ISF NET Launches "Project Executive System" to Create New Career Paths for Core Executives and Enhance Organizational Fluidity

ISF NET Inc. (Headquarters: Minato-ku, Tokyo / Representative Director: Yukiyoshi Watanabe, hereinafter ISF NET) has launched the "Project Executive System," a new career path for its Chief Experience Officers (CXOs) and core management. This system is designed to prevent organizational stagnation that can arise when executives step away from operations, thereby balancing the development of younger talent with the sustained engagement of senior employees.

◆ Background: Organizational Rigidity and Career Challenges for Senior Employees

In the past, ISF NET faced management challenges such as organizational rigidity and siloed operations due to long tenures of the same executives. When executives distanced themselves from hands-on work, fully delegating tasks to their teams, there was a concern that inadequate support could lead to organizational stagnation and missed growth opportunities for younger employees.

Furthermore, the continued presence of experienced senior employees in the same positions limited growth opportunities for employees in their 30s and 40s, who are expected to lead the next generation.

To address these issues, ISF NET is introducing the "Project Executive System," a mechanism where senior management takes on a supportive role while also driving business initiatives themselves.

As a precursor to this system, some executives have already been practicing a self-directed work style with significant discretion and profit responsibility, achieving results such as the expansion of overseas operations. This practical and effective approach has now been formalized as a career path for eligible executives and established as a company-wide "system" with clear rules.

◆ Value Provided by ISF NET

【Improved Organizational Fluidity and Productivity】

By having executives participate directly in operational tasks, the system fosters the development of next-generation leaders through practical on-the-job training. Demonstrating a commitment to their roles and achieving results sets an example that revitalizes the entire organization and enhances productivity.

【A New Career Path for Seniors Without Age Limits】

We provide a "system where individuals who can deliver results in accordance with company policy can work regardless of age." Even individuals over 65 can be continuously employed with compensation commensurate with their abilities, provided they possess sufficient mental and physical capacity to perform their duties and are recognized as contributing to company revenue.

◆ Mechanism and Innovation of the "Project Executive System"

This system encourages self-directed business operations by granting executives significant discretion and responsibility for "achieving profitability."

- Project Definition Based on Two Axes

Two types of projects are available: "Company" projects, which involve creating systems based on company directives, and "Executive" projects, where executives lead education and system development. Furthermore, each of these is further categorized into "DIOA* (No Age Limit)," which involves profitability, and "Projects (Up to Age 65)," which are not directly tied to revenue.

- Full Profitability Within Three Years and Significant Discretion

The system mandates full profitability within three years of launch (Year 1: initiatives towards profitability; Year 2: single-month profitability; Year 3: full-year profitability). As long as profitability targets are met and company policies are followed, executives are granted significant freedom (discretion) regarding working hours, location, compensation, and team members. Appointments are made every September, with operations commencing in January of the following year.

*DIOA (ISF NET Independent Original Account System)

This is ISF NET's proprietary independent accounting system, implemented within a departmental self-accounting framework to enable the incorporation of sales and administrative expenses into cost of goods sold, enhance management awareness (ownership mentality), and improve per-hour productivity.

◆ Comments from Representative Director Watanabe

Having experienced a crisis due to organizational rigidity in the past, I strongly realized that core executives must not delegate operations entirely to the field and distance themselves from practical work. When leaders engage in hands-on tasks and support their subordinates, those subordinates become more effective. This "Project Executive System" is the optimal mechanism for executives to demonstrate self-awareness, achieve results, and develop younger talent. We have also created a framework where individuals who can generate profits in line with company policy can work at any age. Through this system, we aim to realize a new working model where experienced senior employees continue to contribute to the company's growth with high profit margins, while simultaneously advancing generational succession and nurturing younger talent.

◇ Recruitment Related (General Applications & Recruitment Details Here)

Recruitment Information Page: https://www.career.isfnet.co.jp/recruitinfo/jobsearch/

Senior/Middle-Aged Recruitment Information Page: https://www.isfnet-career-middle.com/

◇ Inquiries Regarding Solutions

Solutions Site: https://www.isfnet-services.com/

◆ Related Releases

- Launch of "Quartet Project," an Evolved Career Design Co-creating Careers for Customers and ISF NET Engineers

◆ ISF NET Inc. Overview

ISF NET is an IT infrastructure company providing solutions in cloud, network, and security domains. It promotes an offering model that swiftly resolves customer challenges with high added value. With approximately 2,300 engineers, the company has bases in 14 locations across Japan and three countries in Asia (China, South Korea, Singapore). Branding itself as a "Human Resource Development Company," it supports customer business transformation through the cultivation of highly skilled IT infrastructure engineers.

ISF NET HP: https://www.isfnet.co.jp/

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