Talent Management
General Policy
Enigmo will act with respect to the following three value criteria that make us pursue its vision of becoming a “Specialty” Marketplace and realize its mission of “New trends that will change the world.”
・Self-starter
People who find their own goals, pull the trigger, and push forward without being influenced by others or the environment.
・Outperformer
People who develop their strengths and go beyond common sense, limits, and expectations.
・Team builder
People who can contribute to team building “day-to-day” and team performance “in practice”.
Strategy
Enigmo implements talent management based on the three pillars of recruitment, training, and retention to realize its mission “New trends that will change the world.”
1.Recruitment
Enigmo seeks talents who meet the value criteria of “self-starter,” “outperformer,” and “team builder”. At job interviews, the field representatives, human resources managers, and executives ensure that the candidate meets the above three values. In addition, each hiring department assigns the candidates its own unique tasks, and then we evaluate them from multiple angles by judging the competence of their expertise.
Employee Comments
*The below three articles are available in Japanese only.
2.Training
Enigmo aims to enable its employees to continuously grow and achieve the company’s growth as a whole.
We encourage the career development of each employee by supporting the acquisition of business skills and self-development, as well as the technical skills necessary for daily work and the development of new services.
For example, the Human Resources Department recommends a training plan for employees who have recently joined the company, and we provide flexible support depending on their age and expected position.
Goal setting and personnel evaluation
At Enigmo, all employees set annual value (mindset, attitude, behavioral characteristics, knowledge, experience, etc.) and work goals, and receive feedback from their supervisors and coworkers every six months.
We also have a bonus system that includes special bonuses for employees who have achieved outstanding results and for those who receive top personnel evaluations.
3.Talent Retention
With social changes such as reforms in the way people work, diverse work styles and career options are increasing, and individuals’ views of work are changing dramatically.
In such an environment, various factors influence whether employees feel they want to develop their careers with one company for a long time. At enigmo, we present a variety of work options, encourage employees to take on new challenges, and create a work environment where all people can develop meaningful careers through their work.
1-on-1 meeting
Enigmo is focused on fostering a culture of mutual recognition of diverse work styles and creating a working environment where we can work together to achieve the company’s growth.
Some teams mutually recognize each other’s work styles, mainly work-from-home, that can be possible by creating an environment where employees can regularly catch up with each other through 1-on-1 meetings for progress reports, worries, concerns, and other issues.
Monthly Meet-up (2M)
Enigmo holds a company-wide meetup (commonly known as 2M) after the company assembly on the first business day of each month, which is open to all employees regardless of employment status.
2M is an event where the company provides snacks and drinks to welcome new employees and encourage interaction with other departments with whom they do not usually have contact.
The event is held not only offline but also online.（Click here for details）
Recommendation of new business proposals
Enigmo has a system in place for employees to plan and propose their own projects and promote new business development.
In the past, some of the projects planned and proposed by employees have actually been adopted, and we encourage employees to be actively involved in new business development.
In addition, we provide opportunities to talk with executives and engineers who are familiar with system development in the course of new business development, and strive to create an environment in which employees can make brushed-up plans.
Diversity & Inclusion
General Policy
Enigmo’s mission, “New trends that will change the world”, has the following three meanings.
1.Provide new and unique value that has not existed before.
2.Provide impactful services that change the times.
3.Become a global venture active on a global scale.
One of the driving forces to realize the above is to establish a management foundation in which diverse human resources can play an active role.
It is inevitable to eliminate barriers based on age, gender, nationality, disability, etc., and ensuring diversity in the core human resources involved in management is extremely important.
Diversity is positioned as an important management issue, with a particular focus on the promotion of women’s roles.
As of the end of January 2025, we are proud of the following high level of women’s roles, and will continue to strengthen our corporate culture where diversity is respected.
Strategy
Promotion of diverse human resources
We believe that a diverse workforce is necessary to achieve our mission, “New trend that will change the world”.
Therefore, Enigmo provides growth opportunities and fair wages to all employees regardless of age, gender, nationality, or disability.
Indicators and Targets
Indicator: Percentage of women in management positions
Target: Continue to maintain at least 30%.
Achievements: See below
FYE
Jan. 2021 |
FYE
Jan. 2022 |
FYE
Jan. 2023 |
FYE
Jan. 2024 |
FYE
Jan. 2025 |
| 0% |
35% |
45% |
39% |
39% |
Promoting communication with a diverse workforce
Enigmo offers the following events and support to enable communication with a diverse workforce.
