Full Width [alt+shift+f] Shortcuts [alt+shift+k]
Sign Up [alt+shift+s] Log In [alt+shift+l]
3
After 18 months of living in Karuizawa, a resort town about an hour away from Tokyo via the Shinkansen, I have bought a house here. This article describes my experience of purchasing a house, and contains tips that are useful both if you’re considering buying in Karuizawa specifically, and in Japan more generally. In this article, I’ll cover: My personal journey to Karuizawa Why you might choose to live in Karuizawa My process of buying a house Tips for potential homebuyers in Japan From Tokyo to Karuizawa: my own journey In April 2020 I was living in central Tokyo. Three days after my one-year-old son entered daycare, a state of emergency was declared because of COVID-19. The daycare was closed, so my wife and I took turns looking after him while working remotely from our apartment. The small park next to our apartment was also closed due to the state of emergency, and so my time with my son included such fun activities as walking up and down the stairs, and looking at ants in the...
7 hours ago

Improve your reading experience

Logged in users get linked directly to articles resulting in a better reading experience. Please login for free, it takes less than 1 minute.

More from TokyoDev

Getting a Job in Japan as a New Grad

It’s well known that Japan is experiencing a labor shortage that includes the tech industry. As a result, Japan needs more international developers. However, most Japanese companies aren’t interested in hiring new graduates from overseas. While it’s easier than in some countries, bringing a developer to Japan still requires some time and financial investment on the company’s side, which they’re unlikely to expend on junior developers. So if you’re a new grad with no experience, can you still find a job in Japan? The answer is yes, but it will take considerable effort, and the opportunities you find may not be what you’re looking for. If you’re determined, it’s best to start preparing while you’re still a student. If you’ve already graduated, then your road is tougher but not impossible, especially if you’re patient, persistent, and willing to go above and beyond. This article will cover: The new graduate hiring system in Japan How international students in Japan can take advantage of the system The steps students and new grads overseas can take to maximize their chances How new grad hiring works in Japan While the primary audience of this article is graduates outside of Japan, understanding how the domestic hiring process works provides necessary context. The Japanese system for hiring new graduates (新卒一括採用, shinsotsu ikkatsu saiyou) operates quite differently from practices in many other countries. It is, however, an effective method: in 2025, 98 percent of Japanese graduates were able to secure employment. What companies are looking for in new graduates To better understand Japan’s methods for hiring new graduates, it helps to know something about Japanese employment philosophy. Traditional Japanese business practices center on the idea of lifetime employment. This approach is currently changing—as of 2023, one in three Japanese employees were no longer committed to lifetime employment, but were open to changing jobs or working independently if the opportunity arose. Nonetheless, decades of conventional wisdom still shape how Japanese companies approach hiring new graduates. Most new graduate hires are considered members of the company on a “comprehensive career track” (総合職採用, sougoushoku saiyou) which means that they aren’t being hired for a specific job, but instead to work for the company in general. In exchange, the business will train them and identify their strengths by assigning them to various departments and roles. Japanese companies therefore typically aren’t as interested in a candidate’s specific experiences and academic achievements, since they’re not certain what position the candidate will eventually occupy in the company. Instead, they prize qualities like good communication skills, independence, and willingness. This is also why Japanese companies often employ Synthetic Personality Inventory (SPI) tests, to attempt to understand if a candidate will be an “objectively” good fit. SPI tests are generally half knowledge-based (often general knowledge), and half MBTI-style personality tests. The job-hunting schedule In Japan, both the school and fiscal year start in April, and so does the job hunt—the year before graduation. If you wait until you’ve graduated to start job-hunting, you’re already a year behind! Study in Japan, a government-approved information site, outlines the following typical schedule for a university student set to graduate the following year: March–May is the entry period. Go to job fairs, seek company introductions, and request entry submission sheets. If your initial application is accepted, begin taking company examinations. In June, the interviews begin. Expect at least three rounds of interviews, of several different types. From June–September is when you may receive a preliminary offer of employment. In October, if you’re successful, you’ll receive the official offer of employment. If you are an international student in Japan, you should change your status of residence. Some companies do continue recruiting in October, but the bulk of the new grad hiring is completed by then. What to expect when applying The new graduate application process also differs widely from standard hiring practices in other countries. Entry sheet If you’re interested in applying to a company, you must first request and complete an entry sheet, which resembles a university application essay more than your average resume. It frequently includes personality-based questions such as “If you had 300 million Japanese yen, what would you do to promote world peace?” and “Describe how you would be indispensable to our company by referring to what you did best during your school life.” Written Examinations If your entry sheet is approved, you can then move on to take the company’s written examinations. Most of these are aptitude tests that evaluate a candidate’s mathematics, language, and writing ability as well as general knowledge. These are typically produced by a third-party company. Interviews It’s customary for companies to conduct at least three rounds of interviews. Some of those interviews are standard single-person interviews. Others are group interviews, in which the interviewer or panel takes turns asking a group of applicants different questions. This method is typically adopted to save time and help winnow down a large applicant pool. You may also be asked to participate in a group discussion interview, in which a gathering of four to six candidates are asked to discuss a given theme, while an interviewer evaluates the group dynamic and individual performance of the applicants. In particular, interviewers are interested in seeing how participants interact in a team situation. Employment offers If a company is interested in hiring you, they may make a preliminary offer of employment (内々定, nai naitei).These types of offers are informal and are not considered binding under law. The more serious step is when a company issues a formal letter of intent to hire (内定, naitei). It is very common for Japanese companies to provide this to show their serious intent of hiring you while they do their due diligence and prepare to issue a formal contract. Under Japanese labor law, the company might be held liable if they subsequently withdraw this offer without cause. If you accept the letter of intent, you are signaling that you will sign a formal employment contract with the company; if you have received preliminary offers from any other companies, you should call them to politely decline. While it is possible to accept and then renege on a formal letter of intent to hire, you should be aware that it is a major faux pas, and you will likely be blacklisted within the company, depending on the circumstances. If this is unavoidable, you should communicate your intentions as quickly and clearly as possible to the company. Japanese companies generally follow the process described here, especially the formal letter of intent to hire. However, these steps are not required by law, so some companies—especially newer or international ones—may not follow this schedule at all! A company following this flow does not indicate that they are reputable or trustworthy, nor does a company not following this flow indicate that they are engaging in deceptive or illegal practices. If you’re an international student in Japan If you’re an international student in Japan, you can join the annual job hunt in April with the rest of your class. Because every step is typically conducted in Japanese, your success in the conventional process will largely depend on how fluent you are. Yet according to a 2024 survey by employment information firm Career-tasu, Inc., most foreign students started job search activities the year they graduated, rather than the year before as their Japanese peers did. This, the staff at Career-tasu believes, puts international students at a serious detriment. International students are also less likely to participate in internship programs or other job experience activities: only 46.1% of international graduates did so, compared to 88.7% of Japanese students surveyed. Nonetheless, The Japan News by The Yomiuri Shimbun reported that some companies are keen to hire international graduates, particularly those who are bilingual or trilingual. In 2022, the percentage of foreign-born graduates finding jobs in Japan exceeded 50% for the first time. Those numbers may improve still further as the labor shortage in Japan worsens. Only around 36% of companies in 2024 were able to meet their recruiting goals. In 2025, 80% of third-year students undergoing the new graduate hiring process already had job offers before June. Companies are already adapting by focusing on mid-career recruitment and introducing fast-tracked interviews, so they may also be more willing to accommodate international student candidates. Certain cities, prefectural governments, and universities have also committed to supporting international students’ job-hunting, and they can help match you with Japanese companies. Ritsumeikan University, for example, not only offers its own job search engine in Japanese, but also lists a number of English-language job boards. New graduates in Japan can take advantage of these school and government resources, as well as being already in the country and available for interviews, examinations, and more. In addition, changing from a Student visa to one of the work-related visas is relatively simple and doesn’t require getting a Certificate of Eligibility or leaving the country. If you’re a student or new grad overseas New graduates from other countries are at a significant disadvantage. First, you’re not available to interview or take examinations in person, which will disqualify you from most companies’ usual hiring procedures. Second, unlike in most countries, the Japanese school year ends in late March. Even if a Japanese company is willing to accept your application via its normal new-grad hiring program, the mismatch in school schedules means you’d need to wait months before you could start work. There are several ways to overcome these difficulties, though, which we’ll explore below. Japanese language skills It’s not absolutely necessary to learn Japanese to get a developer job in Japan. In fact, many Japanese tech companies are creating multinational, English-speaking development teams, or even adopting English as the company language. There’s a catch, however. As mentioned above, those companies who are willing to hire English-speaking developers from overseas are typically searching for senior developers. If you are a junior developer, or a new graduate without experience, you’re far less likely to find an English-speaking position in Japan. That’s the trade-off: you can get a job with work experience and no Japanese ability, but if you don’t have the work experience, you’d better speak Japanese! If the prospect of learning Japanese just to get a job seems daunting, be aware that not every position requires full Japanese fluency. If you’re studying hard and demonstrate enthusiasm in interviews, then conversational-level Japanese might be enough to persuade a company to take a chance on you. Training and recruitment programs Given the high demand in Japan for new tech talents that also speak Japanese, some recruiting companies are offering fast-tracked training programs for students overseas. FAST OFFER, for example, has relationships with over 50 universities worldwide, primarily in Asia. It provides free Japanese classes, which are worth college credits at some participating universities, for students majoring in select fields. These classes are specifically designed to help candidates pass interviews with Japanese companies, as well as acquire the general language skills needed to work in Japan. Candidates who reach a specified level of proficiency—JLPT N4 for most IT roles—will be assigned a mentor, coached on the interview process, and matched with Japanese companies. If the applicant passes the initial screening, they will even be flown to Japan for in-person interviews, all for free. Another example is xseeds Hub, a recruitment platform that developed its own curriculum to prepare students for employment in Japan. As of now, xseeds Hub runs these programs at four Vietnamese universities, as well as one in Indonesia and one in Malaysia. The curriculum includes lessons on different scripting languages, as well as Japanese classes intended to help students achieve at least a JLPT N3 level of speaking. Students gain practical experience via mock experiment lessons and internships in Japan, which run for a minimum of three months. University collaborations with Japanese companies While you’re still a student, you should also find out if your university offers events or programs with Japanese companies. Mercari and Rakuten have particularly targeted the Indian Institutes of Technology (IITs) for recruitment events. But interest in Indian graduates isn’t limited to those companies; when the Indian Embassy hosted a seminar on the subject in Tokyo, over 100 Japanese firms attended. I spoke with Victoria Astingo, who works in Senior Talent Acquisition for Mercari. Mercari has been visiting IITs since 2018, interviewing and hiring soon-to-be graduates on the spot, and they’ve recently started similar campus recruitment drives in Indonesia. These rapid-hire events only take place at universities in Asia for now, but Astingo is expanding Mercari’s internship program outreach to European universities. Her first event in Europe took place at three universities in France, including EPITA, a top-level French institution specializing in Computer Science and Software Engineering. “The reception was way better than we expected,” she said. “At first we were like, ‘Yeah, nobody [here] knows Mercari. Maybe there will be five people coming to our seminar, five anime fans that want to make it to Japan.’ But then actually for EPITA, we had more than 120 attendees.” Other Japanese companies have also started directly partnering with universities abroad. For example, I-Shou University in Taiwan is setting up internships and hiring channels for students in cooperation with Japanese company Nisso Kogyo Co, Ltd., to help supply new talent for the semiconductor industry in Kumamoto. In Vietnam, Ho Chi Minh Open University cooperated with 22 Japanese companies for its 2024 Japan Job Fair, and HUTECH University of Technology hosted 40 Japanese companies at its event. Even if your university doesn’t have preestablished relationships with Japanese companies, you should still check in with your university’s Japanese or East Asian Studies department. The professors there may have personal connections to Japan, or be able to suggest helpful programs, scholarships, or internships. You could also explore your alumni network, and see if you can make contact with any who are currently working in Japan. Internships at TokyoDev companies “Internship” in Japan doesn’t always mean what you think it means—as TokyoDev contributor Lai Huynh Binh Minh discovered, the average “internship” in Japan only lasts one day! That’s not an especially convenient or helpful timeframe for anyone who is overseas. Luckily, TokyoDev works with several companies that offer longer internships with visa support. Not only can you gain valuable work experience, but you also have the opportunity to live in Japan for a few months and discover if it’s really for you. Mercari An internship at Mercari is only available to current university students. It lasts for two months, is paid hourly, and comes with full visa and financial support. Job offers on completion of the internship are considered to be nearly guaranteed. “Most of the time,” said Victoria Astingo, “students apply while they’re second-year students and do their internships before or during their third year. Then, once they graduate, they join us as full-time employees.” This intern-to-FTE pipeline helps explain why Astingo’s new recruitment drive focuses on Europe rather than Singapore or the US, where new graduates are typically offered higher salaries or better compensation packages. Still, Astingo clarified, students from any country are welcome to apply. “I would say the people who we hire as interns usually have previous internship experience as a software engineer,” she said. “[And] if I’m hiring for frontend or backend, I will always check to see if the candidate shares our tech stack—for example, if the candidate has experience working with React or Golang. They don’t really need to master those, but should at least have a basic understanding or interest.” Team experience, such as participating in a hackathon or some other type of group project, is also something Astingo looks for. The name of the applicant’s university doesn’t carry much weight, but majoring in computer science or a related field does. However, even if a candidate doesn’t meet every requirement, she’ll most likely still send the initial skill assessment and give them the opportunity to prove their abilities. Japanese language skills, on the other hand, are not a requirement. “Most of the people I hired for Mercari Marketplace were not Japanese speakers,” Astingo affirmed. HENNGE Like Mercari’s internship program, HENNGE’s Global Internship Program accepts applicants year-round from all over the world. Also like Mercari, it is considered part of the company’s pre-hiring process, so those applicants who are interested in working at HENNGE after graduation will have an advantage. One difference is that the HENNGE internship is unpaid, though participants do receive a monthly stipend, round-trip airfare, and other benefits. Also, the HENNGE program is intended for third-year university students or those who have newly graduated, and so will accommodate slightly older/more advanced candidates. The internships fall into two distinct categories: the Full Stack Engineering Pathway, and the Frontend Engineering Pathway. Each pathway has its own tech stack and experience requirements. It’s possible to apply for both at the same time, but not to change between them mid-internship. As with Mercari, Japanese language ability is not required, but candidates must be fluent in English. HENNGE’s is one of the few global internship programs offered in Japan, so it’s quite competitive, and applicants should be prepared for a selective process with minimal communication. Working Holiday and J-Find visas If you’ve already graduated, then you still have other avenues to come to Japan to look for work: a Working Holiday visa or J-Find visa. These visas both permit the holder to travel, work, and job-hunt in Japan for up to a year. By giving you one year in Japan to network and interview, these visas significantly increase your odds of landing a permanent position, as many roles will not accept overseas applicants. In fact, that’s how TokyoDev founder Paul McMahon got his first job in Japan, and it’s also worked for other TokyoDev contributors as well. However, both visas have specific requirements, so be sure to check whether you qualify. International job fairs If you’re not eligible for a Working Holiday or J-Find visa, try visiting an international job fair instead. Participating businesses have already expressed their willingness to hire overseas candidates, and you’ll be able to personally meet with—and hopefully impress—company representatives. At least some Japanese ability will be required, however, to take advantage of these opportunities. One of the best-known Japanese career fair organizations is Career Forum, which hosts fairs in Boston, Los Angeles, London, Tokyo, and Osaka. The largest overseas event is in Boston, with over 100 companies slated to participate in 2025. Career Forum’s target audience is candidates who speak both Japanese and English to at least a beginner’s level. While their offerings are aimed at current students or recent graduates, they also are interested in candidates who have lived or studied abroad, even if that was not in Japan. On the other side of the globe, Mynavi is holding fairs in Taiwan, Korea, and Australia, as well as online. Though labeled as “career fairs” on their website, these events are actually described as group interviews, and Japanese language skills are a requirement. The Australian event is tightly restricted to current students and new graduates, but the Taiwan fair is open to all those seeking employment in Japanese companies. In Singapore, Asean Career Fair in Singapore will feature 20 Japanese companies in their 2026 event, though it is unclear at the time of writing which companies those will be. Conclusion If you’re a university student or new graduate who wants to find work in Japan, these are your best options: While you’re a student, study Japanese and apply for internships in Japan. If you’re already studying in Japan, you can use university and government resources to help you succeed in the local new graduate hiring process. If you’re overseas, check to see if your university hosts recruitment events or has other connections with Japanese companies and universities. Students in Asia, particularly, may qualify to join a recruiting company’s training program. Working adults may be able to use a Working Holiday or J-Find visa to come to Japan to job-hunt. Visiting an international job fair outside of Japan could get you an interview with an international-friendly company. Good luck and good hunting! Don’t forget to read TokyoDev’s other articles on software developer salaries in Japan, finding a developer job, passing the resume screening process, etc. You can also connect with other developers by joining the TokyoDev Discord, which has channels for resume review, relocating to Japan, and more.

