エレクトロニクス商社で働く先輩（加賀電子）

Company and Industry

• Kaga Electronics is an independent electronics trading company founded on September 12, 1968. Its headquarters are in Akihabara, Tokyo.
• The company presentation cited approximately ¥547 billion in consolidated sales and ¥117.5 billion in standalone sales, ranking Kaga third in the industry by sales. It also cited 72 group companies (24 in Japan), approximately 8,560 group employees, and around 560 standalone employees.
• Electronics businesses support products and infrastructure used in everyday life, from smartphones and household appliances to cars, medical equipment, IT, traffic systems, and amusement. The industry changes rapidly, gives trading companies early involvement in products that may launch several years later, and offers opportunities to work with overseas partners.

Business Model and Operations

Trading and Sales

Kaga connects component manufacturers and other suppliers with customer companies. It identifies customer requirements, finds suitable products, helps suppliers expand their sales opportunities, and coordinates transactions.

A typical sales process includes:

1. Clarifying the customer’s needs, including product specifications, timing, and other requirements.
2. Searching the company’s supplier and product options—one example cited roughly 2,000 options.
3. Proposing a suitable match and coordinating agreement, ordering, and delivery.

Kaga says its independence means it is not restricted to a narrow product range. It can draw on a broad offering and global network to find solutions for customers.

Generalist sales roles can include identifying products, negotiating commercial terms, preparing plans, arranging samples, and coordinating deliveries. Sales employees also need to manage competing priorities—for example, when a customer needs quick delivery but a manufacturer cannot meet the requested date.

Electronics Manufacturing Services

In addition to trading, some business units provide Electronics Manufacturing Services (EMS), including development and manufacturing. The speaker described this as adding capabilities to sourced products and delivering a more complete solution.

Culture and People

The company’s stated behavioral principles are:

• Flexibility: Anticipate change and plan ahead in a fast-moving industry.
• Youthfulness: Maintain an energetic, positive attitude regardless of age.
• Taking action: Show initiative, volunteer for challenges, and try ideas rather than waiting to be asked.

The HR speaker highlighted several qualities associated with success:

• Curiosity and broad interests, which help employees gather information and become trusted people for customers to consult.
• Willingness to take on challenges. Examples included responding to customer requests for masks during COVID-19, despite masks being outside the electronics business, and selling Kanazawa curry connected to the chairman’s home region.
• Being genuine and approachable, helping customers and colleagues feel comfortable raising problems.

Employee Example and Practical Lessons

Yuki Katayama, a 2024 graduate hire now in her second year, works in sales, selling electronic components to telephone and wireless-equipment manufacturers.

She said she chose Kaga after forming a positive impression of the company’s atmosphere at a university job fair and because the business seemed to offer varied challenges. She found the workforce more diverse in personality and experience than she had expected.

Her largest project discussed was approximately ¥20 million per year. She finds larger transactions and projects especially rewarding. Her advice for building customer trust is to make a good first impression, greet people properly, and use small talk to get to know them before moving into business discussions.

Her near-term goal is to protect and grow existing customer accounts, then develop new customers and expand the business she manages.

Hiring, Careers, and Working Conditions

The company cited a hiring plan of around 30 people across sales, general affairs, HR, accounting, technical roles, and sales support.

The presentation stated working hours of 9:00 a.m.–5:30 p.m. and 122 annual holidays. New employees receive 10 days of annual leave in their first year and six refresh-leave days. Because the company does not designate a company-wide Obon break, employees can take refresh leave together or split it up.

Starting monthly pay was stated as ¥250,000 for university graduates in comprehensive roles and ¥210,000 for general administrative roles; the presentation said these figures include allowances. Bonuses are paid in June and December, with an additional performance-linked payment also described. The speaker said this additional payment had been made for about 12 consecutive years, subject to business performance.

There is no formal job-rotation system. Transfers often occur every three to five years, but career paths vary: some employees stay in one department for many years, while others move across business units. Employees meet with supervisors four times a year and can express interest in trying another role, though a move is not guaranteed.

Overseas business trips may be possible from the first year. The speaker described longer overseas assignments as possible from around the third year, depending on the opportunity and employee initiative; no fixed eligibility rule was stated.

Kaga said employees can learn technical knowledge after joining through internal training, customer study sessions, and on-the-job experience. Prior science or engineering expertise is not required; the speaker estimated that nearly 90% of new hires come from non-science backgrounds.

The company also described childcare-related flexible scheduling and access to vacation facilities in locations such as Hakone, Karuizawa, and Atami. Katayama said she could balance work with her personal life and participation in a company baseball club.

Actionable Takeaways

• In a trading-company sales role, value comes from understanding the customer’s actual needs, finding a suitable supplier or product, and coordinating both sides through delivery.
• Build trust through consistent communication and relationship-building—not only product knowledge.
• In a rapidly changing market, cultivate curiosity, stay informed across fields, and take initiative when customers’ needs fall outside the usual business.
• Employees interested in new assignments or international work should communicate those goals proactively during supervisor discussions.

Presenters and Source

Nakamura, a talent-development specialist in Kaga Electronics’ HR department; Yuki Katayama, a Reitaku University graduate and Kaga Electronics sales employee; hosted by Reitaku University Career Center.