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    • Introduction / Professional
    • 2026/06/05 (Fri)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    No Need for a "Country Manager." 3 Reasons Why You Shouldn't Hire a "Big Shot" to Expand in the U.S.

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    Introduction ： Why Hiring VP Sales from Google Fails ？

    "We don't know the US market, so let's leave it to local professionals."
    With this in mind, I was introduced to a "big shot" （ former VP Sales from Salesforce and Oracle ） for 30 million yen （ $ 300k ） a year as a "Country Manager （ Hire as "Country Manager ）" for 300k .

    This is the **shortest route to ruin** that many Japanese startups take, and the most repeatable "failure pattern" that I know of.

    They may indeed be "selling professionals". Their English is native, their presentations are polished, and their LinkedIn profiles shine.
    But they are **not** "company-building professionals." **
    They have never done the muddy practicalities （ Operations ） of registering a corporation from scratch, opening bank accounts, making work rules, renting cheap office space … … and so on. In their previous careers, someone （ at headquarters ） had prepared everything for them.

    What happens as a result ？
    After 3 months in the company, they start complaining that they can't sell because they don't have support from HQ （ HQ ）, spend a lot of money on entertainment and entertainment expenses, and finally quit the whole team saying that they cannot work in this environment. .
    All that was left was an empty office, a loss of several hundred million yen, and the trauma of "I can't make it in the US.

    This article thoroughly explains in 6,000 words the **"Shadow COO Model "**, an organizational strategy to avoid this "country manager trap" and to ensure a bridgehead in the US market.

    Chapter 1 ： Country Managers （ Structural Flaws of Mercenaries ）

    Why are they not functioning when they are supposed to be excellent ？
    It is not a matter of individual competence but of **" phase mismatch" and "structural conflicts of interest "**.

    1-1. "Sellers" cannot "defend"

    80% of the work required in the early US offices is not glamorous sales. It is the humble and muddy** "set-up （ start-up ）"**.
    legal （ corporate registration, visas ）, accounting （ banking, payroll ）, HR （ insurance, recruitment ）, administration （ office, IT ）.
    Without these "defensive" foundations （ Infrastructure ）, accelerating （ sales ） will only spin the tires.

    However, Country Managers （ and CMs ） from sales backgrounds do not like this "defensive" job. Or they are not capable of it.
    They take pride in the fact that they were hired to make sales, so they neglect back-office operations and leave them to the head office.
    On the other hand, the Japanese head office also turns them away, saying, "I don't know about the U.S.".
    Thus, a **"void where no one is responsible （ Legal&Compliance Vacuum ）" is created.

    This vacuum is the breeding ground for later non-compliance, unaccounted for funds, and litigation.

    1-2. Incentive Mismatch （ Conflicts of Interest ）

    CMs are often evaluated on short-term results （ first year sales ） and, as such, are often not evaluated on the basis of their performance.
    Therefore, they tend to be "short-sighted" in

    Unreasonable discounting: in order to get a short-term contract, they give a huge discount, ignoring the profit margin and brand damage at the head office.

    Inappropriate hiring: listening to oneself （ but with low ・ or too high ） competence, hiring former subordinates or friends at high salaries to create one's own kingdom （ Fiefdom ）.

    Hiding information: not reporting bad news （ lost orders or customer problems ） to headquarters, fudging numbers.

    For them, the head office is not a "shareholder" but only a "noisy sponsor" with a wallet.

    1-3. black-boxing local subsidiaries

    "There is an American way of doing things," "Don't talk to us from Tokyo.
    Using English ability and the language barrier as a shield, they sanctify （ and black box ） the local subsidiary.

    As this progresses, the head office loses all grasp of the real local situation （ pipeline certainty, employee dissatisfaction, and true cash flow ）.
    The next thing you know, all the customer data and know-how is in the CM's personal PC, and all the other employees are under the CM's breath.
    You are in a hostage situation where "if you fire him, your U.S. business is finished."
    This is a complete defeat of governance.

    Chapter 2 ： How to Create the Right Organization Chart "Shadow COO Model"

    So what to do ？
    The answer is simple. **"The first one must not be a salesman "**.

