How to Apply to Subaru

13 min read Last updated April 20, 2026 4 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Subaru is three different employers — Subaru Corporation (Tokyo), Subaru of America (Camden, NJ), and Subaru of Indiana Automotive (Lafayette) — with three different ATS: JPosting, Oracle HCM Cloud, and SAP SuccessFactors respectively. Apply separately to each.
  • The company is in the middle of an EV transition it cannot afford to get wrong. Hiring in 2026 is focused on batteries, software, ADAS, and mixed-model manufacturing, much of it in partnership with Toyota which owns about 20 percent of Subaru.
  • Subaru is small by global automaker standards — roughly one million vehicles a year and 36,000 employees — which means roles tend to carry broader scope and more cross-functional exposure than comparable roles at Toyota or Honda, but also less specialized depth in frontier EV and software areas.
  • Brand affinity is real. Interviewers at Subaru of America in particular take Subaru ownership, outdoor lifestyle, and engagement with the Love Promise seriously as signals of cultural fit.
  • Japan-based roles require a Japanese-style rirekisho and shokumu keirekisho, business-level Japanese, and comfort with consensus-driven decision-making. U.S.-based roles expect a standard American resume and behavioral-style interviewing.
  • SIA in Indiana is the largest single employer of Subaru in North America with more than 6,500 associates, and is the only North American production site; it hires aggressively across production, skilled trades, and plant engineering, with EV production planned at the site later in the decade.
  • Gunma Yajima in Japan began in-house BEV production of the Trailseeker in February 2026 after a mixed-model line retool from August 2025 through January 2026 — this is the reference point for Subaru's in-house EV manufacturing capability.

About Subaru

Subaru Corporation (株式会社SUBARU) is a Tokyo-headquartered Japanese automaker with roughly 36,000 consolidated employees worldwide and approximately ¥4.8 trillion in annual revenue. The company you know today was called Fuji Heavy Industries until April 2017, when it adopted the name of its most famous product and became Subaru Corporation. That name change was more than cosmetic — it reflected a deliberate decision to concentrate the business around the automotive core, with a smaller but still-important aerospace division tucked inside the same corporate roof. Corporate headquarters sit in Ebisu, Shibuya, Tokyo, and the company is led by president and CEO Atsushi Osaki, who took over from Tomomi Nakamura in June 2023 with an explicit mandate to accelerate the electric-vehicle transition. Toyota Motor Corporation owns roughly 20 percent of Subaru, a long-standing capital tie-up that has shaped joint EV development, shared platforms, and — increasingly — the pace of Subaru's electrification roadmap. Subaru is a niche player by volume. It sells around one million vehicles a year globally, which places it well below Toyota, Honda, and Nissan but makes it the most important small automaker in the world for a specific customer who wants a boxer engine, symmetrical all-wheel drive, and a rugged, outdoor-friendly wagon or crossover. The brand's famously loyal U.S. customer base is not an accident — North America accounts for roughly two-thirds of global retail sales, anchored by the Outback, Forester, Crosstrek, Ascent, and Impreza lineup. That geographic concentration means candidates should understand that Subaru operates as three very different employers depending on where you apply. The Tokyo parent designs and engineers the vehicles, runs the aerospace business (which builds components for the Boeing 787 and defense aircraft for the Japan Self-Defense Forces), and operates the Gunma manufacturing complex. Subaru of America, Inc., headquartered in Camden, New Jersey, handles U.S. marketing, distribution, retailer relations, and corporate functions for the largest market. Subaru of Indiana Automotive (SIA) in Lafayette, Indiana, is a wholly owned manufacturing subsidiary that produces the Outback, Legacy, Ascent, and Crosstrek for the North American market and employs more than 6,500 associates. The current strategic backdrop is dominated by one question: how does a small, engine-heritage brand survive the EV transition? Subaru's answer has been to stay tightly aligned with Toyota. The Solterra, Subaru's first global BEV, was co-developed with Toyota and is the bZ4X under a different badge. Subaru has publicly committed to launching eight EVs by 2028, four of them jointly developed with Toyota, and is targeting a 50 percent EV sales mix by 2030. Production modifications at the Gunma Yajima plant ran from August 2025 through January 2026 to create a mixed-model line capable of building BEVs, hybrids, and gasoline vehicles on the same assembly sequence, and domestic BEV production of the Trailseeker SUV began in February 2026. In North America, Subaru has also announced plans to build EVs at SIA later in the decade. For candidates, all of this translates into a simple fact: Subaru is hiring into a transition, not a steady state. Engineers, software specialists, product planners, procurement staff, and manufacturing leaders are being brought in specifically because the company needs capabilities it did not historically invest in at the same scale as its larger rivals. That creates genuine opportunity, and it also creates genuine risk — the brand that hires you in 2026 is not going to look the same in 2030. Culturally, Subaru is often described by its own employees as a family-style company — flatter and less formal than Toyota or Honda by Japanese standards, but still unmistakably Japanese in its decision-making rhythm, emphasis on consensus, and long tenure expectations. At SIA in Indiana, the plant describes its workforce as associates rather than employees and leans heavily on quality-first, zero-defects messaging inherited from the parent. At Subaru of America, the culture is more conventionally American corporate, though with an unusual emphasis on the Love Promise — a multi-year community and philanthropy program that has become central to how SoA presents itself to candidates. Understanding which of these three cultures you are actually applying into is the single most important thing you can do before submitting an application.

