With technical roles hard to fill across Japan's IT and manufacturing sectors, more and more companies are looking at Vietnamese engineers. Vietnam is now the largest source country of foreign workers in Japan. Using the latest official data, this guide covers the benefits and the real challenges, how to choose a hiring route, and what makes Vietnamese engineers stay and grow with your company.
Vietnamese talent in numbers
| Indicator | Figure | Source |
|---|---|---|
| Vietnamese workers among foreign workers in Japan | 605,906 (23.6%, the largest nationality) | MHLW, end of Oct 2025 |
| Vietnamese residents in Japan | 681,100 (2nd largest nationality) | Immigration Services Agency, end of 2025 |
| Residents with Engineer/Specialist in Humanities/International Services status (all nationalities) | 516,184 | Immigration Services Agency, end of June 2026 |
| IT workforce in Vietnam | About 560,000, plus roughly 55,000–60,000 new IT entrants a year | TopDev, Vietnam IT Market Report 2024–2025 |
A large Vietnamese community already lives and works in Japan, and a growing IT workforce sits in Vietnam itself. Having both pools — in Japan and overseas — is what makes Vietnamese talent stand out.
Five reasons to hire Vietnamese engineers
1. A large talent pool
Vietnamese workers are the largest group of foreign workers in Japan. You can source both from people already in Japan who want to change jobs and from engineers abroad who want to relocate.
2. Many have worked with Japanese companies
Many Japanese firms run offshore development centres in Vietnam, so it is common to meet engineers — and bridge SEs — who already know Japanese quality standards and ways of working.
3. A young, growth-minded workforce
Tens of thousands of new IT graduates enter the market every year, so you can hire from junior to mid-senior level. Many candidates see a career in Japan as a clear long-term goal.
4. A strong support network in Japan
Vietnamese communities across Japan help newcomers settle in and avoid isolation — which supports retention.
5. A bridge to Vietnam
If you plan to expand to Vietnam or use offshore development, employees who understand the language and culture become especially valuable.
Four things to know before you hire
- Japanese levels vary. Do not rely on the JLPT level alone; test the speaking and reading the job really needs.
- The residence-status rules apply. The job must match the candidate's degree or work experience — see our guide to the Engineer/Specialist visa.
- It is not "cheap labour". Pay must be at least equal to Japanese staff in the same role. Hiring to cut salaries fails on both the visa and the retention side.
- Retention needs a system. Unclear evaluation and no help with daily life are common reasons for early resignations.
Comparing hiring routes
| Already in Japan | From overseas | |
|---|---|---|
| Typical time to start | 1–2 months | 3–6 months |
| Japanese & Japanese-workplace experience | Usually yes | Varies (pre-arrival training helps) |
| Main procedures | Check the current status fits the job; employee's 14-day notification | Certificate of Eligibility, visa, relocation |
| Best when | You need someone fast | You need specific skills or several hires at once |
For the procedures when hiring someone already in Japan, see this article.
Checklist for a successful hire
- Set the Japanese level from the real tasks of the job
- Write a specific job description
- Test practical Japanese communication as well as technical skills
- Explain salary, evaluation and career path before the offer
- Plan the first month of onboarding and name a buddy
- Prepare support for housing, banking and city-hall procedures
- Hold regular one-on-ones for the first 3–6 months
FAQ
How much Japanese does a Vietnamese engineer need?
It depends on the job. If daily communication is in Japanese, JLPT N2 or higher is a common benchmark; in teams that work in English or Vietnamese, N3 can be enough. Always check real speaking and reading ability in the interview, not just the certificate.
How long does hiring take?
For candidates already living in Japan, about 1–2 months from first interview to start date. Hiring from overseas adds the Certificate of Eligibility review and the visa process, so plan for about 3–6 months.
Can we pay less than Japanese employees?
No. The Engineer/Specialist in Humanities/International Services status requires pay at least equal to that of Japanese staff doing the same work.
Which residence status is usually used?
Most engineers work under Engineer/Specialist in Humanities/International Services. The immigration bureau checks that the job matches the candidate's degree or work experience.
How do we keep them long term?
Align expectations before joining, give clear evaluation criteria and a career path, hold regular one-on-ones, and support daily life such as housing and city-hall procedures.
Summary
Vietnamese engineers offer a large talent pool in both Japan and Vietnam, and many already know how Japanese teams work. Success depends on designing the role around the residence-status rules and building a system that helps people stay and grow.
NEXORA introduces Vietnamese engineers already in Japan and pre-screened engineers from overseas, coordinates visa procedures with partner administrative scriveners, and supports retention after joining. See our service or book a free consultation.
Sources
- Ministry of Health, Labour and Welfare — summary of foreign-worker employment notifications (end of October 2025)
- Immigration Services Agency of Japan — statistics on foreign residents (end of December 2025) and the announcement for end of June 2026
- TopDev — Vietnam IT Market Report 2024–2025
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.