How to Apply to Kyocera

About Kyocera

Kyocera Corporation (京セラ株式会社) is a Kyoto-headquartered Japanese multinational that has grown from a seven-person ceramic insulator startup founded in 1959 into one of the world's most diversified electronics and industrial materials companies. The firm was founded by the late Dr. Kazuo Inamori, a figure who is revered in Japanese business culture almost to the same degree as Konosuke Matsushita or Soichiro Honda. Inamori's 'Kyocera Philosophy' and 'Amoeba Management' system still shape the way the company hires, promotes, and evaluates people more than a decade after his death, and any candidate who ignores this cultural layer will struggle in Kyocera interviews regardless of how strong their technical credentials are. Today the company employs roughly 83,000 people worldwide across more than 250 consolidated subsidiaries, generates approximately ¥2 trillion in annual revenue, and is led by President and Representative Director Hideo Tanimoto. Kyocera operates in three reporting segments: Core Components (industrial ceramics, automotive components, cutting tools, jewelry/art), Electronic Devices (semiconductor packages and organic substrates, capacitors, crystal devices, connectors, printing devices), and Solutions (Document Solutions multifunction printers, communications equipment including smartphones for the Japanese market, solar energy systems, and the newly integrated Kyocera AVX passive components business). The semiconductor packaging business in particular has become a strategic growth engine as AI accelerator demand drives orders for high-end organic substrates and ceramic packages used in advanced chip modules. Kyocera is not a single monolithic company you apply to once; it is a federation of operating companies, each of which may run its own career portal. In the United States, Kyocera International Inc. (KII) is the headquarters entity for industrial ceramics, semiconductor components, and medical devices, and it hires through the UKG UltiPro (Ultipro Recruiting) applicant tracking system. Separately, Kyocera Document Solutions America, Kyocera SGS Precision Tools, Kyocera Senco Industrial Tools, Kyocera Labs (Document Solutions Development), and the former AVX Corporation (now Kyocera AVX) each operate independent careers websites. In Japan, the parent company runs its own 新卒 (shinsotsu, new graduate), 中途 (chuto, mid-career), 高専 (kosen, technical college) and インターンシップ (internship) tracks directly through www.kyocera.co.jp/recruit/. In Europe, Kyocera Europe and various subsidiary brands each run localized recruiting. Understanding which Kyocera you are actually applying to is the single most important piece of preparation, because the resume format, language requirements, ATS, interview loop, and expected technical depth differ dramatically across these entities. Kyocera's cultural DNA is unmistakably Japanese: long-termism, consensus, quality obsession, the principle of 'matching wages to ability' from Amoeba Management, the daily morning meeting (朝礼 chorei) where the Kyocera Philosophy is read aloud, and the near-religious respect for Inamori's writings. In the US and Europe the cultural edges are softened, but the philosophy still shows up in interview questions, onboarding materials, and performance reviews. For candidates who are looking for a flashy, rapid-promotion, brand-building employer, Kyocera is the wrong choice. For candidates who value stability, technical depth, craftsmanship, and working on physical products that end up inside automobiles, surgical robots, 5G base stations, satellites, and semiconductor fabs, it is one of the best employers in the industry.