a week ago 14 votes
A Developer’s Crash Course in Coming to Japan

Thinking about moving to Japan? You’re not alone—Japan is a popular destination for those hoping to move abroad. What’s more, Japan actually needs more international developers. But how easy is it to immigrate to and work in Japan? Scores of videos on social media warn that living in Japan is quite different from holidaying here, and graphic descriptions of exploitative companies also create doubt. The truth is that Japan is not the easiest country to immigrate to, nor is it the hardest. Some Japanese tech companies and developer roles offer great work-life balance and good compensation; others do not. Based on other developers’ experiences, you’ll thrive here if you: Are an experienced developer Value safety, good food, and convenience over a high salary Are willing to invest time and effort into learning Japanese over the long term Read on to discover if Japan is a good fit for you, and the best ways to get a visa and begin your life here. What is it like working as a developer in Japan? TokyoDev conducts an annual survey of international developers living in Japan. Many of the questions in TokyoDev’s 2024 survey specifically addressed respondents’ work environments. Compensation When TokyoDev asked about “workplace difficulties” in the 2024 survey, 45% of respondents said that “compensation” was their number one problem at work. Overall, compensation for developers in Japan is far lower than the US developer median salary of 120,000 USD (currently 17.5 million yen), but higher than the Indian developer median salary of 640,000 rupees (currently around 1.1 million yen). Yet evaluating compensation for international developers in Japan, specifically, is trickier than you might expect. It’s hard to define an expected salary range because international developers tend to work in different companies and roles than the average Japanese developer. According to a 2024 survey conducted by the Japanese Ministry of Health, Labor and Welfare, the average annual salary of software engineers in Japan was 5.69 million yen. In a survey conducted that same year by TokyoDev, though, English-speaking international software developers in Japan enjoyed a median salary of 8.5 million yen. Of those international developers who responded, only 71% of them worked at a company headquartered in Japan, and almost 80% of them used English always or frequently, with 79% belonging to an engineering team with many other non-Japanese members. Wages, then, are heavily influenced by a range of factors, but particularly by whether you’re working for a Japanese or international company. In general, 75% of the international developers surveyed made 6 million yen or more. The real question is, is that enough for you to be comfortable in Japan? The answer is likely to be yes, if you don’t have overseas financial obligations or dependents. If you do, you’ll want to look carefully at rent, grocery, and education prices in your area of choice to guesstimate the expense of your Japanese lifestyle. Work-life balance Japan has a tradition of long hours and overtime. The Financial Times reports that the Japanese government has taken many measures to reduce the phenomenon of death from overwork (過労死, karoushi), from capping overtime to 100 hours a month, to setting up a national hotline for employees to report abusive companies. The results seem mixed. The Financial Times article adds that in 2024, employees at 26,000 organizations reported working illegal overtime at 44.5% of those businesses. On the other hand, average working hours for men fell to below 45 hours per week, and for women to below 35, which is similar to average working hours in the US. Still, 72% of the developers surveyed by TokyoDev worked for less than 40 hours a week. In addition, 70% of TokyoDev respondents cited work-life balance as their top workplace perk. The number of respondents happy with their working conditions came in just below that, at 69%. There was some correlation between hours worked and the type of employer, though. Employees at international subsidiaries were slightly more likely to enjoy shorter work weeks than those at Japanese companies. Remote work Remote work is still relatively new in Japan. Although more offices adopted the practice during Covid, many of them are now backtracking and requiring employees to return to the office, often with a hybrid schedule. While only 9% of TokyoDev respondents weren’t allowed any remote work, 76% of those required to work in-office were employed by Japan-headquartered companies. By contrast, of the 16% who worked fully remotely, only 57% worked for a Japanese company. Those with the option to work remotely really enjoy it. When asked what their most important workplace benefit was, 49% of respondents answered “remote work,” outstripping every other answer by far. Job security A major plus of working in Japan is job security—which, given the waves of layoffs at American tech companies, may now seem extra appealing. It’s overwhelmingly difficult to fire or lay off an employee with a permanent contract (正社員, seishain) in Japan, due to labor laws designed to protect the individual. This may be why 54% of TokyoDev survey respondents named “job security” as their most important workplace perk. Not every company will adhere to labor protection laws, and sometimes businesses pressure employees to “voluntarily” resign. Nonetheless, employees have significant legal recourse when companies attempt to fire them, change their contracts, or alter the current workplace conditions (sometimes, even if those conditions were never stated in writing). Developer stories TokyoDev regularly interviews developers working at our client companies, for information on both their specific positions and their general work environment. Our interviewees work with a variety of technology in many different roles, and at companies ranging from fintech enterprises like PayPay to game companies like Wizcorp. Why do developers choose Japan? In 2024 TokyoDev also asked developers, “What’s your favorite thing about Japan?” The results were: Safety: 21% Food: 13% Convenience: 11% Culture: 8% Peacefulness: 7% Nature: 5% Interestingly, there was a strong correlation between the amount of time someone had lived in Japan and their answer. Those who had been in Japan three years or less more frequently chose “food” or “culture.” Those who’d lived in Japan for four or more years were significantly more likely to answer “safety” or “peacefulness.” Safety It’s true that Japan enjoys a lower crime rate than many developed nations. The Security Journal UK ranked it ninth in a list of the world’s twenty safest countries. In 2024, World Population Review selected Tokyo as the safest city in the world. The homicide rate in 2023 was only 0.23 per 100,000 people, and has been steadily declining since the nineties. There are a few women-specific concerns, such as sexual violence. Nonetheless, the subjective experience of many women in the TokyoDev audience is that Japan feels safe; for example, they experience no trepidation walking around late at night. Of course, crime statistics don’t take into account natural disasters, of which Japan has more than its fair share. Thanks to being located on the Ring of Fire, Japan regularly copes with earthquakes and volcanic activity, and its location in the Pacific means that it is also affected by typhoons and tsunamis. To compensate, Japan also takes natural disaster countermeasures extremely seriously. It’s certainly the only country I’ve been to that posts large-scale evacuation maps on the side of the street, stores emergency supply stockpiles in public parks, and often requires schoolchildren to keep earthquake safety headgear at their desks. Food Food is another major draw. Many respondents simply wrote that “food” or “fresh, affordable food” was their favorite thing about Japan, but a few listed specific dishes. Favorite Japanese foods of the TokyoDev audience include: Yakiniku (self-grilled meat) Ramen Peaches Sushi Hiroshima-style okonomiyaki (savory pancake) Curry rice Onigiri (rice balls) Of those, sushi was mentioned most often. One respondent also answered the question with “drinking,” if you think that should count! Personal experiences Our contributors have also shared their personal experiences of moving to and working in Japan. We’ve got articles from Filipino, Indonesian, Australian, Vietnamese, and Mongolian developers, as well as others sharing what it’s like to work as a female software developer in Japan, or to live in Japan with a disability. Why shouldn’t you live in Japan? Safety, food, convenience, and culture are the most commonly-cited upsides of living in Japan. The downsides are the necessity of learning the language and some strict, yet often-unspoken, cultural expectations. Language Fluency in Japanese is not strictly necessary to live or work in Japan. Access to government services for you and your family, such as Japanese public school, is possible even if you speak little Japanese. (That doesn’t mean that most city hall clerks speak English; usually they’ll either locate a translator, or work with you via a translation app.) Nonetheless, TokyoDev’s 2024 survey showed that language ability was highly correlated to social success in Japan. In particular, 56% of all respondents were happy or very happy with their adjustment to Japanese culture. Breaking down that number, though, 76% of those with fluent or native Japanese ability reported being happy with their cultural adjustment, while only 34% of those with little or no Japanese ability were similarly happy. The same held true for social life satisfaction: 59% of those with fluent or native Japanese ability were happy or very happy with their social life, compared to 42% of those who don’t speak much Japanese. While English study is compulsory in Japan and starts in elementary school, as of 2025, only 28% of Japanese people speak English, and most of them can’t converse with high fluency. Living and working in Japan is possible without Japanese, but it’s hard to integrate, make friends, and participate in cultural activities if you can’t communicate with the locals. Cultural expectations As mentioned above, fluency in Japanese is closely allied to fluency in Japanese culture. At the same time, one does not necessarily imply the other. It’s possible to be fluent in Japanese, but still not grasp many of the unspoken rules your Japanese friends, neighbors, and coworkers operate by. Japan’s culture is both high-context and specifically averse to confrontation and outspokenness; if you get it “wrong,” people aren’t likely to tell you so. Japanese culture also values conformity: as the saying goes, “the nail that sticks up, gets hammered down.” While there are hints of things changing, with many Japanese companies saying support for greater diversity is necessary, minorities or those who are different may experience pressure to fit in. Introspection is required: are you the kind of person who’s adept at “reading the room,” a highly-valued quality in Japan? Conversely, are you self-confident enough to not sweat the small stuff? Either of these personality types may do well in Japan, but if social acceptance is very important to you, and you’re also uncomfortable with feeling occasionally awkward or uncertain, then you may struggle more to adjust. I want to go! How can I get there? If you’ve decided to immigrate to Japan, there are a number of ways to acquire a work visa. The simplest way is to get hired by a company operating in Japan. Alternatively, you can start your own business in Japan, come over on a Working Holiday, or even—if you’re very determined—arrive first as an English teacher. Let’s begin with the most straightforward route: getting hired as a developer. Getting a developer job in Japan As mentioned before, Japan needs more international developers. Some types of developers, though, will find it easier to get a job in Japan. In particular, companies in Japan are looking for the following: