Development Manager [Easy settlement]

Application deadline date has been passed for this Job.
Full-Time Employee
  • Post Date: 2019-09-02
  • Career Level Programmer
  • Offerd Salary ¥10 - ¥15 Million
  • Experience Less than 1 Year
  • Number of employee 1
  • Gender Required Both
  • INDUSTRY Internet & Gaming
  • Qualification Bachelor Degree
  • Working Hour 09: 00〜18: 00
  • Trial Period 6 Months
  • Department Assign Development Management Department First Development Department
Job Description

You will manage the development team (9 members) for easysettlement.

* What is “Easy settlement”? … More than 4,300companies introduced!  No.1 expensesettlement system with overwhelming market share.


Rakuku Settlement Development Department / RakutokuSettlement Development Division 1: Section Manager (40s,male)-12 members

Role: Domestic Development Team 2 Line

Main Members: 1 Leader, 2 Sub-Leaders, Sub-Leader There areabout 4 to 5 members.

Easy Settlement and Development Section 2: SectionManager (Director is also concurrent)-9 members* This is a recruitment.

Role: 1 line of domestic development team, offshoredevelopment, application operation and maintenance

Main members: 2 leaders (1 person for domestic development +offshore development, 1 person for application operation and maintenance) About3 to 4 members under each leader

* The total number of RAX developers, including managers, isabout 80, and it is divided into 8 development teams(sections) by product androle, each with about 10 to 20 people.


[Business description]

Development management

team policy decision, project management, resource management

“Easy checkout” development (requirement definition-release)management member management

personnel review, leader / member development, 1on1 meeting,culture / mind Maturation

[Issues / Mission]

-Management /Technology, Formation of anOrganization that Can Grow

Both-(1) Increasing the number of human resources capable ofmanagement (managerial positions) We believe that human resource development isimportant at all levels.

(How to nurture people in a development environment wheremusic settlement is difficult for several years, and sales are strong.)


> Advanced / Upstream Engineer

Service / The Company is successful, so of course design andservice It is necessary to increase the number of architect-like personnel whocan see the whole.

Of course, we want to increase the number of people who cansee the operational aspects such as contract management and monitoring.

Currently, we are taking over the role of the TOP engineerwho has been engaged in development since the start of the project so thatother human resources can handle it.

> Since many new graduates of young / mid-level engineersare employed, it is necessary to steadily increase the number of youngemployees.

The ratio of the number of new graduates in the first tofourth years is about 10 compared to the system of about 25 to 30 people, andwe are aiming to create a vibrant yet enjoyable organization.

> Managers (section managers and managers)

There are many new services, including potential ones, so itis necessary to prepare a system to appropriately capture opportunities.

Engineers are also required, but the policy is to furtherincrease managers (section managers and managers).

(2 ) Since the service of the LAX system has been evaluated(sold) by the market, it is becoming more complicated with the passage of time.

Changing something will have a growing impact and will needto be resolved with technical debt.

(3) Offshore development

 A Vietnamesesubsidiary has a system of around 15 people.

It is necessary to raise the level so that the difficultylevel can cope.

The main development is in Japan, but it is necessary todevelop and develop development projects in Vietnam and secure physicalstrength.

(4) Application operation / maintenance

 While automatic music settlement is in strong sales, it isnecessary to provide careful technical support and a small amount of customerrequests.

There is a sense that there is problem because there is alack of automated operations.

Experience in project management

Experience in engineer training

Technical solution /Technical lead experience

Team building methodology (if applicable)

About culture and mind ripening methods (if applicable)



* We will make a full decision after considering previoussalary, experience and skills.

* For those who adopt immediate action, raise theconsultation separately once a year (May), bonus twice a year (June /December), commuting transportation expenses (upper limit / 100,000 yen permonth), job allowance, job allowance, Family allowance (paid 360,000 yen perchild, pay 500,000 yen per month for 2 or more), overtime allowance



Various social insurance (employment, work-relatedaccidents, health, welfare pension), employee shareholding system,qualification (self-development) incentive system, Keigo Sumika system,childcare / care leave system, position allowance, family allowance, overtimeallowance, Late night allowance, holiday work allowance, appointment allowance,business trip allowance, retirement age 60 (with re-employment system)



[Primary interview] Interview with the section managerassigned to the department


[Final interview] Interview with the officers



We ask the candidates who have passed the first screening totake the SPI exam. Take the exam before the second screening.

* A secondary interview may be held on the same day as theprimary interview.

* The type of SPI is probably SPI3.



[Annual holiday: 120 days]

Full weekly holiday (2 days) (Saturday, Sunday), holidays,year-end and New Year holidays, summer vacation, paid leave, Keio leave,childbirth / childcare / care leave