Application Process

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Step 1
Step 1 — Identify the correct Kyocera entity. Before you touch a resume, determine which operating company hires for the role you want. If you are applying for a ceramics, semiconductor package, solar, or medical device role in the US, the employer is almost certainly Kyocera International Inc. (KII) headquartered in San Diego. If the role is a printer/MFP sales, service, or software role in the US, it is Kyocera Document Solutions America. If it is cutting tools or precision machining, it is Kyocera SGS Precision Tools. If it is nail guns, fasteners, or construction tools, it is Kyocera Senco. If the role is R&D/firmware for print engines, it is Kyocera Labs (Kyocera Document Solutions Development America). In Japan, all new grad and most mid-career roles for the parent flow through kyocera.co.jp/recruit/. Applying to the wrong entity is the most common mistake, and your application will typically be dropped rather than rerouted.
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Step 2
Step 2 — Use the correct portal. Kyocera International Inc. publishes openings through UKG UltiPro (formerly UltiPro Recruiting) at recruiting2.ultipro.com/KYO1000KYO/JobBoard/76b8c73c-befd-f875-1815-e0b7a1f6e65f/. This is the authoritative board for KII roles. Some positions are also syndicated to Indeed and LinkedIn, but applying directly on UltiPro gives you a cleaner candidate profile and avoids duplicate records. Kyocera Document Solutions, SGS, Senco, Labs, and AVX each use their own systems (commonly iCIMS, ADP, or Paycom on the document and industrial side), linked from their own domain. Always start from the official careers page of the subsidiary and follow the outbound link to the ATS rather than searching job boards directly.
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Step 3
Step 3 — Create an UltiPro candidate account. For KII, the UltiPro job board allows you to apply without an account via a one-time email link, but creating an account is strongly recommended. The account lets you track application status, re-use your profile across multiple KII openings (San Diego HQ, Vancouver WA ceramics, Hendersonville NC, Mountain View R&D, etc.), and upload a single master resume that you tailor per requisition. UltiPro supports LinkedIn and Indeed profile imports, but the imported data is often messy, so plan to manually clean up every field.
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Step 4
Step 4 — Complete the application in a single sitting. UltiPro sessions time out relatively quickly, and the system does not always save draft progress reliably across logouts. Expect to complete: contact information, work authorization (including sponsorship questions — KII does sponsor H-1B for specialized engineering roles but not for every opening), education, employment history, a resume and optional cover letter upload, EEO self-identification (voluntary), and screening questions that are specific to the requisition. Screening questions for technical roles often ask about specific ceramics processes (tape casting, hot isostatic pressing, co-fired ceramics), packaging types (BGA, LGA, CSP, organic substrates, ceramic LCC), or software stacks (for Document Solutions, things like HyPAS, embedded C for print engines, or cloud connectors).
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Step 5
Step 5 — Upload a resume optimized for UltiPro's parser. UltiPro's resume parser is competent with standard reverse-chronological formats in .docx or .pdf but struggles with multi-column layouts, text inside images, and heavily graphical templates. Use a single-column, ATS-safe layout with clearly labeled sections: Summary, Experience, Education, Skills, Certifications, Publications/Patents. Do not rely on headers or footers for contact information because UltiPro frequently strips them.
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Step 6
Step 6 — Answer the Kyocera Philosophy screening questions carefully. Many KII postings include one or two open-text screening questions about motivation, values, and fit. These are not throwaway boxes. Recruiters read them, and answers that name the Kyocera Philosophy, reference 'doing the right thing as a human being' (人間として正しいことを貫く), or acknowledge the long-term, craftsmanship-oriented culture significantly outperform generic 'I am passionate about technology' answers.
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Step 7
Step 7 — Submit and expect a multi-week response window. KII is a Japanese-owned company and decisions go through more internal approvals than a typical US employer. Initial recruiter outreach typically happens within 1 to 3 weeks for active requisitions. If you have not heard back in 3 weeks, a polite follow-up email to the recruiter listed on the requisition (or through the UltiPro candidate portal) is appropriate. Do not expect the sub-week turnaround that is common at US tech companies.
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Step 8
Step 8 — For Japan-based roles, use the parent recruit portal. New graduate hiring in Japan follows the traditional 新卒一括採用 (shinsotsu ikkatsu saiyō, simultaneous new-graduate hiring) calendar. Registration opens on kyocera.co.jp/recruit/new/ in spring of the year before graduation, followed by company information sessions (会社説明会), SPI or web aptitude testing, multiple rounds of interviews, and final offers (内々定 nainai-tei). Mid-career hires apply through /recruit/career/ and often also through Japanese recruiting agencies such as JAC Recruitment, Robert Walters Japan, or Bizreach. High school technical college (高専) graduates have a dedicated /recruit/kosen/ track that feeds ceramics, manufacturing, and quality engineering roles.
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Step 9
Step 9 — For European roles, check the Kyocera Europe and subsidiary sites. Kyocera Document Solutions Europe (Esslingen, Germany), Kyocera Fineceramics (Mannheim), Kyocera Unimerco (Denmark), and Kyocera Senco EMEA each run independent recruiting, often through a mix of local job boards, SAP SuccessFactors, and Personio depending on the country. Expect German-, French-, or Dutch-language postings for local roles, and English-only for regional headquarters roles.
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Step 10
Step 10 — Prepare for a deliberate, reference-heavy background check. After an offer, expect thorough background, education, and employment verification. Kyocera routinely calls listed references and sometimes also does unlisted backchannel reference checks through mutual contacts, especially for senior technical and management positions. Make sure your references know you are interviewing and that the information on your resume matches what a reference will confirm.