Senior developers. Companies are particularly interested in those with management experience and soft skills such as communication and leadership. Backend developers. This is one of the most widely-available roles for those who don’t speak Japanese. Developers who know Python. Python is one of Japan’s top in-demand languages. AI and Machine Learning Specialists. Japan is leaning hard on AI to help cope with demographic changes. Those who already know, or are willing to learn, Japanese. Combining those criteria, an experienced developer who speaks Japanese should have little difficulty finding a job! If you’re none of these things, you don’t need to give up—you just need to be patient, flexible, and willing to think outside the box. As Mercari Senior Technical Recruiter Clement Chidiac told me, “I know a bunch of people that managed to land a job because they’ve tried harder, going to meetups, reaching out to people, networking, that kind of thing.” Edmund Ho, Principal Consultant at Talisman Corporation, agreed that overseas candidates hoping to work in Japan for the first time face a tough road. He believes candidates should maintain a realistic, but optimistic, view of the process. “Keep a longer mindset,” he suggested. “Maybe you don’t get an offer the first year, but you do the second year.” “Stepping-stone” jobs Candidates from overseas do face a severe disadvantage: many companies, even those founded by non-Japanese people, are only open to developers who already live in Japan. Although getting a work visa for an overseas employee is cheaper and easier in Japan than in many countries, it still presents a barrier some organizations are reluctant to overcome. By contrast, once you’re already on the ground, more companies will be interested in your skills. This is why some developers settle on a “stepping-stone” position—in other words, a job that may not be all you hoped for, but that is willing to sponsor your visa and bring you into the country. Here’s where some important clarification on Japanese work visas is required. Work visas The most common visa for developers is the Engineer/Specialist in Humanities/International Services visa, a broad-category visa for foreign workers in those fields. To qualify, a developer must have a college degree, or have ten years of work experience, or have passed an approved IT exam. Another relatively common visa for high-level developers is the Highly-Skilled Professional (HSP) visa. To acquire it, applicants must score at least 70 points on an assessment scale that addresses age, education level, Japanese level, income, and more. The HSP visa has many advantages, but there is one important difference between it, and the more standard Engineer visa. The Engineer/Specialist in Humanities/International Services visa is not tied to a specific company. It grants you the legal right to work within those fields for a specific period of time in Japan. The Highly-Skilled Foreign Professional visa, on the other hand, is tied to a specific employer. If you want to change jobs, you’ll need to update your residency status with immigration. Some unscrupulous companies will try to claim that because they sponsored your Engineer/Specialist in Humanities/International Servicesvisa, you are obligated to remain with their company or risk being deported. This is not the case. If you do leave your job without another one lined up, you have three months to find another before you may be at risk for deportation. In addition, the fields of work covered by the Engineer/Specialist in Humanities/International Services visa are incredibly broad, and include everything from sales to product development to language instruction. As TokyoDev specifically confirmed with immigration, you can even come to Japan as an English instructor, then later work as a developer, without needing to alter your visa. Those with the HSP visa will need to go to immigration and alter their residency status each time they change roles. However, if you have the points and qualifications for an HSP visa, that means you’re also eligible for Permanent Residency within one to three years. Once you’ve obtained Permanent Residency, you’re free to pursue whatever sort of employment you like. International or Japanese company? As you begin your job hunt, you’ll hopefully receive responses from several sorts of companies: Japanese companies that also primarily hire Japanese people, Japanese companies with designated multinational developer teams, companies that were founded in Japan but nonetheless hire international developers for a variety of positions, and international subsidiaries. There are advantages and disadvantages to working with mostly-Japanese or mostly-international companies. Japanese companies The more Japanese a company is—both in philosophy and personnel—the more you’ll need Japanese language skills to thrive there. It’s true that a number of well-established Japanese tech companies are now creating developer teams designed to be multinational from the outset: typically, these are very English-language friendly. Some organizations, such as Money Forward, have even adopted English as the official company language. However, this often results in an institutional language barrier between development teams and the rest of the company, which is usually staffed by Japanese speakers. Developers are still encouraged to learn Japanese, particularly as they climb the promotional ladder, to help facilitate interdepartmental communication. Some companies, such as DeepX and Beatrust, either offer language classes themselves or provide a stipend for language learning. In addition to the language, you’ll also need to become “fluent” in Japanese business norms, which can be much more rigid and hierarchical than American or European company cultures. For example, at introductory drinking parties (themselves a potential surprise for many!), it is customary for new employees or women employees to go around with a bottle of beer and pour glasses for their managers and the company’s senior management. As mentioned in the cultural expectations section, most Japanese people won’t correct you even if you’re doing it all wrong, which leaves foreigners to discover their gaffes via trial-and-error. The advantage here is that you’ll be pressured, hopefully in a good way, to adapt swiftly to the Japanese language and business culture. There’s a sink-or-swim element to this approach, but if you’re serious about settling in Japan, then this “downside” could benefit you in the long run. Finally, there is the above-mentioned issue of compensation. On average, international companies pay more than Japanese ones; the median salary difference is around three million yen per year. Specific roles may be paid at higher rates, though, and most Japanese companies do offer bonuses. Many Japanese companies also offer other perks, such as housing stipends, spouse and child allowances, etc. If you receive an offer, it’s worth examining the whole compensation package before you make a decision. International companies The advantages of working either for an international company, or for a Japanese company that already employs many non-Japanese people, are straightforward: you can usually communicate in English, you already understand most of the business norms, and such companies typically pay developers more. You do run the risk of getting stuck in a rut, though. As mentioned earlier, TokyoDev found in its own survey that the correlation between Japanese language skills and social life satisfaction is high. You can of course study Japanese in your free time—and many do—but the more your work environment and social life revolve around English, the more difficult acquiring Japanese becomes. Want a job? Start here! If you’re ready to begin your job hunt, you can start with the TokyoDev job board. TokyoDev only works with companies we feel good about sending applicants to, and the job board includes positions that don’t require Japanese and that accept candidates from abroad. Other alternatives These visas don’t lead directly to working as a software developer in Japan, but can still help you get your foot in the door. DIY options If you prefer to be your own boss, there are several visas that allow you to set up a business in Japan. The Business Manager visa is typically good for one year, although repeated applicants may get longer terms. Applicants should have five million yen in a bank account when they apply, and there are some complicated requirements for getting and keeping the visa, such as maintaining an office, paying yourself a minimum salary, following proper accounting procedures, etc. The Startup visa is another option if the Business Manager visa appeals to you, but you don’t yet have the funds or connections to make it happen. You’ll be granted the equivalent of a Business Manager visa for up to one year so that you can launch your business in Japan. Working Holiday visa This is the path our own founder Paul McMahon took to get his first developer job in Japan. If you meet various qualifications, and you belong to a country that has a Working Holiday visa agreement with Japan, you can come to Japan for a period of one year and do work that is “incidental” to your holiday. In practice, this means you can work almost any job except for those that are considered “immoral” (bars, clubs, gambling, etc.). The Working Holiday visa is a great opportunity for those who have the option. It allows you to experience living and working in Japan without any long-term commitments, and also permits you to job-hunt freely without time or other visa constraints. J-Find visa The J-Find visa is a one-year visa, intended to let graduates of top universities job-hunt or prepare to found a start-up in Japan. To qualify, applicants should have: A degree from a university ranked in the top 100 by at least two world university rankings, or completed a graduate course there Graduated within five years of the application date At least 200,000 yen for initial living expenses TokyoDev contributor Oguzhan Karagözoglu received a J-Find visa, though he did run into some difficulties, particularly given immigration’s unfamiliarity with this relatively new type of visa. Digital Nomad visa This is another new visa category that allows foreigners from specific countries, who must make over 10 million yen or more a year, to work remotely from Japan for six months. Given that the application process alone can take months, the visa isn’t extendable or renewable, and you’re not granted residency, it’s questionable whether the pay-off is worth the effort. Still, if you have the option to work remotely and want to test out living in Japan before committing long-term, this is one way to do that. TokyoDev contributor Christian Mack was not only one of the first to acquire the Digital Nomad visa, but has since opened a consultancy to help others through the process. Conclusion If your takeaway from this article is, “Japan, here I come!” then there are more TokyoDev articles that can help you on your way. For example, if you want to bring your pets with you, you should know that you need to start preparing the import paperwork up to seven months in advance. If you’re ready now to start applying for jobs, check out the TokyoDev job board. You’ll also want to look at how to write a resume for a job in Japan, and our industry insider advice on passing the resume screening process. These tips for interviewing at Japanese tech companies would be useful, and when you’re ready for it, see this guide to salary negotiations. Once you’ve landed that job, we’ve got articles on everything from bringing your family with you, to getting your first bank account and apartment. In addition, the TokyoDev Discord hosts regular discussions on all these topics and more. It’s a great chance to make developer friends in Japan before you ever set foot in the country. Once you are here, you can join some of Japan’s top tech meetups, including many organized by TokyoDev itself. We look forward to seeing you soon!