Application Process

  1. 1
    Identify the correct Subaru entity for your target role

    Identify the correct Subaru entity for your target role. Subaru Corporation's Japanese mid-career site (jsd.jposting.net/subaru) handles engineering, corporate, and R&D roles based in Tokyo, Gunma, or the SUBARU Lab in Shibuya. Subaru of America's site (hcal.fa.us2.oraclecloud.com) handles Camden, NJ corporate and U.S. field sales, aftersales, and regional roles. Subaru of Indiana Automotive (careers.subaru-sia.com) handles manufacturing, skilled trades, engineering, and plant-support roles in Lafayette. The three portals do not share data, so applying to one does not create a candidate profile in the others.

  2. 2
    For Subaru Corporation in Japan, decide whether you are applying as new graduate

    For Subaru Corporation in Japan, decide whether you are applying as new graduate (新卒採用 / shinsotsu) through the guide portal at subaru.co.jp/recruit/guide, mid-career (中途採用 / chuuto) through the JPosting portal, SUBARU Lab (Tokyo AI and autonomous driving R&D mid-career lane), aerospace, dealer group, or the seasonal factory operator program (期間従業員) at factory-recruit.subaru.co.jp. Each track has its own application window, documentation requirements, and screening process.

  3. 3
    Create a candidate profile on the relevant portal

    Create a candidate profile on the relevant portal. JPosting requires a Japanese-style rirekisho (履歴書) and shokumu keirekisho (職務経歴書) — the career history document is where most of the screening happens, and it should be structured chronologically with explicit responsibilities and quantified outcomes for each role. Oracle HCM Cloud on the Subaru of America site accepts a standard English-language resume and will auto-parse it into structured fields; review the parsed output carefully before submitting because the parser frequently misattributes dates and employers. SuccessFactors on the SIA site requires you to complete a separate online application form in addition to uploading a resume.

  4. 4
    Submit targeted applications rather than bulk submissions

    Submit targeted applications rather than bulk submissions. Subaru's internal recruiting teams, particularly in Japan and at SIA, review applications individually and expect candidates to demonstrate specific interest in the role and the company. Generic applications with no mention of Subaru-specific products, plants, or programs are routinely filtered out at first-pass screening.

  5. 5
    Expect a document screening stage before any interview contact

    Expect a document screening stage before any interview contact. In Japan this can take two to four weeks, during which your rirekisho and shokumu keirekisho are reviewed by HR and the hiring department. In the U.S., Subaru of America and SIA typically respond within one to three weeks to shortlisted candidates; the Oracle HCM and SuccessFactors portals both provide status updates, though U.S. corporate practice means most candidates who are not shortlisted will receive a form rejection email rather than detailed feedback.

  6. 6
    Prepare for a multi-round interview process

    Prepare for a multi-round interview process. Japanese mid-career hiring typically involves two to three rounds covering HR screening, hiring-manager technical interview, and a final round with a department head or executive. U.S. corporate roles at Subaru of America typically follow a phone screen, a functional interview, and one or two onsite rounds with cross-functional stakeholders. SIA production and skilled-trades roles involve an online application, an assessment, and an onsite interview that may include a plant tour and a practical skills check.

