Focusing on “internal” rather than “external.”
A New Approach to Talent Strategy Envisioned by UNIVA Career Challenge

Amid cries of a labor shortage, companies have always looked “outward” for recruitment. Seeking more talent and expanding into broader markets—this has been the accepted norm.

However, the UNIVA Group is now beginning to turn its attention to the potential lying “within.” This is the “UNIVA Career Challenge,” launched in March 2026. This program, which allows employees to pursue new career paths within the group, is not merely a system for transfers. It has a clear intention: to “connect” possibilities that were previously unseen.

In the May issue of UNI-SIGHT, we explore the reality and potential of internal recruitment through the voices of the UNIVA Career Challenge program’s leaders, staff, and HR representatives from the companies that actually conducted the recruitment.

Program Leader: Yosuke Sakuta, Group CFO, UNIVA Oak Holdings

Program Manager: Yuni Aragaki, UNIVA Rhizoma

HR Representatives:
UNIVA Fusion: Kazumitsu Fujimoto
Naturally Plus Japan: Nao Sasaki
UNIVA Paycast: Hanae Kuroki
UNIVA Japan: Chengfang Cai
North Energy: Shinya Takeyama

Careers Lost Due to "Lack of Awareness"

The “UNIVA Career Challenge” was born out of a realization by Mr. Sakuta, Group CFO of UNIVA Oak Holdings.

“When I went to Thailand for last year’s UNIVA AWARDS incentive tour, I had the opportunity to speak with people from our group companies, and I realized that they knew far less about the group companies than I had expected.”

At the same time, Ms. Aragaki, the project manager, notes that she began hearing similar feedback from the front lines.

“When I told departing employees that there were opportunities within the group if they wanted to change jobs, I started hearing ‘I didn’t know that’ from many people.”

These were careers that could have been built within the group.

Yet the fact is that these careers were flowing out to the outside world simply because people “didn’t know.”

“If careers that could have been built within the group are flowing out, my primary motivation was to prevent that brain drain. First and foremost, I want NAKAMA employees to know that options for their next career advancement exist within the group,” says Mr. Sakuta.

Making these “hidden opportunities” visible. That was the starting point for the “UNIVA Career Challenge.”

The Benefits of “UNIVA Career Challenge”

It is often said that the primary reasons for changing jobs are either a desire for career advancement or dissatisfaction with one’s current workplace or supervisor.

Generally speaking, it’s common sense to look outside the company for that “next step,” but at the UNIVA Group, that’s not necessarily the case. That’s because the UNIVA Group encompasses a wide range of industries and job roles. It’s possible to gain completely different experiences while remaining within the same group.

“For example, I imagine there are people who work in accounting and then want to take on the challenge of consolidated financial statements or investor relations at a publicly traded company. It’s possible to achieve that kind of career path within the group,” says Sakuta.

“I think it’s a major advantage that you can advance your career by changing your environment or job without having to leave the group,” says Aragaki.

Sakuta also points out that there are significant benefits for the hiring side as well.

“First, there are no recruitment fees. Another major advantage is that people who already understand the group’s culture are joining the company.”

The program was announced on UNI-SIGHT on March 1, 2026.

https://univacap.com/uni-sight/en/vol147/vol147-topics/#topic-C

“After informing all HR managers across the UNIVA Group about this program, five companies have already started recruiting,” says Aragaki.

This program also offers peace of mind for those who don’t want their supervisors or colleagues to know they are considering a career change.

“We won’t notify your current employer until a job offer is finalized. Please feel free to take this opportunity with peace of mind. In the future, we’d like to facilitate secondments and temporary talent exchanges. Our ideal is to enable employees to create career plans across the entire group,” said Sakuta.

Honest Feedback from the Field: What HR Is Looking For

The five companies that have posted openings for the “UNIVA Career Challenge” this time are UNIVA Fusion, Naturally Plus Japan, UNIVA Paycast, UNIVA Japan, and North Energy.

Their motivations vary. Strengthening the workforce to support business expansion, introducing new perspectives, addressing talent shortages, and overcoming limitations in recruitment channels—while each faces different challenges, they all placed their hopes on the “within the group” option.

Sasaki (Naturally Plus Japan): “I believe there are people within the group who possess diverse experiences and expertise. That’s precisely why I was hopeful about the possibility of finding someone who could contribute immediately as a ready-to-work asset. And to be honest, given the nature of the MLM business model, our options for job boards and recruitment agencies are limited. I also felt that if there was even a slight possibility, I wanted to give it a try.”

Fujimoto (UNIVA Fusion): “Our business is growing, but we’re at a point where we want to further strengthen our customer service and marketing. We wanted to increase speed and accuracy by handling these tasks in-house, rather than relying solely on outsourcing.”

Kuroki (UNIVA Paycast): “We’re entering a phase of business expansion, so we wanted to bring in members with fresh perspectives. We thought we might be able to incorporate those perspectives from within the group as well.”

Cai (UNIVA Japan): “There were cases where we had project offers but couldn’t handle them due to a shortage of staff. Since we’ve had internal transfers within the group in the past, we thought it was a possibility this time as well.”

Takeyama (North Energy): “We’ve been continuing our recruitment efforts, but we weren’t seeing an increase in the number of applicants. We wanted to look within the group to broaden our reach.”

Benefits Unique to Hiring Within the Group

Fujimoto (UNIVA Fusion): “The biggest advantage is how quickly we can get started. It’s a huge plus that we can move forward with minimal explanation.”

Takeyama (North Energy): “Since they already understand our core values and way of thinking, they can integrate smoothly.”

Sasaki (Naturally Plus Japan): “Cultural fit is also a major factor. It reduces the likelihood of mismatches, so I believe they’ll be able to contribute effectively over the long term.”

Kuroki (UNIVA Paycast): “Since their track record is easy to see, I think it’s easier to build trust.”

Cai (UNIVA Japan): "The onboarding process is short, and they can start performing well early on."

It’s Not Just About “Skills”

What kind of talent are companies looking for?

A common theme across the companies’ comments was that values matter just as much as skills.

Fujimoto (UNIVA Fusion): “We want people who can take initiative, not just those with skills.”

Takeyama (North Energy): “I believe people who can adapt flexibly to new environments will thrive.”

Sasaki (Naturally Plus Japan): “I want to work with people who have the drive to take on challenges.”

Initiative, collaboration, and a willingness to take on challenges.

These qualities also embody the spirit of “NAKAMA” that the UNIVA Group holds dear.

Expectations for the system have shifted from “talent mobility” to “organizational evolution.”

The expectations each company has for this system go beyond mere recruitment success.

Sasaki (Naturally Plus Japan): “I hope this will create an environment where employees can proactively choose their career paths within the group. I also expect that increased talent mobility will revitalize the entire group.”

Fujimoto (UNIVA Fusion): “I hope this becomes a system where people can demonstrate their strengths in the place that fits them best. As a result, I believe the performance of the entire group will improve.”

Kuroki (UNIVA Paycast): “I look forward to the organization evolving into one that is resilient to change and flexible.”

Cai (UNIVA Japan): “I hope this will eventually expand to include something like job rotation.”

Takeyama (North Energy): “I hope this becomes a positive option that allows people to move beyond a single career path. I expect this will ultimately lead to the growth of the entire group.”

By circulating talent within the group, employees will be able to demonstrate their strengths in the most suitable roles. This accumulation will enhance the flexibility and growth potential of the entire organization.

The "UNIVA Career Challenge" has only just begun, but we already have NAKAMA who have switched roles within the group. In our next post, we’ll share the real-life stories of NAKAMA who have experienced an internal transfer.