・Happy hour: After 6:30 p.m., beer from around the world is freely available in the office. This system encourages communication among team members for small meetings, refreshments, and exchange of information.
・Support for team get-togethers: We support the cost of get-togethers and meals for project teams. We promote communication and teamwork.
Note that Monthly Meet-up(2M)is also included as part of the communication promotion.
Enhancement of quality of service/user experience
General Policy
At the board of directors meeting in May 2023, Enigmo identified “Enhancement of quality of service/user experience” as one of its key initiatives.
As specific goals, Enigmo will take various measures to achieve a state in which “customers want to continue to use BUYMA services without anxiety” and “customers continue to use BUYMA services without anxiety in terms of security.
Initiatives to enhance quality of service / user experience
・Expansion of concierge services for premium members
・Introduced TRUSTDOCK to strengthen the identification of sellers and started to assign the “Identity Verified” mark to sellers.
・Launched BUYMA YAMATO, a cross-border EC anonymous delivery service
・Became an official member of the Association Against Counterfeit Product Distribution (AACD) as a platform member
・Introduction of account health score for sellers*
*The account health score for sellers is a score that lists the operational status and transaction performance of a seller’s account. Specifically, transaction satisfaction, cancellation rate, speed of replies, and average transaction days are available on the digital dashboard, and each seller can use each score to help target score enhancement.
Talent Management
General Policy
Enigmo will act with respect to the following three value criteria that make us pursue its vision of becoming a “Specialty” Marketplace and realize its mission of “New trends that will change the world.”
・Self-starter
People who find their own goals, pull the trigger, and push forward without being influenced by others or the environment.
・Outperformer
People who develop their strengths and go beyond common sense, limits, and expectations.
・Team builder
People who can contribute to team building “day-to-day” and team performance “in practice”.
Strategy
Enigmo implements talent management based on the three pillars of recruitment, training, and retention to realize its mission “New trends that will change the world.”
1.Recruitment
Enigmo seeks talents who meet the value criteria of “self-starter,” “outperformer,” and “team builder”. At job interviews, the field representatives, human resources managers, and executives ensure that the candidate meets the above three values. In addition, each hiring department assigns the candidates its own unique tasks, and then we evaluate them from multiple angles by judging the competence of their expertise.
Employee Comments
*The below three articles are available in Japanese only.
Job hunting situation of a data engineer who likes clothes
Joined Enigmo as a new graduate engineer!
A new graduate engineer who had nothing to do with IT looks back on his job hunting for an engineer.
2.Training
Enigmo aims to enable its employees to continuously grow and achieve the company’s growth as a whole.
We encourage the career development of each employee by supporting the acquisition of business skills and self-development, as well as the technical skills necessary for daily work and the development of new services.
For example, the Human Resources Department recommends a training plan for employees who have recently joined the company, and we provide flexible support depending on their age and expected position.
Goal setting and personnel evaluation
At Enigmo, all employees set annual value (mindset, attitude, behavioral characteristics, knowledge, experience, etc.) and work goals, and receive feedback from their supervisors and coworkers every six months.
We also have a bonus system that includes special bonuses for employees who have achieved outstanding results and for those who receive top personnel evaluations.
3.Talent Retention
With social changes such as reforms in the way people work, diverse work styles and career options are increasing, and individuals’ views of work are changing dramatically.
In such an environment, various factors influence whether employees feel they want to develop their careers with one company for a long time. At enigmo, we present a variety of work options, encourage employees to take on new challenges, and create a work environment where all people can develop meaningful careers through their work.
1-on-1 meeting
Enigmo is focused on fostering a culture of mutual recognition of diverse work styles and creating a working environment where we can work together to achieve the company’s growth.
Some teams mutually recognize each other’s work styles, mainly work-from-home, that can be possible by creating an environment where employees can regularly catch up with each other through 1-on-1 meetings for progress reports, worries, concerns, and other issues.
Monthly Meet-up (2M)
Enigmo holds a company-wide meetup (commonly known as 2M) after the company assembly on the first business day of each month, which is open to all employees regardless of employment status.
2M is an event where the company provides snacks and drinks to welcome new employees and encourage interaction with other departments with whom they do not usually have contact.
The event is held not only offline but also online.（Click here for details）
Recommendation of new business proposals
Enigmo has a system in place for employees to plan and propose their own projects and promote new business development.
In the past, some of the projects planned and proposed by employees have actually been adopted, and we encourage employees to be actively involved in new business development.
In addition, we provide opportunities to talk with executives and engineers who are familiar with system development in the course of new business development, and strive to create an environment in which employees can make brushed-up plans.