Many tech companies in Japan will only hire current residents of the country, and even those that recruit internationally prefer local hires.
On TokyoDev, if a job description states “Japan Residents Only,” you can assume the company will accept applications from anyone with a residency status that will allow them to perform the position full time, such as permanent residents or Engineer/Specialist in Humanities/International Services visa holders. However, if you have a status that only allows you to work part time, such as a Student or J-Find visa, things do get murkier.
In my experience, companies prefer software engineering candidates with the following statuses, in this order.
1. Japanese Citizenship, Permanent Residence, and Spouse of Japanese National
While some companies prefer native Japanese speakers to international residents, that preference has more to do with ensuring the candidate possesses the needed cultural context to integrate into the company, rather than any concerns about the candidate’s status of residence. Outside of a few edge cases, such as positions in the defense sector, there are basically no opportunities that are open only to Japanese citizens. Any other positions outside of those edge cases are also open to residents who have no need for sponsorship from a company, such as those with Permanent Residency or a spouse visa.
2. Engineer/Specialist in Humanities/International Services
If you were already granted an Engineer/Specialist in Humanities/International Services visa, and are switching to a position also covered by this status of residence, your new company doesn’t need to do anything visa-related on your behalf until it is time to renew. The renewal does require a bit of paperwork, but otherwise doesn’t cost them anything, and is basically risk free.
The main disadvantage of this status over those listed above is that it requires a company to have a Japanese entity (or be willing to use an employer of record). Some international companies who are just beginning operations in Japan and haven’t set up a local entity yet will only accept applicants who aren’t restricted in that way.
Additionally, I have also known one single company, out of the many that we work with, that does not accept candidates with fewer than six months remaining on their current status of residence.
3. Highly Skilled Professional
While most companies will welcome applications from Highly Skilled Professionals, I have seen a couple of companies who explicitly say they won’t support candidates with this status of residence.
The difference between this and other work visas is that this one is tied to a specific employer rather than to a type of work, and so the company will need to go through a sponsorship process before the employee can get started. While applications for Highly Skilled professionals are given priority, and a change in status is supposed to be processed in only 5 business days, the reality is that the processing may take two months or more in practice. In this sense, a Highly Skilled Professional hire can be equivalent to an overseas hire in terms of lead time.
One other potential issue from the company’s perspective is that the eligibility for this status of residence is based on maintaining a certain number of points, determined by factors like age, experience, and salary, which makes it possible for someone who was once eligible to become ineligible later.
4. Working Holiday
Not every company is familiar with the Working Holiday visa program, but as it allows you to work full time without any sponsorship from the company, those that are will usually accept such candidates. However, if it is not obvious that you could also qualify for an Engineer/Specialist in Humanities/International Services visa—for example, if you lack a related university degree—companies may not consider you. Their concern is that when the Working Holiday status expires, you’ll be unable to obtain a regular work visa.
5. Student, Dependent, J-Find, and others (e.g. Instructor)
While some other common statuses of residency, such as those for students, dependents, and new graduates, permit you to live in Japan and possibly work part time, to work full time as a software engineer you’ll need to go through a sponsorship process. Similar concerns apply to those with a status of residence that permits full-time work in non-engineering positions, like those who received an Instructor visa.
It is much easier to transition to a new status of residency than to get your initial visa, but there’s still some uncertainty about whether your application will be approved and how long it will take, so I know of companies who won’t accept these candidates.
6. Digital Nomad/Temporary Visitor
Both digital nomads and temporary visitors (tourists) are not actually residents of Japan, and so to work for a Japanese company they’ll need to exit the country and go through the sponsorship process to obtain a work visa. Staying in Japan for an extended period of time on these statuses will slightly increase your chances of landing a job, both because you’ll be able to make local connections, and you can point to some evidence that you know what living in the country is actually like.
Conclusion
From a practical point of view, there’s not much difference in the opportunities available to you if you have a PR, Engineer/Specialist in Humanities/International Services, or Highly Skilled Professional status of residency. Instead, factors like your professional experience and the quality of your job application matter more.
Other visas can be a great way to get your foot in the door in Japan, but keep in mind that not all companies will consider you a true local candidate.
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