ISF NET Announces Recruitment Policy for Fiscal Year 2026
ISF NET announced its FY2026 recruitment policy, shifting focus from entry-level to experienced hires. The company aims to acquire 1,000 mid-to-senior engineers by 2030, emphasizing cultural fit (DSP), senior talent, and bilingual engineers to support global expansion.
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- 📰 Published: April 8, 2026 at 19:00
- 🔍 Collected: April 8, 2026 at 10:31
- 🤖 AI Analyzed: April 20, 2026 at 20:14 (297h 43m after Collected)
ISF NET, Inc. (Headquarters: Minato-ku, Tokyo / CEO: Yukiyoshi Watanabe, hereafter ISF NET) announces its recruitment policy for the fiscal year 2026. Toward realizing the "Utopia for IT Infrastructure Engineers" advocated by ISF NET, we will promote a recruitment strategy directly linked to qualitative organizational improvement, engineer growth, and better compensation.
Introducing the Code of Conduct "DSP" to Selection Criteria, Emphasizing Cultural Fit
To conduct selections that emphasize not only skills but also "human qualities" and an "altruistic mind," ISF NET will incorporate the newly updated code of conduct "DSP *" as a selection criterion from 2026. We will hire individuals who deeply resonate with our values and strengthen recruitment channels that cherish connections and relationships among employees.
- Value alignment through the Code of Conduct "DSP":
DSP is a guideline for diverse personalities to join hands and grow autonomously as professionals. By hiring individuals who deeply empathize with these values, we aim to build an organization capable of providing "added value" that AI cannot replace in the rapidly changing IT industry.
- Promoting referral hiring and re-employment connected by "Trust":
Through introductions (referrals) from employees who embody DSP, we will strengthen the acquisition of talent with a high cultural fit. Furthermore, we will expand our re-employment program to welcome former employees who have deepened their knowledge outside the company as "alumni," bringing diverse insights back into the organization.
Shift in Target Audience and Mid-to-Long-Term Training Goals
To develop engineers required in the rapidly evolving digital society, we will shift our recruitment focus from the "inexperienced tier" to the "experienced tier" and strengthen our structure.
- Reaching a 1,000 mid-to-senior level engineer structure by 2030:
We have set a goal to expand the number of mid-to-senior level IT infrastructure engineers to a scale of 1,000. We will increase our annual recruitment scale of about 65 people by 10 people each year.
- Developing Project Managers and Pre-sales Talent:
Over the next five years, we will hire and train 300 project managers (PMs) and pre-sales staff to handle high value-added areas (requirements definition, basic design, etc.) that are difficult for AI to replace, aiming to improve service quality.
- Promoting the hiring of senior talent including middle management:
Aiming to create an environment where people can work with peace of mind as they age, and to pass down skills to younger generations (skill sharing), we will strengthen the recruitment and active participation of senior talent, including middle-aged professionals.
Strengthening the Recruitment of "Bilingual Engineers" to Accelerate Global Business
To further promote expansion in Asia and globally, we will focus heavily on hiring foreign national and bilingual engineers who possess both IT skills and language proficiency.
- Providing clear career paths:
We target multilingual IT infrastructure engineers who have business-level Japanese proficiency and master their native language or English. We will clarify career paths that support global success, such as future promotion to consultants and PMs, and even stepping up to executives (MDs) of overseas branches.
- Fair evaluation environment based on "DEIB":
Currently, ISF NET has about 300 foreign national members from over 31 countries. We will build a workplace environment based on the concept of "DEIB" to ensure that individual effort and results are fairly evaluated without establishing boundaries based on nationality.
ISF NET is a top-level company in Japan in terms of the number of IT infrastructure engineer employees and mid-to-senior level IT infrastructure engineers, serving as a business partner for IT service providers, major SIers, and telecommunication carriers. Founded in 2000, we have supported the IT infrastructure of a total of 10,000 corporate clients to date.
Introducing the Code of Conduct "DSP" to Selection Criteria, Emphasizing Cultural Fit
To conduct selections that emphasize not only skills but also "human qualities" and an "altruistic mind," ISF NET will incorporate the newly updated code of conduct "DSP *" as a selection criterion from 2026. We will hire individuals who deeply resonate with our values and strengthen recruitment channels that cherish connections and relationships among employees.
- Value alignment through the Code of Conduct "DSP":
DSP is a guideline for diverse personalities to join hands and grow autonomously as professionals. By hiring individuals who deeply empathize with these values, we aim to build an organization capable of providing "added value" that AI cannot replace in the rapidly changing IT industry.
- Promoting referral hiring and re-employment connected by "Trust":
Through introductions (referrals) from employees who embody DSP, we will strengthen the acquisition of talent with a high cultural fit. Furthermore, we will expand our re-employment program to welcome former employees who have deepened their knowledge outside the company as "alumni," bringing diverse insights back into the organization.
Shift in Target Audience and Mid-to-Long-Term Training Goals
To develop engineers required in the rapidly evolving digital society, we will shift our recruitment focus from the "inexperienced tier" to the "experienced tier" and strengthen our structure.
- Reaching a 1,000 mid-to-senior level engineer structure by 2030:
We have set a goal to expand the number of mid-to-senior level IT infrastructure engineers to a scale of 1,000. We will increase our annual recruitment scale of about 65 people by 10 people each year.
- Developing Project Managers and Pre-sales Talent:
Over the next five years, we will hire and train 300 project managers (PMs) and pre-sales staff to handle high value-added areas (requirements definition, basic design, etc.) that are difficult for AI to replace, aiming to improve service quality.
- Promoting the hiring of senior talent including middle management:
Aiming to create an environment where people can work with peace of mind as they age, and to pass down skills to younger generations (skill sharing), we will strengthen the recruitment and active participation of senior talent, including middle-aged professionals.
Strengthening the Recruitment of "Bilingual Engineers" to Accelerate Global Business
To further promote expansion in Asia and globally, we will focus heavily on hiring foreign national and bilingual engineers who possess both IT skills and language proficiency.
- Providing clear career paths:
We target multilingual IT infrastructure engineers who have business-level Japanese proficiency and master their native language or English. We will clarify career paths that support global success, such as future promotion to consultants and PMs, and even stepping up to executives (MDs) of overseas branches.
- Fair evaluation environment based on "DEIB":
Currently, ISF NET has about 300 foreign national members from over 31 countries. We will build a workplace environment based on the concept of "DEIB" to ensure that individual effort and results are fairly evaluated without establishing boundaries based on nationality.
ISF NET is a top-level company in Japan in terms of the number of IT infrastructure engineer employees and mid-to-senior level IT infrastructure engineers, serving as a business partner for IT service providers, major SIers, and telecommunication carriers. Founded in 2000, we have supported the IT infrastructure of a total of 10,000 corporate clients to date.