    Step 1: Founder does top sales

    Finding the first 10 customers in the US market is the job of the Founder （ Founder ） and other head office management team.
    It does not matter if your English is poor. You may have an interpreter.
    What is important is passion for the product, vision, and the authority to "change specifications and make pricing decisions on the fly". This is a weapon that a hired CM can never have.
    The road to PMF （ Product Market Fit ） is closed when it is thrown to "local professionals". This is because products will not evolve unless they hear directly from customers.

    Step 2: The first hire is the "Shadow COO （ Practitioner ）"

    Founder should hire a highly paid VP Sales （ to focus on the offensive ）, not a highly paid VP Sales Operations Manager/Chief of Staff" to take on the heavy lifting.
    I call this the "Shadow COO （ Shadow Practitioner ）"** as the person who supports the top management behind the scenes.

    [Shadow COO Action Plan ： First 90 days]

    Month 1: Start up

    Incorporate, open bank account （ This is the hardest ）.

    Office contracts （ WeWork etc ） , IT equipment arrangements.

    Accounting software （ QuickBooks ）, Payroll software （ Gusto ）.

    Developing （ Employee Handbook ） （ Working with Attorneys ）.

    Month 2: Preparation for Hiring

    Create JD for local hiring, benefits （ Design medical insurance etc ）.

    Contract with recruiter, start sourcing on LinkedIn.

    Visa （ E2/L1 ） Processing support.

    Month 3: Sales Support

    CRM （ Salesforce/HubSpot ） setup.

    English translation of sales materials ・ Localization.

    Exhibition arrangements.

    Prepare monthly report to head office.

    They don't make "sales" but they set up a perfect foundation （ Landing Pad ） for making sales.
    This allows the Founder to fight on the front lines with peace of mind, instead of being busy with miscellaneous tasks.

    Step 3: Hire VP Sales after PMF is seen

    Founder and Shadow COO tag team to get a few customers and see "why we sell （ winning patterns ）".
    Only at this stage do we employ "VP Sales" to scale it.

    In this order, once VP Sales joins,

    there is a product to sell （ PMFed ）.

    Back office is in place （ Shadow COO is in place ）.

    Head office governance is in place （ Founder knows customers ）.

    We have created a healthy environment where.
    VP Sales can also focus on selling without "extra paperwork", which maximizes performance and drastically reduces the risk of early turnover.

    Chapter 3 ： "Matrix Organization", the key to governance

    The greatest advantage of having a Shadow COO is that **"the headquarters can control the local level "**.

    Design reporting lines

    VP Sales: reports to CEO/CRO at HQ for sales targets.

    Shadow COO: reports directly to CFO/CHRO at HQ for expenses, HR, legal, not local VP Sales （ Solid Line ）.

    It is important to make this "twist".
    The local purse strings （ accounting ） and HR （ hiring ・ evaluation ） are separated from VP Sales and held by HQ through Shadow COO.

    This allows for
    "VP Sales tried to hire a friend at a higher salary on his own, but Shadow COO gave NG based on HQ rules"
    "Shadow COO found out that entertainment expenses were being used and reported it to CFO at HQ" and **"Check （ Check&Balance ）"** works.

    The Shadow COO acts （ like a subordinate of the VP Sales in the field and provides ） support, but functionally acts as （ an auditor ） from headquarters.

    Chapter 4 ： Cost-Benefit Comparison

    "But we can't afford to hire two people," you may think.
    However, in terms of total cost, the Shadow COO model is by far the cheaper and also the "asset" that remains.

    [Failure Pattern ： Country Manager out of the blue]

    CM salary: $ 300k + bonus

    Agent fees: $ 60k ~ 90k

    Invisible costs:

    improper expense use.

    Time costs for head office management （ Interpretation, persuasion, etc. at meetings ）.

    Settlement upon withdrawal （ Severance ） ： $ 100k ~

    What remains: nothing （ When he leaves, know-how and clients disappear ）.

    [Success Pattern ： Shadow COO start]

    Founder: Japanese salary （ No additional cost ）

    Shadow COO （ Young to mid-level practitioners ） : $ 80k~ $ 120k

    Outsourced professionals （ Lawyers ・ Accountants ） : Actual cost ( $ about 30k)
    a> Total: $ from 150k （ low cost and low risk ）

    What remains:

    well-developed back office infrastructure.

    Documented workflow.