a month ago 22 votes
How to Pass the Resume Screening Stage in Japan

Do you feel that the number of applications needed to land a role has skyrocketed? If so, your instincts are correct. According to a Workday Global Workforce Report in September 2024, job applications are growing at a rate four times faster than job openings. This growth is fuelled by a tight job market as well as the new availability of remote work and online job boards. It’s also one of the results of improved generative AI. Around half of all job seekers use AI tools to create their resumes or fill out applications. More than that, a 2024 survey found that 29 percent of applicants were using AI tools to complete skills tests, while 26 percent employed AI tools to mass apply to positions, regardless of fit or qualifications. This never-before-seen flood of applications poses new hardships for both job candidates and recruiters. Candidates must ensure that their applications stand out enough from the pile to receive a recruiter’s attention. Recruiters, meanwhile, are struggling to manage the sheer number of resumes they receive, and winnow through heaps of irrelevant or unqualified applicants to find the ones they need. These problems worsen if you’re an overseas candidate hoping to find a role in Japan. Japan is a popular country for migrants, thereby increasing the competition for each open position. In addition, recruiters here have set expectations and criteria, some of which can be triggered unknowingly by candidates unfamiliar with the Japanese market. With all this in mind, how can you ensure your resume stands out from the crowd—and is there anything else you can do to pass the screening stage? I interviewed nine recruiters, both external and in-house, to learn how applicants can increase their chances of success. Below are their detailed suggestions on improving your resume, avoiding Japan-specific red flags, and persisting even in the face of rejection. The competition The first questions I asked each recruiter were: How many resumes do you review in a month? How long does it take you to review a resume? Some interviewees work for agencies or independently, while others are employed by the companies they screen applicants for. Surprisingly, where they work doesn’t consistently affect how many resumes they receive. What does affect their numbers is whether they accept candidates from overseas. One anonymous contributor stated the case plainly: “The volume of applications depends on whether the job posting targets candidates in Japan or internationally.” In Japan: we receive around 20–100+ applications within the first three days. Outside of Japan: a single job posting can attract 200–1,000 applications within three days. ”[Because] we are generally only open to current residents of Japan, our total applicant count is around 100 or so in a month,” said Caleb McClain, who is both a Senior Software Engineer and a hiring manager at Lunaris. “In the past, when we accepted applications from abroad it was much higher, though I unfortunately don’t have stats for that period. It was unmanageable for a single person (me) reviewing the applications, though! “Given that I deal with 100 or so per month, I probably spend a bit more time than others screening applications, but it depends. I’ll give every candidate a quick read through within a minute or so and, if I didn’t find a reason to immediately reject them, I’ll spend a few more minutes reading about their experience more deeply. I’ll check out the companies they have listed for their experience if I’m not familiar with them and, if they have a Github or personal projects listed, I’ll also spend a few minutes checking those out.” For companies that accept overseas candidates, the workload is greater. Laine Takahashi, a Talent Acquisition employee at HENNGE, estimated that every month they receive around 200 completed applications for engineering mid-career roles and 270 applications for their Global Internship program. Since their application process starts with a coding test as well as a resume and cover letter, it can take up to two weeks to review, score, and respond to each application. Clement Chidiac, Senior Technical Recruiter at Mercari, explained that the number of resumes he reviews monthly varies widely. “As an example, one of the current roles I am working on received 250+ applications in three weeks. Typically a recruiter at Mercari can work from 5–20 positions at a time, so this gives you an idea.” He also said that his initial quick scan of each resume might take between 5–30 seconds. External recruiters process resumes at a similar rate. Edmund Ho, Principal Consultant for Talisman Corporation, works with around 15 clients a month. To find them, he looks at 20–30 resumes a day, or 600–700 a month, and can only spend 30 seconds to 2 minutes on each one before coming to a decision. Axel Algoet, founder and CEO of InnoHyve, only reviews 200 resumes a month—but “if you count LinkedIn profiles, it’s probably around 1,000.” Why LinkedIn? “I usually start by looking at LinkedIn—the companies they’ve worked at and the roles they’ve had,” Algoet explained. “From there, I can quickly tell whether I’m open to talking with them or not. Since I focus on a very specific segment of roles, I can rapidly identify if a candidate might be a fit for my clients.” Applicant Tracking Systems (ATS) Given the sheer volume of resumes to review and respond to, it’s not surprising that companies are using Applicant Tracking Systems. What’s more unexpected is how few recruiters personally use an ATS or AI when evaluating candidates. Both Ho and Algoet reported that though a high percentage of their clients use an ATS—as many as 90 percent, according to Ho—they themselves don’t use one. Ho in particular emphasized that he manually reads every resume he receives. Lunaris doesn’t use an ATS, “unless you count Notion,” joked McClain. “Open to recommendations!” Koji Hamane, Vice President of Human Resources at KOMOJU, said, “Up to 2023, we were managing the pipeline on a spreadsheet basis, and you cannot do it anymore with 3,000 applications [a year]. So it’s more effective and efficient in terms of tracking where each applicant sits in the recruiting process, but it also facilitates communication among [the members of] the interview panel.” The ATS KOMOJU uses is Workable. “Workable, I mean, you know, it works,” Hamane joked. “It’s much better than nothing. . . . Workable actually shows the valid points of the candidates, highlights characteristics, and evaluates the fit for the required positions, like from a 0 to 100 point basis. It helps, but actually you need to go through the details anyway, to properly assess the candidates.” Chidiac explained that Mercari also uses Workable, which has a feature that matches keywords from the job description to the resume, giving the resume a score. “I’ve never made a decision based on that,” said Chidiac. “It’s an indicator, but it’s not accurate enough yet to use it as a decision-making tool.” For example, it doesn’t screen out non-Japanese speakers when Japanese is a requirement for the role. I think these [ATS] tools are going to be better, and they’re going to work. I think it’s a good idea to help junior recruiters. But I think it has to be used as a ‘decision helper,’ not a decision-making tool. There’s also an element of ethics—do you want to be screened out by a robot? HENNGE uses a different ATS, Greenhouse, mostly to communicate with candidates and send them the results of their application. “ Everything they submit,” said Sonam Choden, HENNGE’s Software Engineer Recruiter, “is actually manually checked by somebody in our team. It’s not that everything is automated for the coding test—the bot only checks if they meet the minimum score. Then there is another [human] screener that will actually look over the test itself. If they pass the coding test, then we have another [human] screener looking through each and every document, both the resume and the cover letter.” How to format your resume The good news is that, according to our interviewees, passing the resume screening doesn’t involve trying to master ATS algorithms. However, since many recruiters are manually evaluating a high number of resume every day, they can spend at most only a few minutes on each one. That’s why it’s critical to make your resume stand out positively from the rest. You can see tips on formatting and good practices in our article on the subject, but below recruiters offer detailed explanations of exactly what they’re looking for—and, importantly, what red flags lead to rejection. Red flags The biggest red flags called out by recruiters are frequent job changes, not having skills required by the position, applications from abroad when no visa support is available, mismatches in salary expectations, and lack of required Japanese language ability. Frequent job changes Jumpiness. Job-hopping. Career-switching. Although they had different names for it, nearly everyone listed frequent job changes as the number one red flag on a candidate’s resume—at least, when applying to jobs in Japan. “There’s a term HR in Japan uses: ‘Oh, this guy is jumpy,’” Clement Chidiac told me. When he asked what they meant by that, they told him it referred to a candidate who had only been in their last job for two years or less. “And my first reaction was like, ‘Is that a bad thing?’ I think in the US, and in most tech companies, people change over every two to three years. I remember at my university in France, I was told you need to change your job externally or internally every three years to grow. But in Japan, there’s still the element of loyalty, right?” It’s changing a little bit, but when I have a candidate, a good candidate, that has had four jobs in the past ten years, I know I’m going to get questioned. . . . If I get a candidate that’s changed jobs three times in the past three years, they’re not likely to pass the screening, especially if they’re overseas. “Which is fair, right?” he added. “Because it’s a bit expensive, it’s a bit of a risk, and [it takes] a bit of time.” Why do Japanese companies feel so strongly on this issue? Some of it is simply history—lifetime employment at a single company was the Japanese ideal until quite recently. But as Chidiac pointed out, hiring overseas candidates represents additional investments in both money and time spent navigating the visa system, so it makes sense for Japanese companies to move more cautiously when doing so. Sayaka Sasaki, who was previously employed as a Sourcing Specialist by Tech Japan Inc., told me that recruiters attempt to use past job history to foresee the future. “A lack of consistency in career history can also lead to rejection,” she said. “Recruiters can often predict a candidate’s future career plans and job-switching tendencies based on their past job-change patterns.” Koji Hamane has another reason for considering job tenure. “When you try to leave some achievement or visible impact, [you have to] take some time in the same job, in the same company. So from that perspective, the tenure of each position on a resume really matters. Even though you say, ‘I have this capability and I have this strength,’ your tenure at each company is very short, and [you] don’t leave an impact on those workplaces.” In this sense, Hamane is not evaluating loyalty for its own sake, but considering tenure as a variable to assess the reproducibility of meaningful achievement. For him, achievement and impact—rather than tenure length itself—are the true signals of qualities such as leadership and resilience. Long-time or regular freelancers may face similar scrutiny. Though Chidiac is reluctant to call freelancing a red flag, he acknowledged that it can cause problems. “[With] an engineer that’s been doing freelance for the past three or four years, I know I’m going to get pushback from the hiring team, because they might have worked on three-, four-, five-month projects. They might not have the depth of knowledge that companies on a large scale might want to hire.” Also my question is, if that person has been working on their own for three or four years, how are they going to work in the team? How long are they going to stay with us? Are they going to be happy being part of a company and then maybe having to come to the office, that kind of thing? He gave an example: “If you get 100 applicants for backend engineer roles, it’s sad, but you’re going to go with the ones that fit the most traditional background. If I’m hiring and I’m getting five candidates from PayPay . . . I might prioritize these people as opposed to a freelancer that’s based out of Spain and wants to relocate to Japan, because there are a lot of question marks. That’s the reality of the candidate pool. “Now, if the freelancer in Spain has the exact experience that I want, and I don’t have other applicants, then yeah, of course I’ll talk to that person. I’ll take time to understand [their reasons].” How to “fix” job-hopping on your resume If you have changed jobs frequently, is rejection guaranteed? Not necessarily. These recruiters also offered a host of tips to compensate for job-hopping, freelancing stints, or gaps in your work history. The biggest tip: include an explanation on your resume. Edmund Ho advises offering a “reason for leaving” for short-term jobs, defining short-term as “less than three years.” For example, if the job was a limited contract role, then labelling it as such will prevent Japanese companies from drawing the conclusion that you left prematurely. Lay-offs and failed start-ups will also be looked upon more benevolently than simply quitting. In addition, Ho suggested that those with difficult resumes avail themselves of an agent or recruiter. Since the recruiter will contact the company directly, they have the chance to advocate and explain your job history better than the resume alone can. Sasaki also feels that explanations can help, but added a caveat: “Being honest about what you did during a gap period is not a bad thing. However, it is important to present it in a positive light. For example, if you traveled abroad or spent time at your family home during the gap period, you could write something like this: ‘Once I start a new job, it will be difficult to take a long vacation. So, I took advantage of this break to visit [destination], which I had always dreamed of seeing. Experiencing [specific highlight] was a lifelong goal, and it helped me refresh myself while boosting my motivation for work.’ “If the gap period lasted for more than a year, it is necessary to provide a convincing explanation for the hiring manager. For instance, you could write, ‘I used this time to enhance my skills by studying [specific subject] and preparing for [certification].’ If you have actually obtained a qualification, that would be a perfect way to present your time productively.” Hamane answered the question quite differently. “Do you gamble?” he asked me. He went on: “ When I say ‘gamble,’ ultimately recruiting is decision-making under uncertainty, right? It comes with risks. But the most important question is, what are the downside risks and upside risks?” “In the game of hiring,” Hamane explained, “employers are looking for indicators of future performance. Tenure, to me, is not inherently valuable, but serves as a variable to assess whether a candidate had the opportunity to leave a meaningful impact. It’s not about loyalty or raw length of time, but about whether qualities like resilience or leadership had the chance to emerge. Those qualities often require time. However, I don’t judge the number of years on its own—what matters is whether there is evidence of real contributions.” A shorter tenure with clear impact can be just as strong a signal as longer service. That’s why I view tenure not categorically, but contextually—as one indicator among others. If possible, then, a candidate should focus on highlighting their work contributions and unique strengths in their resume, which can counterbalance the perceived “downside risk” of job-hopping. Incompatibility with the job description Most other red flags can be categorized as “incompatible with the job description.” This includes: Not possessing the required skills Applying from abroad when the position doesn’t offer visa support Mismatch in salary expectations Not speaking Japanese Many of the resumes recruiters receive are wholly unsuited for the position. Hamane estimated that 70 percent of the resumes his department reviews are essentially “random applications.” Almost all the applications are basically not qualified. One of the major reasons why is the Internet. The Internet enables us to apply for any job from anywhere, right? So there are so many applications with no required skills. . . .  From my perspective, they are applying on a batch basis, like mass applications. Even if the candidate has the required job skills, if they’re overseas and the position doesn’t offer visa support, their resume almost certainly won’t pass. Caleb McClain, whose company is currently hiring only domestically, said, “The most common reason [for rejection] is the person is applying from abroad. . . . After that, if there’s just a clear skills mismatch, we won’t move forward with them.” Axel Algoet pointed out that nationality can be a problem even if the company is open to hiring from overseas. “I support many companies in the space, aerospace, and defense industries,” he said, “and they are not allowed to hire candidates from certain countries.” It’s important to comprehend any legal issues surrounding sensitive industries before applying, to save both your own and the company’s time. He also mentioned that, while companies do look for candidates with experience at top enterprises, a prestigious background can actually be a red flag—-mostly in terms of compensation. Japanese tech companies on average pay lower wages than American businesses, and a mismatch in expectations can become a major stumbling block in the application process overall. “Especially [for] candidates coming from companies like Indeed or some foreign firms,” Algoet said, “if I know I won’t be able to match or beat their current salary, I tell them upfront.” Not speaking Japanese is another common stumbling block. Companies have different expectations of candidates when it comes to Japanese language ability. Algoet said that, although in his own niche Japanese often isn’t required at all, a Japanese level below JLPT N2 can be a problem for other roles. Sasaki agreed that speaking Japanese to at least the JLPT N3 level would open more doors. Anticipating potential rejection points If you can anticipate why recruiters might reject you, you can structure your resume accordingly, highlighting your strengths while deemphasizing any weak points. For example, if you don’t live in Japan but do speak Japanese, it’s important to bring attention to that fact. “Something that’s annoying,” said Chidiac, “that I’m seeing a lot from a hiring manager point of view, is that they sort of anticipate or presume things. . . . ‘That person has only been in Japan for a year, they can’t speak Japanese.’ But there are some people that have been [going to] Japanese school back home.” That’s why he urges candidates to clearly state both their language ability and their connections to Japan in their resume whenever possible. Chidiac also mentioned seniority issues. “It’s important that you highlight any elements of seniority.” However, he added, “Seniority means different things depending on the environment.” That’s why context is critical in your resume. If you’ve worked for a company in another country or another industry, the recruiter may not intuitively know much about the scale or complexity of the projects you’ve worked on. Without offering some context—the size of the project, the size of the team, the technologies involved, etc.—it’s difficult for recruiters to judge. If you contextualize your projects properly, though, Chidiac believes that even someone with relatively few years of experience may still be viewed favorably for higher roles. If you’ve led a very strong project, you might have the seniority we want. Finally, Edmund Ho suggested an easy trick for those without a STEM degree: just put down the university you graduated from, and not your major. “It’s cheating!” he said with a chuckle. Green flags Creating a great resume isn’t just about avoiding pitfalls. Your resume may also be missing some of the green flags recruiters get excited to see, which can open doors or lead to unexpected offers. Niche skills Niche skills were cited by several as not only being valuable in and of themselves, but also being a great way to open otherwise closed doors. Even when the job description doesn’t call for your unusual ability or experience, it’s probably worth including them in your resume. “I’ll of course take into consideration the requirements as written in our current open listings,” said McClain, “as that represents the core of what we are looking for at any given time. However, I also try to keep an eye out for interesting individuals with skills or experience that may benefit us in ways we haven’t considered yet, or match well with projects that aren’t formally planned but we are excited about starting when we have the time or the right people.” Chidiac agrees that he takes special note of rare skills or very senior candidates on a resume. “We might be able to create an unseeable headcount to secure a rare talent. . . . I think it’s important to have that mindset, especially for niche areas. Machine learning is one that comes to mind, but it could also be very senior [candidates], like staff level or principal level engineers, or people coming from very strong companies, or people that solve problems that we want to solve at the moment, that kind of thing.” I call it the opportunistic approach, like the unusual path, but it’s important to have that in mind when you apply for a company, because you might not be a fit for a role now, but you might not be aware that a role is going to open soon. Sasaki pointed out that niche skills can compensate for an otherwise relatively weak resume, or one that would be bypassed by more traditional Japanese companies. “If the company you are applying to is looking for a niche skill set that only you possess, they will want to speak with you in an interview. So don’t lose hope!” Tailoring to the job description “I don’t think there’s a secret recipe to automatically pass the resume screening, because at the end of the day, you need to match the job, right?” said Chidiac. “But I’ve seen people that use the same resume for different roles, and sometimes it’s missing [relevant] experience or specific keywords. So I think it’s important to really read the job description and think about, ‘Okay, these are all the main skills they want. Let me highlight these in some way.’” If you’re a cloud infrastructure engineer, but you’ve done a lot of coding in the past, or you use a specific technology but it doesn’t show on your CV, you may be automatically rejected either by the recruiter or by the [ATS]. But if you make sure that, ‘Oh yeah, I’ve seen the need for coding skill. I’m going to add that I was a software engineer when I started and I’m doing coding on my side project,’ that will help you with the screening. It’s not necessary to entirely remake your resume each time, Chidiac believes, but you should at least ensure that at the top of the resume you highlight the skills that match the job description. Connections to Japan While most of this advice would be relevant anywhere in the world, recruiters did offer one additional tip for applying in Japan—emphasizing your connection to the country. “Whenever a candidate overseas writes a little thing about any ties to Japan, it usually helps,” said Chidiac. For example, he believes that it helps to highlight your Japanese language ability at the top of your resume. [If] someone writes like, ‘I want to come to Japan,’ ‘I’ve been going to Japanese school for the last five years,’ ‘I’ve got family in Japan,’ . . . that kind of stuff usually helps. Laine Takahashi confirmed that HENNGE shows extra interest in those kinds of candidates. “Either in the cover letter or the CV,” she said, “if they’re not living in Japan, we want them to write about their passion for coming to Japan.” Ho went so far as to state that every overseas candidate he’d helped land a job in Japan had either already learned some Japanese, or had an interest in Japanese culture. Tourists who’d just enjoyed traveling in Japan were less successful, he’d found. How important is a cover letter? Most recruiters had similar advice for candidates, but one serious point of contention arose: cover letters. Depending on their company and hiring style, interviewees’ opinions ranged widely on whether cover letters were necessary or helpful. Cover letters aren’t important “I was trying to remember the last time I read a cover letter,” said Clement Chidiac, “and I honestly don’t think I’ve ever screened an application based on the cover letter.” Instead, Mercari typically requests a resume and poses some screening questions. Chidiac thought this might be a controversial opinion to take, but it was echoed strongly by around half of the other interviewees. When applying to jobs in Japan, there’s no need to write a cover letter, Edmund Ho told me. “Companies in Japan don’t care!” He then added, “One company, HENNGE, uses cover letters. But you don’t need,” he advised, “to write a fancy cover letter.” “I never ask for cover letters,” said Axel Algoet. “Instead, I usually set up a casual twenty-minute call between the hiring manager and the candidate, as a quick intro to decide if it’s worth moving forward with the interview process.” Getting to skip the cover letter and go straight to an early-stage interview is a major advantage Algoet is able to offer his candidates. “That said,” he added, “if a candidate is rejected at the screening stage and I feel the client is making a mistake, we sometimes work on a cover letter together to give it another shot.” Cover letters are extremely important According to Sayaka Sasaki, though, Japanese companies don’t just expect cover letters—they read them quite closely. “Some people may find this hard to believe,” said Sasaki, “but many Japanese companies carefully analyze aspects of a candidate’s personality that cannot be directly read from the text of a cover letter. They expect to see respect, humility, enthusiasm, and sincerity reflected in the writing.” Such companies also expect, or at least hope for, brevity and clarity. “Long cover letters are not a good sign,” said Koji Hamane. “You need to be clear and concise.” He does appreciate cover letters, though, especially for junior candidates, who have less information on their resume. “It supplements [our knowledge of] the candidate’s objectives, and helps us to verify the fit between the candidate’s motivation and the job and the company.” Caleb McClain feels strongly that a good cover letter is the best way for a candidate to stand out from a crowd. “After looking at enough resumes,” he said, “you start