[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"news:it-jinzai-shijou":3},{"meta":4,"markdown":65},{"type":5,"articleId":6,"slug":7,"title":8,"titleEn":9,"category":10,"summary":11,"publishedAt":12,"image":13,"vocabulary":14},"news","news-it-jinzai-shijou","it-jinzai-shijou","大手企業のリストラとIT人材市場の変化","Major Company Restructurings and Changes in the IT Talent Market","tech-business","The 2024-2025 wave of restructurings at large Japanese tech firms — driven by revenue pressure and structural reform — has reshaped the IT talent market. Coverage of senior salary inflation, foreign-engineer hiring trends, scout-style platforms (LAPRAS, Findy, Forkwell), and the shift from membership-style to job-style employment.\n","2026-04-15T00:00:00Z","https:\u002F\u002Fimages.yamiyomi.com\u002Fnews-it-jinzai-shijou.png",[15,20,24,28,32,36,40,45,49,53,57,61],{"word":16,"reading":17,"meaning":18,"level":19},"人材","じんざい","human resources","N2",{"word":21,"reading":22,"meaning":23,"level":19},"市場","しじょう","market",{"word":25,"reading":26,"meaning":27,"level":19},"大手","おおて","major (firm)",{"word":29,"reading":30,"meaning":31,"level":19},"早期","そうき","early",{"word":33,"reading":34,"meaning":35,"level":19},"退職","たいしょく","retirement",{"word":37,"reading":38,"meaning":39,"level":19},"募集","ぼしゅう","recruitment",{"word":41,"reading":42,"meaning":43,"level":44},"報酬","ほうしゅう","compensation","N1",{"word":46,"reading":47,"meaning":48,"level":44},"高騰","こうとう","sharp rise",{"word":50,"reading":51,"meaning":52,"level":44},"雇用","こよう","employment",{"word":54,"reading":55,"meaning":56,"level":19},"採用","さいよう","hiring",{"word":58,"reading":59,"meaning":60,"level":44},"流動性","りゅうどうせい","liquidity",{"word":62,"reading":63,"meaning":64,"level":19},"構造","こうぞう","structure","\n::para\n2024[年]{ねん:year:N5}から2025[年]{ねん:year:N5}にかけて、[大手]{おおて:major:N4}IT[企業]{きぎょう:firm:N1}や[電機]{でんき:electronics:N3}メーカーで[相次いで]{あいついで:occurring one after another:N3}[人員]{じんいん:personnel:N4}[削減]{さくげん:reduction:N1}や[早期]{そうき:early:N3}[退職]{たいしょく:retirement:N3}[募集]{ぼしゅう:recruitment:N2}が[実施]{じっし:carried out:N1}されました。[一方]{いっぽう:on the other hand:N4}で、[現場]{げんば:on-site:N3}の[エンジニア]{えんじにあ:engineer}や[シニア]{しにあ:senior}[人材]{じんざい:talent:N2}の[需要]{じゅよう:demand:N1}は[依然]{いぜん:still:N2}として[強く]{つよく:strong:N4}、IT[人材]{じんざい:talent:N2}[市場]{しじょう:market:N3}は[二極化]{にきょくか:becoming polarized:N2}が[進んで]{すすんで:advancing:N3}いるとされます。\n\n#en\nFrom 2024 into 2025, large IT firms and electronics manufacturers carried out personnel reductions and early-retirement recruitment one after another. On the other hand, demand for on-site engineers and senior talent remains strong, and the IT talent market is said to be increasingly polarized.\n::\n\n::heading\n[リストラ]{りすとら:restructuring}の[背景]{はいけい:background:N3}\n\n#en\nBackground to the Restructurings\n::\n\n::para\n[業績]{ぎょうせき:business performance:N2}の[悪化]{あっか:deterioration:N3}や[事業]{じぎょう:business:N4}[構造]{こうぞう:structure:N2}[改革]{かいかく:reform:N2}を[理由]{りゆう:reason:N3}に、[電機]{でんき:electronics:N3}[大手]{おおて:major:N4}や[一部]{いちぶ:some:N3}の[通信]{つうしん:telecommunications:N3}[系]{けい:type:N1}[企業]{きぎょう:firm:N1}が[大規模]{だいきぼ:large-scale:N1}な[早期]{そうき:early:N3}[退職]{たいしょく:retirement:N3}[募集]{ぼしゅう:recruitment:N2}を[行った]{おこなった:conducted:N5}と[報じられて]{ほうじられて:reported:N3}います。