpected offers.
Don't click hyperlinks or openattachments from unknown
sources.
Legitimate Takedacorrespondence always comes from
an at takita.com email address.
Chase Stratton (17:02):
Good advice for any job search, really.
Tessa Sourceley (17:04):
It's a vital reminder to stay vigilant.
And speaking of practicalities,for non-Japanese nationals,
visa and relocationconsiderations are crucial.
The Bosch internship detailsthat the visa process can take
up to three months.
Chase Stratton (17:17):
Three months, okay.
Need to plan ahead.
Tessa Sourceley (17:20):
And it requires university confirmation that
the internship is a mandatory orstrongly recommended part of
your curriculum.
Chase Stratton (17:26):
Ah, so specific requirements for student visas.
This detailed guidance fromBosch is invaluable.
Navigating international visaprocesses can be complex and
time-consuming.
It emphasizes the need forproactive planning and
understanding the specificrequirements for different roles
and nationalities, which canvary significantly.
Tessa Sourceley (17:44):
And on the other hand, sometimes the
support isn't there.
Pinterest states that itsmanager integrated marketing
position is not eligible forrelocation assistance.
Chase Stratton (17:54):
Okay, that's important to know up front.
Tessa Sourceley (17:56):
That's a key detail for anyone considering a
move to Japan.
Relocation costs can besubstantial, so it's essential
to clarify this early on.
And for those looking for anedge, some platforms like
showbiz jobs apparently offerfeatures like first look for
early job listings, job mapping,daily alerts, application
tracking, tools to help you stayahead in a competitive market.
Chase Stratton (18:18):
Makes sense.
Leveraging technology in thesearch itself.
Tessa Sourceley (18:21):
So to sort of recap our deep dive here,
Japan's job market is trulybooming.
We're seeing diverse high levelroles across industries
demanding significant bilingualand cross-cultural skills.
Companies are offeringattractive compensation and
benefits while navigating theseevolving work models that blend
flexibility with the need forstrategic presence.
Chase Stratton (18:40):
A complex but exciting picture.
Tessa Sourceley (18:42):
Hopefully this deep dive arms you, our
listener, with a clearerunderstanding of these trends,
maybe helping you discover newand exciting career paths.
Chase Stratton (18:51):
Indeed.
And it leaves us with athought, perhaps.
Given this vibrant anddemanding landscape, how might
Japan's That's a great question.
What further opportunitiesmight this open up in the coming
(19:12):
years for those ready toembrace that blend of local
insight and global ambition?
It's definitely something worthpondering as the country
continues its globalintegration.
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