At TIER IV, we are committed to our vision of making autonomous driving accessible to all. But achieving that goal means more than advancing autonomous driving – it also means continuously evolving the systems that support the people who create the technology.
Recently, we’ve been reviewing our policies and practices to create a workplace where employees can more easily embody our core values. Our goal is to create an environment where each individual can maximize their abilities, work in their own way, and collaborate with colleagues from diverse backgrounds while supporting and respecting one another.
This blog series offers a glimpse into how we are reimagining the way people and teams work at TIER IV. In this installment, Eriko from the Career Talent Acquisition Department covers the hiring experience.
October marks the beginning of a new fiscal year at TIER IV, and we are currently updating our open positions. In this post, I want to share the thinking behind how we approach recruiting and the experience we want to create for both candidates and employees.
Over the past few years, as our business has grown, TIER IV has welcomed around 100 new employees each year. Looking at that number alone, it might look like our only focus is headcount. But for us, hiring is about finding the right fit for both sides.
TIER IV is working on a complex challenge: the democratization of autonomous driving. To achieve this, we collaborate with people around the world on technology built around Autoware, open-source software for autonomous driving, and we need team members who can spot problems, step outside their silos, and work together to get things done.
To find the right people, recruitment must be a two-way process. It is not just about us gaining an understanding of candidates. We should also ensure candidates have an opportunity to understand TIER IV – our business, our organization, our challenges, and what it is actually like to work here.
Changing jobs and joining a new company is a huge decision.
"Who will I be working with?"
"What kinds of challenges will I be taking on?"
"Will I really be able to apply my experience and expertise?"
We want to address these questions as openly as we can, so that candidates can make an informed decision. That is why we view the entire journey as one continuous experience – from your first contact with us and throughout your career at the company. We are constantly looking for ways to improve each part of the journey.
There is only so much that a company profile or job description can tell you. An initiative designed to give prospective candidates a closer look at our technology and business is TIER IV Talks. The open event is a forum where engineers and business team members talk about the technologies and projects they are working on, challenges they face and the efforts involved in solving them.
By sharing as much as we can about aspects of TIER IV that may otherwise be difficult to see from the outside, we hope people gain a better understanding of the company. Visit tier4.connpass.com for information about past and upcoming TIER IV Talks.
TIER IV welcomes employees from across Japan and overseas. When a relocation is involved, the decision to join a new company becomes a major life event – not just for the employees, but often for their families too. The burden of finding a new home, moving and setting up a new life can take a toll financially and emotionally.
For experienced hires in particular, the time between accepting an offer and joining a new company can be relatively short. That is why in 2024 we introduced a relocation support program, subsidizing costs for eligible employees who need to move to join the company. We want to help offset the expense and stress of moving, so new recruits can hit the ground running.
We are always looking for ways to improve the employee experience, to ensure everyone can fully apply their expertise and thrive over the long term. Health insurance may not be something we think about every day at work, but it is an important foundation that helps employees and their families live and work with greater security. As part of our review of employee benefits, we transitioned to the Tokyo Information Service Industry Health Insurance Society (TJK), which provides more comprehensive support to both our employees and their families.
Beyond providing a stable foundation, we are also building an environment where employees can deepen their expertise. Under our doctoral study support program, we provide financial assistance to employees pursuing graduate research closely related to their work. This is provided with the expectation that they will continue to apply their expertise at the company after graduation.
Autonomous driving involves cutting-edge technologies such as AI and semiconductors. Having an environment where employees can turn complex work challenges into academic research that then feeds back into the business is one of our hallmarks.
Open-source collaboration drives our technology, and we believe open feedback should drive our culture. Just as Autoware has grown through global contributions, we are constantly shaping our workplace based on what we hear from candidates and employees. Ultimately, our goal is simple: to create an environment where people who share our vision can do their best work. As TIER IV continues to expand, we will keep listening, adapting, and evolving the way we work together.
TIER IV is always on the lookout for passionate individuals to join our journey. If you share our vision of making autonomous driving accessible to all, get in touch.
Visit our careers page to view all job openings.
If you’re unsure which roles fit your experience, or if the current job openings don’t quite match your preferences, you can register your interest here. We’ll contact you when a suitable role becomes available and arrange an informal interview.
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