FOR EMPLOYERS
For companies already operating in Japan: permanent hiring, contract talent, Revolent (hire, train, deploy) and project delivery.
For companies entering the Japan market: from the first hire to setting up a base. We start by sharing local hiring practice and salary levels.
"I need one leader, for sure." "I need people next month." "The talent simply is not on the market." Different problems need different tools. We do not tie you to one model. We combine them.
Data platforms, AI adoption and digital transformation, delivered as a project (SOW). From assembling the people to the deliverables, with one point of contact.
Calculated automatically from the employer budget ceilings on roles we can introduce today. Actual pay depends on experience.
| Role | Roles | Typical range (25–75%) | Median | Top |
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Roles with fewer than three listings are not shown. Figures are employer budget ceilings, not offers.
When hiring stalls, the cause is often the process, not the size of the candidate pool.
Strong candidates run several processes at once. If your interviews are spaced out, another company closes first.
"Drive data utilization" does not let candidates see how their experience connects.
Learning after the final interview that expectations do not match wastes everyone's time.
Inconsistent evaluation delays decisions and leaves a poor impression.
Early hiring involves decisions that are hard to reverse later.
Japanese-first candidates and bilingual candidates are different pools with different expectations.
In Japan, bonus, allowances and severance practice are how candidates compare offers.
Time zones and multi-stage interviews that run for months lose candidates to other offers.
A local company, a branch or an EOR changes the contract, the start date and where insurance is enrolled.
Hiring budget is more than salary. These are the lines to plan for in year one.
For incorporation and contracts, consult a judicial scrivener, tax accountant and labor and social security attorney. We do not give legal or tax advice.
A Japanese legal entity becomes the employer. Requires incorporation and enrollment in social and labor insurance.
Register as the Japan branch of a foreign company. A representative in Japan is required.
A provider becomes the employer and handles employment, payroll and social insurance. You can hire the first person before setting up an entity.
Your first leader in Japan carries both business judgment and hands-on execution.
The shape of the problem, and the model we typically match to it.
Counts and top salaries are calculated automatically from the roles we can introduce today.
Engineers who embed with the customer and put an AI product to work in real operations. The first role most AI companies need when they enter Japan, and our biggest focus right now.
LLM apps, MLOps, R&D
Data platforms, governance, analytics foundations
Credit, demand forecasting, product analytics
Technical sales for data and AI SaaS
From strategy to implementation
Credit, risk management, BI
Japan's Ministry of Economy, Trade and Industry projects a shortfall of up to about 790,000 IT professionals by 2030. An unfilled position is revenue you cannot bill. Revolent hires experienced people from adjacent areas, trains them to certification and places them in your team. We carry the up-front investment and risk.
Carefully selected bilingual professionals in Japan, usually with 2 to 8 years of hands-on experience on similar platforms. You interview and approve every hire.
A 6 to 10 week bootcamp. More than half is hands-on work modeled on real projects, followed by a graded capstone and certification.
Placed in your delivery team under a staffing contract. Revolent handles employment, payroll, social insurance and paid leave. A predictable monthly fee that you can build into customer billing.
We learn your business plan, organization and the background of the role, including why now.
We share the candidate pool, salary levels and competitor hiring, with data.
We recommend candidates with their motivations and concerns, not only skills.
We handle scheduling, feedback and aligning offer terms.
We follow up after joining and check that they settle in.
Whether you are exploring a move or planning to hire, you are welcome. You do not need a fixed direction. In a 30-minute online call, we share the market picture and your options.