Resume Tips for Kyocera

recommended

Match the subsidiary's culture

Match the subsidiary's culture. A resume that wins at Kyocera Document Solutions (B2B office equipment, sales-heavy, channel-partner-oriented) is different from a resume that wins at KII ceramics (deep materials science and manufacturing engineering) or Kyocera AVX (passive components, RF, automotive qualifications). Read the requisition twice and re-weight your resume toward the exact business unit.

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Lead with tangible products and process ownership, not buzzwords

Lead with tangible products and process ownership, not buzzwords. Kyocera's hiring managers are engineers and manufacturing leaders who have spent decades building physical things. 'Led digital transformation' means nothing to them. 'Owned tape-casting process for 96% alumina substrate, reduced camber defect rate from 3.2% to 0.8% over 14 months on a 6M units/year line' is exactly the language that gets callbacks.

recommended

Use the correct terminology for ceramics and semiconductor packaging

Use the correct terminology for ceramics and semiconductor packaging. If you are applying for a ceramics role, use the precise vocabulary: tape casting, green sheet, lamination, debinding, co-firing, HTCC (high-temperature co-fired ceramic), LTCC (low-temperature co-fired ceramic), AlN, Si3N4, Al2O3, ZrO2, and so on. For packaging, know BGA, LGA, CSP, FC-BGA, organic substrate, buildup layer, via types, and common reliability tests (MSL, HAST, TCT). Using the wrong term — e.g., calling a ceramic package a 'chip carrier' when the role is about LCCs — is a quiet rejection signal.

recommended

Quantify in yen-friendly, manufacturing-friendly units

Quantify in yen-friendly, manufacturing-friendly units. Kyocera is a manufacturing company. Numbers that matter include: throughput (units/hour, wafers/week), yield (DPPM, sigma), cycle time, OEE, scrap reduction (in yen or dollars), number of SKUs managed, and PPAP/APQP completions for automotive. Revenue numbers are less important than process numbers unless you are in sales.

recommended

Show longevity

Show longevity. Kyocera values long tenures. A resume with 2-year jumps will be viewed with more suspicion than it would be at a startup. If you have long tenures, put the year count in bold ('Senior Process Engineer, Kyocera Industrial Ceramics Corporation — 9 years'). If you have short tenures, provide a one-line honest reason (acquisition, relocation, plant closure) rather than leaving it unexplained.

recommended

For US roles, an optional single-line nod to the Kyocera Philosophy in the summa

For US roles, an optional single-line nod to the Kyocera Philosophy in the summary can help. Something like 'Manufacturing engineer committed to long-term quality and continuous improvement, drawn to organizations that value craftsmanship over short-term metrics.' This is not required, but it signals that you have done your homework.

recommended

For Japan roles, use a Japanese rirekisho (履歴書) and shokumu-keirekisho (職務経歴書)

