When considering a career change as an infrastructure engineer, choosing the right company significantly impacts your future career. However, many IT engineers feel dissatisfied with compensation and promotion after changing jobs. Research shows approximately 80% of IT engineers in their 20s consider leaving within five years.
This article explains eight key points to verify when choosing a company, from inexperienced candidates to career changers, with specific criteria for identifying quality employers.
- Why company selection fails and career risks involved.
- Eight checkpoints to identify quality employers effectively.
- Key points for beginners and efficient research methods.
1. What You Need to Know Before Choosing a Company as an Infrastructure Engineer
Understanding the profession’s fundamentals—job responsibilities, salary levels, and future prospects—enables better decision-making when choosing a company as an infrastructure engineer.
Definition and Main Roles of Infrastructure Engineers
According to Weblio Dictionary, an infrastructure engineer is “one category of IT engineers who build corporate information systems, mainly responsible for constructing IT infrastructure.” These engineers handle the entire system foundation including hardware, virtualization, operating systems, networks, middleware, and security.
Infrastructure engineers build the foundation upon which application engineers deploy software to create complete business systems. Cloud computing and data center operations have become increasingly important responsibilities.
Infrastructure engineers fall into three main categories:
Server Engineers
Server engineers design, construct, and operate servers including web and database servers. They handle everything from selecting specifications to installing operating systems, configuring middleware, and performance tuning. Virtual server management using virtualization technology is now equally critical.
Network Engineers
Network engineers design, construct, and operate corporate network environments. They configure network devices like routers and switches, build LANs and WANs, and implement network security while ensuring stable communication and optimized system performance.
Cloud Engineers
Cloud engineers handle infrastructure on platforms like AWS, Azure, and GCP. They support migration from on-premises to cloud environments, optimize costs, and ensure scalability. This field has become highly in-demand with digital transformation initiatives.
Average Annual Salary by Age
According to Japan’s Ministry of Health, Labour and Welfare “jobtag” website, infrastructure engineers earn an average of 6,849,000 yen annually—approximately 1.5 million yen higher than Japan’s average of 5.3 million yen.
Salary progression shows steady growth:
- Ages 20-24: 3.73 million yen
- Ages 25-29: 5.12 million yen
- Ages 30-34: 6.28 million yen
- Ages 35-39: 7.47 million yen
- Ages 40-44: 6.99 million yen
- Ages 45-49: 7.84 million yen
- Ages 50-54: 7.93 million yen
- Ages 55-59: 8.48 million yen (peak)
This demonstrates strong earning potential through technical skills and management experience.
Future Prospects and Market Demand
Infrastructure engineers have excellent future prospects with expanding demand. The Information-technology Promotion Agency’s “DX White Paper 2023” reveals that 41.8% of companies with 21+ employees cite “DX personnel shortage” as a challenge, with 33.4% noting “IT personnel shortage.”
Cloud Migration Drives Demand
Corporate cloud migration accelerates demand for engineers skilled in AWS, Azure, and GCP design, construction, and operation. Mastering cloud technology significantly increases market value beyond traditional on-premises knowledge.
Security Needs Rising
Sophisticated cyberattacks and information leak risks drive security investment. Engineers with expertise in network security, cloud security, and zero-trust architecture will play increasingly vital roles.
These trends confirm infrastructure engineering as a high-growth profession, making it crucial to prioritize companies offering cutting-edge technology training.
2. Consequences of Poor Company Selection for Infrastructure Engineers
CAREER RISK: POOR COMPANY SELECTION
1. 4 Major Career Consequences
Pay Stagnation
80% Retention Risk
Skills Stagnation
Zero Market Value Growth
WLB Collapse
Chronic Overtime / Burnout
Narrowed Options
Fixed Low Market Value
2. 3 Critical Warning Signs to Avoid
**Risk:** Handling only construction/maintenance (downstream) work. **Result:** Never develops system understanding or core design skills. Low market value persists.
**Risk:** No OJT or mentors provided. **Result:** Ineffective learning, high stress, and early departure. Wasted valuable time in your 20s.
**Risk:** Unclear evaluation criteria. **Result:** Hard work is unrewarded; salaries fall behind industry peers. Destroys long-term motivation.
Poor company selection risks long-term career damage and wasted time. Let’s examine the actual problems that occur.
Reality of Dissatisfied IT Engineers
A ManpowerGroup survey identifies “compensation and promotion issues” as the top dissatisfaction reason after job changes. More concerning: only 20% of IT engineers in their 20s want to stay at their current company for “5+ years”—meaning 80% consider leaving within five years.