  7. 7
    For manufacturing roles at SIA, be prepared for a pre-employment assessment that

    For manufacturing roles at SIA, be prepared for a pre-employment assessment that evaluates mechanical aptitude, attention to detail, and basic math. Production associate applicants should expect the full cycle — application, assessment, interview, background check, drug screen, and physical — to take four to eight weeks.

  8. 8
    After an offer, expect a relatively long onboarding runway

    After an offer, expect a relatively long onboarding runway. Subaru Corp in Japan typically requires 30 to 60 days notice at minimum, and mid-career hires into engineering functions often undergo several weeks of orientation that includes plant tours of Gunma and, in some cases, visits to SIA. Subaru of America and SIA onboarding is more conventionally U.S.-paced but still includes a heavy emphasis on brand, product, and safety culture before you start the functional role.

Resume Tips for Subaru

recommended

Match the format to the entity

Match the format to the entity. A Japanese-style rirekisho and shokumu keirekisho are expected for Subaru Corporation roles in Japan, while Subaru of America and SIA expect a standard one-to-two-page American resume. Submitting a Japanese-style resume to Camden or Lafayette will confuse the reviewer; submitting a glossy American resume in Tokyo signals that you have not done basic homework.

recommended

Lead with AWD, boxer engine, or vehicle-dynamics credibility if you have it

Lead with AWD, boxer engine, or vehicle-dynamics credibility if you have it. Subaru is not trying to become a generic carmaker — symmetrical all-wheel drive and horizontally opposed engines are core brand DNA, and engineering candidates who can speak credibly to four-wheel dynamics, center-differential strategies, torque vectoring, or horizontally opposed powertrain NVH will be read more favorably than candidates with only generic automotive experience.

recommended

Show EV-transition capabilities explicitly

Show EV-transition capabilities explicitly. Subaru is under active pressure to build in-house EV competence in batteries, power electronics, thermal management, e-axles, software-defined vehicle architecture, ADAS, and cybersecurity. Candidates with any of these backgrounds should foreground them, including specific tools (CAN/FlexRay/Ethernet, AUTOSAR, MATLAB/Simulink, dSPACE, Vector CANoe), platforms, and certifications (ISO 26262, ISO/SAE 21434).

recommended

Quantify outcomes in a way that an automotive reader will respect

Quantify outcomes in a way that an automotive reader will respect. Units per shift, defects per million opportunities, takt-time improvements, warranty cost reductions, and ADAS false-positive rates are the kind of metrics Subaru engineering and manufacturing leaders care about. Marketing-flavored metrics without operational grounding are less persuasive.

recommended

For Subaru of America corporate roles, emphasize retailer relations, dealer-netw

For Subaru of America corporate roles, emphasize retailer relations, dealer-network experience, aftersales or parts operations, district management, and brand marketing on consumer-facing products. SoA is fundamentally a sales-and-service company, not a manufacturer, and candidates who understand the retailer-dealer-customer supply chain stand out.

recommended

For SIA in Indiana, emphasize lean manufacturing, Toyota Production System famil

For SIA in Indiana, emphasize lean manufacturing, Toyota Production System familiarity, kaizen experience, quality-first culture, ISO 9001 or IATF 16949 exposure, and any history of zero-defects or high-mix-low-volume manufacturing. Skilled trades applicants should list specific certifications (journeyman, PLC programming, robotics, tooling) prominently.

recommended

Use keywords aligned to each ATS

Use keywords aligned to each ATS. The Oracle HCM Cloud recruiter search on the Subaru of America site indexes structured fields — job title, employer, skills — so make sure those fields are populated accurately after auto-parsing. SAP SuccessFactors on the SIA site relies on keyword matching inside the application form; include Subaru-relevant terms like assembly, powertrain, paint, stamping, weld, quality, and any model names you have worked adjacent to.

recommended

Include language capability honestly

Include language capability honestly. Subaru Corp Japan roles, particularly on cross-regional product planning and supplier-facing engineering teams, increasingly require business-level English. Senior Japan-based roles that interface with Toyota or SIA will often ask for TOEIC scores or equivalent. For U.S. roles at SoA or SIA, Japanese is genuinely useful — particularly for SIA liaison roles and SoA product-planning functions that interface with the Tokyo head office — but it is rarely a hard requirement outside of specific positions.

recommended

Do not use decorative templates or photos except where expected

Do not use decorative templates or photos except where expected. Japanese rirekisho traditionally includes a photo; American resumes should not. Heavy-graphic or column-based resume templates frequently fail the Oracle HCM Cloud parser on the Subaru of America site, which will then ingest your data as an unstructured blob and effectively remove you from recruiter keyword searches.

