Operator
Camille
Working with a heart for the Philippines, and caring for customers with the love of a family.
In a word, it feels like “family.” We treasure the customers we have known for years, too.
Careers / 採用情報
Careers
Nationality and background do not matter. We are looking for people who bring real motivation to work that connects the Philippines and Japan. Our pay, evaluation and bonus systems are fully disclosed on this page.
Work in Numbers / 数字で見る働き方
~50
Employees
Including officers and part-time staff / a multinational team
6grades
Career grade system
From newcomer to executive officer
8ranks
Evaluation ranks
S to D / transparent scoring criteria
2per year
Regular bonuses
July and December / plus a year-end bonus when conditions are met
Career Path / キャリアパス
The career ladder, and stepping up in your role.
The higher the grade, the greater the role and the accountability for results. We publish the role and expected annual salary for every grade.
5·6
Grade 5–6
Management / Executive Officer
Expected annual salaryapprox. ¥5.76M–11.84M
As a manager or supervisor, serves as a department head or member of the executive team, responsible for achieving organizational goals and setting company-wide management strategy.
4
Grade 4
Supervisor / Department Head
Expected annual salaryapprox. ¥3.99M–6.40M
Has thorough knowledge of the department's work and drives operations toward targets. Supervises work with a view to optimizing the department as a whole.
3
Grade 3
Department Manager / Section Chief
Expected annual salaryapprox. ¥3.51M–5.56M
Understands the department's operations, brings its staff together, and drives execution while developing and guiding staff so they can perform at their best.
2
Grade 2
Staff Leader / Senior Staff
Expected annual salaryapprox. ¥3.45M–5.44M
Has ample experience and specialized knowledge of the work, and beyond their own duties, guides and supports junior colleagues and those around them.
1
Grade 1
Newcomer / General Staff
Expected annual salaryapprox. ¥2.92M–4.14M
Within a defined scope of duties and following the instructions and policies of supervisors, accurately completes their own tasks and administrative work. Contributes to better teamwork.
Point
Aim for a raise by taking on the next grade up.
Each grade has a salary ceiling. Once base pay exceeds a certain level, raises are reduced to 50%, and eventually stop. When your salary approaches the ceiling, that is the signal: it is time to take on the next role. Stepping up to a new grade raises the ceiling, and lets you aim for the next stage.
Promotion
The criteria for promotion are public, too.
You are promoted to the next grade when your half-year evaluation meets any of the following:
- You receive an S rating
- You receive an A rating twice in total
- An A rating brings you to the top pay step of your current grade
Evaluation & Bonus / 評価・賞与制度
Eight evaluation ranks, tied directly to raises and bonuses.
Evaluations are conducted twice a year (August and February) for regular employees (monthly-salaried staff). Scores are calculated with 100 points as the standard for the grade, and classified into eight ranks. As a rule, evaluation is absolute, not relative. Results are always explained to you in a feedback interview, and lead into goal-setting for the next half-year.
S
120 points or more
Performing at the level of the grade above
A
112.5 to under 120
Performing above the grade standard
AB
105 to under 112.5
Performing slightly above the grade standard
B+
100 to under 105
At the grade standard, slightly stronger
B−
95 to under 100
At the grade standard, slightly weaker
BC
87.5 to under 95
Performing slightly below the grade standard
C
80 to under 87.5
Below the grade's competency standard
D
Under 80
Below the grade's competency standard (at the level of the grade below)
* How results translate into raises, pay reductions and bonuses follows separately defined rank criteria. Evaluation consists of “management by objectives,” “job performance competency (knowledge, skills and attitude)” and “results.”
The principles of evaluation are written down, too
Our personnel evaluation rules explicitly set out the principles evaluators must follow: not to be swayed by nationality or gender, not to be swayed by personal relationships or feelings, and to evaluate on the basis of objective facts and results. Precisely because we are a multinational team, we guarantee fairness through rules.
The rules for the budget and payouts are public, too
The budget (pool) for raises and bonuses is set by taking the company’s results, business environment and other factors into account. If the sum of everyone’s calculated amounts is within the pool, everyone is paid in full. If it exceeds the pool, amounts are adjusted proportionally: pool × your calculated amount ÷ the total of everyone’s calculated amounts.
Annual Cycle / 年間スケジュール
When raises and bonuses happen.
Evaluations take place twice a year, in August and February. The first-half evaluation (February to July) is reflected in the December bonus, and the second-half evaluation (August to the following January) in the July bonus.
Jul
Regular bonus (second half)
Paid on July 25, based on the second-half evaluation period (August to the following January).
Oct
Regular pay revision
Decided based on the two most recent evaluations, second half and first half.
Dec
Regular bonus (first half)
Paid on December 25, based on the first-half evaluation period (February to July).
Febend
Year-end bonus
Paid only when the conditions set by the company are met.
- Eligibility for regular bonuses
- Not eligible if employed for less than 4 months of the evaluation period (mid-career hires, leave of absence, etc.). 4 to under 5 months of service: 4/6 of the assessed amount. 5 to under 6 months: 5/6.
- Eligibility for regular pay revision
- Not eligible if employed for less than 8 months of the evaluation period (February to the following January), for example mid-career hires or leave of absence.
- Eligibility for the year-end bonus
- Not eligible unless employed for the entire evaluation period (February to the following January).
Voices / 社員の声
Back-office administration
Sahan
A worldwide workplace, where you can feel unlimited possibilities.
People from abroad can thrive here. If you have real motivation for the work, I would love to work with you.
Headquarters / Marketing
Densari
There are colleagues you can talk to about anything.
I do not think there is any other environment where you can learn and grow this much.
Warehouse & Logistics
Nick
A lovable food YouTuber connecting the Philippines and Japan.
If I had to sum it up, Akabane Bussan is “the best” company!
Headquarters IT / Marketing
Ruiz Paul Laurenz
Turning my feelings for my home country into marketing.
What I like is how close we are to the president. It is a very open company.
General Sales Planning
Hiroshi Shioigawa
Fate brought me to this company. Connecting people, bond by bond.
For society, and for people. Japanese customers, please feel free to get in touch too.
* Positions and content are as of the time of the interview.
FAQ / 採用FAQ
Frequently asked questions.
Q. Can I apply if I am not a Japanese national?
A.
Yes. Most of our employees are foreign nationals, and staff from many backgrounds play central roles in every department. You can work within the employment restrictions of your visa. We have also hired international students.
Q. Is it OK if I have no experience in this industry?
A.
Yes. Many of our staff came from completely different industries. We have a culture where senior staff patiently teach you what you do not yet know, and job rotation lets you grow while experiencing a wide range of work.
Q. Is there a way to learn about the work before joining?
A.
We have a pre-employment internship program. You can get a real picture of the actual work before deciding to join.
Q. How is salary decided?
A.
Salary is based on our six-level career grade system and an eight-rank evaluation conducted every half-year. The role and expected annual salary for each grade, the scoring criteria for each rank, and the criteria for promotion are all published on this page.
Entry / エントリー
Your motivation to work
matters to us.
For current openings and how to apply, please contact us through the careers inquiry form.
Careers Contact / お問い合わせフォーム
Careers inquiries.
Feel free to ask about current openings and how to apply. Our recruiting team will get back to you.