FAQ

CV screening → Interview by HR department (face-to-face or online) → Interview by Executive (face-to-face)　*We plan to hold 2-3 interviews

It depends on the candidate, but most of our candidates join us within 1 to 3 months after accepting a job offer. Please consult with us about your current project and handover situation.

The company-wide average overtime hours for the previous fiscal year was about 22 hours. However, with the application of the overtime limit in the construction industry in April 2024, the Human Resources Department has made all employees aware of the limit, reminding them before they exceed it and requesting them to correct daily omissions of timekeeping, omissions of applications, and incomplete applications. In cases where there is a discrepancy between the work schedule and actual work status, the HR Department confirms the actual work status with the employee and his/her supervisor.

When we need to respond to a holiday, we use a substitute workday or a substitute holiday instead of working on a holiday or taking a compensatory day off. By making sure to set up a compensatory day off in advance, the same number of days off are taken regardless of the department. The annual number of holidays is 124 days, including Saturdays, Sundays, and holidays off.

It depends on the case, so it is difficult to say, but about 20-30% of all cases involve night shifts. Although the company is careful to avoid having consecutive night shift cases, there are times when night shifts occur in succession. In such cases, we try to reduce the burden on employees as much as possible by assigning an outsourced site foreman.

Currently, we do not hire new graduates, and our employee composition is 100% mid-career hires, so onboarding is centered on on-the-job training. Although we are hiring experienced personnel, the scale of projects, the scope of work, the way of proceeding, and relations with other departments may differ in some ways from their previous positions.

We conduct training (for all employees) on the Credo (Vision, Mission, Values, and Principles of Action) so that all employees can do their jobs based on the Credo, which we hold dear, and we continue to disseminate the Credo to all employees. We also provide management training to improve subordinate development, member communication, and problem-solving skills.

As stated in our vision (corporate philosophy), we value above all else the realization of “providing valuable spaces that our clients can appreciate. We aim to provide value that exceeds our clients’ expectations by, for example, not being at the mercy of our clients, but rather by making judgments as professionals in design and construction, carefully observing the circumstances surrounding our team members and subcontractors, and making appropriate proposals on a case-by-case basis.
As part of this effort, we have launched a project on quality improvement, sharing the perspectives and knowledge of veterans as an in-house manual to improve the skills of our construction managers. In addition, everyone involved in the project is working together to provide good spaces, including spreading our stance and commitment to construction quality to our subcontractors.