How to Apply to CyberAgent

Key Takeaways

CyberAgent, Inc. is a Tokyo-listed internet holding (TSE: 4751) spanning internet advertising, ABEMA streaming, WINTICKET, and the Cygames game studio, with approximately 7,000 employees and ~¥750B revenue.
The group's front door for corporate, ABEMA, WINTICKET, and ad-tech roles is HRMOS at hrmos.co/pages/cyberagent-group, with a subgroup portal at hrmos.co/pages/ca-adv-group.
Cygames runs a separate recruiting flow at cygames.co.jp/recruit — do not assume a CyberAgent HRMOS application routes to Cygames.
Japanese business-level fluency (JLPT N1 or equivalent) is the default requirement; senior engineering roles have more flexibility but you must declare your level honestly.
Submit a proper Japanese 履歴書 and 職務経歴書 pair in PDF; English CV alone is rarely sufficient.
Technical depth, concrete scale numbers, and product-specific opinions about CyberAgent services outperform generic enthusiasm in interviews.
The process is faster than older Japanese firms — three rounds for mid-career is common, with decisions within weeks once first interviews begin.
Founder-CEO Fujita's culture emphasizes speed, internal mobility, and willingness to bet on young talent; new-graduate hiring is one of the largest and most competitive in Japan.
Cygames interviews prize craft and game-quality obsession; bring a portfolio, shipped-title credits, or engine-level technical depth.
Recent tailwinds — ABEMA World Cup monetization, Uma Musume global expansion, and generative AI investment — are all creating real hiring momentum across engineering, ad tech, and content roles.

About CyberAgent

CyberAgent, Inc. (株式会社サイバーエージェント, TSE: 4751) is a Tokyo-headquartered internet holding company that sits at the intersection of Japan's advertising, media, and gaming industries — a combination that almost no other Japanese tech company has managed to hold together at scale. Founded in 1998 by Susumu Fujita (藤田晋), who remains CEO more than a quarter-century later, CyberAgent began as an internet advertising agency in the Bit Valley era of Shibuya and grew into a roughly ¥750 billion revenue conglomerate with approximately 7,000 employees across the group. Its headquarters occupies the Abema Towers complex in Shibuya's Udagawa-cho, a purpose-built campus that houses the flagship streaming service, internal game studios, and the core advertising business under one brand roof. The group operates four interlocking segments. The Internet Advertising business is the original engine — CyberAgent is consistently one of the top one or two digital advertising agencies in Japan, serving large domestic advertisers with a blend of media buying, creative production, and proprietary ad technology built by CyberAgent Tech Studio (the internal engineering organization that also supplies talent to other group companies). The Media business is anchored by ABEMA, Japan's dominant free ad-supported streaming service, which distributes news, anime, sports, reality dating shows, and original dramas; ABEMA's 2022 FIFA World Cup broadcast rights deal was a landmark event that pulled the service into mainstream Japanese household awareness. WINTICKET, the group's online keirin and auto race betting platform, has grown into a significant revenue contributor as Japanese public racing digitized, and AWA, a music streaming joint venture, rounds out the media portfolio. The Games segment is dominated by Cygames (株式会社Cygames), the Osaka- and Tokyo-based mobile game studio that produces some of Japan's highest-grossing and most critically respected titles. Cygames' catalogue includes Uma Musume Pretty Derby, Granblue Fantasy, Princess Connect! Re:Dive, Shadowverse, and the Granblue Fantasy: Relink console title. Uma Musume in particular has generated billions of dollars in cumulative revenue since launch and is rolling out internationally; Cygames also maintains a significant console and PC ambition with its in-house engine work. The Investment Development segment wraps around the operating businesses — Cygames Equity, CyberAgent Capital, and other vehicles fund startups and adjacent bets, including the group's ongoing push into generative AI content, virtual production, and digital human technology. Culturally, CyberAgent is one of the most distinctive large Japanese employers. Fujita's long tenure has produced a company that behaves less like a traditional Japanese conglomerate and more like a founder-led growth firm: aggressive internal mobility, a heavy emphasis on new-graduate hiring as the primary leadership pipeline, and a brand voice that openly celebrates bold bets and youth-driven decision-making. Every year CyberAgent is one of the most-applied-to destinations for Japanese university graduates seeking internet and media careers, and the group runs one of the country's largest 新卒 (new-graduate) intake programs for engineers, business roles, and game creators. At the same time the company has expanded 中途採用 (mid-career hiring) materially over the past decade, especially for senior engineers working on ABEMA infrastructure, ad tech, and AI research. Officially listed on the Tokyo Stock Exchange Prime Market, CyberAgent is large, liquid, and well-known domestically, but its international profile remains modest relative to its revenue — which is exactly the gap that candidates willing to work bilingually or from Japan can exploit.