For Japan roles, use a Japanese rirekisho (履歴書) and shokumu-keirekisho (職務経歴書). A Western-style CV is not acceptable for most Japanese Kyocera postings. The rirekisho is a standardized personal history sheet (often the JIS format), and the shokumu-keirekisho is a more detailed work history document. Include your native-language proficiency level (JLPT for non-native Japanese speakers — N1 is effectively required for most engineering roles, N2 acceptable for some international roles).

recommended

Include patents and publications

Include patents and publications. Kyocera is a patent-heavy company and values IP contribution. A dedicated 'Patents' section listing USPTO numbers (or JP-A numbers) is a strong differentiator for R&D roles. List only patents where you are a named inventor.

recommended

Include certifications that matter to the industry

Include certifications that matter to the industry. IPC-A-610, IPC-A-600, IATF 16949 internal auditor, ISO 9001, ASQ CQE/CSSBB, PMP (for program managers), and the Japanese QC Kentei (QC検定) all carry weight. Generic 'Agile Scrum Master' certifications carry very little weight outside Document Solutions software roles.

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Keep it to two pages maximum for most roles, one page for new graduates, up to f

Keep it to two pages maximum for most roles, one page for new graduates, up to four pages for senior R&D scientists with extensive publications. UltiPro does not penalize longer resumes technically, but the human reviewer will.

ATS System: UKG UltiPro Recruiting (for Kyocera International Inc.); separate systems for other subsidiaries

Kyocera International Inc. (the US headquarters entity for ceramics, semiconductor components, and medical devices) posts openings through UKG UltiPro — formerly called UltiPro Recruiting, now part of the UKG Pro Recruiting suite — at the tenant URL recruiting2.ultipro.com/KYO1000KYO/JobBoard/. UltiPro is a mature, large-enterprise ATS with a Knockout.js-based candidate-facing job board and a resume parser that handles standard .docx and .pdf formats cleanly. It is not a scraped, SPA-only hostile system like some Akamai-protected career sites; it is a straightforward enterprise ATS that respects clean resume formatting. Other Kyocera subsidiaries — Document Solutions, SGS, Senco, Labs, and AVX — each use their own recruiting systems (commonly iCIMS, ADP, or Paycom), so the ATS you encounter depends on which Kyocera entity owns the role. In Japan, the parent company does not use a single global ATS at all; it operates proprietary new-graduate and mid-career portals under kyocera.co.jp/recruit/ that integrate with the Japanese new-graduate hiring calendar, SPI testing, and internal scheduling.

Apply directly on the official UltiPro tenant (KYO1000KYO) rather than through third-party aggregators when possible — the candidate record is cleaner and LinkedIn Easy Apply does not always map every required field.
Use a single-column .docx or .pdf resume. UltiPro's parser handles both formats well but can mangle multi-column layouts, text boxes, and graphical headers, which leads to missing work history fields after parsing.
After parsing, always manually review every imported field. UltiPro often misplaces employer and role names if your resume uses unusual date formats; fix them before submitting.
Complete the EEO self-identification voluntarily — it does not affect your candidacy, and leaving it blank sometimes triggers a second prompt that slows submission.
Enable the UltiPro job-alert feature for keywords relevant to your target subsidiary and location. KII posts and closes roles frequently as requisitions are re-approved internally, and alert emails arrive faster than LinkedIn syndication.
For the Kyocera Philosophy or 'why Kyocera' open-text questions, write a specific, referenced answer (2–4 sentences) rather than leaving them blank or generic. These are read by recruiters.
If applying to multiple KII openings, use the same candidate account so the recruiter sees a single consolidated profile rather than three duplicate records.
Kyocera Document Solutions, SGS, Senco, and AVX have their own ATSes — do not assume your UltiPro profile carries over. You will need to apply again on those sites.
For Japan-based roles, do not try to apply through UltiPro. Use the kyocera.co.jp/recruit/ new-grad or mid-career portal appropriate for your stage, and follow the Japanese hiring calendar.

Interview Culture

Kyocera interviews are deliberate, polite, technical, and philosophy-aware.

