IT, manufacturing and engineering companies across Japan are struggling to fill technical roles. Hiring a foreign engineer is now a mainstream option — but only if the visa side is planned from the start. Most engineers work under one residence status: Engineer / Specialist in Humanities / International Services (技術・人文知識・国際業務, often shortened to “Gijinkoku”). This guide explains what it requires and how a typical hire from overseas works.
What the status covers
The status covers work that requires knowledge in the natural sciences (engineering, IT, mechanical or electrical design), the humanities (law, economics, marketing), or work rooted in a foreign culture such as translation and interpretation. Software engineers, bridge SEs, embedded developers, infrastructure engineers and CAD designers are usually hired under it. Periods of stay are 5 years, 3 years, 1 year or 3 months, and the status can be renewed.
Main requirements
- Education linked to the job. A university degree (in Japan or abroad), or a diploma from a Japanese vocational school with the “Senmonshi” title. The field of study must be related to the job.
- Or work experience. Without a qualifying degree, 10 years of relevant experience (3 years for international-services work such as translation) can replace the education requirement.
- IT qualification exception. For IT roles, certain information-technology certifications recognised by the Ministry of Justice can also replace the education requirement.
- Equal pay. The salary must be at least what a Japanese employee would receive for the same work.
- Professional work only. Simple manual work — for example, assembly-line operation — is not allowed under this status, even for a graduate engineer.
Hiring from overseas: step by step
- Define the role. Write down the duties, required skills and Japanese level. Clear duties make the visa application easier, because the immigration bureau checks that the job matches the candidate's background.
- Select candidates. Online technical interviews, a Japanese-level check (JLPT or an interview) and reference checks.
- Offer and contract. Sign the employment contract with salary, duties and start date.
- Certificate of Eligibility (COE). The company (or a licensed administrative scrivener, 行政書士, on its behalf) applies to the regional immigration bureau. Processing can take from several weeks to a few months.
- Visa at the Japanese embassy. The candidate takes the COE to the Japanese embassy or consulate in their country. The COE must be used within its validity period.
- Arrival and onboarding. The residence card is issued at the airport. Housing, a bank account, a phone and city-hall registration follow in the first weeks.
- Notify Hello Work. Every employer must report the hiring of a foreign worker (外国人雇用状況の届出). If the employee joins employment insurance, this is done with the insurance enrolment form by the 10th of the following month.
Where applications go wrong
- The job description does not match the candidate's degree.
- Duties include large amounts of non-professional work.
- The salary is lower than for Japanese staff in the same role.
- Documents about the company (financial statements, business description) are incomplete.
How NEXORA helps
NEXORA introduces pre-screened engineers from Vietnam and other countries, coordinates the COE application with partner administrative scriveners, prepares candidates with business Japanese and workplace training before arrival, and supports them after they join. See our service for Japanese companies or request a consultation.
This article is general information as of November 2026, not legal advice. Rules change — confirm the latest requirements with the authorities or a licensed professional before acting.