Application Process

1
Decide which career site matches your target role
Decide which career site matches your target role. CyberAgent's unified group recruiting portal lives at hrmos.co/pages/cyberagent-group, and the advertising-focused subgroup lives at hrmos.co/pages/ca-adv-group. ABEMA, WINTICKET, Tech Studio, and CA ad-tech roles are posted through these HRMOS boards. Cygames runs its own recruiting site at cygames.co.jp/recruit with a separate application flow for game creators. Decide up-front whether you want the holding-company-driven media and ad-tech track (CyberAgent) or the pure game-studio track (Cygames) because the process and selection criteria diverge.
2
Choose between 新卒 (new graduate) and 中途 (mid-career) tracks
Choose between 新卒 (new graduate) and 中途 (mid-career) tracks. CyberAgent's new-graduate program is one of the largest and most competitive in Japan, with openings for engineers, business producers (ビジネスプロデューサー), designers, and creators. The new-graduate timeline runs roughly one year ahead of graduation, with early applications from the spring of the penultimate year. Mid-career tracks run year-round on HRMOS and do not follow a fixed cohort calendar.
3
Browse the HRMOS board (hrmos
Browse the HRMOS board (hrmos.co/pages/cyberagent-group) and identify specific 求人 (job postings). Listings are organized by group company (CyberAgent, ABEMA, WINTICKET, AI Lab, each CA Tech Studio sub-unit) and by function (エンジニア, ビジネス, デザイナー, コーポレート). Each posting specifies the hiring entity — this matters because your employment contract will be with that specific subsidiary, not the parent.
4
Create your HRMOS candidate account
Create your HRMOS candidate account. HRMOS is the applicant tracking system used by most CyberAgent group entities; a single account lets you apply to multiple postings across the group. Registration is in Japanese by default, and the form collects standard profile data plus a resume (履歴書) and work history (職務経歴書) upload. Accept the privacy notice (個人情報保護方針) before submission.
5
Upload Japanese-format 履歴書 and 職務経歴書 documents
Upload Japanese-format 履歴書 and 職務経歴書 documents. CyberAgent strongly prefers the standard Japanese resume pair: a one-page 履歴書 with personal details, education, and licenses, plus a multi-page 職務経歴書 that describes each past role, scope, technologies, and accomplishments. PDF is acceptable. For senior mid-career engineering roles, an English CV may be accepted if you note Japanese proficiency level (JLPT or equivalent) clearly.
6
Complete the application-specific questions
Complete the application-specific questions. Most CyberAgent HRMOS postings include a short written section asking why CyberAgent, why this specific service (ABEMA, WINTICKET, a specific Tech Studio team), and what you would want to build. These questions are read closely and carry real weight — do not answer generically.
7
Complete the aptitude test when required
Complete the aptitude test when required. New-graduate candidates and some mid-career business tracks are asked to sit the SPI3 (Synthetic Personality Inventory) aptitude test, which measures verbal reasoning, non-verbal reasoning, and personality. Some engineering tracks substitute or add a coding test on a platform such as HackerRank or an internal equivalent.
8
Attend the first interview (一次面接)
Attend the first interview (一次面接). This is usually a thirty- to sixty-minute session with a hiring manager or senior engineer from the target team. Format is fact-finding: resume walkthrough, motivation questions, a technical deep-dive for engineering candidates, and a portfolio review for designers and creators. Conducted in Japanese by default; English is possible for senior roles if agreed in advance.
9
Attend the second interview (二次面接) with a broader panel
Attend the second interview (二次面接) with a broader panel. Expect a mix of cross-functional interviewers — for an ABEMA engineering role you might meet platform engineering leadership plus a product manager; for an ad-tech role you would meet CA Tech Studio leads plus a business-side stakeholder. Questions become more behavioural and strategic, and the panel probes cultural fit with Fujita-era CyberAgent values.
10
Attend a final interview (最終面接) with an executive officer
Attend a final interview (最終面接) with an executive officer. For flagship roles the final round is with a group executive, a subsidiary president, or — for select senior hires — Fujita himself. The tone is less technical and more about mission alignment, ambition, and whether you can operate at CyberAgent's speed.
11
Receive an informal offer (内定) and negotiate conditions
Receive an informal offer (内定) and negotiate conditions. Offers for new graduates are typically uniform; mid-career offers include a specified 年収 (annual package), detailed benefits, and start-date flexibility. CyberAgent is open to negotiation for senior engineers with specialized skills (Go backend at scale, ML platform, Unity/Unreal leads, SRE).
12
Complete pre-employment paperwork and onboarding
Complete pre-employment paperwork and onboarding. Paperwork includes tax documents, social insurance enrolment, and signed employment agreements with the specific hiring subsidiary. Onboarding varies by entity — new graduates across the group go through a several-week unified induction program, while mid-career hires typically start within four to eight weeks of accepting the offer.
13
Understand the Cygames path if that is your target
Understand the Cygames path if that is your target. Cygames accepts applications through its own cygames.co.jp/recruit portal with a dedicated form. Game-creator applications (planners, 2D/3D artists, game designers, engine engineers) require a portfolio. The process is similar in shape — document screening, multiple interviews, technical or portfolio review — but it is run by the studio's own HR team.

