【Survey on Freelance Engineer Utilization in the Manufacturing Industry】 Some Companies Utilize Them for Core Design and Development Tasks, but the Barrier to Adoption Lies in "Acceptance Design"
BREXA Technology announced the results of a survey on the actual state of freelance engineer utilization in the manufacturing industry. While a severe shortage of technical talent persists, some companies are utilizing freelancers for core design and development tasks, but approximately 80% of companies have not considered it, with "acceptance design" being the barrier to adoption.
📋 Article Processing Timeline
- 📰 Published: April 27, 2026 at 20:00
- 🔍 Collected: April 27, 2026 at 11:31
- 🤖 AI Analyzed: April 27, 2026 at 13:09 (1h 37m after Collected)
BREXA Technology Inc. (Location: Chiyoda-ku, Tokyo; Representative Director: Takayuki Yamazaki) conducted a survey targeting ① technical department managers, ② development/design managers, ③ HR/recruitment personnel, and ④ management involved in the recruitment, placement, and outsourcing decisions of technical professionals (design, development, production technology, quality, control, embedded systems, etc.) in manufacturing companies. The survey focused on "the actual state of freelance engineer utilization in the manufacturing industry and factors differentiating adoption decisions."
In recent years, the "shortage of technical talent" has become a serious management issue in the Japanese manufacturing industry.
As competition for immediately effective technical professionals intensifies and the difficulty of acquiring talent increases, there is a demand for flexible talent acquisition that is not bound by traditional full-time employment.
Utilizing "freelance engineers" is attracting attention as a promising option, but what exactly differentiates companies that successfully adopt and achieve results from those that cannot take the plunge?
Therefore, BREXA Technology Inc. (https://technology.brexa.com/) conducted a survey targeting ① technical department managers, ② development/design managers, ③ HR/recruitment personnel, and ④ management involved in the recruitment, placement, and outsourcing decisions of technical professionals (design, development, production technology, quality, control, embedded systems, etc.) in manufacturing companies, focusing on "the actual state of freelance engineer utilization in the manufacturing industry and factors differentiating adoption decisions."
Survey Outline: "Survey on the actual state of freelance engineer utilization in the manufacturing industry and factors differentiating adoption decisions"
【Survey Period】April 8 (Wednesday) - April 9 (Thursday), 2026
【Survey Method】Internet survey by PRIZMA (https://www.prizma-link.com/press)
【Number of Respondents】1,003 people
【Target Respondents】Monitors who, at the time of survey response, were involved in recruitment, placement, and outsourcing decisions for technical professionals (design, development, production technology, quality, control, embedded systems, etc.) in manufacturing companies, and responded as ① technical department managers, ② development/design managers, ③ HR/recruitment personnel, or ④ management.
【Survey Source】BREXA Technology Inc. (https://technology.brexa.com/)
【Monitor Provider】Sacrisa
**Talent acquisition centered on direct employment is mainstream. Approximately 80% have never considered utilizing freelance engineers.**
When asked about "current challenges in securing technical talent for their company," the most common response was "securing immediately effective talent (47.0%)", followed by "securing highly specialized technical talent (39.8%)" and "shortage of talent in specific technical areas (31.8%)".
The background for "immediately effective talent" and "highly specialized technical talent" being top concerns is likely the reality that companies' internal training systems cannot keep up with the speed of technological innovation.
The "shortage of talent in specific technical areas" also accounted for about 30%, suggesting intensified competition for acquiring talent that meets pinpoint requirements.
In this situation, some companies are beginning to supplement necessary specialized skills with external freelance engineers.
So, how do manufacturing companies secure technical talent?
When asked about "methods their company has implemented or considered to supplement/secure technical talent," the most common response was "recruitment of permanent employees (mid-career) (61.5%)", followed by "recruitment of new graduates (35.7%)" and "employment of contract/temporary employees (27.2%)".
"Direct employment" such as mid-career and new graduate permanent employment, and employment of contract/temporary employees, dominated the top ranks.
While many companies primarily secure talent through direct employment, including mid-career and new graduate recruitment, some companies are also showing changes in talent acquisition methods, such as utilizing freelance engineers as needed for specific areas.
So, with direct employment being the mainstream for talent acquisition, to what extent has the utilization of freelance engineers progressed?