[対象]{たいしょう:targets:N2}は[管理]{かんり:management:N2}[職]{しょく:positions:N3}や45[歳]{さい:years old:N3}[以上]{いじょう:and above:N4}の[ベテラン]{べてらん:veteran}[層]{そう:tier:N2}が[中心]{ちゅうしん:center:N4}で、[必ずしも]{かならずしも:not necessarily:N3}[業績]{ぎょうせき:performance:N2}が[悪い]{わるい:bad:N4}[個人]{こじん:individual:N2}に[限らない]{かぎらない:not limited to:N3}ところが[特徴]{とくちょう:characteristic:N1}とされます。\n\n#en\nCiting deteriorating business performance and business-structure reform, major electronics firms and some telecom firms reportedly conducted large-scale early-retirement recruitment. Targets are reported to center on management positions and the veteran tier aged 45 and over, with the characteristic feature that they are not necessarily limited to individuals with poor performance.\n::\n\n::heading\n[シニア]{しにあ:senior}[人材]{じんざい:talent:N2}の[報酬]{ほうしゅう:compensation:N1}[高騰]{こうとう:surge:N1}\n\n#en\nSurge in Senior Talent Compensation\n::\n\n::para\n[一方]{いっぽう:on the other hand:N4}で、[クラウド]{くらうど:cloud}[基盤]{きばん:infrastructure:N1}、[セキュリティ]{せきゅりてぃ:security}、AIなど[特定]{とくてい:specific:N3}[分野]{ぶんや:field:N4}の[シニア]{しにあ:senior}[エンジニア]{えんじにあ:engineer}の[年収]{ねんしゅう:annual salary:N3}は[高騰]{こうとう:surging:N1}していると[伝えられて]{つたえられて:reported:N3}います。[年収]{ねんしゅう:annual salary:N3}1500[万円]{まんえん:10,000 yen:N5}を[超える]{こえる:exceeding:N2}[求人]{きゅうじん:job listing:N3}も[珍しく]{めずらしく:unusual:N2}なくなり、[一部]{いちぶ:some:N3}の[領域]{りょういき:area:N2}では[米系]{べいけい:US-based:N1}[テック]{てっく:tech}[企業]{きぎょう:firm:N1}の[現地]{げんち:local:N3}[オフィス]{おふぃす:office}と[同等]{どうとう:equivalent:N3}[水準]{すいじゅん:level:N2}に[近づき]{ちかづき:approaching:N4}つつあるとされます。\n\n#en\nOn the other hand, the annual salaries of senior engineers in specific fields such as cloud infrastructure, security, and AI are reported to be surging. Job listings exceeding 15 million yen in annual salary are no longer unusual, and in some areas they are said to be approaching parity with the local offices of US tech firms.\n::\n\n::callout\nただし、[ジュニア]{じゅにあ:junior}[層]{そう:tier:N2}や[特定]{とくてい:specific:N3}スキルを[持たない]{もたない:lacking:N4}[人材]{じんざい:talent:N2}にとっては[必ずしも]{かならずしも:not necessarily:N3}[追い風]{おいかぜ:tailwind:N3}とは[言えず]{いえず:cannot be said:N4}、[市場]{しじょう:market:N3}の[二極化]{にきょくか:polarization:N2}が[進行]{しんこう:proceeding:N3}しています。\n\n#en\nHowever, this is not necessarily a tailwind for the junior tier or talent without specific skills, and market polarization is proceeding.\n::\n\n::heading\n[外国人]{がいこくじん:foreign:N5}[エンジニア]{えんじにあ:engineer}の[採用]{さいよう:hiring:N2}[傾向]{けいこう:trends:N2}\n\n#en\nTrends in Hiring Foreign Engineers\n::\n\n::para\n[少子化]{しょうしか:declining birth rate:N3}と[高齢化]{こうれいか:aging:N2}による[国内]{こくない:domestic:N3}[人材]{じんざい:talent:N2}の[減少]{げんしょう:decrease:N2}を[補う]{おぎなう:supplement:N2}ため、[外国人]{がいこくじん:foreign:N5}[エンジニア]{えんじにあ:engineer}の[採用]{さいよう:hiring:N2}を[強化]{きょうか:strengthening:N3}する[企業]{きぎょう:firm:N1}が[増えて]{ふえて:increasing:N3}います。[特に]{とくに:especially:N4}インド、ベトナム、[中国]{ちゅうごく:China:N5}からの[採用]{さいよう:hiring:N2}が[多い]{おおい:numerous:N4}とされ、[英語]{えいご:English:N4}[公用]{こうよう:official use:N4}や[在宅]{ざいたく:work-from-home:N3}[勤務]{きんむ:work:N3}の[制度]{せいど:system:N3}を[整備]{せいび:put in place:N1}する[動き]{うごき:movement:N4}も[広がって]{ひろがって:spreading:N4}います。[ただし]{ただし:however}、[円安]{えんやす:weak yen:N4}の[影響]{えいきょう:impact:N1}でドル[換算]{かんさん:conversion:N2}した[年収]{ねんしゅう:annual salary:N3}の[国際]{こくさい:international:N3}[競争]{きょうそう:competitive:N2}[力]{りょく:power:N4}が[低下]{ていか:declined:N2}している[点]{てん:point:N3}が[課題]{かだい:challenge:N2}と[されて]{されて:said to be}います。