ATS System: JPosting (Japan mid-career), Oracle HCM Cloud (Subaru of America), and SAP SuccessFactors (Subaru of Indiana Automotive)

Subaru does not operate a single global applicant tracking system. Subaru Corporation's Japanese mid-career portal at jsd.jposting.net/subaru runs on JPosting, a Japanese recruiting SaaS platform common among large Japanese enterprises. New graduate hiring in Japan is handled through the company's in-house guide and entry portal at subaru.co.jp/recruit/guide. Subaru of America, Inc. in Camden, NJ uses Oracle HCM Cloud (also known as Oracle Cloud Recruiting), hosted at hcal.fa.us2.oraclecloud.com, with 41 active requisitions at the time of writing. Subaru of Indiana Automotive uses SAP SuccessFactors at careers.subaru-sia.com with roughly 34 open positions, primarily production, skilled trades, and plant support. The three systems do not share candidate profiles, so you must apply separately to each entity you are interested in.

  • Keep resume formatting simple for Oracle HCM Cloud (Subaru of America). Single column, standard fonts, clear section headings (Experience, Education, Skills), and no images, text boxes, or tables. Oracle HCM's parser handles clean PDF and DOCX reliably but struggles with decorative templates, and a bad parse pushes you out of recruiter search results even if a human would rate your resume highly.
  • On the SIA SuccessFactors site, complete every field in the application form, not just the resume upload. SuccessFactors screens heavily on the structured form fields rather than the attached resume. Employment history gaps, missing dates, or skipped education fields are common causes of automatic down-ranking.
  • For the JPosting portal, submit a properly formatted shokumu keirekisho (職務経歴書) in Japanese. Subaru's Japan mid-career team expects a chronological career history with clear responsibilities, specific project scope, and measurable achievements. English resumes alone are rarely sufficient for Japan-based roles, even in roles where English is used day to day.
  • For new graduate (shinsotsu) hiring in Japan, start early. Subaru opens its new graduate entry portal months before graduation and runs a structured multi-stage process including company briefings, entry sheets (ES), SPI-style aptitude tests, and multiple interview rounds. Late applicants are often locked out regardless of qualifications.
  • Set up alerts on each portal separately. Oracle HCM Cloud and SuccessFactors both support saved searches and email alerts; JPosting supports job-category email alerts. Candidates who wait for a specific role to open are usually several days behind candidates who applied the day the requisition was posted.

Interview Culture

Subaru's interview culture differs sharply by entity, and candidates who prepare for the wrong one typically underperform.

In Japan, Subaru Corporation interviews follow the traditional Japanese enterprise rhythm: formal, structured, and evaluative of fit as much as competence. Expect two to three rounds for mid-career hires, starting with an HR screening, followed by a technical interview with the hiring manager and one or two team members, and finishing with a senior interview — often a department head or, for senior roles, a corporate officer. Dress conservatively in a dark suit, greet interviewers with a proper bow, and exchange business cards (meishi) with both hands if the interview is in person. Be prepared for questions about why Subaru specifically rather than Toyota, Honda, or Nissan, and have a specific, informed answer — interviewers will notice if you cannot distinguish the Subaru brand and business model from larger Japanese rivals. Questions often probe why you are leaving your current company, how you handle ambiguity, and whether you are comfortable with consensus-driven (nemawashi) decision-making. For engineering roles, expect detailed technical discussion that can get very specific about prior project scope, tools, and decisions you personally made. SUBARU Lab in Shibuya runs a slightly more modern interview process aligned with autonomous-driving and AI R&D hiring practices, but still expects Japanese-style formality. At Subaru of America in Camden, the process is closer to standard U.S. corporate. Expect a recruiter phone screen, a functional interview (often 45 to 60 minutes with the hiring manager), and one or two onsite rounds involving three to five interviewers. Behavioral questions are common — STAR-format answers work well — and interviewers consistently probe whether candidates understand the retailer-dealer-customer ecosystem and the Love Promise. SoA's culture places real weight on community involvement and brand affinity; being a Subaru owner or enthusiast genuinely helps, and interviewers frequently ask about it. Technical and analytical roles will include role-specific exercises, case questions, or portfolio walkthroughs. Decisions are typically delivered within one to three weeks of the final round. At SIA in Lafayette, interviews skew toward practical skills, safety orientation, and team-fit for shift-based manufacturing. Production associate applicants should expect a basic aptitude assessment, a group or individual interview focused on work history and reliability, a plant tour, and in some roles a hands-on practical test. Skilled trades applicants will face a more technical interview including equipment experience, PLC familiarity, and troubleshooting scenarios. Engineering and plant-support applicants will see a process closer to SoA's but with explicit questions about kaizen, continuous improvement, and comfort working in a mixed-model production environment — especially given the EV transition planned at the plant later in the decade. SIA interviewers often ask about willingness to work second shift, weekends, and overtime; truthful answers are better than aspirational ones, because SIA's HR team checks during onboarding.