This pattern stems from insufficient research during company selection, creating gaps between expectations and reality.
Skills Stagnation Risk
The most serious problem is spending years in environments where skills don’t develop. Assignment to only subcontractor projects with simple tasks or monitoring duties means no technical skill development or market value increase. Spending your valuable 20s in non-learning environments devastates later career prospects.
Work-Life Balance Collapse
Companies without proper training often have poor project management, leading to chronic overtime. When 50-80 hour months become normal, you lose personal time and self-study opportunities. This damages health and causes burnout.
Narrowed Career Options
Years without skill development limits what you can present in future job searches, significantly narrowing options. Low market value becomes fixed, missing salary increase opportunities. Since your 30s require expertise and management experience, skill accumulation in your 20s is critical.
Three Characteristics of Problematic Companies
Companies to avoid when choosing a company as an infrastructure engineer share clear warning signs.
Only Subcontracting with No Skill Development
Second or third-tier subcontractors rarely access upstream processes like requirements definition or design. You only handle downstream work—construction and maintenance. Simply executing assigned tasks never develops system understanding or design skills. Even after years, market value remains low.
No Training System
Companies hiring inexperienced candidates without actual training systems leave you abandoned on projects without OJT or mentors. You can’t learn effectively with nowhere to ask questions, creating high stress and early departures.
Opaque Evaluation and Stagnant Salaries
Without clear evaluation criteria, hard work goes unrewarded and salaries don’t increase. Ambiguous systems—neither seniority nor merit-based—make maintaining motivation difficult. Salaries stay flat for years, falling far behind industry peers.
■Related Reading
Recognizing warning signs of problematic workplaces is essential for career success. Learn how to identify and avoid toxic companies that limit growth and damage work-life balance in Japan’s IT industry.
■日本でエンジニアとしてキャリアアップしたい方へ
海外エンジニア転職支援サービス『 Bloomtech Career 』にご相談ください。「英語OK」「ビザサポートあり」「高年収企業」など、外国人エンジニア向けの求人を多数掲載。専任のキャリアアドバイザーが、あなたのスキル・希望に合った最適な日本企業をご紹介します。
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3. Eight Essential Points When Choosing a Company as an Infrastructure Engineer
8 ESSENTIAL CHECKPOINTS FOR CHOOSING AN INFRA ENGINEER COMPANY
SKILL GROWTH
Upstream process (Req. Def., Design) access is key.
VERIFICATION
Check Case Studies (Direct Clients).
Ask: “What is the specific prime/sub ratio?”
IDEAL COMPOSITION
~50% in 30s-40s for stability and mentorship.
WARNING SIGNS
Mostly 20s (High turnover risk).
Mostly 50s+ (Slow tech adoption).
WLB & STUDY
Under 20h allows personal time for self-study.
VERIFICATION
Check job postings (specific numbers).
Ask: “Overtime during busy periods?”
>50h risks burnout/health damage.
QUALITY PROGRAM
1-3 months systematic curriculum (Linux, Network hands-on).
Check support for certifications (CCNA, AWS).
MENTORSHIP REALITY
Ask: “Mentor communication frequency?”
Verify mentor’s assigned experience level.
EVALUATION TRANSPARENCY
Look for skill maps / grade systems (visible criteria).
SALARY GROWTH
Ask: Raise frequency, bonus structure, 3rd-year salary guide.
Check for project success incentives.
KEY METRICS
New Grad 3-Year Turnover: Target <10%.
Ask: Average tenure of mid-career hires.
SIGNIFICANCE
Indicates employer quality and stability.
FINANCIAL / SUPPORT
Housing (¥20k-¥30k is significant).
Family allowances, long-term security (pensions).
FLEXIBILITY
Remote work options (weekly days/conditions).
TRACK OPTIONS
Technical Specialist (Senior Eng, Architect).
Management (PL, PM, Dept. Head).
GROWTH MECHANISMS
Clear criteria for management qualification.
Internal mobility / job rotation systems.
Use these objective, specific criteria to avoid problematic companies and identify quality employers.
Point ①: Is the Prime Contractor Ratio 70%+?
Whether prime contractor projects account for 70%+ of total projects is crucial for skill development. Prime contractors receive work directly from clients, offering more upstream process opportunities like requirements definition and basic design.
Subcontractors typically handle only downstream processes—detailed design, construction, maintenance—limiting system-wide understanding. Upstream experience greatly affects market value by developing not just technical skills but communication abilities and business understanding.
How to Verify
Company Website:
Check “Track Record” or “Project Case Studies” pages. Major company names as direct clients indicate prime contractor projects. Descriptions like “handled from requirements definition to operation” confirm upstream involvement.