\n\n#en\nTo supplement the decrease in domestic talent due to the declining birth rate and aging population, the number of firms strengthening their hiring of foreign engineers is increasing. Hiring from India, Vietnam, and China is reportedly especially numerous, and movements to put English-as-official-language and work-from-home systems in place are also spreading. However, the decline in international competitiveness of dollar-converted annual salaries due to the weak yen is said to be a challenge.\n::\n\n::heading\n[スカウト]{すかうと:scout}[型]{がた:style:N2}プラットフォームの[台頭]{たいとう:rise:N3}\n\n#en\nThe Rise of Scout-Style Platforms\n::\n\n::para\n[従来]{じゅうらい:conventional:N1}の[求人]{きゅうじん:job listing:N3}[広告]{こうこく:advertisement:N3}や[人材]{じんざい:talent:N2}[紹介]{しょうかい:introduction:N2}[会社]{かいしゃ:firm:N4}に[加え]{くわえ:in addition to:N3}、[エンジニア]{えんじにあ:engineer}が[自身]{じしん:oneself:N4}の[GitHub]{ぎっとはぶ:GitHub}や[技術]{ぎじゅつ:technical:N2}[ブログ]{ぶろぐ:blog}を[公開]{こうかい:publish:N4}して[企業]{きぎょう:firm:N1}からの[スカウト]{すかうと:scout}を[受ける]{うける:receive:N3}「[スカウト]{すかうと:scout}[型]{がた:style:N2}」プラットフォームが[広がって]{ひろがって:spreading:N4}います。[代表例]{だいひょうれい:representative examples:N3}として、LAPRAS、Findy、[Forkwell]{ふぉーくうぇる:Forkwell}などの[サービス]{さーびす:services}が[挙げられます]{あげられます:can be cited:N1}。[企業]{きぎょう:firm:N1}は[候補者]{こうほしゃ:candidate:N2}の[実際]{じっさい:actual:N3}の[コード]{こーど:code}を[見て]{みて:looking at:N5}[判断]{はんだん:judge:N3}できる[ため]{ため:because}、[ミスマッチ]{みすまっち:mismatch}が[減る]{へる:decrease:N2}と[期待]{きたい:expected:N3}されています。\n\n#en\nIn addition to conventional job advertising and recruiting agencies, \"scout-style\" platforms are spreading where engineers publish their own GitHub and technical blogs to receive scouts from firms. Representative examples include services like LAPRAS, Findy, and Forkwell. Because firms can judge based on candidates' actual code, this is expected to reduce mismatches.\n::\n\n::heading\n[ジョブ型]{じょぶがた:job-style:N2}[雇用]{こよう:employment:N2}への[移行]{いこう:transition:N2}\n\n#en\nTransition to Job-Style Employment\n::\n\n::para\n[従来]{じゅうらい:conventional:N1}の[日本]{にほん:Japanese:N5}[企業]{きぎょう:firm:N1}は、[新卒]{しんそつ:new graduate:N2}[一括]{いっかつ:bulk:N1}[採用]{さいよう:hiring:N2}と[終身]{しゅうしん:lifetime:N4}[雇用]{こよう:employment:N2}を[特徴]{とくちょう:characteristic feature:N1}とする「[メンバーシップ型]{めんばーしっぷがた:membership-style:N2}」[雇用]{こよう:employment:N2}を[基本]{きほん:basic:N1}としてきました。[近年]{きんねん:recent years:N4}は[職務]{しょくむ:job duties:N3}と[報酬]{ほうしゅう:compensation:N1}を[明確]{めいかく:clear:N3}に[結びつける]{むすびつける:link:N1}「[ジョブ型]{じょぶがた:job-style:N2}」[雇用]{こよう:employment:N2}への[移行]{いこう:transition:N2}が[語られる]{かたられる:talked about:N5}ことが[増えて]{ふえて:increasing:N3}います。[ただし]{ただし:however}、[実際]{じっさい:actual:N3}の[運用]{うんよう:operation:N4}では[完全]{かんぜん:complete:N3}な[ジョブ型]{じょぶがた:job-style:N2}に[移行]{いこう:transition:N2}している[企業]{きぎょう:firm:N1}は[少なく]{すくなく:few:N4}、[折衷]{せっちゅう:compromise:N1}[的]{てき:style:N4}な[制度]{せいど:system:N3}が[多い]{おおい:many:N4}と[見られて]{みられて:are seen:N5}います。\n\n#en\nConventional Japanese firms have basically used \"membership-style\" employment, characterized by bulk new-graduate hiring and lifetime employment. In recent years, talk of transition to \"job-style\" employment, which clearly links job duties and compensation, has been increasing. However, in actual practice, firms that have completely transitioned to job-style are seen as few, with many adopting compromise systems.\n::\n"]