    Trust between head office and local offices.

    Initial burn rate （ Lower fund burn rate ） and longer survival period.
    The basic strategy for winning in the highly uncertain U.S. market is to **"lay small, grow big "**.
    If you suddenly put on "big clothes （ commercial ）", you will only fall down if you are not accompanied by substance.

    Chapter 5 ： The Value Shadow COOs Can Provide

    HGMI offers exactly this** "start-up phase practice （ Operations ）"** outsourcing.
    If you are unable to hire a Shadow COO as a full-time employee, I can fill that role for you.

    Creating an Employee Handbook: building a bulwark for US Labor.

    Back office building: implementing the latest SaaS stacks like Gusto, Bill.com, Expensify, etc.

    Gatekeeper: local contract review, invoice checking, Japanese reporting to HQ.

    Recruitment connoisseur: reference checks and background checks on candidates.

    I don't promise "sales". That is your job as Founder.
    But "to create a safe and sturdy ring for you to fight in the US".
    And **"to create a system that will not shoot you in the back （ and will not collapse internally ）"** promises.

    In conclusion ： There can be only one hero

    In the startup story, the hero （ ） is you, the founder, and your product.
    There is no need to force another main character, the country manager, onto the stage.

    Only you can speak with your soul, even if your English is poor or you don't understand the culture.
    First, you must grab the microphone and take the spotlight.

    I will be "black （ Shadow ）" offstage, lighting the lights, adjusting the sound, preparing the next costume, and picking up any trash that falls.

    Save the flashy fireworks （ VP hiring ） for the end of the festival.
    Now is the time to lay the humble cornerstone first.
    That is the only way to build a skyscraper in 10 years.

    ━━━━━━━━━━━━━━━━
    Original Article （ Note.com ） : https://note.com/masa_us_biz/n/nae1e18a906ae

    • Introduction / Professional
    • 2026/06/05 (Fri)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    Why Japanese Mega Ventures Are "Labor "Killed in the US ： The "At-will" Trap

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    Introduction ： Is that "immediate termination" worth $100 million ？

    "America is an easy country to fire".
    If that's what you've been told by local lawyers and consultants, it's half right and half a **"sweet trap "** that will ruin your company.

    It is true that the U.S. has an "at-will employment （ at-will employment ）" principle.
    However, the moment you interpret this to mean that you can fire someone at any time and for any reason, and tell them that they don't have to come back tomorrow, just like in Japan, you have stepped into a minefield of federal and state laws.

    The cost is tens of millions of yen （ or hundreds of thousands of dollars ） at the cheapest.
    If it gets nasty, it is a settlement in the hundreds of millions of dollars and irreparable damage in the form of brand damage.

    This article discusses the "at-will misunderstanding" that Japanese mega-ventures tend to fall prey to, the risk of "discrimination lawsuits" that can arise from this misunderstanding, and **specific governance to "protect to attack" （ Employee Handbook and PIP ） ** a very detailed 6,000 word commentary on **.
    This is not just a legal commentary. It is a "practical manual" to protect your company.

    Chapter 1 ： The Identity of At-will Employment and the "Three Exceptions"

    1-1. Principles ： What is At-will

    At-will means "a situation where the employer ・ and employee Both parties may terminate the employment contract at any time for any reason." At-will is the principle that "the employer and the employee
    As long as there is no fixed term of the contract, the company can terminate without giving a reason and the employee can quit without giving a reason.

    1-2. Exceptions ： Here is a minefield

    But there is a strong** "federal ・ state law exception" to this principle. Here is the point.
    Dismissal for the following reasons is "illegal （ Illegal ）"** even if at-will.

    ① Discrimination （ Discrimination ）

    The strongest exception. Termination based on the following "Protected Classes （ Protected Attributes ）" are strictly prohibited by federal law （ including Title VII of the Civil Rights Act of 1964 ）.

    Race （ Race ） : Asian, Black, Hispanic, etc.

    Skin Color （ Color ） : discrimination based on skin shade.

    Country of origin （ National Origin ） : Country of birth or ancestry.

    Gender （ Sex ） : including pregnancy, childbirth, sexual orientation （ LGBTQ+ ） and gender identity.

    Religion （ Religion ） : includes duty of care for religious practices （ such as dress ） as well as belief.

