End the Era of Choosing by "Years of Experience"! Realizing a "Skill Assignment Infrastructure" to Unleash Young Engineers' Talent and Solve Japan's IT Human Resource Shortage!
F.D.C. Co., Ltd. announced "fapi," a skill management and assignment support tool, aiming to solve Japan's IT talent shortage. It focuses on evaluating engineers by objective skills rather than years of experience, addressing the industry's polarization and talent misplacement.
📋 Article Processing Timeline
- 📰 Published: April 1, 2026 at 18:00
- 🔍 Collected: April 1, 2026 at 09:36
- 🤖 AI Analyzed: April 22, 2026 at 03:52 (498h 15m after Collected)
Our company supports April Dream, which aims to make April 1st a day to announce dreams. This press release is a dream for "Skill Management and Assignment Support Tool fapi."
F.D.C. Co., Ltd., a system and software development company (Headquarters: Chiyoda-ku, Tokyo, Representative Director: Takanori Wada), declares its dream to transform the future of the SES industry and Japan's IT industry through "Skill Management and Assignment Support Tool fapi."
Currently, the SES industry is facing an unprecedented "polarization." While projects are concentrated among top-tier engineers with proven skills, leading to high unit prices, young engineers with great potential but difficulty proving their objective skills, or employees with a mismatch between their skills and available projects, are missing opportunities to thrive. Through "fapi," we will visualize individual skills as objective data and break down information barriers between companies, thereby building a "skill assignment infrastructure" where everyone is evaluated based on their actual abilities and can take on optimal projects.
## Social Issues: The "Invisible Walls" Faced by the SES Industry
The current IT industry faces three unavoidable and serious challenges.
### "Years of Experience" as an Inaccurate Yardstick
While demand concentrates on skilled SEs, leading to soaring unit prices, young people are denied opportunities simply due to "lack of experience," halting the cycle of development.
What should be evaluated is "what can be done now," not "how many years one has been there," but due to the lack of objective proof, many potential talents are being turned away.
### Talent Monopolization by Large Corporations and the Plight of SMEs
As hiring competition intensifies, only large corporations with ample capital acquire top-tier talent, accelerating the shortage of engineers in SMEs that support Japan's system development.
If this continues, excellent SMEs with high technical capabilities that cannot win the recruitment battle will decline, posing a risk that the multi-layered structure supporting Japan's IT industry itself will become unsustainable.
### Black Box of Assignments
Because "who can do what" is unclear, conservative assignments are made out of fear of mismatches, hindering innovation.
The inability to optimally assign talent to challenging projects and the repeated pattern of assigning "whoever is available" not only impedes engineers' career development but also leads to a decline in overall societal productivity.
## fapi's Solution as an "Infrastructure"
We will fundamentally solve these problems by making fapi the "standard specification for skill management."
### Shift from "Years of Experience" to "Specific Skills"
Instead of vague resumes, fapi will certify finely segmented skills. This allows even young engineers to demonstrate a basis for "not falling behind veterans in this technology," thereby achieving appropriate unit prices for assignments.
### Leveraging the "Training Capability" of SMEs as a Weapon
fapi visualizes the growth log of in-house engineers.
F.D.C. Co., Ltd., a system and software development company (Headquarters: Chiyoda-ku, Tokyo, Representative Director: Takanori Wada), declares its dream to transform the future of the SES industry and Japan's IT industry through "Skill Management and Assignment Support Tool fapi."
Currently, the SES industry is facing an unprecedented "polarization." While projects are concentrated among top-tier engineers with proven skills, leading to high unit prices, young engineers with great potential but difficulty proving their objective skills, or employees with a mismatch between their skills and available projects, are missing opportunities to thrive. Through "fapi," we will visualize individual skills as objective data and break down information barriers between companies, thereby building a "skill assignment infrastructure" where everyone is evaluated based on their actual abilities and can take on optimal projects.
## Social Issues: The "Invisible Walls" Faced by the SES Industry
The current IT industry faces three unavoidable and serious challenges.
### "Years of Experience" as an Inaccurate Yardstick
While demand concentrates on skilled SEs, leading to soaring unit prices, young people are denied opportunities simply due to "lack of experience," halting the cycle of development.
What should be evaluated is "what can be done now," not "how many years one has been there," but due to the lack of objective proof, many potential talents are being turned away.
### Talent Monopolization by Large Corporations and the Plight of SMEs
As hiring competition intensifies, only large corporations with ample capital acquire top-tier talent, accelerating the shortage of engineers in SMEs that support Japan's system development.
If this continues, excellent SMEs with high technical capabilities that cannot win the recruitment battle will decline, posing a risk that the multi-layered structure supporting Japan's IT industry itself will become unsustainable.
### Black Box of Assignments
Because "who can do what" is unclear, conservative assignments are made out of fear of mismatches, hindering innovation.
The inability to optimally assign talent to challenging projects and the repeated pattern of assigning "whoever is available" not only impedes engineers' career development but also leads to a decline in overall societal productivity.
## fapi's Solution as an "Infrastructure"
We will fundamentally solve these problems by making fapi the "standard specification for skill management."
### Shift from "Years of Experience" to "Specific Skills"
Instead of vague resumes, fapi will certify finely segmented skills. This allows even young engineers to demonstrate a basis for "not falling behind veterans in this technology," thereby achieving appropriate unit prices for assignments.
### Leveraging the "Training Capability" of SMEs as a Weapon
fapi visualizes the growth log of in-house engineers.