What Subaru Looks For

  • Genuine interest in Subaru as a distinct brand, not just another Japanese automaker. Candidates who can speak specifically about boxer engines, symmetrical AWD, the Outback or Forester lineage, or the Love Promise are consistently rated higher than candidates with generic automotive backgrounds.
  • Technical credibility in the capabilities Subaru is actively building out: battery systems, power electronics, e-axle integration, thermal management, software-defined vehicle architecture, ADAS (EyeSight), cybersecurity, and mixed-model manufacturing engineering.
  • Comfort with a smaller, tighter-knit company culture. Subaru is one-tenth the size of Toyota, and candidates coming from very large automakers often find the pace of decision-making, scope of individual roles, and degree of cross-functional exposure very different. Interviewers screen for candidates who are energized rather than frustrated by that.
  • Quality-first orientation. Both the Gunma plants and SIA lead with quality and zero-defects messaging, and candidates across engineering, manufacturing, and supplier-facing roles are expected to treat quality as the primary constraint rather than a negotiable.
  • For Japan-based roles, Japanese-language fluency at a business level and the ability to operate inside a consensus-driven decision culture. For senior Japan-based roles, business-level English is increasingly also expected.
  • For Subaru of America, retailer-relationship fluency, brand affinity, and genuine interest in community and philanthropic work connected to the Love Promise. SoA hires into a distribution and marketing business, not a manufacturing one, and that shapes the profile they value.
  • For SIA, reliability, safety orientation, ability to work rotating or fixed shifts, teamwork in a union-adjacent environment, and — for engineering — comfort with high-volume, mixed-model production.
  • Long-term orientation. Subaru Corp in particular still values long tenure, and candidates who present a pattern of one-year moves are often screened out. SoA and SIA are more flexible but still prefer candidates who can articulate a multi-year commitment.
  • Willingness to work through the EV transition. Candidates who are skeptical of Subaru's EV strategy should not apply — the company has publicly committed to eight EVs by 2028 and a 50 percent EV mix by 2030, and new hires are expected to contribute to that transition rather than resist it.

