Key Takeaways
- Visional, Inc. is the TSE-listed (4194) holding company for BizReach, the HRMOS SaaS suite (採用/タレントマネジメント/勤怠/経費/労務給与), Yell coaching, Bizhint media, and Visional Incubation — applying to 'Visional' actually means applying to one of these specific businesses, so pick one before you submit.
- The ATS is HRMOS 採用, Visional's own product that they sell to other Japanese enterprises and use for internal hiring. Every Visional job posting lives at hrmos.co/pages/hrmos/jobs/{job_id}, so the application experience is also a product demo.
- Visional is headquartered in Shibuya Cross Tower 12F (Tokyo) with ~2,808 employees as of mid-2025, domestic offices in Osaka/Nagoya/Fukuoka/Shizuoka/Hiroshima, and an engineering organization that actively publishes in both Japanese and English.
- Three parallel application tracks exist: 新卒 (new-grad, handled separately at newgrads.visional.inc), 中途 (mid-career, through the main careers portal), and オープンポジション (open position) for candidates open to multiple businesses.
- The company is English-friendly-ish: senior engineering, SRE, security, and data-platform roles can sometimes accommodate English-language loops, but business, consulting, sales, customer success, and marketing roles effectively require native or near-native Japanese.
- Prepare both a 履歴書 and a 職務経歴書 for any Japanese-language application; engineering candidates should also prepare a skill sheet (スキルシート) and link a GitHub or portfolio.
- Interviews run 3-4 rounds over 2-4 weeks, with the final round typically including an officer of the relevant operating subsidiary. Process is structured, predictable, and documented through HRMOS.
- Compensation is competitive for Japanese tech but typically disclosed only at offer — the job postings show 非公開 (undisclosed) for salary because real numbers are set in the recruiter conversation based on your level and role.
- Visional explicitly hires for long-term fit with the group mission (創る新しい可能性) and for specific product ownership, not generic 'I want to work in HR tech' motivation — tailor every application.
- Because HRMOS 採用 is one of the most widely deployed ATSes in the Japanese job market, the skills you develop navigating Visional's hiring flow translate directly to dozens of other Japanese employers who run on the same platform.
About Visional (BizReach)
Application Process
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Start at the Visional corporate careers portal at visional
Start at the Visional corporate careers portal at visional.inc/ja/careers.html. This page aggregates every hiring function under the holding company: BizReach, the full HRMOS product suite, Yell, Bizhint, Visional Incubation, and corporate functions. Spend real time on the service-specific pages (サービス別採用情報) before you apply — Visional explicitly looks for candidates who can articulate which of their businesses they want to join and why, not generic 'I want to work at Visional' applications.
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Decide which hiring track fits you
Decide which hiring track fits you. Visional runs three parallel pipelines that feed into the same HRMOS ATS: 新卒採用 (shinsotsu / new-graduate, for final-year university and graduate students, handled at newgrads.visional.inc), 中途採用 (chuuto / mid-career, for experienced hires, handled through the main corporate careers site), and オープンポジション (open position, where you apply without selecting a specific role and Visional's recruiting team matches you to an opening after document screening). The open-position track is unusually well-developed at Visional and is a legitimate option if you are interested in multiple businesses or unsure which team fits best.
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Pick a specific job family
Pick a specific job family. The careers site is organized by function: エンジニア (Engineering), デザイナー (Design), プロダクトマネージャー (Product Management), ビジネス開発 (Business Development — consulting and customer success), 企画/マーケティング (Planning and Marketing), and コーポレート (Corporate functions including HR, finance, legal, IR, and corporate development). Each family has dedicated landing pages with team descriptions, tech stack information for engineering, and links to Visional's Engineering Blog, Designer Blog, and product-specific content — read these, because interviewers frequently reference the blog posts.
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Click through to the HRMOS job detail page
Click through to the HRMOS job detail page. Every active requisition on visional.inc routes to a URL of the form hrmos.co/pages/hrmos/jobs/{job_id}. This is Visional's own HRMOS 採用 (HRMOS Recruiting) product acting as the ATS — the same product they sell to enterprise customers. The detail page contains the standard Japanese job description fields: 職種 (job title), 雇用形態 (employment type, usually 正社員 / full-time permanent), 給与 (compensation, often listed as 非公開 / undisclosed with 'details at interview' — this is normal for Japan), 勤務地 (location), 事業内容 (business description), 休日・休暇 (holidays and leave), and 待遇・福利厚生 (benefits).
