High Candidate Response Rate & 3,000+ Sourced Annually: Inside J-Styles' Global Talent Strategy

J-Styles Co., Ltd.
Junichi Hirawatari, CEO (Right)
Yumi Saitou, Career Coach, President's Office (Left)

Shiori Ozawa from the Daijob.com Media Sales Department visited J-Styles Co., Ltd., located in the Kanda-Awajicho district of Chiyoda-ku, Tokyo. J-Styles specializes in career development and talent acquisition for young Japanese professionals returning home after working holidays, study-abroad programs, or international work assignments. The firm offers compassionate, realistic career coaching while connecting candidates with compelling opportunities in Japan and abroad—serving job seekers whose overseas experiences are frequently undervalued in traditional Japanese hiring.

We sat down with CEO Junichi Hirawatari and Career Coach Yumi Saitou to discuss how they evaluate international talent, navigate the realities of global hiring, and leverage Daijob.com to build a candidate pool of over 3,000 talent connections and 25 offer acceptances every year.

Ozawa (Daijob.com): Could you begin by sharing an overview of your business, team structure, and the main characteristics of the positions you handle?

Hirawatari: We specialize in recruitment support—including placement, job advertising, and RPO—for Japanese returnees who have spent time abroad through working holidays, study programs, or overseas employment. We currently support around 200 career transitions each year with an operational team of about 24 staff members, including contractors.

Every single job position we handle welcomes candidates with overseas experience, with a specific focus on working holidaymakers and study-abroad alumni. Our candidate pool consists primarily of young professionals in their 20s and early 30s. Consequently, many of our positions center on interpersonal communication across hospitality, sales, education, and customer service.

A major strength of our company is that our entire team—including every career counselor—has overseas experience. When returnees have experience working at a local restaurant abroad in English, hiring managers in Japan without international exposure often ask, "What makes that so special?" But because our staff understand firsthand how challenging it is to secure employment and build a life in a foreign country, we offer genuine empathy—"You worked incredibly hard!"—while accurately evaluating the grit, resilience, and strengths developed through those experiences to effectively communicate that value to hiring companies.

Ozawa: How do you guide job seekers who express a desire to work abroad?

Saitou: Lately, we receive many inquiries from candidates wanting to work overseas—roughly one in every two to three people who consult with us express an interest in going abroad. While many hope to work in Western countries such as the US, Australia, or Canada, visa requirements and skill gaps often make immediate placements difficult.

Rather than turning them away with a simple "it's impossible," we propose a practical two-stage career path: first, build 3 to 4 years of solid practical experience in Japan in sales, marketing, or IT, and then leverage that foundation for international moves. Alternatively, we suggest gaining initial experience in Asian markets to broaden their options and support their ambitions. We also handle entry-level roles—such as call center positions or spatial staging (cleaning services) in China—which are very popular among candidates in their 30s and 40s eager to move abroad.

Hirawatari: We maintain a global partner network spanning roughly 20 countries, including Indonesia, Thailand, the Philippines, and Mexico. Overseas hiring trends and visa regulations shift constantly. By collaborating directly with local professionals in 20 countries, we deliver up-to-date market intelligence and help candidates build realistic career paths. Knowing exact selection criteria and hiring trends allows us to bridge skill gaps effectively, giving us a sharp competitive edge.

Ozawa: You have been using Daijob.com since around 2022. What originally led you to select our platform?

Hirawatari: Because our target profile—young Japanese professionals with international experience—is so specific, candidate sourcing is the core engine of our business model. When building out this service, we thoroughly researched and benchmarked various job boards and direct scouting tools.

Daijob.com emerged with the largest registered population of young Japanese talent with international exposure, making it the best fit for our business. Because it offered access to a candidate pool that simply couldn't be replaced on other platforms, choosing Daijob.com was an easy decision, and we continue to rely on it today.

Ozawa: Could you share a few standout hiring success stories achieved through Daijob.com?

Saitou: One great example is a global video production studio headed by a CEO who spent 25 years living in Australia. They work on high-profile anime, gaming, and Netflix productions. Through Daijob.com, we successfully placed an executive secretary with Hong Kong experience, an HR specialist, and a project manager currently in final-round interviews.

Hirawatari: We also placed 3 candidates in local on-site roles in Egypt, which are rare opportunities in the Japanese market. Whenever we acquire unique or niche international positions, posting them on Daijob.com generates an exceptionally strong candidate response.

Sourcing exciting opportunities and connecting them with passionate talent on Daijob.com creates a "win-win-win" cycle: client companies secure specialized talent, candidates land rewarding roles, and J-Styles expands its track record. By combining our internal sourcing tools with Daijob.com, we look forward to continuing to empower young global professionals in their careers.

By combining deep empathy for returnees, an international network spanning 20 countries, practical career coaching, and Daijob.com's specialized database, J-Styles Co., Ltd. continuously generates over 3,000 talent connections and numerous offer acceptances every year—serving as a trusted bridge between returnees and forward-thinking employers.

Supported by Daijob.com’s dedicated team who thoroughly understand their talent acquisition model, both organizations remain committed to advancing their strong partnership in global hiring.

Interviewer: Shiori Ozawa, Daijob.com Media Sales Division (Right)
Produced by: Daijob.com Editorial Department

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