Our company name and logo were designed with the concept of specialists from various fields becoming a team and working together towards a common goal to achieve creative breakthroughs.

As a group of highly skilled professionals, we strive to utilize technology to create new businesses. We believe that the most important element needed to embody our corporate philosophy is people, or NAKAMA* who work together.

Under this notion, we focus on effectively utilizing our company’s talent. We offer two systems for enabling our employees to work in other fields via the Job Posting System and the Free Agent System. In tandem with our Role-Based System that maximizes an individual’s skills and capabilities, we are able to open doors for our employees’ careers and provide support for future successors.

^{*“NAKAMA” is a Japanese word that carries a deeper meaning than colleague, and can include friendship, but is mainly used here to mean an associate that passionately shares a similar goal that is achieved through comradeship.} 

Personnel Systems

Job Posting System

In this system, open positions within our company are publicly announced so that our employees may apply independently for a transfer. Applications are not disclosed to the employee’s manager until the transfer is officially decided upon. We encourage long-term career development by broadening employee career options, and we aim to curb resignations by improving our ability to match individuals with organizations. This process is carried out twice a year.

Free Agent System

This system enables our employees to apply for a transfer to different occupations and organizations within our company at any time regardless of vacancies. Ateam companies that receive such applications determine whether to accept the transfer. Similar to the Job Posting System, information is not disclosed until the transfer is official.

A Role-Based System that Heightens Individual Performance

Under the personnel system, roles are defined according to the type and scope of work that we want employees to perform, and grades and salaries are set for each role. By establishing roles, we aim to maintain fairness and impartiality in evaluations and promote autonomous growth by clarifying the expected requirement levels for each grade.

In order to respect the diversity of our employees’ careers, we also provide career paths for the future growth of individual employees. By expanding career options for our employees, we hope to help them develop long-term careers with Ateam.

Career Paths

Management	They are expected to maximize organizational results, exercise leadership, develop human resources, and manage the organization.
Specialist	They are expected to solve the specialized problems of the entire Ateam Group with highly specialized skills, technology, and knowledge.

Average Age and Youngest Age by Position

Our culture is rooted in a fair evaluation of each employee’s achievements and abilities, rather than age or company history. Depending on factors that include their abilities and achievements, they are often assigned to a section manager position at an early stage, and it is not unusual for a member to lead a team in their 20s.

We have fostered an environment that responds to our employees’ desire to grow and challenge themselves, so they can develop their career according to their abilities.

	Youngest Age	Average Age
Executive Officer	36	42.7
Equivalent to General Manager	31	39.4
Equivalent to Section Manager	27	36.5
Average for All Employees	―	33.7

^{*Data shown for the consolidated group as of the end of July 2024}

Goal Setting and Evaluation System

We offer opportunities for employees to talk with management about their 1-year and 3-year career visions, which is used to set work goals every six months. There are three types of goals: outcomes, actions, and skills. Outcome goals focus on creating revenue or concrete numerical results. Action goals focus on one’s workflows or operations that impact employee efficiency and effectiveness. Skill goals are set to improve skills and capabilities that will be utilized at work.

During a company fiscal year, there are midterm and end-of-term interviews between an employee and management to check on the progress of each goal. During this process, employees are provided feedback and advice toward their career development. Through the setting of goals and the evaluation process, we support the development of our employees as they strive to create results for Ateam.

Career Development Support

To encourage long-term employment, we offer employees “Career Counseling”, and “1-on-1 Meeting” systems.

Career Counseling

Career Counseling offers our employees opportunities to talk with an HR representative about issues related to work or future career endeavors.

1-on-1 Meeting

A 1-on-1 meeting is held between leadership and team members two to four times a month. The style and frequency of the meetings are freely decided by employees. Meetings can be utilized in many ways, such as discussing work-related hurdles, building relationships, and seeking advice to improve skills.

Major Annual Corporate Events

“Ateam FESTIVAL” and Awards

Every year we hold the “Ateam FESTIVAL”, an internal communication event that is a mixture of an award show and social gathering. The event aims for employees to learn and grow together by sharing success stories, leading to a more tight-knit unified corporate culture. We have also issued a “Knowledge Book” company newspaper every year after the event since 2019, which summarizes the work and contributions of award winners.

Developing our Successors

Business Development Contest “A+”

This competition aims to foster Ateam’s sustainable growth and development while contributing to society across various industries by continuously creating valuable new services. It started as the “New Business Idea Competition” in April of 2008, and gives employees the opportunity to propose new business ideas to top management. Many of our services, such as the wedding hall information site “Hanayume” (previously “Sugukon Navi”), a variety of free useful app tools called “ZeroApp”, and previously owned bicycle online e-commerce business “cyma”, had their beginnings in this competition. The competition changed its name to “A+” in 2011 and is regularly held every three months.

^{*ZeroApp is still currently in service, while cyma has been transferred.}

Promoting Executives

We have set up our company into many subsidiaries* through the years, including A.T.brides, Hikkoshi Samurai, Ateam Lifestyle, and Ateam Finergy. These subsidiaries operate businesses including “Sugukon Navi (now “Hanayume”)”, “Hikkoshi Samurai”, “Navikuru”, and “Navi Navi Cashing”. Executive members of each subsidiary are required to make a variety of management decisions as owners of the company. We hope to foster top tier executives for the future of Ateam through this organizational structure.

^{*Ateam went through a major restructure in February 2022}

Securing Experienced Human Resources

Alumni Recruitment

Ateam is promoting alumni recruitment* and welcomes the return of experienced former employees who share the values of our group. Former employees who have left our group for any reason have had opprotunities to acquire new skills in another environment or industry. We believe that by returning to our group again, they will bring their new knowledge and experience and accelerate innovation and growth in the business and the organization as a whole.