Interview Questions:
Ask directly: “What’s your ratio of prime contractor to subcontractor projects?” Quality companies provide specific numbers and examples. Vague responses warrant caution.
Review Sites:
Check OpenWork and Career Connection for employee comments on “project types” and “upstream experience opportunities.” Multiple mentions of subcontractor work require careful consideration.
Point ②: Is the Age Composition Balanced?
Age composition indicates stability and growth. Ideally, employees in their 30s-40s comprise ~50% of staff. This age group provides mentorship and accumulated technical knowledge.
Warning Signs
- Mostly 20s: High turnover likely. Mid-career employees leave before developing, leaving only juniors.
- Mostly 50s+: Slow adoption of new technologies, limited growth potential.
- Balanced 30s-40s: Indicates stability and long-term viability.
Verification
Check recruitment pages for employee profiles showing age ranges. Attend information sessions or office tours to observe actual staff. Ask interviews: “What’s your company’s age composition?”
Point ③: Is Average Overtime Under 20 Hours Monthly?
Overtime hours indicate work-life balance and learning opportunities. Under 20 hours monthly allows personal time and self-study. Over 50 hours risks health damage.
Verification Methods
Job Postings:
Specific numbers like “Average 15 hours monthly overtime” indicate good management. Notes like “excluding busy periods” need clarification.
Interview Questions:
Ask “What’s a typical day like?” and “How often and how much overtime during busy periods?” Quality companies answer honestly. Vague or evasive responses raise red flags.
Review Sites:
Check overtime and work-life balance ratings. Multiple “excessive overtime” or “can’t leave” comments suggest chronic problems.
Point ④: Are Training Systems Comprehensive?
For inexperienced and junior engineers, training systems are paramount. Systematic programs and established mentorship enable confident skill building.
Quality Training Programs
Serious companies provide 1-3 months of training with systematic curricula: basic IT knowledge, Linux and network hands-on practice, and equipment-based exercises. Ask interviews: “What’s the specific training content and duration?” Expect clear curricula.
Mentor System Reality
Many companies claim mentorship without substance. Verify effectiveness: “How frequently do mentors communicate?” and “What experience do assigned mentors have?” Clear answers indicate real systems.
Certification Support
Check support for industry certifications like CCNA, LPIC, and AWS. Full exam fee coverage or passing bonuses show commitment to skill development. Some companies even count study time as working hours.
Study Groups and External Training
Regular internal study groups and external seminar support help maintain cutting-edge knowledge, essential for increasing market value.
Point ⑤: Are Evaluation and Compensation Systems Clear?
Opaque evaluation prevents fair compensation regardless of performance, killing motivation. Choose companies with documented evaluation systems and clear salary/bonus mechanisms.
Evaluation Transparency
Look for visible evaluation criteria like “skill maps” or “grade systems” showing transparent personnel management. Ask interviews: “How does the evaluation system work?” Expect specific explanations.
Salary Growth Mechanisms
Understand how many times yearly salary increases occur, bonus frequency, and typical amounts. Ask about raise amount guidelines and track records. “What’s the typical third-year salary?” helps envision future earnings.
Performance Incentives
Check for incentives rewarding project success, certifications, and technical contributions. Achievement-based rewards maintain high motivation.
Point ⑥: Is Employee Retention High?
Mid-career hire retention rates indicate employer quality. Experienced professionals staying proves attractive environments.
Key Metrics
New Graduate 3-Year Retention:
Under 10% turnover indicates excellent environments. Over 20% suggests problems.
Mid-Career Retention:
Ask interviews: “What’s the average tenure for mid-career hires?” High retention proves strong environments.
Point ⑦: Are Benefits Comprehensive?
Benefits show whether companies value employees. For long-term careers, this matters significantly.
Essential Coverage
Verify complete coverage of health insurance, employee pension, employment insurance, and workers’ compensation. These are legally mandated but some companies skimp.
Financial Support
Housing allowances of 20,000-30,000 yen monthly equal 240,000-360,000 yen annually—significant for life planning. Family allowances matter for future planning.
Work Flexibility
Remote work options have become important benefits. Check weekly remote days and conditions. Flexibility improves work-life balance.
Long-Term Security
Retirement benefit systems and corporate pensions significantly affect post-retirement planning.
Point ⑧: Are Career Paths Clear?
Clear career paths showing progression after joining enable long-term motivation.
Technical Specialist Track
Check for specialist paths with positions like senior engineer, lead engineer, and architect. Can you earn high compensation without managing? Technical depth should be rewarded.
