Our approach to human capital development
We uphold the principle of “bringing together individual strengths to form the best team” as one of our codes of conduct. Our fundamental policy is to empower our diverse workforce to maximize their individual abilities and collaborate to produce optimal results. To achieve this, we have established the following three specific policies.
- Recruitment: Merit-based hiring
- Development: Cultivating an environment for continuous employee growth
- Retention: Meritocratic evaluation and performance-based reward system
Human capital recruitment strategy
We recruit personnel regardless of age, gender, nationality, or other attributes. We proactively engage individuals who possess the knowledge, skills, and experience we seek, such as specialized expertise, broad industry knowledge, and strong sales and negotiation capabilities. To address our strategic goals of improving service quality and expanding our business domains, we are also actively recruiting talent with knowledge, skills, and experience in fields outside of Strike’s traditional scope. Furthermore, while our recruitment has historically centered on mid-career talent, we are now strengthening the recruitment of new graduates to ensure a stable pipeline of outstanding talent.
Recruitment
Historically, our hiring has primarily focused on mid-career talent. Since FY2023/9, we have expanded our focus to strengthen the recruitment and development of high-potential new graduates alongside our ongoing mid-career hiring, in order to secure a more stable talent pipeline and elevate our human capital. In FY2025/9, we successfully recruited 74 new consultants, exceeding our annual target of 61, bringing the total workforce to 452. We have established the total number of consultants—encompassing both mid-career and new graduate hires—as a long-term KPI aimed at maximizing net sales and profits.
Ideal Profile for Early-Career Talent
Communication
Exceptional communicators with high-level interpersonal skills.
Drive
Growth-oriented talent capable of sustained, exceptional effort.
Agility
Purpose-driven self-starters proactively addressing social issues.
Performance evaluation system
At our group, employees set their own goals annually and we conduct performance evaluations based on these goals to promote employee growth. In our evaluations, we prioritize compliance components, ensuring that legal and ethical conduct permeates our organization.
We also have systems in place to recognize not only high performers but also those involved in deals of significant social value, offering a multi-faceted evaluation that values not just monetary contribution but also social contribution and regional economic revitalization. Through these performance evaluation systems, we provide fair assessments and feedback to our employees, supporting their career development.
Human capital development framework
For consultants, we have established a framework that enables employees to acquire essential skills and knowledge, primarily in practical M&A operations, sales proposals, and client negotiations, by their third year. Beyond this, we offer a wealth of training programs tailored to each career stage. Our initial milestone is to develop consultants capable of generating over ¥100 million in net sales by their third year. Following this, we offer continuous development programs to help them further elevate their expertise.
Diagram: Human Capital Development Program
Human capital development through a team-based structure
We have introduced a team-based structure where multiple members collaborate on each deal. By working together on diverse projects and leveraging each other’s knowledge and experience, we drive initiatives that significantly enhance each individual’s practical expertise.
Advantages of the team-based structure
- Enhancing Proposal Quality
- Enhancing Matching Quality
- Streamlining Operations
- Preventing Conflicts of Interest and Misconduct
- Developing Next-Generation Leaders
- Accelerating New Employee Training
Enables the continuous and stable provision of high-quality services
Human capital development in FY2025/9
| FY24/9 | FY25/9 | |
|---|---|---|
| Training hours per employee | 30 hours | 67 hours |
| Human capital investment | ¥36 million | ¥73 million |
Initiatives for human capital development
Recognizing that recruiting and developing top talent is a key driver of business growth, we offer various training programs to enhance the expertise and skills of our diverse workforce.
Training content
| Category | Overview | Target |
|---|---|---|
| Onboarding training | Company introduction by the president and training on the basics of M&A | All new employees |
| Practical M&A training | Training on M&A-related accounting, tax, and legal matters provided by in-house CPAs, tax accountants, lawyers, judicial scriveners, and labor and social security attorneys, etc. | All Consultants |
| E-learning | Online training related to M&A operations and practical skills | All new employees |
| Online anti-harassment training to foster understanding and embed a culture of respect for human rights | All employees | |
| Proposal skills training | Training on consultative sales skills provided by external instructors | Consultants (Optional/Applicants) |
| Compliance training | Online training on laws, regulations, and rules | All employees |
| Insider trading prevention training | Online training on the essentials and key points of insider trading prevention | All employees |
| Information security training | Training on key points of information security measures | All employees |
| Other external training | External training to acquire the necessary knowledge and skills for specific roles | Non-consultants |
Programs to support acquisition of various certifications
| System | Overview |
|---|---|
| Qualification support | For new graduates, the Company covers initial exam fees for the Nissho Bookkeeping Certificate, the Japan Business Law Examination, and the Banking Proficiency Test, etc. |
| Full coverage of renewal fees | The Company covers all membership renewal fees for lawyers, CPAs, tax accountants, etc. |
Employee engagement initiatives
To foster a workplace where diverse members can acknowledge and support each other while performing at their best, we provide a variety of engagement opportunities.
Internal award system
In addition to the 10-year service award, we recognize employees with outstanding sales performance every quarter. These initiatives support each employee’s growth, ensuring that everyone remains highly motivated.
Promoting workplace communication
We hold regular one-on-one meetings between supervisors and subordinates to foster trust and mutual understanding, aiming to create an open workplace culture. Consultants also conduct regular team meetings to share and deepen industry knowledge, strengthen team cooperation, and work efficiently towards common goals.
Family events
Every December, we host a special event dedicated to our employees and their families. To build a strong sense of community, we organize a variety of engaging activities each year—including office tours, family networking, and prize raffles.
Employee stock ownership plan
As part of our benefits program and to raise employees’ awareness of corporate value improvement, we have introduced an employee stock ownership plan in December 2024.