to notice similarities and patterns, and as the resume screener I feel a bit of exhaustion over trying to pick out what makes a person unique or better-suited for the position than another.” A well-written and personal cover letter that expresses genuine interest in joining ‘our’ team and company and working on ‘our’ projects will make you stand out and, assuming you meet the requirements otherwise, I will take that interest into serious consideration. “For example,” McClain continued, “we had an applicant in the past who wrote about his experience using our e-commerce site, SolarisJapan, many years ago, and his positive impressions of shopping there. Others wrote about their interests which clearly align with our businesses, or about details from our TokyoDev company profile that appealed to them.” McClain urged candidates to “really tie your experience and interests into what the company does, show us why you’re the best fit! Use the cover letter to stand out in the crowd and show us who you are in ways that a standard resume cannot. If you have interesting projects on Github or blogs on technical topics, share them! But of course,” he added, “make sure they are in a state where you’d want others to read them.” What to avoid in your cover letter “However,” McClain also cautioned, “[cover letters are] a double-edged sword, and for as many times as they’ve caused an application to rise to the top, they’ve also sunk that many.” For this reason, it’s best not to attach a cover letter unless one is specifically requested. Since cover letters are extremely important to some recruiters, however, you should have a good one prepared in advance—and not one authored by an AI tool. “I sometimes receive cover letters,” McClain told me, “that are very clearly written by AI, even going so far as to leave the prompt in the cover letter. Others simply rehash points from their resume, which is a shame and feels like a waste. This is your chance to really sell yourself!” He wasn’t the only recruiter who frowned on using AI. “Avoid simply copying and pasting AI-generated content into your cover letter,” Sasaki advised. “At the very least, you should write the base structure yourself. Using AI to refine your writing is acceptable, but hiring managers tend to dislike cover letters that clearly appear to be AI-written.” Laine Takahashi and Sonam Choden at HENNGE have also received their share of AI-generated letters. Sometimes, Choden explained, the use of AI is blatantly obvious, because the places where the company or applicant’s name should be written aren’t filled out. That doesn’t mean they’re opposed to all use of AI, though. “[The screeners] do not have a problem with the usage of AI technology. It’s just that [you should] show a bit more of your personality,” Takahashi said. She thinks it’s acceptable to use AI “just for making the sentences a bit more pretty, for example, but the story itself is still yours.” A bigger mistake would be not writing a cover letter at all. “There are cases,” Takahashi explained, “where perhaps the candidate thought that we actually don’t look at or read the cover letter.” They sent the CV, and then the cover letter was like, ‘Whatever, you’re not going to read this anyway.’ That’s an automatic fail from our side. “We do understand,” said Choden, “that most developers now think cover letters are an outdated type of process. But for us, there is a lot of benefit in actually going through with the cover letter, because it’s really hard to judge someone by one piece like a resume, right? So the cover letter is perfect to supplement with things that you might not be able to express in a one-page CV.” Other tips for success The interviewees offered a host of other tips to help candidates advance in the application process. Recruiters vs job boards There are pros and cons to working with a recruiter as opposed to applying directly. Partnering with a recruiter can be a complex process in its own right, and candidates should not expect recruiters to guarantee a specific placement or job. Edmund Ho pointed out some of the advantages of working with a recruiter from the start of your job search. Not only can they help fix your resume, or call a company’s HR directly if you’re rejected, but these services are free. After all, external recruiters are paid only if they successfully place you with a company. Axel Algoet also recommended candidates find a recruiter, but he offered a few caveats to this general advice. “Many candidates are unaware of the candidate ownership rule—which means that when a recruiter submits your application, they ‘own’ it for the next 12–18 months. There’s nothing you can do about it after that point.” By that, he means that the agency you work with will be eligible for a fee if you are hired within that timeframe. Other agencies typically won’t submit your application if it is currently “owned” by another. This affects TokyoDev as well: if you apply to a company with a recruiter, and then later apply to another role at that company via TokyoDev within 12 months of the original application, the recruiter receives the hiring fee rather than TokyoDev. That’s why, Algoet said, you should make sure your recruiter is a good fit and can represent you properly. “If you feel they can’t,” he suggested, “walk away.” And if you have less than three years of experience, he suggests skipping a recruiter entirely. “Many companies don’t want to pay recruitment fees for junior candidates,” he added, “but that doesn’t mean they won’t hire you. Reach out to hiring managers directly.” From the internal recruiter’s perspective, Sonam Choden is in favor of candidates who come through job boards. “I think we definitely have more success with job boards where people are actively directly applying, rather than candidates from agents. In terms of the requirements, the candidates introduced by agents have the experience and what we’re looking for, but those candidates introduced by agents might not necessarily be looking for work, or even if they are . . . [HENNGE] might not be their first choice.” Laine Takahashi agreed and cited TokyoDev as one of HENNGE’s best sources for candidates. We’ve been using TokyoDev for the longest time . . . before the [other] job boards that we’re using now. I think TokyoDev was the one that gave us a good head start for hiring inside Japan. “And now we’re expanding to other job boards as well,” she said, “but still, TokyoDev is [at] the top, definitely.” Follow up Ho casually nailed the dilemma around sending a message or email to follow up on your application. “It’s always best to follow up if you don’t hear back,” he said, “but if you follow up too much, it’s irritating.” The question is, how much is too much? When is it too soon to message a recruiter or hiring manager? Ho gave a concrete suggestion: “Send a message after three days to one week.” For Chidiac, following up is a strategy he’s used himself to great effect. “Something that I’ve always done when I look for a job is ping people on LinkedIn, trying to anticipate who is the hiring manager for that role, or who’s the recruiter for that role, and say ‘Hey, I want to apply,’ or ‘I’ve applied.’” [I’ve said] ‘I know I might not be able to do this and this and that, but I’ve done this and this and this. Can we have a quick chat? Do you need me to tailor my CV differently? Do you have any other roles that you think would be a good fit?’ And then, follow up frequently. “This is something that’s important,” he added, “showing that you’ve researched about the company, showing that you’ve attended meetups from time to time, checking the [company] blogs as well. I’ve had people that just said, ‘Hey, I’ve seen on the blogs that you’re working on this. This is what I’ve done in my company. If you’re hiring [for] this team, let me know, right?’ So that could be a good tip to stand out from other applicants. [But] I think there’s no rule. It’s just going to be down to individuals.” “You might,” he continued, “end up talking to someone who’s like, ‘Hey, don’t ever contact me again.’ As an agency recruiter that happened to me, someone said, ‘How did you get my phone [number]? Don’t ever call me again.’ . . . [But] then a lot of the time it’s like, ‘Oh, we’re both French, let’s help each other out,’ or, ‘Oh, yeah, we were at the same university,’ or ‘Hey, I know you know that person.’” Chidiac gave a recent example of a highly-effective follow-up message. “He used to work in top US tech companies for the past 25 years. [After he applied to Mercari], the person messaged me out of the blue: ‘I’m in Japan, I’m semi-retired, I don’t care about money. I really like what Mercari is doing. I’ve done X and Y at these companies.’ . . . So yeah, I was like, I don’t have a role, but this is an exceptional CV. I’ll show it to the hiring team.” There are a few caveats to this advice, however. First, a well-researched, well-crafted follow-up message is necessary to stand out from the crowd—and these days, there is quite a crowd. “Oh my goodness,” Choden exclaimed when I brought up the subject. “I actually wanted to write a post on LinkedIn, apologizing to people for not being able to get back to them, because of the amount of requests to connect and all related to the positions that we have at HENNGE.” Takahashi and Choden explained that many of these messages are attempts to get around the actual hiring process. “Sometimes,” Choden said, “when I do have the time, I try to redirect them. ‘Oh, please, apply here, or go directly to the site,’ because we can’t really do anything, they have to start with the coding test itself. . . . I do look at them,” Choden went on, “and if they’re actually asking a question that I can help with, then I’m more than happy to reply.” Nonetheless, a few candidates have attempted to go over their heads. Sometimes we have some candidates who are asking for updates on their application directly from our CEO. It’s quite shocking, because they send it to his work email as well. “And then he’s like, ‘Is anybody handling this? Why am I getting this email?’,” Choden related. Other applicants have emailed random HENNGE employees, or even members of the overseas branch in Taiwan. Needless to say, such candidates don’t endear themselves to anyone on the hiring team. Be persistent “I know a bunch of people,” Chidiac told me, “that managed to land a job because they’ve tried harder going to meetups, reaching out to people, networking, that kind of thing.” One of those people was Chidiac himself, who in 2021 was searching for an in-house recruiter position in Japan, while not speaking Japanese. In his job hunt, Chidiac was well aware that he faced some major disadvantages. “So I went the extra mile by contacting the company directly and being like, ‘This is what I’ve done, I’ve solved these problems, I’ve done this, I’ve done that, I know the Japanese market . . . [but] I don’t speak Japanese.’” There’s a bit of a reality check that everyone has to have on what they can bring to the table and how much effort they need to [put forth]. You’re going to have to sell yourself and reach out and find your people. “Does it always work? No. Does it often work? No. But it works, right?” said Chidiac with a laugh. “Like five percent of the time it works every time. But you need to understand that there are some markets that are tougher than others.” Ho agreed that job-hunters, particularly candidates who are overseas hoping to work in Japan for the first time, face a tough road. He recommended applying to as many jobs as possible, but in a strictly organized way. “Make an Excel sheet for your applications,” he urged. Such a spreadsheet should track your applications, when you followed up on those applications, and the probation period for reapplying to that company when you receive a rejection. Most importantly, Ho believes candidates should maintain a realistic, but optimistic, view of the process. “Keep a longer mindset,” he suggested. “Maybe you don’t get an offer the first year, but you do the second year.” Conclusion Given the staggering number of applications recruiters must process, and the increasing competition for good roles—especially those open to candidates overseas—it’s easy to become discouraged. Nonetheless, Japan needs international developers. Given Japan’s demographics, as well as the government’s interest in implementing AI and digital transformation (DX) solutions for social problems, that fact won’t change anytime soon. We at TokyoDev suggest that candidates interested in working in Japan adopt two basic approaches. First, follow the advice in this article and also in our resume-writing guide to prevent your resume from being rejected for common flaws. You can highlight niche skills, write an original cover letter, and send appropriate follow-up messages to the recruiters and hiring managers you hope to impress. Second, persistence is key. The work culture in Japan is evolving and there are more openings for new candidates. Japan’s startup scene is also burgeoning, and modern tech companies—such as Mercari—continue to grow and hire. If your long-term goal is to work in Japan, then it’s worth investing the time to keep applying. That said, hopefully the suggestions offered above will help turn what might have been a lengthy job-hunt into a quicker and more successful search. To apply to open positions right now, see our job board. If you want to hear more tips from other international developers in Japan, check out the TokyoDev Discord. We also have articles with more advice on job hunting, relocating to Japan, and life in Japan.

