10 Job Hunting Mistakes You Need to Avoid in Japan
You want to get interviews.
We want you to get interviews.
That is why we asked Julie Sergent, gaming industry expert recruiter, to give us her best tips for jobhunting in Japan.
Instead she gave us the top 10 mistakes she sees candidates making and how you can fix them.
There is a lot to cover so let’s get started.
Watch the video here:
#1 Relying Only on Online Applications
Submitting applications through job boards or company websites is easy—but it’s not enough. In Japan, applying online without further contact can make you seem passive. Recruiters and hiring managers often prioritize candidates who take the initiative to connect directly.
What to do instead
Focus your efforts on 5–10 highly relevant roles instead of sending out dozens of applications. Tailor your resume to match each job description, emphasizing the skills and achievements that line up with the role. Once you’ve applied, follow up with a short, polite message to the recruiter or hiring manager. A proactive approach shows that you’re genuinely interested and motivated, which can make a huge difference.
#2: Using a Western One-Page Resume
In many countries, a sleek, one-page resume is the gold standard.
In Japan, however, employers prefer detailed resumes (職務経歴書) that clearly outline your full career history.
A minimalist resume with just job titles and dates may leave Japanese HR unsure about your actual contributions.
What to do instead
Include detailed descriptions of your past roles, responsibilities, and achievements. Use bullet points to highlight specific projects, tools, and technologies, and explain what impact you made.
Think of your 職務経歴書 as proof that you can do the job—you’re giving recruiters the full picture, not just a summary.
The more relevant detail you include, the easier it will be for them to match you with the right opportunity.
#3: Hiding Your Visa Status
For international candidates, visa uncertainty is one of the biggest reasons employers hesitate.
If your resume doesn’t clarify your status, HR may move on to the next candidate to save time.
What to do instead
Be transparent about your visa. Add it clearly at the top of your resume.
For example:
Visa: Working (Engineer/Specialist), expires May 2027 | Immediate start
This small detail can prevent misunderstandings and reassure HR that you are either ready to start immediately or aware of the sponsorship process.
Employers value clarity and honesty—it builds trust early in the hiring process.
#4: Applying to Too Many Different Roles in One Company
It may feel strategic to apply to several jobs within the same company, but this often backfires.
Internal recruiters may see your multiple applications and assume you’re unfocused or unclear about your career direction.
What to do instead
Apply for specific roles that align with your background.
If you’re making a career change, explain your reasoning in your cover letter.
For example, if you’re a software engineer applying to a gaming company without prior industry experience, you could mention your passion for gaming, relevant personal projects, or transferable skills such as user acquisition or community building.
This way, recruiters understand your motivation and don’t just see a mismatch.
#5: Overlooking Cultural Fit（カルチャーフィット）
Passing technical tests and interviews is only part of the process.
In Japan, companies often reject candidates late in the process if they don’t feel aligned with the company’s values or culture.
Even strong technical performers can lose out in this regard.
What to do instead
Show curiosity about the company’s values, growth plans, and challenges.
Ask questions during interviews that help you understand how the company operates, then explain how you see yourself contributing long-term.
Talk about how you want to grow with the organization, the challenges you’re ready to tackle, and why this specific company fits your vision.
Demonstrating cultural fit is just as important as technical ability.
#6: Listing Tasks Instead of Results
Many resumes focus on responsibilities (“Managed a team,” “Worked on backend systems”) without showing the impact.
In Japan, this often leads to rejection at the screening stage.
Employers want to see achievements, not just duties.
What to do instead
Use the STAR method (Situation, Task, Action, Result) for each bullet point. For example:
S/T: Migrated e-commerce platform to microservices
A: Led 4 developers; designed new event system
R: Reduced checkout latency by 38% and increased release cycles from 3 to 10 per month
This makes it clear what you accomplished and why it mattered. Recruiters can then visualize your contribution and compare it directly to the role requirements.
#7: Skipping the Thank-You（お礼メール）
In Japan, politeness and etiquette carry weight throughout the hiring process.
Skipping a thank-you email after an interview may be seen as a lack of interest, even if you did well in the conversation.
What to do instead
Send a brief thank-you email within 24 hours of your interview.
Mention what you learned, what excites you about the company, and reiterate your interest. For example:
English sample:
“Thank you for today’s interview. I enjoyed learning about your team’s upcoming projects and believe my experience in scaling systems could be a strong contribution. I look forward to the possibility of working with you.”
Japanese sample:
“本日は貴重なお時間をいただき、ありがとうございました。御社の［製品／チーム］について理解が深まりました。私の［経験X］を活かし、［貢献Y］ができると考えております。引き続きよろしくお願いいたします。”
#8: Expecting Salary Negotiation to Work Like Overseas
Salary negotiations in Japan rarely mirror those in the U.S. or Europe.