Resume Tips for CyberAgent

recommended

Submit a proper Japanese 履歴書 and 職務経歴書 pair for any role based in Japan

Submit a proper Japanese 履歴書 and 職務経歴書 pair for any role based in Japan. The 履歴書 is a one-page personal ledger; the 職務経歴書 is a multi-page narrative of your career. Submitting only an English CV signals that you have not engaged with the Japanese hiring norm, which counts against you at a domestic-first employer.

recommended

Name the specific CyberAgent subsidiary and product you want to join

Name the specific CyberAgent subsidiary and product you want to join. A candidate who writes 'I want to work on ABEMA's live-streaming infrastructure because of the 2022 World Cup monetization inflection' reads very differently from one who writes 'I admire CyberAgent.' HRMOS postings specify the team — match that specificity.

recommended

For ad tech and CA Tech Studio engineering roles, foreground Go, Kotlin, and lar

For ad tech and CA Tech Studio engineering roles, foreground Go, Kotlin, and large-scale distributed systems experience. CyberAgent's ad platform and ABEMA back-ends are heavily Go and Kotlin on the server side, with significant Kubernetes, gRPC, and in-house orchestration. Concrete scale numbers — QPS, dataset size, latency SLOs — matter more than framework name-drops.

recommended

For Cygames engineering and creative roles, lead with the specific game craft yo

For Cygames engineering and creative roles, lead with the specific game craft you can demonstrate. Unity and Unreal experience, shipped-title credits, engine programming, technical art, and VFX reels are the strongest signals. Include a portfolio URL on the 職務経歴書 — Cygames expects a reel or code samples.