Management Track
Verify clear paths to team leader, project manager, and department head. What experience qualifies someone for management? Clear criteria matter.
Internal Mobility
Internal job posting systems and job rotation allow challenging different roles. Broad experience expands career options.
Comprehensively verifying these eight points distinguishes quality employers from problematic ones. While perfect companies are rare, choosing those meeting most criteria significantly reduces failure risk.
■Find Your Ideal Infrastructure Engineering Role
BLOOMTECH Career for Global helps infrastructure engineers evaluate companies using proven criteria. Our advisors provide insider knowledge on company cultures, technical environments, and career development opportunities to ensure your next move advances your career.
▼Contact BLOOMTECH Career for Global here
4. Special Considerations for Inexperienced Candidates Choosing a Company as an Infrastructure Engineer
Inexperienced candidates need extra caution. Don’t be seduced by “inexperienced welcome” without research—you risk environments lacking training where time passes without skill development.
Assessing “Inexperienced Welcome” Companies
Many companies advertise this, but genuinely committed ones differ from those just filling positions.
Training Duration and Content
Serious companies provide 1-3+ months of structured training: basic IT knowledge, Linux and network hands-on practice, and equipment exercises. Ask interviews: “What’s the specific training program?” Expect detailed curricula.
Mentor System Reality
Systems need substance, not just claims. Ask: “How often do mentors communicate?” and “What’s their experience level?” Clear answers indicate real support.
Initial Project Quality
Where inexperienced candidates start matters enormously. Learning-rich projects versus simple task assignments determines growth trajectory. Ask: “What projects do inexperienced hires typically start with?”
SES Company Considerations
SES (System Engineering Service) companies place engineers at client sites. They have pros and cons requiring careful assessment.
In-House Projects
Quality SES companies maintain both client placements and in-house development. In-house work teaches teamwork and full project cycles. Ask: “How much in-house development do you have?”
Career Support Systems
SES engineers can become isolated. Quality companies provide regular check-ins and career consultations. Ask: “What support exists when client site problems arise?”
Skill Development While On-Site
Check for certification support, study groups, and book purchase subsidies. Quality SES companies invest in engineer development, understanding it drives competitiveness.
Pre-Entry Certifications
Acquiring basic certifications before job hunting improves prospects significantly, proving learning motivation.
Recommended Certifications
- CCNA (Networking): The fundamental Cisco certification for aspiring network engineers. Systematically teaches network basics.
- LPIC (Linux): LPIC-1 proves Linux knowledge essential for server engineers. Linux is IT infrastructure’s core OS.
- AWS Certified Cloud Practitioner: Proves cloud fundamentals, advantageous for cloud-heavy companies.
Acquiring 1-2 certifications dramatically improves screening pass rates for inexperienced candidates.
■Related Reading
Building a successful infrastructure engineering career requires strategic planning and skill development. Explore comprehensive career advancement strategies from entry-level to senior specialist positions.
■日本でエンジニアとしてキャリアアップしたい方へ
海外エンジニア転職支援サービス『 Bloomtech Career 』にご相談ください。「英語OK」「ビザサポートあり」「高年収企業」など、外国人エンジニア向けの求人を多数掲載。専任のキャリアアドバイザーが、あなたのスキル・希望に合った最適な日本企業をご紹介します。
▼簡単・無料！30秒で登録完了！まずはお気軽にご連絡ください！
Bloomtech Careerに無料相談してみる
5. How to Efficiently Find Quality Companies for Infrastructure Engineers
Finding quality companies requires multiple information sources and multi-angle evaluation. Never rely on single sources when choosing a company as an infrastructure engineer.
Information Gathering Tools
Official Websites:
The basic source for business content, clients, project examples, and employee interviews. Recruitment pages detail benefits, training, and career paths.
Review Sites:
OpenWork and Career Connection provide real employee voices on salary, overtime, culture, and training. Since reviews are subjective, read multiple sources for balanced views.
Financial Information:
Listed companies publish securities reports and financial statements. Sales trends, profit margins, and equity ratios indicate stability and growth. Sound finances suggest long-term security.
Career Agency Value
Agencies access information unavailable individually. They maintain confidential job openings often used by quality companies. Since top positions are often private, agencies are essential.
Agents maintain regular contact with company recruiters, accessing internal information beyond job postings: actual overtime, turnover rates, culture, and project details.
For salary negotiation—always delicate—agents smooth the process, increasing chances of appropriate market-rate offers.
Critical Interview Questions
Interviews are your best assessment opportunity. Always ask:
Project Details
“What’s your prime contractor to subcontractor ratio?” and “Which industries are your main projects?”