Expect 3 to 5 rounds for most US professional roles, 4 to 7 rounds for Japan-based roles, and a longer calendar than a typical US tech company — 6 to 12 weeks from first screen to offer is normal, not exceptional. The US loop at KII usually begins with a recruiter phone screen (30 minutes, focused on background, authorization, compensation expectations, and cultural fit), followed by a hiring-manager technical screen (45–60 minutes), a panel of 2–4 cross-functional interviewers, and a final on-site or video interview with a senior leader (director, VP, or sometimes a Japanese executive based in Kyoto for senior roles). Interviews are conducted in English in the US, but if you are interviewing for a senior role that requires interaction with the Kyoto parent company, expect at least one conversation with a Japanese executive where the English is correct but accented; listen carefully, speak slowly, and do not finish their sentences. Technical interviews are rigorous but not designed to 'stump' candidates the way some FAANG loops are. Expect deep dives into the processes and physics of what you claim to know on your resume, with hiring managers asking follow-up questions two or three layers below the surface. A ceramics engineer will be asked about specific sintering kinetics, not trick puzzles. A software engineer for Document Solutions will be asked about embedded C, memory-constrained design, and real-world printer firmware bugs, not competitive programming problems. Sales candidates will be asked to roleplay a dealer or channel-partner conversation. The Kyocera Philosophy shows up explicitly in interviews, even in the US. Expect at least one question along the lines of 'what does doing the right thing mean to you?', 'tell me about a time you chose the harder correct path over the easier convenient one', or 'how do you think about customer service long-term'. These questions are not decorative. Inamori's management philosophy — built on principles like 'respect the divine and love people' (敬天愛人), the Six Efforts (六つの精進), and the equation Result = Attitude × Effort × Ability — is a real evaluation criterion. Candidates who demonstrate reflective, principle-based thinking and long-term commitment do significantly better than candidates who optimize for cleverness or speed. Dress formally. A suit and tie for men and conservative business attire for women is the correct default for every interview round, even in US casual tech environments. Kyocera leaders wear suits. Business casual can come after you are hired. Do your research on Kazuo Inamori. Reading at least one of his books ('A Compass to Fulfillment', 'The Amoeba Management System', or the translated 'Kyocera Philosophy') is not required but is recognizable to interviewers and will visibly shift the tone of the conversation. In Japan, interview culture is substantially more formal. Expect 敬語 (keigo, honorific Japanese) to be used throughout, a specific entrance protocol (knock three times, wait to be invited in, bow, wait to be offered a seat, hand your meishi business card with both hands), and questions that probe your life story and values more than your technical skills in the early rounds. Final-round interviews in Kyoto sometimes include a factory or R&D center tour with senior leaders observing how you interact with shop-floor staff. That observation matters. Compensation negotiation is more muted than at US tech companies. Kyocera pays fairly but not spectacularly, with structured band-based salaries, strong benefits, a real retirement plan, and significant long-term stability. Pushing hard on salary is not unwelcome but tends to be less effective than demonstrating why your specific skills map to a band higher than the one originally offered.