recommended

For business roles (ビジネスプロデューサー, 広告営業, メディアプランナー), quantify client outcomes

For business roles (ビジネスプロデューサー, 広告営業, メディアプランナー), quantify client outcomes. CyberAgent's business side tracks against sharp commercial metrics: campaign ROAS, advertiser retention, year-over-year account growth. A vague 'managed client relationships' bullet is invisible next to 'grew account revenue 43% YoY across three major CPG clients by re-platforming to in-house DSP.'

recommended

Disclose your Japanese proficiency clearly and honestly

Disclose your Japanese proficiency clearly and honestly. JLPT N1 or equivalent is effectively the baseline for business-side and new-graduate roles; senior engineering roles increasingly accept N2 or even business-conversational English-speaking engineers, but you must state it. Overstating Japanese level is the fastest way to fail the interview.

recommended

If you are a senior bilingual engineer, call out bilingual experience as an asse

If you are a senior bilingual engineer, call out bilingual experience as an asset. CyberAgent is expanding ABEMA internationally and Cygames is pushing Uma Musume and Granblue globally. Engineers who can operate across Japanese teams and English-speaking partners are increasingly valuable — but you still need to be able to write the 職務経歴書 in Japanese.

recommended

Include concrete game or media product context in the accomplishments

Include concrete game or media product context in the accomplishments. 'Reduced ABEMA live-stream ingest latency' or 'shipped gacha UI improvements for a 10M-MAU title' are the kinds of accomplishments hiring managers recognize instantly. Generic SaaS phrasing lands less well here than product-specific verbs.

recommended

Keep the 職務経歴書 tight and readable

Keep the 職務経歴書 tight and readable. Japanese hiring norms reward structure: clear section headers per role, a short project summary followed by bulleted accomplishments, consistent dates, and a skills matrix at the end listing languages, frameworks, cloud providers, and years of experience. Two to four pages is ideal; ten is too many.

recommended

Proofread for mixed-language typography and hyphenation

Proofread for mixed-language typography and hyphenation. CyberAgent recruiters and managers read both Japanese and English fluently, so a resume with sloppy full-width versus half-width character mixing, inconsistent katakana for vendor names, or garbled dates looks unprofessional in a way that is specific to Japan.

ATS System: HRMOS (株式会社ビズリーチ / Visional)

HRMOS is the dominant Japanese enterprise HR suite, built by Visional (parent company of BizReach). CyberAgent uses the HRMOS recruiting module as the front door for the entire group at hrmos.co/pages/cyberagent-group, with a dedicated advertising-subgroup portal at hrmos.co/pages/ca-adv-group. HRMOS provides candidate registration, job posting, application tracking, scheduling, and internal interviewer collaboration. It is designed around Japanese hiring conventions — it accepts 履歴書/職務経歴書 uploads, SPI integration, and structured question fields in Japanese, and it integrates natively with the Japanese employment-contract and onboarding ecosystem. Cygames runs its own careers site rather than HRMOS.

Apply directly through hrmos.co/pages/cyberagent-group rather than via aggregator or recruiter forwards — a direct HRMOS application appears in the CyberAgent pipeline with your full attached 履歴書 and 職務経歴書, whereas forwarded applications sometimes lose documents.
Create one HRMOS account and use it consistently across all CyberAgent group postings. Multiple accounts for the same candidate create merge problems on the recruiter side and can delay or damage your application.
Upload your 履歴書 and 職務経歴書 as clean PDFs. HRMOS accepts common document formats but PDF preserves layout and Japanese typography; Word files with missing fonts render poorly on recruiter screens.
Fill in every free-text field the posting exposes. HRMOS posting forms often include a motivation (志望動機) field and a 'what you want to do at CyberAgent' field — leaving these blank is treated as a soft signal of low interest, even if your resume is strong.
Watch the email address you register with HRMOS carefully. CyberAgent recruiters send first-round scheduling and SPI test links by email, and the messages are sometimes flagged by strict spam filters. Use a personal address you check daily, and whitelist hrmos.co and cyberagent.co.jp domains.
For Cygames roles, remember the HRMOS portal does not cover them — go to cygames.co.jp/recruit and submit through the studio's dedicated form instead. Submitting a Cygames application through CyberAgent's HRMOS will not route correctly.

