Approximately 30% of Employees Are International Members: Support Systems for SpeakBUDDY’s Multinational Team
SpeakBUDDY's team consists of approximately 30% international members, with members from 11 different countries. All full-time international employees live and work in Japan, but not all are fluent in Japanese. Ensuring smooth communication for daily tasks and providing support for their lives in Japan is essential for their comfort and success.
In this article, we spoke with CEO Mr. Tateishi, HR Division Head Mr. Hayakawa, and Ms. Marissa Lau, who works in HR and as an interpreter, to discuss the background of hiring international members, and the systems and support initiatives that sustain SpeakBUDDY’s multinational organization.
▼Tsuyoshi Tateishi | CEO (Left in the photo)
Born in Tokyo. After graduating, he joined a foreign investment bank, working as an advisor for fundraising and M&A for listed companies. He also gained experience as an expatriate in Hong Kong for a Japanese securities firm. At the time of his initial employment, his TOEIC score was only 280, and he struggled greatly to achieve the required English level, an experience that later inspired the development of SpeakBUDDY. He passed the CPA second rank exam as the youngest successful candidate at the time. Now, he has a perfect TOEIC score and holds the highest level (Grade 1) of the EIKEN test. He has also continued to study Chinese since high school.
▼Marissa Lau | HR (Center in the photo)
Born in Hawaii. From 2015, she worked as an Assistant Language Teacher (ALT) in Nagano for three years, organizing English classes and events for students ranging from elementary school children to adults. She also spent four months studying at Tokyo International University. While looking for a role where she could leverage her English and Japanese skills, she discovered SpeakBUDDY. Inspired by its mission, she joined the company in August 2018. She is bilingual in English and Japanese (JLPT N1) and also works as an interpreter and translator.
▼Ryota Hayakawa | HR Division Head (Right in the photo)
Born in Aichi. After serving as a sales and director at the Recruit Group, he took on organizational and recruitment strategies work and new business ventures at IT startups. He also gained experience launching subsidiaries and working as a recruitment manager at SoldOut Inc. While establishing business operations in China, he faced language barriers and experienced the challenges of language acquisition firsthand. Attracted to SpeakBUDDY’s open and sincere culture, he joined in December 2021. He speaks Japanese and English.
We Want to Work with Talented People, Regardless of Language
— Currently, 30% of SpeakBUDDY's employees are from overseas. When did international members start contributing as full-time employees?
Tateishi (T): Quite early on, actually. I’ve always preferred overseas design styles, so from the start, I asked international designers to help us, and we also had engineers from India and China working on development. I never had a preference for limiting the team to Japanese employees, so even the job postings back then were written in both Japanese and English.
The first international designer, Michael from Australia, applied around early 2017 after seeing our bilingual job post. At the time, we had four full-time Japanese employees, and he became the fifth member.
— Working with someone as a contractor and bringing them on as a full-time employee are very different. Were there any concerns about hiring Michael as a full-time employee?
T: Of course, there were concerns. At the time, our team wasn’t particularly fluent in English, so we weren’t sure if we could work smoothly with a language barrier. However, Michael was an exceptionally talented designer, and we really wanted him on board. Moreover, since SpeakBUDDY is a language learning product, we all agreed to learn together.
Ultimately, it worked because the Japanese employees proactively approached Michael in English, and Michael, in turn, spoke in simple English. It was a mutual effort that led to success.
— It seems like the first step was a success. What happened after that?
T: Soon after, Japanese engineers with top English qualifications, such as EIKEN Grade 1 and perfect TOEIC scores, joined. When I asked why they chose SpeakBUDDY, they said, “It’s exciting to work at an international startup with overseas colleagues.” Michael’s presence became an appealing factor for other hires.
Thanks to this, we created an environment where engineers and designers who weren’t native Japanese speakers could thrive. Since then, engineers from the U.S., Norway, and various other countries have joined, and our product team has become increasingly international.
The Desire to Connect Drives Learning
— Since the team is growing into a multinational organization, are most of the Japanese members fluent in English?
T: We don’t prioritize English proficiency when hiring, so not everyone is fluent. While many content creators for language learning are bilingual, it’s impossible to limit all hires to English speakers. We aim to hire talented individuals, regardless of their language ability.
Hayakawa (H): As the number of international members in our product team grew, we shifted to conducting all-hands meetings entirely in English and began providing updates on Slack in both Japanese and English. Also, since not all Japanese employees are proficient in English, we take measures to prevent information gaps. For example, we share presentation scripts in Japanese and hold separate sessions in each language to explain things like system changes that require deep understanding.
In meetings that include the international members, we primarily communicate in English. However, since interactivity is essential, Marissa often provides interpretation support when needed.
T: For smooth communication and relationship-building, it’s crucial to avoid speaking in languages that the other person cannot understand. When I was stationed in Hong Kong, I felt excluded when people suddenly started speaking Cantonese. Even if there was no ill intent, it can send the message that “it’s okay if this person doesn’t understand,” which is something we should avoid.
Marissa (M): Despite our efforts, Japanese employees still tend to receive information more easily, and international members sometimes don’t have access to the same information. To address this, we hold monthly catch-up meetings to ensure our international members receive the latest company updates.
— Is there any mandatory language learning for employees?