a month ago 23 votes
Is There a Japanese Equivalent of Glassdoor?

When interviewing with a Japanese company, you’ll naturally want to know: “Is this a good place to work?” And while Glassdoor is the standard in English-speaking countries for employees leaving online reviews, the site is only rarely used in Japan, and then primarily by non-Japanese workers. Many countries have a culture that endorses directly reviewing employers in an open, public environment—Japan does not. However, there are still sites where you can find important information on your potential employer. What to watch out for In particular, you want to avoid signing on with a company that engages in exploitative practices—or as they’re known in Japan, a “black company” (ブラック企業, burakku kigyou). The Ministry of Health, Labor, and Welfare has a FAQ describing what defines these companies: Imposing extremely long working hours with high quotas. Recognition of workers’ rights is low throughout the company; unpaid overtime and/or workplace bullying (パワハラ, pawahara) are common. The company assigns shifts to workers without consent. The company discriminates among workers in the above circumstances. In a 2023 survey, those who had worked for such toxic companies listed high turnover rates as the most common sign that something was wrong, followed by long working hours and unpaid overtime. As you examine online review sites and other sources, look for clues such as: Turnover rate: how long do employees typically stay? Internal promotion: can you see employees rising in the ranks? Upper management: are there any non-Japanese employees in management positions? Recent company announcements: do they often make sudden pivots in their business policies? If you discover, for example, that the company can’t retain employees, shows no history of internal promotions, and has just issued a return-to-office order out of the blue, it’s safe to assume you don’t want to work there. OpenWork OpenWork, also known as Vorkers, hosts over 19 million company reviews. The reviews are represented in a radar chart for easy visual reference, and are also broken down into different categories, such as work-life balance, the ease of working for women, and reasons for considering quitting. In addition, applicants can post questions for employees to answer. If you don’t speak Japanese, the site is still readable with Google Translate. You’ll need to make a free account to see all of the information, but much of it is accessible even without an account. Other Japanese sites JobTalk and Engage Hyouban are other Japanese-language review sites. JobTalk contains 4.4 million reviews of around 230,000 different companies, and Engage Hyouban boasts 30 million reviews for 220,000 companies. Neither of these sites offer as much information on tech companies in Japan as OpenWork does. If you’re applying to a large company such as Rakuten, you may find some additional reviews there, but many of TokyoDev’s clients are smaller companies that aren’t listed at all. Google Maps Reviews An unusual but occasionally helpful place to find company reviews is on Google Maps. If you search for a business’s main corporate office location—usually in Tokyo—you will sometimes find reviews written by current or former employees. Whether these reviews are high-quality or trustworthy is another matter. Rakuten, for example, has reviews with a range of opinions. Cybozu, by contrast, mostly has reviews from those who would like to work for the company but currently don’t. Still, the reviews of its corporate office are consistently positive, so you can at least get an impression of the physical environment. LinkedIn “If you’re worried that a company might be a poor place to work, try contacting current or past employees via LinkedIn,” suggested Paul McMahon, founder of TokyoDev. “This probably works best if you’re late in the hiring process.” You can send a connect request saying, ‘I’ve received an offer from company X, and want to confirm what it’s really like to work there as an engineer. Mind if I ask you a couple of questions?’ Whether or not they respond, you can still glean good information from the profiles of past and current employees. Check to see if developers tend to leave the company quickly, for example, or how long the average employee goes before being promoted. You should keep in mind though that LinkedIn is not popular in Japan, for several good reasons. If you are applying to a primarily Japanese company, many of your future coworkers won’t be active there, which means you still may not be getting a complete picture. TokyoDev In 2020, TokyoDev began interviewing developers in order to provide a more complete, boots-on-the-ground picture of daily life at specific companies. Our Developer Stories feature interviews with developers at top Japanese tech companies, who share details about both their specific jobs and the general work environment. The goal is to give applicants a good sense of how a company operates on a day-to-day basis, from the perspective of those on the inside. So far, TokyoDev has interviewed developers from Mercari, PayPay, Givery, HENNGE, KOMOJU, and more. In addition, TokyoDev’s job board is a selective one, listing only companies that we feel good about sending applicants to. In the rare event that employees later reach out with poor reviews of a business, if those reports can be confirmed, then TokyoDev will end its relationship with that company. Conclusion In short, the answer to the question “Is there a Japanese equivalent to Glassdoor?” is, “Not really.” However, by combining some of the alternatives—OpenWork, LinkedIn, TokyoDev, and perhaps even Google Maps—you can gather enough information to decide whether you want to work with a particular Japanese company. You could also ask fellow developers in our Discord. Curious about working in Japan in general? See our articles on the subject, as well as moving to Japan, living in Japan, starting a business in Japan, and more.

a month ago 25 votes

More in programming

Do You Even Personalize, Bro?

There’s a video on YouTube from “Technology Connections” — who I’ve never heard of or watched until now — called Algorithms are breaking how we think. I learned of this video from Gedeon Maheux of The Iconfactory fame. Speaking in the context of why they made Tapestry, he said the ideas in this video would be their manifesto. So I gave it a watch. Generally speaking, the video asks: Does anyone care to have a self-directed experience online, or with a computer more generally? I'm not sure how infrequently we’re actually deciding for ourselves these days [how we decide what we want to see, watch, and do on the internet] Ironically we spend more time than ever on computing devices, but less time than ever curating our own experiences with them. Which — again ironically — is the inverse of many things in our lives. Generally speaking, the more time we spend with something, the more we invest in making it our own — customizing it to our own idiosyncrasies. But how much time do you spend curating, customizing, and personalizing your digital experience? (If you’re reading this in an RSS reader, high five!) I’m not talking about “I liked that post, or saved that video, so the algorithm is personalizing things for me”. Do you know what to get yourself more of? Do you know where to find it? Do you even ask yourself these questions? “That sounds like too much work” you might say. And you’re right, it is work. As the guy in the video says: I'm one of those weirdos who think the most rewarding things in life take effort Me too. Email · Mastodon · Bluesky

17 hours ago 2 votes
What can agents actually do?