When asked about "the situation closest to their company regarding the utilization of freelance engineers," the responses were as follows:
"Have experience utilizing freelance engineers (14.5%)"
"Considered utilizing freelance engineers but decided against it (7.0%)"
"Have never considered utilizing freelance engineers (78.5%)"
This survey confirmed that a certain number of companies in the manufacturing industry are utilizing freelance engineers.
Only about 10% of companies have experience utilizing them, indicating that it is still a limited initiative, but the existence of companies that have already taken the plunge is noteworthy.
On the other hand, approximately 80% of companies responded that they have never considered utilizing freelance engineers, suggesting that utilization is not yet widely prevalent across the manufacturing industry.
In recent years, the "shortage of technical talent" has become a serious management issue in the Japanese manufacturing industry.
As competition for immediately effective technical professionals intensifies and the difficulty of acquiring talent increases, there is a demand for flexible talent acquisition that is not bound by traditional full-time employment.
Utilizing "freelance engineers" is attracting attention as a promising option, but what exactly differentiates companies that successfully adopt and achieve results from those that cannot take the plunge?
Therefore, BREXA Technology Inc. (https://technology.brexa.com/) conducted a survey targeting ① technical department managers, ② development/design managers, ③ HR/recruitment personnel, and ④ management involved in the recruitment, placement, and outsourcing decisions of technical professionals (design, development, production technology, quality, control, embedded systems, etc.) in manufacturing companies, focusing on "the actual state of freelance engineer utilization in the manufacturing industry and factors differentiating adoption decisions."
Survey Outline: "Survey on the actual state of freelance engineer utilization in the manufacturing industry and factors differentiating adoption decisions"
【Survey Period】April 8 (Wednesday) - April 9 (Thursday), 2026
【Survey Method】Internet survey by PRIZMA (https://www.prizma-link.com/press)
【Number of Respondents】1,003 people
【Target Respondents】Monitors who, at the time of survey response, were involved in recruitment, placement, and outsourcing decisions for technical professionals (design, development, production technology, quality, control, embedded systems, etc.) in manufacturing companies, and responded as ① technical department managers, ② development/design managers, ③ HR/recruitment personnel, or ④ management.
【Survey Source】BREXA Technology Inc. (https://technology.brexa.com/)
【Monitor Provider】Sacrisa
**Talent acquisition centered on direct employment is mainstream. Approximately 80% have never considered utilizing freelance engineers.**
When asked about "current challenges in securing technical talent for their company," the most common response was "securing immediately effective talent (47.0%)", followed by "securing highly specialized technical talent (39.8%)" and "shortage of talent in specific technical areas (31.8%)".
The background for "immediately effective talent" and "highly specialized technical talent" being top concerns is likely the reality that companies' internal training systems cannot keep up with the speed of technological innovation.
The "shortage of talent in specific technical areas" also accounted for about 30%, suggesting intensified competition for acquiring talent that meets pinpoint requirements.
In this situation, some companies are beginning to supplement necessary specialized skills with external freelance engineers.
So, how do manufacturing companies secure technical talent?
When asked about "methods their company has implemented or considered to supplement/secure technical talent," the most common response was "recruitment of permanent employees (mid-career) (61.5%)", followed by "recruitment of new graduates (35.7%)" and "employment of contract/temporary employees (27.2%)".
"Direct employment" such as mid-career and new graduate permanent employment, and employment of contract/temporary employees, dominated the top ranks.
While many companies primarily secure talent through direct employment, including mid-career and new graduate recruitment, some companies are also showing changes in talent acquisition methods, such as utilizing freelance engineers as needed for specific areas.
So, with direct employment being the mainstream for talent acquisition, to what extent has the utilization of freelance engineers progressed?
When asked about "the situation closest to their company regarding the utilization of freelance engineers," the responses were as follows:
"Have experience utilizing freelance engineers (14.5%)"
"Considered utilizing freelance engineers but decided against it (7.0%)"
"Have never considered utilizing freelance engineers (78.5%)"
This survey confirmed that a certain number of companies in the manufacturing industry are utilizing freelance engineers.
Only about 10% of companies have experience utilizing them, indicating that it is still a limited initiative, but the existence of companies that have already taken the plunge is noteworthy.
On the other hand, approximately 80% of companies responded that they have never considered utilizing freelance engineers, suggesting that utilization is not yet widely prevalent across the manufacturing industry.