    Age （ Age ） : ADEA （ Age Discrimination in Employment Act ） protects workers over 40.

    Disability （ Disability ） : The ADA （ Americans with Disabilities Act ） mandates reasonable accommodation for persons with physical ・ or mental disabilities.

    Genetic Information （ Genetic Information ） : protected by GINA Act.

    ② Retaliation （ Retaliation ）

    This is actually the most likely pattern to lose.
    You should never fire an employee as "payback" for the following actions.

    Whistleblowing （ Whistleblowing ） of internal wrongdoing.

    Complained to HR or EEOC （ Equal Employment Opportunity Commission ） about harassment victimization.

    Cited unpaid overtime and health and safety violations.

    Became a witness in a discrimination case.

    ③ Public Policy violation （ Public Policy ）

    Jury Duty （ Dismissal for complying with Jury Duty ）.

    Dismissal for military service.

    Dismissal for refusing to participate in illegal acts （ such as tax evasion ）.

    Chapter 2 ： Why Dismissal for "Lack of Ability" is "Discrimination" ？

    2-1. The "Pretext" Argument （ Pretextual Defense ）

    This is the point that many Japanese managers have trouble understanding.
    "No, no, I fired him purely because of his poor sales performance. Race has nothing to do with it."

    Even if you insist, the employee's lawyer counters with.
    "Underachievement is a lie （ Pretext / Pretext ）. The real reason is that my client is Asian （ or 50 years old ）.
    And to win this battle, the company must prove by objective evidence （ Documentation ） that "lack of performance is the real reason."

    2-2. Discovery （ Fear of Discovery ）

    The US litigation process has a dreaded procedure called "discovery".
    Plaintiffs （ former employees ） can demand that the defendant （ company ） disclose all relevant emails, Slack and personnel records.

    What if you, the CEO, sent this message in Slack ？

    "That old guy （ old guys ）, you are totally useless" → Age Moving evidence of discrimination （ ADEA violation ）.

    "After all （ this job is too tough for her ） ？" → evidence of sex discrimination.

    （ "Fire me anyway" when the personnel evaluation sheet is blank ） "Fire me anyway" → Pretext （ Proof of pretext ）.

    The moment these are presented to the court, the jury's mind is tilted to "black".
    And then, millions of dollars （ hundreds of millions ） in punitive damages （ Punitive Damages ） begin to flicker.
    Because of this fear, many companies give up the fight and pay **hefty settlements （ Settlement ） ** to close the curtain.

    Chapter 3 ： "The Nature of Failure" through Case Studies

    Case 1: The "Culture Fit" Trap （ Age Discrimination ）

    [Situation]
    Japanese SaaS Company A （ U.S. Corporation ）. In an effort to create a young and energetic organizational culture, the company terminated the 55-year-old local VP of Sales （ Mr. B ）.
    The reason was that he "doesn't fit our speed （ Culture Fit ）".

    [Points of Failure]

    Did not point out failure to meet specific numerical targets, but cited vague "culture" as the reason.

    Hired an inexperienced white male in his 30s to replace Mr. B.

    The statement "We need more young blood （ Young blood ）" was left on the internal Slack.

    [Conclusion]
    Mr. B sued for age discrimination （ ADEA violation ）.
    The word "rejuvenation" was found to be intentional age discrimination, and the case was settled for $500,000 （ about 75 million yen ）.

    Case 2: Chain of "retaliation" （ Retaliation ）

    [Situation]
    Japanese manufacturer Company C. A local staff member, Mr. D （ female ）, consulted HR about sexually harassing comments made by her supervisor.
    One month later, the company fired Mr. D for "poor performance".

    [Point of Failure]

    Harassment Consultation （ Protected Activity ） to Termination （ Temporal Proximity ） Too Close Temporal Proximity is too close

    Mr. D's past rating was Standard （ Standard ） and was suddenly rewritten to Poor after consultation.

    [Conclusion]
    The jury found that "the fact of harassment is unknown, but the termination was retaliation.
    The company is in a very weak position because retaliation is based solely on "adverse treatment for speaking up," regardless of the "truth of the facts."
    Resulting in tens of millions of yen in compensation payments.

    Chapter 4 ： Shadow COO's Recommendation "Defense to Offense"

    So what to do ？
    The answer is simple. **"Record （ Ref ）" and "process "**.