There’s a lot of excitement about what AI (specifically the latest wave of LLM-anchored AI) can do, and how AI-first companies are different from the prior generations of companies. There are a lot of important and real opportunities at hand, but I find that many of these conversations occur at such an abstract altitude that they’re a bit too abstract. Sort of like saying that your company could be much better if you merely adopted software. That’s certainly true, but it’s not a particularly helpful claim. This post is an attempt to concisely summarize how AI agents work, apply that summary to a handful of real-world use cases for AI, and make the case that the potential of AI agents is equivalent to the potential of this generation of AI. By the end of this writeup, my hope is that you’ll be well-armed to have a concrete discussion about how LLMs and agents could change the shape of your company. How do agents work? At its core, using an LLM is an API call that includes a prompt. For example, you might call Anthropic’s /v1/message with a prompt: How should I adopt LLMs in my company? That prompt is used to fill the LLM’s context window, which conditions the model to generate certain kinds of responses. This is the first important thing that agents can do: use an LLM to evaluate a context window and get a result. Prompt engineering, or context engineering as it’s being called now, is deciding what to put into the context window to best generate the responses you’re looking for. For example, In-Context Learning (ICL) is one form of context engineering, where you supply a bunch of similar examples before asking a question. If I want to determine if a transaction is fraudulent, then I might supply a bunch of prior transactions and whether they were, or were not, fraudulent as ICL examples. Those examples make generating the correct answer more likely. However, composing the perfect context window is very time intensive, benefiting from techniques like metaprompting to improve your context. Indeed, the human (or automation) creating the initial context might not know enough to do a good job of providing relevant context. For example, if you prompt, Who is going to become the next mayor of New York City?, then you are unsuited to include the answer to that question in your prompt. To do that, you would need to already know the answer, which is why you’re asking the question to begin with! This is where we see model chat experiences from OpenAI and Anthropic use web search to pull in context that you likely don’t have. If you ask a question about the new mayor of New York, they use a tool to retrieve web search results, then add the content of those searches to your context window. This is the second important thing that agents can do: use an LLM to suggest tools relevant to the context window, then enrich the context window with the tool’s response. However, it’s important to clarify how “tool usage” actually works. An LLM does not actually call a tool. (You can skim OpenAI’s function calling documentation if you want to see a specific real-world example of this.) Instead there is a five-step process to calling tools that can be a bit counter-intuitive: The program designer that calls the LLM API must also define a set of tools that the LLM is allowed to suggest using. Every API call to the LLM includes that defined set of tools as options that the LLM is allowed to recommend The response from the API call with defined functions is either: Generated text as any other call to an LLM might provide A recommendation to call a specific tool with a specific set of parameters, e.g. an LLM that knows about a get_weather tool, when prompted about the weather in Paris, might return this response: [{ "type": "function_call", "name": "get_weather", "arguments": "{\"location\":\"Paris, France\"}" }] The program that calls the LLM API then decides whether and how to honor that requested tool use. The program might decide to reject the requested tool because it’s been used too frequently recently (e.g. rate limiting), it might check if the associated user has permission to use the tool (e.g. maybe it’s a premium only tool), it might check if the parameters match the user’s role-based permissions as well (e.g. the user can check weather, but only admin users are allowed to check weather in France). If the program does decide to call the tool, it invokes the tool, then calls the LLM API with the output of the tool appended to the prior call’s context window. The important thing about this loop is that the LLM itself can still only do one interesting thing: taking a context window and returning generated text. It is the broader program, which we can start to call an agent at this point, that calls tools and sends the tools’ output to the LLM to generate more context. What’s magical is that LLMs plus tools start to really improve how you can generate context windows. Instead of having to have a very well-defined initial context window, you can use tools to inject relevant context to improve the initial context. This brings us to the third important thing that agents can do: they manage flow control for tool usage. Let’s think about three different scenarios: Flow control via rules has concrete rules about how tools can be used. Some examples: it might only allow a given tool to be used once in a given workflow (or a usage limit of a tool for each user, etc) it might require that a human-in-the-loop approves parameters over a certain value (e.g. refunds more than $100 require human approval) it might run a generated Python program and return the output to analyze a dataset (or provide error messages if it fails) apply a permission system to tool use, restricting who can use which tools and which parameters a given user is able to use (e.g. you can only retrieve your own personal data) a tool to escalate to a human representative can only be called after five back and forths with the LLM agent Flow control via statistics can use statistics to identify and act on abnormal behavior: if the size of a refund is higher than 99% of other refunds for the order size, you might want to escalate to a human if a user has used a tool more than 99% of other users, then you might want to reject usage for the rest of the day it might escalate to a human representative if tool parameters are more similar to prior parameters that required escalation to a human agent LLMs themselves absolutely cannot be trusted. Anytime you rely on an LLM to enforce something important, you will fail. Using agents to manage flow control is the mechanism that makes it possible to build safe, reliable systems with LLMs. Whenever you find yourself dealing with an unreliable LLM-based system, you can always find a way to shift the complexity to a tool to avoid that issue. As an example, if you want to do algebra with an LLM, the solution is not asking the LLM to directly perform algebra, but instead providing a tool capable of algebra to the LLM, and then relying on the LLM to call that tool with the proper parameters. At this point, there is one final important thing that agents do: they are software programs. This means they can do anything software can do to build better context windows to pass on to LLMs for generation. This is an infinite category of tasks, but generally these include: Building general context to add to context window, sometimes thought of as maintaining memory Initiating a workflow based on an incoming ticket in a ticket tracker, customer support system, etc Periodically initiating workflows at a certain time, such as hourly review of incoming tickets Alright, we’ve now summarized what AI agents can do down to four general capabilities. Recapping a bit, those capabilities are: Use an LLM to evaluate a context window and get a result Use an LLM to suggest tools relevant to the context window, then enrich the context window with the tool’s response Manage flow control for tool usage via rules or statistical analysis Agents are software programs, and can do anything other software programs do Armed with these four capabilities, we’ll be able to think about the ways we can, and cannot, apply AI agents to a number of opportunities. Use Case 1: Customer Support Agent One of the first scenarios that people often talk about deploying AI agents is customer support, so let’s start there. A typical customer support process will have multiple tiers of agents who handle increasingly complex customer problems. So let’s set a goal of taking over the easiest tier first, with the goal of moving up tiers over time as we show impact. Our approach might be: Allow tickets (or support chats) to flow into an AI agent Provide a variety of tools to the agent to support: Retrieving information about the user: recent customer support tickets, account history, account state, and so on Escalating to next tier of customer support Refund a purchase (almost certainly implemented as “refund purchase” referencing a specific purchase by the user, rather than “refund amount” to prevent scenarios where the agent can be fooled into refunding too much) Closing the user account on request Include customer support guidelines in the context window, describe customer problems, map those problems to specific tools that should be used to solve the problems Flow control rules that ensure all calls escalate to a human if not resolved within a certain time period, number of back-and-forth exchanges, if they run into an error in the agent, and so on. These rules should be both rules-based and statistics-based, ensuring that gaps in your rules are neither exploitable nor create a terrible customer experience Review agent-customer interactions for quality control, making improvements to the support guidelines provided to AI agents. Initially you would want to review every interaction, then move to interactions that lead to unusual outcomes (e.g. escalations to human) and some degree of random sampling Review hourly, then daily, and then weekly metrics of agent performance Based on your learnings from the metric reviews, you should set baselines for alerts which require more immediate response. For example, if a new topic comes up frequently, it probably means a serious regression in your product or process, and it requires immediate review rather than periodical review. Note that even when you’ve moved “Customer Support to AI agents”, you still have: a tier of human agents dealing with the most complex calls humans reviewing the periodic performance statistics humans performing quality control on AI agent-customer interactions You absolutely can replace each of those downstream steps (reviewing performance statistics, etc) with its own AI agent, but doing that requires going through the development of an AI product for each of those flows. There is a recursive process here, where over time you can eliminate many human components of your business, in exchange for increased fragility as you have more tiers of complexity. The most interesting part of complex systems isn’t how they work, it’s how they fail, and agent-driven systems will fail occasionally, as all systems do, very much including human-driven ones. Applied with care, the above series of actions will work successfully. However, it’s important to recognize that this is building an entire software pipeline, and then learning to operate that software pipeline in production. These are both very doable things, but they are meaningful work, turning customer support leadership into product managers and requiring an engineering team building and operating the customer support agent. Use Case 2: Triaging incoming bug reports When an incident is raised within your company, or when you receive a bug report, the first problem of the day is determining how severe the issue might be. If it’s potentially quite severe, then you want on-call engineers immediately investigating; if it’s certainly not severe, then you want to triage it in a less urgent process of some sort. It’s interesting to think about how an AI agent might support this triaging workflow. The process might work as follows: Pipe all created incidents and all created tickets to this agent for review. Expose these tools to the agent: Open an incident Retrieve current incidents Retrieve recently created tickets Retrieve production metrics Retrieve deployment logs Retrieve feature flag change logs Toggle known-safe feature flags Propose merging an incident with another for human approval Propose merging a ticket with another ticket for human approval Redundant LLM providers for critical workflows. If the LLM provider’s API is unavailable, retry three times over ten seconds, then resort to using a second model provider (e.g. Anthropic first, if unavailable try OpenAI), and then finally create an incident that the triaging mechanism is unavailable. For critical workflows, we can’t simply assume the APIs will be available, because in practice all major providers seem to have monthly availability issues. Merge duplicates. When a ticket comes in, first check ongoing incidents and recently created tickets for potential duplicates. If there is a probable duplicate, suggest merging the ticket or incident with the existing issue and exit the workflow. Assess impact. If production statistics are severely impacted, or if there is a new kind of error in production, then this is likely an issue that merits quick human review. If it’s high priority, open an incident. If it’s low priority, create a ticket. Propose cause. Now that the incident has been sized, switch to analyzing the potential causes of the incident. Look at the code commits in recent deploys and suggest potential issues that might have caused the current error. In some cases this will be obvious (e.g. spiking errors with a traceback of a line of code that changed recently), and in other cases it will only be proximity in time. Apply known-safe feature flags. Establish an allow list of known safe feature flags that the system is allowed to activate itself. For example, if there are expensive features that are safe to disable, it could be allowed to disable them, e.g. restricting paginating through deeper search results when under load might be a reasonable tradeoff between stability and user experience. Defer to humans. At this point, rely on humans to drive incident, or ticket, remediation to completion. Draft initial incident report. If an incident was opened, the agent should draft an initial incident report including the timeline, related changes, and the human activities taken over the course of the incident. This report should then be finalized by the human involved in the incident. Run incident review. Your existing incident review process should take the incident review and determine how to modify your systems, including the triaging agent, to increase reliability over time. Safeguard to reenable feature flags. Since we now have an agent disabling feature flags, we also need to add a periodic check (agent-driven or otherwise) to reenable the “known safe” feature flags if there isn’t an ongoing incident to avoid accidentally disabling them for long periods of time. This is another AI agent that will absolutely work as long as you treat it as a software product. In this case, engineering is likely the product owner, but it will still require thoughtful iteration to improve its behavior over time. Some of the ongoing validation to make this flow work includes: The role of humans in incident response and review will remain significant, merely aided by this agent. This is especially true in the review process, where an agent cannot solve the review process because it’s about actively learning what to change based on the incident. You can make a reasonable argument that an agent could decide what to change and then hand that specification off to another agent to implement it. Even today, you can easily imagine low risk changes (e.g. a copy change) being automatically added to a ticket for human approval. Doing this for more complex, or riskier changes, is possible but requires an extraordinary degree of care and nuance: it is the polar opposite of the idea of “just add agents and things get easy.” Instead, enabling that sort of automation will require immense care in constraining changes to systems that cannot expose unsafe behavior. For example, one startup I know has represented their domain logic in a domain-specific language (DSL) that can be safely generated by an LLM, and are able to represent many customer-specific features solely through that DSL. Expanding the list of known-safe feature flags to make incidents remediable. To do this widely will require enforcing very specific requirements for how software is developed. Even doing this narrowly will require changes to ensure the known-safe feature flags remain safe as software is developed. Periodically reviewing incident statistics over time to ensure mean-time-to-resolution (MTTR) is decreasing. If the agent is truly working, this should decrease. If the agent isn’t driving a reduction in MTTR, then something is rotten in the details of the implementation. Even a very effective agent doesn’t relieve the responsibility of careful system design. Rather, agents are a multiplier on the quality of your system design: done well, agents can make you significantly more effective. Done poorly, they’ll only amplify your problems even more widely. Do AI Agents Represent Entirety of this Generation of AI? If you accept my definition that AI agents are any combination of LLMs and software, then I think it’s true that there’s not much this generation of AI can express that doesn’t fit this definition. I’d readily accept the argument that LLM is too narrow a term, and that perhaps foundational model would be a better term. My sense is that this is a place where frontier definitions and colloquial usage have deviated a bit. Closing thoughts LLMs and agents are powerful mechanisms. I think they will truly change how products are designed and how products work. An entire generation of software makers, and company executives, are in the midst of learning how these tools work. Software isn’t magic, it’s very logical, but what it can accomplish is magical. The same goes for agents and LLMs. The more we can accelerate that learning curve, the better for our industry.

yesterday 5 votes
My first year since coming back to Linux

<![CDATA[It has been a year since I set up my System76 Merkaat with Linux Mint. In July of 2024 I migrated from ChromeOS and the Merkaat has been my daily driver on the desktop. A year later I have nothing major to report, which is the point. Despite the occasional unplanned reinstallation I have been enjoying the stability of Linux and just using the PC. This stability finally enabled me to burn bridges with mainstream operating systems and fully embrace Linux and open systems. I'm ready to handle the worst and get back to work. Just a few years ago the frustration of troubleshooting a broken system would have made me seriously consider the switch to a proprietary solution. But a year of regular use, with an ordinary mix of quiet moments and glitches, gave me the confidence to stop worrying and learn to love Linux. linux a href="https://remark.as/p/journal.paoloamoroso.com/my-first-year-since-coming-back-to-linux"Discuss.../a Email | Reply @amoroso@oldbytes.space !--emailsub--]]>

yesterday 6 votes
Overanalyzing a minor quirk of Espressif’s reset circuit

The mystery In the previous article, I briefly mentioned a slight difference between the ESP-Prog and the reproduced circuit, when it comes to EN: Focusing on EN, it looks like the voltage level goes back to 3.3V much faster on the ESP-Prog than on the breadboard circuit. The grid is horizontally spaced at 2ms, so … Continue reading Overanalyzing a minor quirk of Espressif’s reset circuit → The post Overanalyzing a minor quirk of Espressif’s reset circuit appeared first on Quentin Santos.

yesterday 3 votes