Table of Contents
Introduction : Background
After reading my article, “Hiring Opportunity for Japanese Companies in Germany,” an experienced expatriate professional from Europe—referred to here as Interviewee A—offered to share his personal story. He has more than 20 years of experience as a sales and business development manager in the European automotive sector, most of which was with Japanese and Western multinational companies. Interviewee A offers a unique perspective on organizational culture, barriers, and opportunities for local and foreign professionals in Japanese firms.
The Automotive Industry: Change, Challenge, and Uncertainty
Interviewee A has witnessed, firsthand, the turbulence of the European automotive sector. “It’s complicated,” he says—pointing to layoffs, downsizing, and how even top managers no longer have clear answers about the market’s direction. Professionals with long, solid experience in the sector are finding it especially hard to land new roles as hiring freezes and reorganizations become the norm. He notes that his own job search after many years with a Japanese company spanned years and included many failed interviews before landing something suitable.
Cultural and Structural Barriers
One of the strongest themes in our dialogue was the added challenge for non-Germans in advancing their careers. Interviewee A described how, despite his fluency in German, companies often preferred local people. He also highlighted how management and sales roles in the automotive sector typically go to those with engineering backgrounds—which isn’t his specialty.
Within Japanese companies, further barriers appear. There are structures and preferences that shape career paths and limit opportunities for non-locals, regardless of experience or performance.
Japanese vs. Western Companies: What’s Different?
The conversation underscored a sharp contrast between Japanese business culture and that of Western firms. Interviewee A observed that in many Japanese multinationals, key decisions are routed through headquarters and lead roles are often assigned to expatriates—even at the cost of losing highly skilled local staff. Sometimes, budgeting constraints rooted in a weak Yen make it difficult to offer market-competitive salaries for experienced local managers, pushing them to seek better opportunities elsewhere.
Integration, Retention, and Missed Opportunities
A particularly telling aspect of his experience was the company’s lack of initiatives to support integration. The company does not offer the chance to learn Japanese, even after many years of service. Such small actions can make a huge difference in helping employees feel included, valued, and invested in the company’s future.
He also noted the wasted potential when experienced local staff aren’t encouraged to serve as mentors, especially for new expatriates. A more collaborative knowledge exchange could benefit both sides and better leverage the diverse strengths within the organization.
Change Requires Consistency—And Leadership
Open-minded leaders who recognize these issues are rare, and their short tenures often don’t allow meaningful changes to take root or remove longstanding roadblocks for the long-term.
Diversity, Gender, and the Value of Listening
Interviewee A encouraged me to talk with female managers at Japanese companies in Germany, noting that their perspectives—especially as non-Europeans—would further illuminate the challenges of breaking through entrenched, male-dominated structures. He sees this as an area where Japanese companies can learn much from European counterparts, and where small changes to empower women can echo very positively throughout the business.
Conclusion : Final Thoughts
Our exchange reinforced how important it is for Japanese companies in Germany to:
- Recognize and invest in local and diverse talent
- Offer meaningful integration opportunities (such as language courses)
- Use experienced staff as mentors
- Ensure that positive changes go beyond individual leaders and are built into the company’s culture
Small steps toward greater inclusion can have a lasting impact. As generations change and expectations shift, these efforts are not just moral imperatives—they’re strategic necessities for any company hoping to thrive in Germany’s highly competitive market.
About YS Global Search (YSGS)
YS Global Search was founded in February 2024 in Duisburg, Germany. Based on our vision, mission and values, we provide the best talent acquisition experience to our clients and the best career consulting experience to our candidates. We specialize in headhunting and executive search for local management positions in Europe, especially Germany. We are not just a recruitment company that delivers a pool of candidates to our clients and a job to our candidates. We promise to be a business partner to our clients, enhancing and strengthening their organization through the introduction of experienced and professional talent. We also promise to be a lifelong career development partner to our candidates, supporting their growth and satisfaction throughout their career milestones.
- International Executive Recruitment Specialist for local management placements in Germany
- 15 years of experience as executive search, recruitment, and headhunting consultants in
- Tokyo, Japan for 1 year
- Bangkok, Thailand for 10 Years
- Düsseldorf, Germany for 4+ Years
- Currently based in Duisburg, Germany
If you have any questions about career coaching, please do not hesitate to contact us. We would be happy to schedule a free consultation call to explain how we can help you!
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