Many international candidates approach negotiations expecting aggressive back-and-forth, but this can be seen as inflexible.
What to do instead
Research typical salary ranges in Japan for your role and seniority.
Remember that salary growth is often slower and more incremental here.
Consult with a recruiter who understands market standards to set realistic expectations.
You’ll still have room to negotiate, but with the right approach and within the local framework.
#9: Not Researching the Company
Even if your skills match perfectly, you can fail an interview if you haven’t shown interest in the company itself.
Some candidates assume they’ll learn about the company during the interview, but in Japan, that comes across as passive.
What to do instead
Research the company before every interview.
Read their website, study recent news, and understand their products.
Prepare thoughtful questions about the company’s challenges and how you could help solve them.
Demonstrating knowledge and genuine interest is often what separates successful candidates from the rest.
#10: Assuming Remote Work is the Norm
Many candidates still expect remote work to be the default in Japan.
While companies adjusted during the pandemic, most have since moved back to hybrid or in-office setups.
Limiting your search to remote-only roles will drastically reduce your opportunities.
What to do instead
Stay flexible.
If remote work is important to you, ask about the company’s current and future policies during the interview.
Understand that some companies may shift from remote to hybrid over time.
Flexibility will help you access more roles and avoid surprises later.
FAQs
Should you list visa status on your resume in Japan?
Yes—you should always list your visa status clearly at the top of your resume.
Japanese HR teams often have to screen hundreds of applications quickly, and if your visa situation isn’t obvious, they may move on without reading further. For example, you can write:
Visa: Working (Engineer/Specialist), expires May 2027 | Immediate start
This transparency reassures the recruiter and shows you understand the importance of the process.
If you need sponsorship, write it honestly:
Visa: Needs sponsorship | Available to start after approval.
Being upfront builds trust and can speed up screening.
Is a one-page resume OK in Japan?
Generally, no.
In Japan, resumes are expected to be detailed, especially the 職務経歴書 (shokumu keirekisho). Instead of squeezing everything into one page, include:
A clear job history with responsibilities and projects
Specific tools, technologies, and processes you’ve used
Achievements expressed in measurable results (e.g., “Increased system uptime from 95% to 99.9%”)
While overseas hiring managers may prefer brevity, Japanese employers often interpret detail as seriousness and professionalism.
A three- or even four-page 職務経歴書 is completely normal.
How should you follow up after interviews in Japan?
Follow-up is essential.
In Japan, not sending a thank-you message may be seen as a lack of respect or interest.
The best practice is to send a thank-you email within 24 hours of your interview.
Keep it polite, concise, and professional.
Mention one or two key points from the interview that stood out to you, and express genuine enthusiasm for the role.
Example:
“Thank you for taking the time to meet with me today. I really enjoyed learning about your upcoming product launch and believe my background in digital marketing could support your growth in this area. I look forward to the possibility of contributing to your team.”
Even a short message can leave a lasting impression and show that you understand Japanese business etiquette.
Can you negotiate salary like overseas?
Yes—but with important differences. In countries like the U.S., salary negotiations often involve strong back-and-forth discussions and counter-offers. In Japan, the process is more structured. Offers are typically based on internal salary bands, and negotiation room may be limited.
What you can negotiate includes:
Base salary (within the company’s band for your role and level)
Signing bonus or relocation allowance (less common, but possible at global firms)
Extra vacation days or flexible work style (in some cases)
The key is to research average salary ranges for your role in Japan before entering discussions.
For example, a mid-level software engineer may expect ¥6M–¥8M annually, while senior engineers might see ¥8M–¥12M.
Your recruiter can guide you with up-to-date data so you don’t accidentally over- or under-price yourself.
Are remote-only roles common?
Not anymore.
During the pandemic, many companies shifted to full remote setups, but in recent years, most Japanese firms have returned to hybrid or office-first models.
While some international startups and IT companies still offer fully remote positions, they are the exception rather than the rule.
Here’s what you should do:
Be flexible. If a role is hybrid (2–3 days in the office), consider whether that works for you.
Ask about future plans during the interview. Some companies may currently be remote but plan to return to the office.
Clarify logistics. Even if a job is “remote,” many Japanese companies require employees to live in Japan for tax and compliance reasons.
If remote work is essential for you, you can still find it—but don’t restrict your search too narrowly. Being open to hybrid work will dramatically increase your chances of finding the right role.
Final Thoughts
Job hunting in Japan is about more than just technical ability.
Employers want to see initiative, attention to detail, cultural awareness, and adaptability.
By avoiding these 10 common mistakes, you can present yourself as a strong, credible, and motivated candidate.
At Build Plus, we help international and bilingual professionals navigate the Japanese job market every day.