H: We don’t make language learning mandatory, but we’ve developed original English and Japanese coaching programs, and many employees participate voluntarily.
T: Many of our international members are highly motivated to learn Japanese. Even with busy schedules, they take lessons and aim to improve. Some have even achieved the highest level (N1) on the JLPT (Japanese Language Proficiency Test). Their efforts are truly appreciated, and it’s always heartwarming when they speak to me in Japanese.
Japanese members have also expressed a desire to improve their English skills for smoother communication. During our first company-wide retreat, some Japanese employees had their first face-to-face conversations with international members. This experience not only brought joy but also motivated them to improve their language skills further.
Support for International Employees Living in Japan
— SpeakBUDDY provides robust support for international employees’ lives in Japan. What prompted this approach?
T: Over the years, we’ve welcomed many international members, but we’ve also encountered challenges in helping them navigate life in Japan. These include issues like understanding public procedures, finding English-speaking doctors, and ensuring visa renewals. There have also been consultations about cultural differences and varying work values.
While diversity is a strength, creating a unified team is a significant challenge. That’s why our priority is ensuring that everyone can focus on their work while enjoying a good life in Japan. By systematizing support rather than handling each case individually, we aim to provide smoother and more efficient assistance.
— What specific support does SpeakBUDDY offer?
M: The most common challenges for international members are visa applications, renewals, and administrative procedures like taxes. Visa delays can lead to the worst-case scenario of members having to leave Japan, so SpeakBUDDY handles applications through the company.
Tax notices, often filled with complex kanji, can be daunting even for native Japanese speakers. We encourage international members to consult with us rather than struggle alone.
When international employees relocate to Japan, we assist with finding housing by recommending real estate agencies that cater to non-Japanese speakers or offer virtual tours.
H: When one employee moved to Japan, Marissa and I went to Haneda Airport to welcome them. We spent the day helping them set up a bank account, sign up for a phone plan, and register their residence at the ward office. Getting these essentials sorted right away helps ensure a smoother transition.
— With employees from 11 different countries, have you implemented any initiatives to accommodate cultural differences
H: When it comes to initiatives accommodating cultural differences, our vacation policy stands out as a good example. In many countries, taking 2–3 weeks off during the holiday season is common, but some employees mentioned that their paid leave wasn’t enough to cover this. To address this, we introduced a policy allowing for long-term leave, part of which can be unpaid. Employees often use this for trips home during the New Year holidays.
Additionally, since Japanese public holidays might not be meaningful for some of our international members, they can choose to work on those days and extend other weekends instead.
We’ve also made remote work from abroad possible, with restrictions on time zones (within ±2 hours) and duration (up to three months). This flexibility is popular and can be used for both travel and home visits.
That said, while policies and systems are important, I’ve come to realize that simply having many international members in the company is one of the greatest sources of support. For example, we’ve set up a dedicated Slack channel for international employees to share information and ask questions, which has become a hub for frequent communication and advice. Having a community within the company is likely a reassuring resource for members who might otherwise feel isolated.
Diversity Becomes the Company’s Strength
ーHaving brought together a diverse team while overcoming language barriers, have there been any positive impacts?
H: At SpeakBUDDY, we have a high rate of paid leave utilization and minimal overtime. I believe this is partly influenced by the working styles of our international members. In many countries, there’s a strong focus on working efficiently during office hours and avoiding overtime. This culture seems to have spread to the rest of the team, resulting in a more balanced and structured approach to work for everyone.
T: Having team members with diverse perspectives has brought truly positive changes to the way we run the company.
I’ve been reminded of our core mission—'to enable true language acquisition and expand life’s possibilities and choices'—countless times. The multilingual nature of our internal communication provides daily experiences of both the challenges and joys of language. These moments allow me to reconnect with the purpose behind what we do.
When it comes to product development, incorporating various viewpoints and ideas has been incredibly beneficial. As we aim for global expansion, I feel confident that we are creating products that meet global standards. Thanks to this diverse team, we’re well-prepared to confidently step into international markets.
Opportunities to Learn About Different Countries and Cultures
— As your team grows and becomes more diverse, are there any initiatives you plan to implement?
H: We need to be particularly mindful of information gaps and delays in communication caused by language differences. The interpretation and support work that Marissa currently handles is still somewhat grassroots, so we aim to formalize and expand multilingual support across the company, making it a standard practice.
As diversity increases, I also feel it’s crucial to deepen our understanding of religious diversity, dietary differences, and other cultural aspects among team members. Creating opportunities for learning and fostering mutual understanding within the company will be an important focus moving forward.
— You recently announced your plans for international expansion. Will this accelerate the hiring of overseas team members?
T: As we expand globally, we want to actively hire local talent in the regions we enter.
I also hope to create more opportunities for employees to communicate in their native languages. For instance, Indonesian engineers could work together in Indonesian. This approach would allow us to hire talented individuals without language barriers, making the company even stronger.
Additionally, although it’s still in the planning stage, we’re considering a program to support employees in traveling to the countries we plan to expand into. Visiting these regions firsthand can significantly enhance their understanding and depth of insight. Whether or not someone has been to a country can greatly affect their ability to imagine and connect with its culture, as well as its people and learners.
This deeper understanding is essential to achieving our mission. In this sense, every aspect of our organizational and structural development is closely tied to our mission.
