Hiring with Heart: Matching Aspirations and Vision
Ms. Kagami, who joined Maruyama in 2023 and now leads new graduate hiring, describes her role as a bridge between two futures:
- The future students hope to build, and
- The future Maruyama is striving toward.
She believes in one-on-one, dialogue-driven hiring, focused on reducing the gap between expectations and reality. “It’s not just about qualifications—it’s about helping people grow into who they want to become,” she says.
A Year-Round, Individual-Centered Approach
Unlike traditional hiring cycles, Maruyama’s approach is flexible and ongoing. Since every student has their own timing and journey, the HR team adjusts its recruitment and interview processes accordingly.
What do they look for? Beyond technical knowledge, curiosity, initiative, and a willingness to grow are key. Ms. Kagami encourages candidates to bring ideas to the table and approach work with both creativity and ownership.
“Work is a part of life. I want our people to feel challenged, fulfilled, and energized by what they do,” she shares
A Thoughtful Start: 6 Months of Immersive Onboarding
Maruyama’s onboarding process is unusually deep—especially in a world where quick ramp-ups are common. But that’s the point.
New hires go through a multi-stage training program designed to help them fully understand the business and culture:
- Classroom Orientation (1 week): Company overview and team structure
- Factory Training (Chiba): Hands-on experience with product manufacturing and assembly
- Sales Training: Field visits and exhibition participation—even for technical and administrative staff—to understand how products connect with customers
Depending on the role, onboarding can last between 4 to 6 months—longer than many companies, but deeply valued by employees.
“It’s tough, but incredibly meaningful,” Ms. Kagami says. “This time gives them a foundation that lasts.”
Respecting Individual Preferences in Assignments
Once onboarding is complete, team members are placed in departments based on both business needs and personal preferences. Sales staff select up to three preferred locations; for technical roles, preferences are discussed during onboarding interviews.
While not every request can be fulfilled, Ms. Kagami emphasizes that the company strives to respect individual aspirations, especially given its manageable team size.
A Message to Future Team Members
In a company-wide welcome event, Ms. Kagami once heard a new hire say:
“I chose Maruyama because of what you said. I felt I could trust the company.”
That moment, she says, was unforgettable.
Her message to job seekers today?
“Be honest with yourself. Think deeply about who you want to be—and if even a small part of that overlaps with Maruyama’s values, we encourage you to consider reaching out. Don’t rule us out just because we’re unfamiliar. You might be surprised at what you find.”