    1. Employee Handbook （ The Employment Handbook ） is the "first shield"

    The Handbook does not bind the employee, it protects the company.
    Be sure to include the following clauses and have all employees sign it （ upon hire and ） upon revision.

    At-will Statement: state and have them agree that "We are an at-will employer and can terminate the contract at any time." This is fundamental.

    Equal Employment Opportunity (EEO) Policy: declare your stance that "we do not tolerate discrimination".

    Anti-Harassment Policy: defines harassment and specifies the reporting channels and investigation process.

    2. Job Description and Performance Review

    Define "what we want （ to be done ）" and regularly communicate "whether we are doing （ ）. Communicate regularly.
    It is obvious, but keeping this in writing is the best defense.

    JDs should be detailed: instead of "sales", include objective measurable metrics such as "$XX new sales per quarter", "100% input rate into CRM", etc.

    Review honestly: The Japanese "Well, you did a good job" evaluation is fatal. Any no-no's should be clearly written as "Below Expectation" and signed.

    3. Your Best Weapon ： PIP (Performance Improvement Plan)

    When considering termination, the PIP （ Business Improvement Plan ） must be implemented.
    Set a time period （ usually 30-90 days ）, give specific improvement goals, and provide weekly feedback.

    [Purpose of PIP]
    To regenerate the employee （ This is the best ） but in case he does not regenerate,
    "The company gave him so many opportunities, support, and resources, but he still did not improve through his own
    "the company gave him all these opportunities, support, and resources, but he still didn't improve on his own" （ to show a third party judge ・ jury ・ and opposing counsel ） that he was responsible for the failure.
    Please be unemotional and pile up the facts in a straightforward manner.

    4. Termination Meeting （ Iron Rules of Termination Meeting ）

    The day to give notice of termination. Please observe the following rules.

    10 minutes to finish: This is not a time for discussion. This is a notice of decision.

    Keep reasons simple: verbally explaining detailed reasons invariably leads to gibberish （ and discriminatory nuance ）. A single "because performance did not improve" is acceptable.

    Don't apologize: "I'm sorry" is a no-no.

    Severance Agreement （ General Release Agreement ） :

    This is the last trump card.

    1-3 months salary （ depending on length of service ） as a "severance payment （ Severance Pay ）" in exchange for a waiver that **"no further action will be taken against the company "** Release ） which you sign in exchange for a "Severance Pay ".

    Only after this is signed can the company sleep with its pillow high. Do not skimp on this cost. It is a small price to pay compared to the cost of litigation.

    Conclusion ： Shadow COO's Role

    "We can't go through all that trouble.
    "We are a startup." "Speed is of the essence.
    You may think so, and I understand your feelings.
    That is why I am here.

    As CEO, you face the product and the customer, talk about your dreams, and keep attacking.
    Behind the scenes, the Shadow COO takes care of the **"defensive practices "** that protect the castle that is the company by avoiding muddy but deadly risks.

    We can formulate Handbooks, rewrite JDs, assist with PIP operations, and even write scripts in case of termination.
    I am there to help Japanese companies avoid unnecessary bloodshed in the US.

    U.S. business is a world where ignorance is a sin and ignorance is not an option.
    Start by knowing. Then, after you have a good defense, attack to your heart's content.

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    Original Article （ Note.com ） : https://note.com/masa_us_biz/n/n2f4e844845a9

    • Problem solution / Life / Housing
    • 2026/06/04 (Thu)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    Japanese language for your peace of mind. Dallas Real Estate Total Support - Finding a home that creates peace of mind for your family.

    ？ "Where to Start Living Abroad "

    Dallas ・ My name is Nana and I am a real estate agent in North Dallas.

    When starting a new life, choosing a home is more than "just looking for a place to live.
    It is an important start that will lead to peace of mind and smiles on your family's faces every day.

    ・ Which schools are safe for children to attend ？
    ・ Which areas are easy to commute to work ？
    ・ What is the actual safety and surrounding environment ？

    What is the "real life" that you can not see only from the internet information? We carefully convey the "real life" in Japanese, which you cannot understand only from the information on the Internet.