Interview Culture

CyberAgent interviews are Japanese-first, brand-conscious, and shaped by Fujita-era founder culture, but they are far from the slow, ritualized 面接 process at older Japanese firms.

The rhythm is closer to a modern growth company: three rounds on average for mid-career, three to five for new graduates, scheduled within a compressed window, and conducted with a visible sense of urgency. Candidates frequently report that CyberAgent moves faster from first interview to offer than other large Japanese employers, and that pace is itself a cultural signal — the company is communicating that speed and decisiveness matter to them. Expect interviews to be conducted in Japanese unless you have pre-agreed otherwise. For senior engineering roles and for certain AI Lab and infrastructure positions, English-only interviews are possible, but you should confirm this with the recruiter rather than assume. For new-graduate and business-track roles, Japanese at business-level fluency (roughly JLPT N1) is effectively required, and the interviewer will evaluate not just your answers but your keigo (敬語, honorific speech), structure, and composure. Technical interviews for ABEMA, WINTICKET, and CA Tech Studio engineering roles are substantive. Expect system-design discussion, live coding or code-walk sessions, and detailed probing of past production incidents and architecture decisions. Go and Kotlin are over-represented, and interviewers tend to ask about concurrency, streaming workloads, back-pressure, and observability at scale. For front-end roles, TypeScript, React, and modern web performance topics are covered. Mobile roles go deep on Swift, Kotlin, and native release engineering. Cygames interviews have a different character — they are run by the game studio's own HR team and emphasize craft and care for the product. Game engineers face engine programming, graphics, gameplay systems, and performance questions, often with a live code exercise. Planners (企画) are asked to produce written game-design samples. Artists and designers present a portfolio and respond to live critique. Cygames has a widely-known corporate motto 'Be a Best Pleasure for Users' (最高のコンテンツを作る会社), and interviewers explicitly probe whether a candidate shares that uncompromising content-quality stance. Behavioural and motivation questions recur at every round. CyberAgent interviewers ask directly: Why CyberAgent, not Rakuten, DeNA, or GREE? Which of our services do you use, and what is broken about it? What would you build if we gave you a team tomorrow? These are not softballs — the company uses them to test whether candidates have actually used ABEMA, WINTICKET, or a Cygames title, and whether they have opinions about product direction. Generic answers about 'wanting to work at a dynamic company' fail this filter quickly. Fujita's cultural stamp appears in the final rounds. Senior interviews — particularly with subsidiary presidents or group executives — probe for ambition, willingness to bet on yourself, and comfort with internal mobility. CyberAgent is famous for moving employees between businesses frequently (an ad-tech engineer can end up at ABEMA; an ABEMA producer can end up starting a new business), and the company wants to know that you find that exciting rather than threatening. Candidates who express a rigid preference for a single narrow lane sometimes fare worse in the final round than candidates who express curiosity about the whole group. Dress code for in-person interviews is business attire (business suit, subdued tie or equivalent). For later rounds at Abema Towers the dress code relaxes slightly but staying on the formal side for a first impression is always safe. Remote interviews are common for mid-career pipelines and international candidates; on-camera, a clean background and business-casual top are appropriate. Punctuality is non-negotiable — five minutes early is the norm, and missing a scheduled HRMOS interview slot without prior notice is treated as withdrawal.

