1. Talent Needs in CRM and Customer Success Management

Overseas, CRM and customer success roles tend to emphasize process efficiency and speed.
In Japan, however, building long-term trust and relationships with clients is paramount. Candidates must possess not only data management and analytical skills but also strong interpersonal communication abilities and an understanding of Japanese business etiquette—such as courteous follow-ups and formal manners.
While overseas recruitment focuses primarily on technical skills, Japanese employers place heavy emphasis on soft skills and cultural fit.

2. Talent Needs in ERP and Cloud Accounting

In global markets, ERP and cloud accounting professionals are valued mainly for technical expertise and immediate impact.
In Japan, candidates also prioritize corporate stability and long-term career prospects. Even when global ERP solutions are adopted, companies require talent capable of localizing systems in accordance with Japan’s specific financial regulations and tax practices.

3. Adoption of SaaS-Based Marketing and Project Management Tools

Global Appeal vs. Local Reassurance

While SaaS-based marketing and project management tools are widely used overseas—and skill requirements are relatively standardized—many Japanese companies still rely on on-premise systems.
Thus, there is growing demand for professionals who can promote the adoption of new SaaS tools, educate internal users, and facilitate smooth transitions from legacy systems.
Beyond implementation skills, candidates must demonstrate strong problem-solving capabilities to manage system migration challenges.

4. Differences in SaaS BI and Analytics Talent

In overseas markets, business intelligence (BI) and analytics roles are judged primarily on technical expertise.
In Japan, however, communication plays a more significant role—particularly the ability to present data insights persuasively within an organization.
Recruiters tend to prioritize candidates who can visualize data effectively and convey its value convincingly to internal stakeholders.

5. Recruitment Trends in SaaS-Based HR Tech

Overseas, HR tech recruitment often focuses narrowly on technical proficiency.
In Japan, successful candidates must combine technological literacy with a strong grasp of HR systems, labor law, and human sensitivity.
Given Japan’s strict labor regulations, companies value professionals who can assess legal risks and design sound HR strategies.

6. Cultural Differences in Subscription Management

While subscription-based business models are well established in global markets, many Japanese firms remain unfamiliar or hesitant about such pricing models.
Hence, ideal candidates must be able to articulate the business value of subscription models persuasively and manage internal consensus-building within client organizations.

7. Acceptance of Low-Code / No-Code Tools

Low-code and no-code platforms are widely embraced overseas as productivity enhancers.
In Japan, however, traditional development cultures persist, and some organizations are cautious toward such tools.
Therefore, companies need employees who can not only provide technical support for implementation but also act as cultural facilitators, easing internal resistance to new approaches.

Success Strategies for Recruitment in Japan

To succeed in recruiting for Japan’s SaaS market, companies must design hiring processes that communicate stability, long-term career opportunities, and alignment with Japanese communication norms.
Thorough post-offer follow-up is also essential to help candidates envision a secure career path within the organization.
Unlike overseas hiring, Japanese recruitment emphasizes mutual understanding between employer and candidate, with trust-building as the cornerstone of success.

As a Japan-based headhunting firm, we serve as a strategic partner for SaaS companies aiming to thrive in Japan—blending global experience with deep local insight to deliver recruitment and talent management solutions that drive lasting success.