Writing a Job Description That Works for Japanese Candidates

Most international companies hiring their first people in Japan start with a job description written for another market, often the US or Europe, and post it with minor edits. It usually gets some applicants. But it often misses the candidates the company actually wants: experienced, bilingual professionals who are comfortable in their current role and are weighing whether a move to an unfamiliar foreign company is worth the risk.

This guide covers the changes that tend to make the biggest difference. It focuses on general practice, not legal advice. Japan has rules about what job postings must disclose and what they may not ask for, so have your final posting reviewed by your Employer of Record, a qualified Japan labor attorney, or a sharoushi (a licensed labor and social insurance consultant).

Explain the company before the role

A US-style description often opens with a mission statement and assumes readers already know the brand. In Japan, many strong candidates will not have heard of you, even if you are well known at home. And for someone leaving a stable employer, the first question is usually whether the company is a safe bet in Japan specifically.

Near the top, answer the questions a cautious candidate will have:

• What is your presence in Japan today? Say plainly whether you have a local entity, are hiring through an Employer of Record, or already have a team and customers here. Being honest about an early-stage setup is better than letting candidates discover it in the second interview.
• Who are your customers or partners in Japan? If you can name any (with permission), do. Local proof reduces perceived risk more than global metrics do.
• How committed is the company to Japan? A sentence on why Japan matters to your plans, and whether this hire is the first of several, helps candidates judge whether the role will still exist in two years.

Be specific about scope, not just responsibilities

Global descriptions tend to list activities ("drive pipeline," "own the customer journey"). Candidates in Japan often want to understand where the role sits and how much of it they will build versus run. Make these points explicit:

• Reporting line and location of the manager. "Reports to the VP of APAC, based in Singapore" tells a candidate a lot about time zones, travel, and how much independence they will have.
• Team size now and later. Say whether the person will be a solo operator, join an existing team, or be expected to hire.
• What "first hire" really means. If the role includes tasks like setting up local vendors, working with your EOR, or handling local admin alongside the core job, say so. Many candidates like this kind of breadth, but they want to know about it up front.
• Clear success measures. Describe what a good first year looks like in concrete terms, such as the types of accounts to win or partnerships to sign, without inventing targets you have not agreed internally.

Get the job title right

Titles carry weight in Japan, both for the candidate's career and for how customers will treat them. A title that sounds senior in one market can read differently here, and a very inflated title for a small role can make an opportunity look less credible.

Pick a title that matches the actual scope and consider how it will be translated. If the person will be the most senior person in Japan, say so. If "Country Manager" really means a senior individual contributor who will hire later, explain that in the description rather than relying on the title alone.

State language requirements precisely

"Bilingual preferred" or "strong communication skills" leaves candidates guessing. Many will not apply if they are unsure whether their English, or their Japanese, is good enough.

Describe how each language will actually be used:

• Which language is used with customers, and which with headquarters.
• Whether the person will write documents, present to executives, or negotiate contracts in each language.
• The level you need, using familiar terms. "Business-level English" and "native-level Japanese" are widely understood. Some employers also reference the JLPT (Japanese-Language Proficiency Test) for non-native speakers, though a test level is a rough signal rather than proof of workplace fluency.

If English is only needed for internal reporting, say so. You may widen your pool considerably.

Be clear about compensation structure

In Japan, candidates often think about pay as total annual compensation (nenshu), and many employers pay bonuses once or twice a year. If your description only lists a base salary, or uses a structure that is common at home but unusual here (such as a large equity component), candidates may struggle to compare it with their current package.

Where you can, give a range and explain how it is made up: base salary, bonus or commission, and any equity. For sales roles, say whether commission is paid monthly, quarterly, or annually, and whether there is a guaranteed period at the start. If you pay a fixed amount for overtime within the salary (a structure sometimes called minashi zangyo or deemed overtime), be aware that Japanese practice generally expects this to be disclosed clearly. Confirm the exact wording with your advisor.

Even if you are not ready to publish numbers, stating the structure helps candidates decide whether to apply.

Say where and how the person will work

Remote and hybrid policies vary widely among Japanese employers, and candidates increasingly ask about them early. State whether the role is on-site, hybrid, or remote. If hybrid, give the expected number of office days. If there is no office yet, say where the person is expected to work and whether you provide a coworking space or a home-office allowance.

Also mention expected travel, both within Japan and to regional or global headquarters.

Avoid requirements that don't translate or aren't allowed

Some items that appear in postings elsewhere, or that local hiring managers might instinctively add, can cause problems in Japan:

• Age limits. Japanese law generally restricts age limits in recruitment, with specific exceptions. Do not include age ranges without checking with an advisor.
• Gender or personal attributes. Requirements unrelated to the job, such as gender, marital status, or appearance, should be left out.
• Unrealistic combinations. A single posting that asks for native Japanese, native English, a deep industry network, and hands-on technical skills may describe very few people in the market. Separate what is essential from what is a bonus.

Consider a Japanese version

For many roles, especially ones where most day-to-day work happens in Japanese, a Japanese version of the description will reach candidates who do not browse English-language job boards. If you publish one, have it written or reviewed by a fluent speaker rather than relying on machine translation alone. Awkward phrasing is often read as a sign that the company does not yet understand the market.

If the role genuinely needs strong English, posting in English only can work as a filter. Just make that a deliberate choice rather than a default.

Explain the process

Japanese candidates are often used to multi-step interview processes, but international companies' processes can feel unfamiliar, for example panel interviews with overseas executives or take-home case exercises. A short note on the stages, who they will meet, which language each interview is in, and roughly how long it takes helps candidates prepare and signals that you respect their time.

Mention too whether you ask for a Japanese-format résumé (rirekisho) and work history (shokumu keirekisho), or whether an English CV is enough.

A quick checklist before you post

• Does the description explain your current setup in Japan and why the role exists?
• Are the reporting line, team size, and first-year expectations clear?
• Does the title match the real scope?
• Are language needs described by how each language is used, with a clear level?
• Is the compensation structure explained, even if the numbers are not?
• Is the work arrangement (on-site, hybrid, or remote) stated clearly?
• Have you removed age, gender, and other requirements that shouldn't be there?
• Has someone familiar with Japan labor rules reviewed the final version?

A job description is often the first real signal a candidate gets about how well your company understands Japan. Treating it as a local document, rather than a translation of a global template, is one of the simplest ways to improve the quality of applicants for your first hires.