What Kyocera Looks For

Genuine alignment with the Kyocera Philosophy. Not performative quoting — actual values alignment around long-term thinking, integrity, and craftsmanship. Interviewers can tell the difference within 5 minutes.
Deep domain expertise in a specific Kyocera-relevant technology: ceramics and materials science, semiconductor packaging and substrates, passive components (post-AVX integration), print and imaging technology, solar cells and modules, RF and communications hardware, or precision cutting tools.
Manufacturing literacy. Even non-manufacturing roles (finance, HR, legal) benefit from understanding how a factory works, what OEE means, and why yield matters. Kyocera is a manufacturing-first company and tolerates very little ignorance about how its products are made.
Quality obsession. Kyocera was built on ceramic parts that have to perform reliably inside medical implants, automotive engine control units, and aerospace systems. Candidates who can point to specific quality-system contributions (PPAP submissions, 8D reports owned, defect-rate reductions) outperform candidates who describe themselves as 'quality-minded' without specifics.
Long-term orientation. Short-tenure, rapid-pivot careers are not a negative in themselves, but candidates who can articulate a 5- to 10-year view of their trajectory and why Kyocera fits it are viewed significantly more favorably than candidates who treat the role as a stepping stone.
Technical humility. Kyocera's engineering culture is closer to a German Mittelstand firm than a Silicon Valley scale-up. Candidates who over-claim or over-sell tend to be dinged, while candidates who describe limitations, failures, and lessons learned honestly are rewarded.
Collaboration across US–Japan cultural boundaries. Many KII roles require interaction with Kyoto-based counterparts. Candidates who have demonstrated cross-cultural collaboration experience (not just 'worked with a global team' but specific navigation of Japanese business norms) are highly valued.
For technical roles: patents, publications, or visible open-source contributions in a Kyocera-relevant domain.
For sales and channel roles in Document Solutions: deep relationships with dealer networks, managed print services experience, and demonstrated ability to sell multi-year service contracts, not one-off transactions.
For new graduates in Japan: strong academic record from a recognized university or technical college, demonstrated 学生時代に力を入れたこと (gakuseijidai ni chikara wo ireta koto — student-era dedicated effort) narrative, SPI aptitude test performance, and cultural fit with the ceremonial new-grad cohort structure.

Frequently Asked Questions

What applicant tracking system does Kyocera use?

It depends on the subsidiary. Kyocera International Inc. (KII), the US headquarters for ceramics, semiconductor components, and medical devices, uses UKG UltiPro (tenant KYO1000KYO) at recruiting2.ultipro.com/KYO1000KYO/JobBoard/76b8c73c-befd-f875-1815-e0b7a1f6e65f/. Kyocera Document Solutions America, Kyocera SGS Precision Tools, Kyocera Senco Industrial Tools, Kyocera Labs, and Kyocera AVX each operate separate career sites and typically use systems like iCIMS, ADP, or Paycom. In Japan, the parent company runs proprietary new-graduate and mid-career portals directly from kyocera.co.jp/recruit/ rather than a single global ATS.

Does Kyocera sponsor work visas in the United States?

Kyocera International Inc. does sponsor H-1B visas for specialized engineering, R&D, and technical program management roles, particularly in ceramics, semiconductor packaging, and advanced materials. Sponsorship is not available for every opening, and many manufacturing-floor and sales roles are US-work-authorization-only. The UltiPro application always includes a clear sponsorship question; answer honestly, because misrepresentation is discovered during the background check and is a firing offense.

How important is the Kyocera Philosophy in interviews?

More important than most Western candidates expect. The Kyocera Philosophy — Kazuo Inamori's system of management principles centered on 'doing the right thing as a human being', long-term customer orientation, and the equation Result = Attitude × Effort × Ability — is recited at daily morning meetings in most Kyocera facilities worldwide and is an explicit evaluation dimension in interviews. You will not be quizzed verse-by-verse, but at least one interviewer will ask a values-oriented question designed to test whether you have thought about the philosophy or are just checking a corporate box. A candidate who can speak naturally about long-term thinking, quality, and integrity with specific examples will clearly outperform a candidate who has not done the reading.

What is Amoeba Management and will I experience it at Kyocera?

Amoeba Management is Inamori's organizational system that divides the company into small, accountable units (amoebas), each with its own profit-and-loss visibility and a per-hour added-value metric. In the Japanese parent company and some large manufacturing subsidiaries, it is still run formally with dedicated accounting and monthly reviews. In US subsidiaries, especially in Document Solutions and AVX, the formal system is much lighter but the underlying mindset — unit-level accountability, transparent economics, and the expectation that every employee understands how their work affects the numbers — is present throughout.

How long does Kyocera's hiring process take?