    Relocation ・ Moving ・ Buying a house ・ Selling ・ We support all the way to returning to Japan.
    Based on our own experience of overseas transfers, we offer proposals from the "perspective of actual residents".

    Dallas is a city where convenience and spaciousness coexist.
    Urban yet peaceful environment for families to live together.

    "I'm not concrete yet, but I want to talk about it"
    Even at that stage, of course, you are welcome.

    Let's find a comfortable life together for you and your family ・ 🏡

    Please feel free to contact us for more information.

    Please feel free to contact us in Japanese!

    • Free trial / Education / Lesson
    • 2026/05/30 (Sat)

    無料体験レッスン受付中！ 在米日本人のお子さま向け オンラインそろばん教室 Top Abacus（トップアバカス）

    アメリカのどの州からでも参加できます！

    Top Abacusは、在米日本人のお子さまのためのオンライン中心のそろばん教室です。

    レッスンはすべてオンライン。
    これまで5年以上オンライン指導を行ってきた講師が、
    画面越しでも分かりやすく、丁寧に指導します。

    講師の手元やそろばんを実際に見せながら、
    正しい指づかいをやさしい言葉で解説します。

    少人数制なので、一人ひとりのペースに合わせて進められます。

    【無料体験レッスンについて】

    無料体験は、「そろばんとの出会い」の時間です。

    まずは1回のレッスンで、

    「そろばんっておもしろい！」
    「もっとやってみたい！」

    そんな気持ちを感じてもらうことを大切にしています。

    体験後には、保護者の方へフィードバックをお伝えします。

    ・レッスンの雰囲気
    ・指導のペースやスタイル
    ・お子さまのご様子
    ・続けられそうかどうか

    実際に体験してからご検討いただけるので安心です。

    あたたかく落ち着いた雰囲気の中で、お子さまの「やってみたい」を大切にしています。

    【体験レッスン対象】

    ・年長〜小学校高学年
    ・そろばん・暗算が初めてのお子さま
    ・計算のスピードや正確さを伸ばしたいお子さま
    ・入会前に相性を試したいご家庭
    ・1〜10の数字を読み書きできるお子さま

    体験レッスンの時間帯は、お気軽にお問い合わせください。

    アメリカにいながら、日本式そろばんを。
    まずはお気軽に、無料体験レッスンへ。

    詳細はホームページをご覧ください。

    Free trial

    無料体験レッスン受付中！

    • Satisfaction guaranteed / Life / Housing
    • 2026/05/24 (Sun)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    The process of buying your first home in the U.S. 5 Steps

    Hello.

    My name is Nana and I am a real estate agent in the Dallas ・ North Dallas area.

    Many people feel uneasy about buying real estate overseas because of the differences in language and systems, and they don't know where to start.

    Especially when relocating or moving with a family, there are many things to consider, such as schools ・ public safety ・ and living environment.

    So in this article, we will introduce the basic process of purchasing your first US home in 5 steps.

    ① Loan pre-qualification
    Clarify your possible purchase budget and prepare to begin your home search with confidence.

    ② House Search
    Area ・ School District ・ We will select the most suitable property while considering living environment.

    ③ Submit an offer
    Offer the property you like and submit your purchase terms.

    ④ Inspections ・ Appraisals
    We check the condition of the building and evaluate the fair price to ensure a safe transaction.

    ⑤ Closing
    After the final procedures, the purchase is finally complete.

    Relocation ・ Moving ・ Home Purchase ・ Replacement ・ Selling ・ We provide total support until you return to Japan.

    Because we have experienced relocation ourselves, we are able to make proposals that are in line with actual living conditions.

    We also provide careful support for loans and various procedures in cooperation with our reliable team.

    "I don't know where to start"
    "Is it OK to ask such questions?" ？

    We welcome such consultations.
    Please feel free to contact us in Japanese.

    Please feel free to contact us in Japanese.

    • Satisfaction guaranteed / Life / Housing
    • 2026/05/22 (Fri)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    Dallas Real Estate ｜ Why DFW is "The City You'll Never Get Back" ？

    Hello.

    I'm Nana, a real estate agent in the Dallas ・ North Dallas area 🏡

    Many people are moving to DFW （ Dallas ・ Fort Worth ） from other states or countries.

    And many say.