What CyberAgent Looks For

Real engagement with CyberAgent's products. Candidates who have used ABEMA, placed a bet on WINTICKET, played Uma Musume or Granblue, and can speak to specific product strengths and gaps consistently outperform candidates who treat CyberAgent as a generic tech employer.
Speed and decisiveness. CyberAgent prides itself on moving faster than peers. Interviewers respond well to candidates who make a clear recommendation and defend it, and less well to candidates who hedge or exhaustively caveat every answer.
Technical depth at scale for engineering roles. ABEMA is a top-tier streaming workload, CA's ad stack handles billions of events per day, and Cygames titles run at tens of millions of MAU. Concrete scale experience — not just language fluency — is the strongest engineering signal.
Japanese business-level fluency by default, with honest disclosure of proficiency. N1 or equivalent is the baseline for most roles; senior engineers with lower Japanese but deep expertise can still be hired into specific technical teams if they are clear about current level and willingness to improve.
Product sensibility and ownership. Business producers, planners, and designers who can articulate a product thesis — not just execute tactics — are selected for fast. CyberAgent explicitly grooms young employees into subsidiary-president-level roles, and the interview process screens for that trajectory.
Comfort with internal mobility. Being willing to move across CyberAgent group companies over a career is a positive signal, not a negative one. Candidates who signal willingness to rotate between ABEMA, ad tech, and new ventures are viewed as higher-ceiling hires.
Craft obsession for Cygames roles. Cygames explicitly selects for candidates who will not ship mediocre work. An unprompted deep critique of a shipped Cygames feature — delivered with respect — often lands better than pure praise.
Youth-friendly culture fit without being age-dismissive. CyberAgent's brand leans young and energetic, but the group also employs experienced senior engineers and operators at the flagship businesses. The real filter is energy and curiosity, not literal age.
Bilingual or multi-region strength for senior roles. ABEMA's international expansion, Cygames' global rollouts, and the group's AI research push all create real demand for candidates who can operate in Japanese and English and who have relationships in the US, Korea, Taiwan, or Europe.
Resilience in the face of visible public work. CyberAgent's media presence is unusual for a Japanese tech company — executives, producers, and even line managers appear on ABEMA shows, podcasts, and tech media. Candidates comfortable with some degree of public visibility fit the brand more naturally.

Frequently Asked Questions

What ATS does CyberAgent use for applications?

CyberAgent uses HRMOS, the recruiting module from Visional (parent of BizReach). The main group portal is at hrmos.co/pages/cyberagent-group and the advertising subgroup portal is at hrmos.co/pages/ca-adv-group. HRMOS handles registration, posting search, applications, SPI integration, and scheduling. Cygames does not use HRMOS — it runs its own recruiting site at cygames.co.jp/recruit.

Do I need to speak Japanese to work at CyberAgent?

For the overwhelming majority of roles, yes — business-level Japanese (roughly JLPT N1) is the default. This applies across new-graduate tracks, business roles, designers, and most engineering positions. A limited number of senior engineering and AI research roles, particularly at AI Lab and on ABEMA infrastructure, accept English-speaking candidates with lower Japanese proficiency, but you must confirm this with the recruiter and disclose your level honestly.

Should I apply through CyberAgent or Cygames for a game role?

Apply through Cygames directly at cygames.co.jp/recruit. Cygames is a group company but it runs its own recruiting pipeline with a dedicated HR team focused on game craft — planners, engine engineers, 2D and 3D artists, game designers, and QA. CyberAgent's HRMOS portal does not route to Cygames, so applying through the wrong door can cost you weeks.

Does CyberAgent require the SPI test?

The SPI3 aptitude test is standard for new-graduate applications and is required for many mid-career business roles. Some engineering tracks replace or augment it with a coding assessment. If your HRMOS posting requires SPI, you will receive a test link by email after initial screening; block out a quiet hour, prepare with standard SPI practice books (published by Recruit, Nikkei, and others), and sit the test on a reliable internet connection.

What does CyberAgent's technology stack look like?

Server-side the stack is heavily Go and Kotlin with significant Java legacy, running on Kubernetes with in-house orchestration, gRPC, Kafka, and standard observability tooling. Front-end and web work is TypeScript with React and Next.js. Mobile is native — Swift for iOS and Kotlin for Android. Cygames runs large Unity and Unreal pipelines with significant proprietary engine work for flagship titles. AI Lab uses PyTorch and modern LLM tooling. Cloud is a mix of AWS and GCP depending on business.