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Prepare your application documents before you click 'Apply Now
Prepare your application documents before you click 'Apply Now.' Japanese hiring expects two documents for mid-career applications: a 履歴書 (rirekisho, a structured biographical CV covering education, work chronology, certifications, and commuting information) and a 職務経歴書 (shokumu-keirekisho, a career history document that reads more like a Western resume — accomplishments, responsibilities, quantified results, and skills per role). For engineering and product roles at Visional specifically, a supplementary English resume, a GitHub or portfolio link, and a technical skills sheet (スキルシート) listing frameworks, languages, and years of experience are strongly recommended and in many cases effectively required. The HRMOS application form includes standard file upload fields for these.
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Submit through HRMOS
Submit through HRMOS. The application form is straightforward by Japanese standards: name (with furigana / kana reading fields), contact information, current employment status, desired position, document uploads, and a free-text motivation field (志望動機). Treat the 志望動機 field as non-optional and substantive — Visional's screeners read it. Japanese convention expects 300-600 characters minimum; mention the specific product (BizReach, HRMOS 採用, HRMOS 勤怠, Yell, etc.), the specific team challenge you want to contribute to, and why you believe your background matches that challenge.
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Document screening (書類選考) takes roughly 1-2 weeks
Document screening (書類選考) takes roughly 1-2 weeks. Visional does not publish screen-out rates, but the process is competitive for named roles and more lenient for the open-position track. Expect an HRMOS-generated email notification with either a rejection (お見送り), a request for additional materials, or a scheduling link for the first interview.
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Complete the interview loop (usually 3-4 rounds)
Complete the interview loop (usually 3-4 rounds). Round 1 is typically a recruiter or hiring-manager screen focused on fit with the specific business unit, role motivation, and compensation expectations. Rounds 2 and 3 are technical or functional — coding and system-design interviews for engineering candidates, case-style exercises for consulting and business-development roles, portfolio reviews for design and product. Round 4 is typically a senior leadership or executive final round, which for Visional often includes an officer or director from the operating subsidiary (BizReach, HRMOS). Interviews in 2026 are offered in hybrid format — some rounds remote via Zoom/Google Meet, final rounds frequently on-site in Shibuya Cross Tower.
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Receive the offer (内定) and complete formalities
Receive the offer (内定) and complete formalities. Offers come with a written 労働条件通知書 (labor-condition notice) specifying salary, job description, working hours, probation period (試用期間, typically 3-6 months at Visional), start date, and benefits. Compensation at Visional includes base salary plus semi-annual performance bonuses (賞与, 年2回), with individual components determined at the offer conversation. Standard Visional benefits include full social insurance, commuting allowance (capped at ¥50,000/month), a 部活 (internal club) program, a 'myChoice' selectable work-style framework, and an in-office cafe; permanent smoke-free offices; standard Japanese leave including yearly paid vacation, congratulatory/bereavement leave, summer and year-end breaks, plus anniversary leave and parental leave.
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Accept and begin 入社 (nyuusha / onboarding)
Accept and begin 入社 (nyuusha / onboarding). Visional runs structured onboarding programs distinct by business unit, with orientation on the Visional Group mission, product training on BizReach or HRMOS depending on your unit, and mentor-led ramp-up for engineering and product hires. Note the standard Japanese convention of a 2-3 month notice period at your current employer; most Visional offers accommodate start dates 1-3 months out.
Resume Tips for Visional (BizReach)
Write a proper 職務経歴書 (shokumu-keirekisho) if applying in Japanese
Write a proper 職務経歴書 (shokumu-keirekisho) if applying in Japanese. This is non-negotiable for mid-career applications. Structure it with a brief 職務要約 (career summary, 4-8 lines), followed by chronological positions with 会社名 / 在籍期間 / 事業内容 / 従業員数 / 自身の役割 / 実績 (company, tenure, business description, headcount, your role, accomplishments) for each. Japanese hiring readers expect company context they may not know, so explain obscure employers. Aim for 2-4 pages.
For engineering roles, add a dedicated スキルシート (skill sheet)
For engineering roles, add a dedicated スキルシート (skill sheet). Tabulate programming languages, frameworks, databases, cloud providers, and years of hands-on experience per item. Visional's stack leans Ruby on Rails (BizReach and HRMOS core), Go (newer microservices and platform tools), TypeScript/React (frontend), Java (some HRMOS modules), Python (data platform), and AWS — calling out relevant experience explicitly helps you past document screening.
