'Rental Transfer' Program Surpasses 400 Participants, Entering an Era of 'Training Executive Talent Externally'
Loandeal, Inc. announced that its 'Rental Transfer' program, which sends corporate employees to startups, has reached a cumulative total of 400 participants. With 81 companies adopting the program and a 70% retention rate, it has become a strategic tool for leadership development under the rising importance of human capital management.
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- 📰 Published: May 21, 2026 at 20:01
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Loandeal, Inc. (Minato-ku, Tokyo) has announced that the cumulative number of participants in its 'Rental Transfer' program—a full-time cross-boundary program for venture companies—has exceeded 400. Since its launch in 2015, the program has evolved from a general learning opportunity into a strategic 'tough assignment' for developing next-generation leaders and executive candidates, driven by the advancement of human capital management.
Starting from the fiscal year ending March 2026, Japanese companies are required to align their talent development with business strategies in their securities reports. As a result, formulating concrete succession plans has become a critical theme. Many companies are turning to external environments because internal rotations often fail to provide sufficient opportunities for high-stakes decision-making in uncertain conditions.
As of April 2026, the program has been introduced by 81 companies. Notably, the percentage of companies adopting the program specifically for 'Next-Generation Leader Development' has surged from approximately 10% at the start to 33% recently. About 70% of participating companies continue the program over multiple years, indicating its status as a long-term executive development tool.
Case studies include an NTT East employee who joined the management team of an NPO to gain a corporate-wide perspective, and a Toshiba Tec employee who led product development as a CPO at a startup, gaining practical experience as a business leader with full responsibility.
Starting from the fiscal year ending March 2026, Japanese companies are required to align their talent development with business strategies in their securities reports. As a result, formulating concrete succession plans has become a critical theme. Many companies are turning to external environments because internal rotations often fail to provide sufficient opportunities for high-stakes decision-making in uncertain conditions.
As of April 2026, the program has been introduced by 81 companies. Notably, the percentage of companies adopting the program specifically for 'Next-Generation Leader Development' has surged from approximately 10% at the start to 33% recently. About 70% of participating companies continue the program over multiple years, indicating its status as a long-term executive development tool.
Case studies include an NTT East employee who joined the management team of an NPO to gain a corporate-wide perspective, and a Toshiba Tec employee who led product development as a CPO at a startup, gaining practical experience as a business leader with full responsibility.
FAQ
「レンタル移籍」プログラムの概要は何ですか？
大企業の人材が一定期間ベンチャー企業へフルタイムで移籍し、不確実な環境下で意思決定や事業推進を担う越境学習プログラムです。
累計の導入実績と利用人数は？
2026年4月時点で累計移籍者数は400名を突破し、導入企業数は81社に達しています。
導入企業の継続率はどのくらいですか？
導入企業の約7割が複数年にわたって継続的に導入しており、中長期的な経営人材育成の手段として定着しています。
近年、導入目的にどのような変化が見られますか？
開始当初は約10％だった「次世代リーダー育成」を目的とする導入が、直近では約33％まで拡大しており、経営人材を外部で鍛えるニーズが高まっています。
具体的な成果事例にはどのようなものがありますか？
NTT東日本や東芝テックの事例では、移籍者が経営チームへの参画やCPO（最高プロダクト責任者）として事業を牽引し、経営視点や判断力を獲得しています。