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NEWS

BLOG Aug.08.2017

OUR CULTURE

by Kazuki Noda

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Hello everyone, it’s been a while. I am Noda and I work at UNIEL as an art director.

Since we are looking for new members to work with us right now, I would like to share our culture with our future candidates to get a better idea about us.

Working Here

First of all, how many hours to work is completely up to each employee in our company.

These two questions are the frequently asked questions at interviews;

“How much overtime should I expect?”
“How often do your employees work on weekends?”

My answer to these questions is;

“It depends on the employees. “

Of course workload and working hours vary depending on the job role, but I always tell my employees to manage their own time and do whatever they want with their time. That’s because I believe that how they control and manage their qualities (such as how and what they offer to our customers) all depend on each persons’ skills.

The only time I interfere is when the quality of their work isn’t up to the standard that we set based on our branding and planning philosophy. When this happens, I let my employees to decide whether they fix it by themselves, or they need my hand.

Motivations and ambitions themselves are invisible to the eyes, but you can definitely see them through the performance of the person. I would like to mention that times like this is when I evaluate my employees.

Knowing your responsibility and devoting to your tasks until you complete them is very important.

I myself still take an active role as a designer, so I support my employees and they support each other too. So you don’t have to worry about doing everything by yourself. We will be right with you and support you until you understand our ‘quality line’ and are able to implement it on your work.

Also, I would like to point out that having a well constructed workflow plays an extremely important role when presenting proposals to customers. Lacking preparations would potentially lead to poor quality proposals.

Whom I want to work with is someone who is aware of this, and is willing to work towards creating a great team that can create high quality proposals. Fortunately, every staff who currently works at this company have the same belief, so we are able to lift each other up while having fun at the same time.

As our company is still quite small, the responsibilities each staff need to take in this company are probably bigger than ones in other companies, but despite that, our company will be a great place for you to be a better creator if your belief is the same as ours.

On and Off

The next topic I would like to talk is ‘on and off.’

The ‘on’ and ‘off’ I am talking here mean ‘work’ and ‘private life.’ I would like you to know that our company does not value being ‘on all the time.’

When I ask them to tell me what their strength is in the job interviews, some people say;

“I am ‘on’ 24/7.”

When I hear this answer, I determine whether this person is suitable for this company or not by finding out if they are passionate about working.

I am a father of two, so of course I spend time with my family and I’m on ‘off’ mode when I’m with them. There are some Sunday nights where I do feel somewhat melancoly.

But I believe that those who are passionate about their work – including myself seek for inspirations and ideas on their private lives subconsciously. That’s why whether the candidate is passionate about working is important for me when hiring someone.

To take myself as an example, I like to watch foreign movies and tv shows, and I always find myself focusing on their opening and end credits. And I read any articles and books that are work related during my relaxed time.

Even when I try to switch myself to the ‘off’ mode, I often catch myself thinking about designs. Moments like that make me realise how much I love my job.

However, my family is probably sick of me as I sometimes grab the remote from my kids’ hands and rewind the movie they are watching.

Thinking about work related things outside of work can be a burden and a stress factor to many people, but I do these things to relief my stress, and I feel lucky that I feel this way.

We encourage and support our staff to buy books and materials for self-development (the word ‘self-development’ isn’t my favourite word though.) You can use this benefit to improve and increase your skills and knowledges if you join our company.

I’m getting back to what I was saying earlier, but we are not looking for someone who is ‘on’ 24/7. I would like my staff to value their private life too.

I believe everything – like the scenery they see with their family, the food they had on their dates with their loved one, the barbecue on weekend and so on for example – would influence their work performances in a positive way for those who are passionate about their job. So I want my staff to enjoy life.

As long as you give your best performance on work, you should be able to do whatever you want to do in your private time.

All staff in our company are allowed to have birthday leave, wedding anniversary leave and maternity/paternity leave. I decided to adopt these benefits for my married staff and for myself as I am a father like I said earlier.

All our staff are working under the motto of helping each other. They will help you if you need any help, and I would like you to be able to help them when they need help too.

Our Culture

Our culture is also a subject we are often asked about at interviews, and one word describes it all – “family.”

We talk just about anything in our company. We joke around and we talk about our private life. We play sports or grab some drink when our tasks are finished early.

Our mascot dog Abbey comes to the office when the weather is good. And when there are troubles, we discuss about them.

On top of the culture mentioned above, all our members work under the same company mission, vision and value, and I think that’s the reason why we are able to make consistent progress.

I am very happy that I could meet my employees who have built our culture as it is now.

However, there are people who left our company because of our culture.

I understand that some people like to separate themselves from others and just concentrate on their work. If you are one of them, I would like to tell you upfront that you probably should rethink about joining our company before sending us your resume.

Your Skills

Now I would like to talk about the skills I look for in my employees.

You can refer to our service page(https://uniel.jp/service/)for our previous works. As you can see, our main work is branding, and we do many work around it such as consulting, websites designs, graphic designs and space designs.

We make sure that we always input and apply what we learn in order to excel at what we do. As I mentioned this in my previous post as well (Basic Meaning for Work(https://uniel.jp/news/basic-meaning-for-work/),) you can learn and improve your skills in our company .

We sometimes choose to hire outside source for support, and that is when we think it’s best to do so after analyzing clients’ needs and discussing our approaches.

We hire outside sources in order to apply the best outputs to our clients for their branding needs – company branding (inner branding / hiring branding,) product branding and space branding for example.

Companies that do not need any outside sources are great, but having the chances to work with people from outside of our company is one of the perks of working in our company.

I believe that we shouldn’t think that we can do everything by ourselves, so I want my employees to be able to have a good communication with our outside sources.

Lastly, we are currently looking for a designer, a developerto join our team. If you agree with our culture, please apply from the pages below.

Or you can send your portfolio from our contact page;
https://uniel.jp/#contact

by Kazuki Noda

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