Frequently Asked Questions

Which ATS does Subaru use?
There is no single Subaru ATS. Subaru Corporation in Japan runs mid-career hiring on JPosting at jsd.jposting.net/subaru and new graduate hiring through an in-house portal at subaru.co.jp/recruit/guide. Subaru of America in Camden, NJ uses Oracle HCM Cloud (Oracle Cloud Recruiting) at hcal.fa.us2.oraclecloud.com. Subaru of Indiana Automotive uses SAP SuccessFactors at careers.subaru-sia.com. The three systems are not linked, so applying to one does not create a profile in the others.
Do I need to speak Japanese to work at Subaru Corporation in Tokyo?
Yes, for the overwhelming majority of roles. Subaru Corp's head office operates in Japanese, and even roles that interface heavily with Toyota or SIA typically require business-level Japanese for day-to-day work and internal decision-making. A handful of research positions at SUBARU Lab and a few global product-planning roles operate in English, but candidates without Japanese should assume they are restricted to those specific tracks.
How many employees does Subaru have?
Roughly 36,000 consolidated employees globally. Subaru of Indiana Automotive alone employs more than 6,500 associates and is the largest Subaru site in North America. Subaru of America, the Camden, NJ distribution and marketing entity, is much smaller — in the low thousands — and the Tokyo head office, Gunma manufacturing complex, and aerospace division account for most of the balance.
Is Subaru a good employer during the EV transition?
Honestly, it depends on your risk tolerance. Subaru is smaller than Toyota, Honda, or Nissan, entered the EV market later than all of them, and has committed publicly to eight EVs by 2028 with four co-developed with Toyota. That is a real execution challenge and candidates should go in with open eyes. On the other hand, Subaru's Toyota partnership provides technical and platform leverage that a truly independent small automaker would not have, the company is investing in Gunma and at SIA, and roles tend to have broader scope than at larger rivals. For candidates who want meaningful ownership during a visible transition, it is a real opportunity; for candidates who want stability, a larger automaker is a safer bet.
What is the interview process like at Subaru of America?
Typically a recruiter phone screen, a functional interview with the hiring manager, and one or two onsite rounds with three to five interviewers. Expect behavioral questions in STAR format, role-specific exercises or case questions, and consistent probing on your understanding of the retailer-dealer-customer ecosystem and the Love Promise. Decisions are usually communicated within one to three weeks of the final round.
Does Subaru sponsor work visas?
Subaru Corporation in Japan does sponsor Engineer/Specialist in Humanities/International Services visas for specific roles, particularly in R&D, global product planning, and English-speaking corporate functions. Subaru of America sponsors U.S. work visas on a limited, role-by-role basis for specialized positions; general corporate, field, and sales roles typically require existing U.S. work authorization. Subaru of Indiana Automotive production roles are not sponsored. Always confirm sponsorship availability at the recruiter-screen stage.
What is the culture like at SIA in Indiana?
SIA describes its workforce as associates rather than employees and leads with quality, safety, and environmental stewardship — the same messaging that defines Subaru Corp manufacturing. The plant is ISO 9001 certified, enforces a zero-defects culture, and builds the Outback, Legacy, Ascent, and Crosstrek on a mixed model basis. It is a shift-based manufacturing environment with significant overtime and weekend work during peak periods, and the plant culture emphasizes continuous improvement, teamwork, and community involvement in the Lafayette area.
How long does the hiring process take?
For Subaru Corporation mid-career roles in Japan, expect four to eight weeks from application to offer, including a two-to-four-week document screening stage. For Subaru of America corporate roles, three to six weeks is typical. For SIA production roles, four to eight weeks from application to start date, including assessment, background check, drug screen, and physical. New graduate hiring in Japan runs on a much longer annual cycle starting roughly a year before graduation.
Are Subaru salaries competitive?
Subaru pays in line with the Japanese automotive industry for Japan-based roles, which is generally lower than the U.S. and European equivalents at comparable levels but includes strong benefits, long tenure bonuses, and housing support for certain roles. Subaru of America compensation is competitive for the Camden, NJ market and broadly aligned with mid-size U.S. corporate standards. SIA production wages are competitive within Indiana manufacturing, with production associate starting pay disclosed in job postings and substantial overtime available. None of the three is a top-of-market paycheck comparable to a flagship tech or finance employer.
What roles is Subaru actively hiring in 2026?
At the time of writing, Subaru of America has approximately 4+ open positions on Oracle HCM Cloud, SIA has approximately 4+ open positions on SuccessFactors, and Subaru Corporation in Japan has an active mid-career portal on JPosting with openings across electrical and electronics engineering, powertrain, software, quality, procurement, and aerospace. Across all three, the dominant hiring themes are EV and battery engineering, software-defined vehicle and ADAS capability, mixed-model manufacturing engineering, and product planning for the 2027-2030 EV lineup.

Open Positions

Subaru currently has 4 open positions.

Check Your Resume Before Applying → View 4 open positions at Subaru

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Sources

  1. Subaru Corporation Recruit (Corporate Careers Portal, Japan) —
  2. Subaru Corporation Mid-Career Portal (JPosting ATS) —
  3. Subaru of America Careers (Oracle HCM Cloud ATS) —
  4. Subaru of Indiana Automotive Careers (SAP SuccessFactors ATS) —
  5. Subaru of America Careers Overview —
  6. Subaru Corporation Executives (Atsushi Osaki CEO profile) —
  7. Subaru Begins Production of Battery EVs at Gunma Yajima Plant (NewsRelease, Feb 2026) —
  8. Subaru Plans 8 EVs by 2028 — 4 From Partnership with Toyota —
  9. Subaru Appoints Atsushi Osaki As New CEO —
  10. Subaru of Indiana Automotive Company Overview —