In the United States, 6 to 12 weeks from application to offer is normal for professional roles, with 3 to 5 interview rounds. In Japan, the new-graduate hiring cycle is calendar-driven and can span several months between initial seminars and final 内々定 (nainai-tei) offers; mid-career hires move faster but still typically take 2 to 3 months. In Europe, timelines vary by country but generally sit between the US and Japan averages. Kyocera is a consensus-driven Japanese company; speed is not its priority, and candidates who push for accelerated timelines often signal a cultural mismatch.

Does Kyocera require Japanese language skills?

For roles based in Japan, yes — functionally native Japanese (JLPT N1) is required for almost all engineering and business positions, with a small number of English-only R&D roles being the exception. For roles in the United States at KII, Japanese is not required but is a clear advantage, especially for positions that interface with the Kyoto parent company. For Kyocera Document Solutions America and the industrial-tools subsidiaries, Japanese is useful but rarely required. For global R&D roles at the principal-scientist level, functional Japanese (JLPT N3 or above) is often strongly preferred because of the volume of technical communication with Kyoto-based counterparts.

What is the best way to apply to Kyocera International Inc. specifically?

Go directly to recruiting2.ultipro.com/KYO1000KYO/JobBoard/76b8c73c-befd-f875-1815-e0b7a1f6e65f/ (linked from americas.kyocera.com/careers/kii/kii/), create a candidate account, search for the specific business unit and location that matches your target (San Diego headquarters for medical and semiconductor, Vancouver WA for industrial ceramics, Hendersonville NC for electronic devices, Mountain View for research), and apply with a single-column .docx resume. Creating an account once and applying to multiple roles is far more effective than applying via LinkedIn Easy Apply to each requisition separately.

How does the Kyocera AVX integration affect hiring?

Kyocera acquired the remaining public shares of AVX Corporation in 2020, and the combined entity now operates as Kyocera AVX. Integration has continued through 2024 with consolidation of passive-components manufacturing, supply chain, and increasingly recruiting. For candidates, Kyocera AVX still operates its own careers website and is most relevant if you are applying for capacitor, connector, RF filter, timing device, or automotive passive component roles. Over time, more overlap with the core KII semiconductor components business is expected. If you are open to both, apply to the opening that best matches your specific expertise rather than trying to pick the 'Kyocera-er' entity.

What is Kyocera's revenue and employee count?

Kyocera Corporation generates approximately ¥2 trillion in annual consolidated revenue and employs approximately 83,000 people across more than 250 consolidated subsidiaries globally, spanning Core Components, Electronic Devices, and Solutions segments. It is listed on the Tokyo Stock Exchange Prime Market and maintains ADRs in the United States.

Is Kyocera a good place to work for someone coming from a Silicon Valley startup?

It depends on what you valued at the startup. If you valued the speed, equity upside, and flat hierarchy, Kyocera will feel slow, structured, and frustrating. If you valued the technical depth, the quality of the people, and building real products, Kyocera will feel like finally joining a company that respects the work. The most successful startup-to-Kyocera transitions in the US involve candidates who are specifically tired of short-term thinking, pivot-culture, and software-only work, and who want to contribute to physical products with decade-long roadmaps. Candidates looking for their next 10× exit will not be happy at Kyocera, and Kyocera will probably not hire them anyway.

How to Apply to Kyocera

Key Takeaways

About Kyocera

Application Process

Resume Tips for Kyocera

Match the subsidiary's culture

Lead with tangible products and process ownership, not buzzwords

Use the correct terminology for ceramics and semiconductor packaging

Quantify in yen-friendly, manufacturing-friendly units

Show longevity

For US roles, an optional single-line nod to the Kyocera Philosophy in the summa

For Japan roles, use a Japanese rirekisho (履歴書) and shokumu-keirekisho (職務経歴書)

Include patents and publications

Include certifications that matter to the industry

Keep it to two pages maximum for most roles, one page for new graduates, up to f

ATS System: UKG UltiPro Recruiting (for Kyocera International Inc.); separate systems for other subsidiaries

Interview Culture

What Kyocera Looks For

Frequently Asked Questions

Open Positions

Related Resources

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