Work Style Reality
“What are actual daily work styles?” “How often and how much overtime in busy periods?” “Is remote work available?”
Compensation Transparency
“How does evaluation work?” “How many yearly raises?” “What’s typical third-year salary?”
Training Specifics
“What’s included in post-hiring training?” “How does mentorship operate?” “What certification support exists?”
These questions multidimensionally reveal company realities, helping identify suitable quality employers.
■Access Hidden Opportunities with Expert Support
Many premium infrastructure engineering positions are never publicly advertised. BLOOMTECH Career for Global maintains exclusive relationships with top-tier companies, giving you access to confidential openings with superior compensation, training systems, and career growth potential.
▼Contact BLOOMTECH Career for Global here
6. Career Paths for Infrastructure Engineers
Building long-term careers requires envisioning future paths and systematically developing skills. Understanding potential trajectories is essential when choosing a company as an infrastructure engineer.
Three Main Career Paths
Technical Specialist Path
Specialists pursue deep expertise in specific domains, advancing to security engineer, cloud architect, or SRE roles. High market value and compensation come from staying current with cutting-edge technology and deepening expertise.
Management Track
Project managers and team leaders need technical knowledge plus project management, team development, and communication skills. Paths can lead to technical director or CTO positions.
Consulting and Freelance
Leverage experience and skills as independent IT consultants. Engage in upstream work like corporate IT strategy and system implementation. High expertise and proven track records enable high income.
Career Strategy by Age
20s: Foundation Building
Broadly learn servers, networks, and cloud fundamentals while experiencing diverse projects. Actively pursue certifications to solidify technical foundations.
30s: Expertise Development
Establish domain expertise and accumulate project achievements. Lead teams and play central roles in large projects.
40s+: Specialization or Management
Choose between management advancement or technical specialization based on aptitude and preferences.
Market Value Skills
Cloud Technology: AWS, Azure, or GCP practical experience plus certifications significantly boost value.
Infrastructure as Code: Master Terraform and Ansible for efficient operations—demand is growing.
Security Knowledge: Cybersecurity expertise becomes increasingly valuable.
Container Technology: Docker and Kubernetes skills are essential for modern infrastructure—orchestration expertise particularly valuable.
■Plan Your Long-Term Career Strategy
Whether you’re targeting technical specialization or management advancement, strategic career planning is essential. Our advisors help infrastructure engineers map clear paths aligned with market demand and personal goals, ensuring sustainable growth throughout your career.
▼Contact BLOOMTECH Career for Global here
7. Frequently Asked Questions About Choosing a Company as an Infrastructure Engineer
Common questions and concerns about choosing companies for infrastructure engineers.
Large Company vs. Small-Medium Enterprise?
Each has distinct advantages. Large companies offer developed training and comprehensive benefits, advantageous for beginners. Small-medium enterprises provide greater autonomy and diverse experience, potentially accelerating growth. Choose based on career stage and preferences.
SIer vs. SES Career Path?
Each has merits. SIers handle projects from requirements definition through operation, offering upstream experience advantages. SES provides diverse project exposure but risks downstream-only work depending on assignments. Choose quality SES companies with strong career support.
Why Do People Say “Don’t Become” an Infrastructure Engineer?
These warnings typically stem from bad company experiences: skill-stagnating subcontractor work, chronic overtime, and opaque evaluations. Following this article’s eight criteria avoids these problems entirely.
Can Inexperienced Candidates Really Transition?
Yes, career changes from inexperienced backgrounds are possible. However, some “inexperienced welcome” companies lack real training, requiring careful selection. Acquire basic certifications (CCNA, LPIC) beforehand to demonstrate motivation and improve screening rates. Quality companies genuinely develop inexperienced talent, enabling reliable skill building through proper selection.
■Related Reading
Compensation transparency is crucial when evaluating infrastructure engineering opportunities. Learn proven salary negotiation strategies and market benchmarks to maximize your earning potential during career transitions.
8. Avoiding Failure When Choosing a Company as an Infrastructure Engineer
When choosing a company as an infrastructure engineer, comprehensively verify eight points: prime contractor ratio, age composition, overtime hours, training systems, evaluation transparency, benefits, and career paths. Use multiple information sources—official sites, reviews, agencies, and interviews—for multi-angle evaluation.
For inexperienced candidates especially, identifying companies with genuine development systems is critical. Choosing quality companies builds careers with sustained long-term growth. Success as an infrastructure engineer depends on thorough research and verification of these essential criteria before deciding.
