Navigating Change in a Fast-Paced IT Landscape

In the IT and Cloud industries, evolution is not an isolated event, but a constant state. Tools are updated, technologies are superseded, and market demands pivot; these shifts are universal and impact everyone equally.

The true differentiator lies in the response: some achieve continuous growth through these industry dynamics, while others continue with the status quo for too long, eventually falling behind the evolving environment.

1. Inability To Adapt: It’s Not Just About The Speed of Evolution

Often, the feeling of “falling behind” does not stem from the complexity of the evolution itself, but rather from a stagnation in one’s own professional growth.

If one remains confined to repetitive tasks without upskilling or adopting new methodologies, the pressure becomes overwhelming when the industry undergoes a paradigm shift.

Conversely, those committed to continuous learning and iterative adjustment are naturally prepared for change, as it is already embedded in their daily workflow.
For such individuals, change is not a sudden disruption, but merely a milestone within their ongoing process of growth.

2. Continuous Learning: Staying Ahead of The Curve Before Change Arrives

If this scenario sounds familiar to you:

• Even when job scopes evolve, your established learning agility allows you to bridge the gap seamlessly.
• When encountering new tools or processes, you possess the confidence to know it is simply a matter of unfamiliarity, not inability.
• You will find that, at regular intervals, you become capable of troubleshooting and resolving increasingly complex challenges.

If so, you likely realise that continuous learning is what makes you resilient against industry shifts. Learning is not merely about completing immediate tasks; it is about maintaining a constant state of professional growth. As long as that growth persists, no amount of change can ever revert you to your starting point.

3. Prioritising “Self-Directed Learning” To Prevent Professional Stagnation

Our expectation is not for you to perpetually chase every new technology, nor do we overlook the inherent value of stability and focus.
What truly matters to us is your willingness to learn for the sake of your own personal and professional advancement.

• When encountering unfamiliar challenges, you possess the initiative to seek understanding and find solutions independently.
• The ability to translate acquired knowledge into tangible business outcomes and practical work achievements.
• Avoid remaining in a state of “routine repetition” for extended periods.

In a fast-paced environment, the true risk is rarely found in trying new things, but in the long-term cessation of growth.

4. Change Penalises The Static, But Empowers The Evolving

We understand that constant evolution isn’t necessarily everyone’s preference.

If you prefer an environment where roles remain static for years and require minimal upskilling, our pace may not be the right fit for you.

But if your aspirations include:

• The opportunity to continuously build your professional expertise, even as the landscape evolves.
• Ensuring that every adjustment you make increases your professional leverage and career options.
• Rather than viewing change as a threat, you recognise it as an opportunity to amplify your growth.

Adopting this mindset will likely propel your career trajectory far beyond your initial expectations.

5. Our Ideal Talent: Those Who Maintain Momentum Through Shifts

We cannot guarantee that the future will remain unchanged, but we can assure you of this — as long as you continue to grow, change will never be your obstacle.

If you recognize yourself in this pursuit of continuous growth, then perhaps you belong here with us.

A Message from our CEO

Learning: Is it for the company, or for oneself?

I once had a business owner from another company say to me, “The responsibility of providing for our employees is actually quite heavy, isn’t it?”

I replied to him, “Not at all. For truly high-calibre employees, even if my company were to fold, they would likely secure a better position immediately. Conversely, for those who fail to engage in continuous learning or lack the necessary competencies—if they cannot find a job after the company closes, that is not my responsibility.” He was left speechless.

Of course, as an employer, it is my responsibility to provide the highest possible remuneration and a conducive work environment. However, whether for current employees or those who will join us in the future, it is unrealistic to expect to remain with a single company for an entire career. The hardships resulting from a failure to engage in continuous learning should not be a responsibility borne by the business owner.

Ultimately, a company is fundamentally a place for output, rather than merely a venue for passive learning. Therefore, during our interview process, we generally do not hire candidates who state, “I am here because I want to learn.” (In truth, I believe this sentiment is shared by the majority of organisations.)

In the past, my conviction was that “those who truly wish to learn will naturally do so on their own initiative,” and this perspective remains unchanged today. However, in recent years, the pace of technological change—particularly with AI—has become exceptionally rapid. It has become increasingly difficult to keep pace with such advancements through self-directed learning alone.

Consequently, we have updated our core values. Currently, within the company, we formally allocate approximately 5% to 10% of employees’ working hours as dedicated time for Input and professional development.

Simultaneously, for team members who demonstrate a commitment to continuous learning and self-improvement beyond working hours, we have initiated a pilot Learning Support Programme to provide robust corporate backing.

The Implementation: Employees are required to submit a Learning & Development (L&D) proposal to the company. Based on the scope and objectives of the plan, the company will provide a subsidy ranging from 50% up to 99% of the associated costs. (We have opted not to provide a 100% full subsidy because we believe that learning is, ultimately, for one’s own benefit. Even if it is a nominal amount, we expect the learner to bear a portion of the cost as a demonstration of proactive ownership and personal accountability.)

We believe that true competitiveness stems from the capacity for continuous learning. Our vision is to be an organisation that is deeply committed to providing resources and robust support for those who demonstrate a genuine drive for lifelong growth and self-improvement.

– Tanaka, CEO