Quantify outcomes the way Visional's own case studies do
Quantify outcomes the way Visional's own case studies do. Visional's HRMOS marketing is full of metrics — 採用率 X% improvement, 応募数 Y% growth, 離職率 Z% reduction. Mirror that style in your resume: 'Reduced checkout error rate by 34% by restructuring payment retry logic,' 'Grew MAU from 120k to 480k over 18 months,' 'Led a 12-person squad shipping 4 major releases per quarter.' Avoid abstract claims like 'improved the user experience.'
Name your motivation for the specific Visional product, not for Visional as a wh
Name your motivation for the specific Visional product, not for Visional as a whole. The difference between applying to the BizReach core team, the HRMOS 採用 development team, the HRMOS 勤怠 org, Yell, and Visional Incubation is substantial — different products, tech stacks, commercial models, and leadership. Your resume's 志望動機 or summary line should reference one of them by name. Applications that say 'I want to join Visional because it is growing' screen poorly.
Optimize for HRMOS 採用 parsing
Optimize for HRMOS 採用 parsing. Because Visional uses its own HRMOS 採用 ATS, your resume passes through a parser Visional engineers help maintain. Submit PDFs generated from Word or a clean builder (ResumeGeni's Japanese templates work well here), avoid image-based resumes, keep your section headers standard (職務経歴, 学歴, 資格, スキル, 自己PR), and use real text — not typography tricks, not infographic layouts, not scanned content.
Include a photo on your 履歴書 if applying through the formal Japanese route
Include a photo on your 履歴書 if applying through the formal Japanese route. Japanese convention still expects a professional photo (3cm x 4cm, plain background, business attire) on the rirekisho even though Western convention rejects this. This is specifically for the rirekisho; the shokumu-keirekisho itself does not carry a photo.
Write English resumes with extra context for non-Japanese companies on your CV
Write English resumes with extra context for non-Japanese companies on your CV. Visional reviewers are internationally literate but not omniscient — if you worked at a company that is famous in your home market but unknown in Japan, add a one-line descriptor (e.g., 'Scotiabank — Canada's third-largest bank, 90,000 employees'). Do the same for universities outside the global top-100 ranking cluster.
For product and design roles, include a portfolio link and annotate each case wi
For product and design roles, include a portfolio link and annotate each case with your specific contribution. Visional's product organization is unusually mature — they will probe what you personally shipped vs. what your team shipped. Flag ownership explicitly: 'Sole designer' vs. 'Lead designer with two contributors' vs. 'Contributing designer on a larger redesign.'
Proofread your Japanese with a native speaker if you are not fully fluent
Proofread your Japanese with a native speaker if you are not fully fluent. Japanese resumes carry signal beyond content — sentence formality (である vs. です・ます within the same document is a red flag), particle consistency, and correct use of 敬語 (honorific forms) in the self-PR section all influence reviewer perception. A 5-minute native check is worth it.
Do not pad
Do not pad. Visional screens for high-density, specific, accomplishment-driven resumes. Padding with generic phrases ('strong communication skills,' '責任感を持って業務に取り組みました'), listing every course you took in university, or explaining why you left each job in the CV itself all dilute the signal. Cut until every line earns its place.
ATS System: HRMOS 採用 (HRMOS Recruiting, by Visional)
HRMOS 採用 is Visional's own applicant tracking system — the same product they sell to thousands of Japanese enterprises, and the ATS they use for their own hiring. When you apply to any role at Visional, BizReach, or any HRMOS-powered career page, you are working directly with this product at hrmos.co. Because Visional both builds and uses HRMOS internally, the system is unusually polished for a Japanese-market ATS: it renders job detail pages at public URLs (hrmos.co/pages/hrmos/jobs/{job_id}), supports structured data for job boards and scrapers, handles rirekisho/shokumu-keirekisho file uploads natively, and includes standard workflow stages (書類選考 → 一次面接 → 二次面接 → 最終面接 → 内定). Candidates should expect HRMOS-generated emails for every status change, a candidate portal where you can track application state, and a well-structured application form that respects Japanese data-entry conventions (furigana fields, zip-code-driven address autofill, company-specific privacy handling notices). HRMOS 採用 is widely deployed across Japanese employers in our database — you will interact with it repeatedly during a Japan job search, so learning its rhythms pays off beyond Visional itself.
- Apply from a computer, not a phone — the HRMOS form handles long-form motivation fields and multiple document uploads (rirekisho, shokumu-keirekisho, portfolio, skill sheet, English resume) better on desktop.
- Use PDF files, under 10MB each. Do not upload Word .docx directly; convert to PDF to preserve formatting. Name files in the Japanese convention: 履歴書_姓名.pdf and 職務経歴書_姓名.pdf (or in romaji: rirekisho_Yamada.pdf).