Is CyberAgent a good place for bilingual senior engineers?

Increasingly yes. ABEMA's international expansion, Cygames' global rollouts of Uma Musume and Granblue, and the group's AI research investment all create real demand for engineers who can operate across Japanese teams and English-speaking partners. Senior infrastructure, ML platform, and SRE roles are the most bilingual-friendly, and compensation for proven senior engineers is competitive with domestic peers.

What is the new-graduate hiring process like?

CyberAgent runs one of the largest and most competitive 新卒 programs in Japanese internet. The timeline starts roughly one year before graduation, with early internships and information sessions in spring of the penultimate university year. The formal application flow includes the SPI test, several interview rounds, and — for top candidates — a final with a group executive. The group hires across engineering, business producing, design, and creative tracks each year, and uses the cohort heavily as a future-leader pipeline.

How long does the CyberAgent interview process typically take?

Mid-career pipelines run faster than most large Japanese employers. A typical flow is: HRMOS application, resume screen within one to two weeks, first interview one to two weeks later, second interview a week or two after that, and a final interview plus offer within another two to three weeks. Total elapsed time from application to offer is frequently six to ten weeks for mid-career engineering roles, sometimes faster for urgent hires.

What should I emphasize in my 職務経歴書 for a CyberAgent ad-tech role?

Foreground large-scale distributed systems work with concrete metrics — QPS, latency SLOs, dataset size, incident response examples. Call out Go or Kotlin at production scale, Kubernetes and gRPC experience, and any real-time bidding or ad-serving background. For business-side ad roles, quantify advertiser outcomes with percentages and currency values, and name the industry verticals you served.

Does CyberAgent offer remote work?

CyberAgent is hybrid-leaning-office. The Abema Towers campus in Shibuya is central to the culture, and most teams expect regular in-office presence, especially for new graduates and product-adjacent roles. Senior engineering roles on specific teams have more flexibility, and fully remote engineering arrangements exist but are the exception rather than the rule. Confirm the arrangement with the recruiter during screening.

What is Fujita's cultural influence on the hiring process?

Founder-CEO Susumu Fujita has been running CyberAgent since 1998 and his personal philosophy — bet on young people, move fast, build ambitious media and product — is visibly embedded in the hiring process. Final interviews probe ambition and ownership the way a founder-led firm does, not the way a traditional Japanese conglomerate does. Candidates who show curiosity about the whole group and comfort with internal mobility fit this culture better than candidates looking for a narrow specialist lane.

How does CyberAgent compare to DeNA, GREE, or Rakuten as an employer?

CyberAgent's distinctive mix is the combination of top-tier digital advertising, Japan's dominant ad-supported streaming service, and a world-class game studio in Cygames — no other Japanese internet company holds all three at that level. DeNA and GREE are more game-focused with smaller media operations, and Rakuten is broader in e-commerce and financial services. If you want streaming-plus-games-plus-ad-tech under one umbrella, CyberAgent is close to unique in Japan.

How to Apply to CyberAgent

Key Takeaways

About CyberAgent

Application Process

Resume Tips for CyberAgent

Submit a proper Japanese 履歴書 and 職務経歴書 pair for any role based in Japan

Name the specific CyberAgent subsidiary and product you want to join

For ad tech and CA Tech Studio engineering roles, foreground Go, Kotlin, and lar

For Cygames engineering and creative roles, lead with the specific game craft yo

For business roles (ビジネスプロデューサー, 広告営業, メディアプランナー), quantify client outcomes

Disclose your Japanese proficiency clearly and honestly

If you are a senior bilingual engineer, call out bilingual experience as an asse

Include concrete game or media product context in the accomplishments

Keep the 職務経歴書 tight and readable

Proofread for mixed-language typography and hyphenation

ATS System: HRMOS (株式会社ビズリーチ / Visional)

Interview Culture

What CyberAgent Looks For

Frequently Asked Questions

Open Positions

Related Resources

Similar Companies

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Sources