- Fill every optional field you can. HRMOS-based ATSes frequently weight optional fields (preferred location, salary expectations, available start date, referral source) into internal scoring. Leaving them blank does not penalize you outright, but filling them gives the recruiter more to work with.
- Write a substantive 志望動機 (motivation) in Japanese. 300-600 characters minimum, mention the specific Visional product by name, reference a specific team challenge or product direction you read about on the careers site or engineering blog, and connect it to your background.
- Set your furigana (kana readings) correctly. HRMOS uses these for internal sorting and correspondence; a wrong or missing furigana flags as a data-quality issue.
- Expect all email from HRMOS to come from [email protected] or a visional.inc subdomain. Whitelist these early so interview scheduling links do not land in spam.
- If you are re-applying after a prior rejection, use the same email address. HRMOS candidate records persist, and the recruiting team can see your history — acknowledge it in your 志望動機 rather than pretending it did not happen.
Interview Culture
Visional interviews follow Japanese 中途採用 (mid-career) conventions with a few distinctive patterns that are worth preparing for.
What Visional (BizReach) Looks For
- Clear understanding of which Visional Group business you want to join, and why — BizReach versus HRMOS 採用 versus HRMOS 勤怠 versus Yell versus Visional Incubation. Candidates who cannot distinguish the products struggle in first-round interviews.
- Concrete, quantified accomplishments in prior roles. Visional's own product marketing is metric-heavy; they expect the same rigor from candidates. 'Led a project' is weaker than 'led a four-engineer squad that shipped HRMOS-style onboarding in 11 weeks and raised first-month activation from 44% to 71%.'
- Alignment with the group mission — creating human capital mobility and enabling talent to find better opportunities. Candidates whose career stories show conviction about how work and hiring should change perform better than candidates whose stories read as opportunistic.
- For engineering roles: production-quality coding, comfort with Ruby on Rails, Go, or TypeScript at senior level, a demonstrable track record of shipping to real users, and real opinions about testing, observability, and reliability. SRE and security hires are in continuous demand; data platform and ML hires are growing.
- For product and design roles: explicit ownership of shipped work, strong problem framing (can you articulate what user problem you were solving, and how you validated it?), and taste — evidence that you cared about the small details beyond what the spec required.
- For consulting, customer success, and business-development roles: native or near-native Japanese, a track record in enterprise SaaS or HR-adjacent services, and the ability to speak credibly about how Japanese enterprise HR buying actually works.
- Long-term commitment signals. Japanese hiring broadly and Visional specifically read short job tenures (under 2 years) as a risk; expect to be asked to explain any short stay on your resume. This does not mean Visional will not hire job-changers — many of their own leaders are mid-career hires — but you should own your story, not hide from it.
- Intellectual honesty in interviews. Visional interviewers explicitly probe for candidates who can say 'I don't know,' 'that didn't work,' or 'here is what I would do differently.' Over-selling in interviews backfires — the company's own cultural messaging around product-led DX rewards calibrated confidence.
- Coachability and openness to feedback. Internal mobility is central to Visional's own employer brand; candidates who demonstrate growth over their career and can speak to how they learn and evolve perform well.
- Baseline Japanese business etiquette. Even if you interview in English, knowing how to greet, exchange business cards (名刺交換), and close a meeting courteously is expected for any in-person final round — especially with officers.
Frequently Asked Questions
Is Visional the same company as BizReach?
Can I apply to Visional if I do not speak Japanese?
What ATS does Visional use?
How long does the Visional hiring process take?
What is the salary range at Visional?
Does Visional hire new graduates?
What is オープンポジション and should I use it?
Where is Visional headquartered and do they offer remote work?
Can I re-apply if I was rejected before?
What is Visional's most distinctive cultural trait as an employer?
Open Positions
Visional (BizReach) currently has 3 open positions.
Related Resources
Sources
- Visional, Inc. — Corporate Homepage —
- Visional Careers — Top Page —
- Visional Engineering Careers —
- Visional Careers — Privacy Handling for Recruitment Activities —
- Visional Careers — Work Environment —
- BizReach, Inc. — Open Position (Engineering) on HRMOS —
- Visional New Graduate Recruitment Portal —
- HRMOS 採用 — Product Page —
- BizReach — Main Service —
- Visional IR — Investor Relations —
- Visional Engineering Blog —
- Visional — BizReach・Campus × sonar ATS by HRMOS Integration Press Release —