    "I may never go back 👀"

    Why DFW is such a great choice ？
    The reason is very simple 👇

    1️⃣ Cost is really good
    Large house, with garden, spacious floor plan.
    It is easier to achieve the lifestyle we value in DFW than in other states.

    2️⃣ Jobs ・ Plenty of career opportunities
    IT ・ Aviation ・ Finance ・ Healthcare ・ Logistics and other large and growing industries.

    3️⃣ Surprisingly "playable"
    Restaurants, events, parks, nature and weekend excursions.
    The right balance of life and fun.

    4️⃣ You'll feel more "at home" than you think 🏠
    Even though it's a big city, it's easy to feel connected to others
    and before you know it, your favorite places will grow.

    Living in DFW is truly a choice for everyone.

    We carefully suggest the area and way of living that best suits you in Japanese💌

    Please feel free to contact us.

    Please feel free to contact us in Japanese.

    • Satisfaction guaranteed / Finance / Insurance
    • 2026/05/21 (Thu)

    あらゆる住宅ローンの疑問や悩みに日本語でお答えします！

    120社以上の金融機関のローン製品を取り扱う住宅ローンのブローカーです。
    お一人お一人のニーズに合わせて、最適な条件のローンをご紹介します。

    アメリカの不動産は所収していればほとんど必ずと言っていいほど価値は上昇します。
    平均的なアメリカ人の持つ資産のうちでも最も大きな割合を占めるのが、持ち家となっています。
    どのみちずっとすみ続ける家、目先の金利や市場の動向に惑わされず、買える時にまず買っておく、というのが賢い資産運用の方法でもあると考えています。

    こんなお悩み、ご相談ください！

    ・住宅ローンを組みたいけど、どうすればいい？
    ・リモデルをしたいけれど手元に資金がない。持ち家のEquityを現金化できないか？
    ・投資物件を買って、賃貸収入を得る方法は？
    ・老後の資金繰りが心配、Reverse Mortgageって安全なの？

    自身でもカリフォルニアとハワイに7件の不動産を所有し、短期・長期の賃貸運営を行っています。
    カリフォルニア州の不動産エージェントの資格も有し、不動産売買とローンの両面から最適なアドバイスを提供！
    住宅購入から投資戦略まで、日本語で分かりやすくサポート！

    「頭金がほとんどなくてもで家を買えるのか？」
    「ローンを賢く使って資産を増やす戦略」
    「金利は下がるの？上がるの？待つべきor今動くべき？」

    無料相談随時受付中！まずはお気軽にお問い合わせください。

    牧野　可奈（まきの　かな）
    Mortgage Loan Officer / Realtor®
    West Capital Lending | NMLS# 2504398 | 1566096
    DRE# 02053858 | 02022356

    無料相談受付中！
    まずはお気軽にお問い合わせください！

    • Problem solution / Life / Housing
    • 2026/05/20 (Wed)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    Are you considering a move to the Dallas ・ Fort Worth （ DFW ） area ？?

    Dallas ・ My name is Nana and I am a real estate agent in North Dallas.

    I support many relocations from other states and Japan.

    When looking for a place to live overseas, there are many concerns and questions such as area selection ・ school districts ・ public safety ・ commuting, etc.

    ✔ Leasing （ Renting ） Want to start with
    ✔ Considering buying a home in the future
    ✔ Want to know about livable areas and communities
    ✔ School districts and commuting time
    ✔ If you want to consult with us in Japanese without anxiety

    please feel free to contact us.

    We can help you find the perfect home to suit your family's different lifestyles and needs.

    First, please let us know your wishes.

    📞 +1 (360) 594-8015
    🪪 License #0836991
    📍 DFW area specialty
    📍 Relocation ・ Lease ・ Buy ・ Selling support 📍 Japanese Language Support

    リロケーションリース購入サポートコミュニティ案内DFWエリア専門

    Please feel free to contact us in Japanese first to discuss your needs.

    • Free trial / Education / Lesson
    • 2026/05/20 (Wed)

    無料体験レッスン受付中！ 在米日本人のお子さま向け オンラインそろばん教室 Top Abacus（トップアバカス）

    アメリカのどの州からでも参加できます！

    Top Abacusは、在米日本人のお子さまのためのオンライン中心のそろばん教室です。

    レッスンはすべてオンライン。
    これまで5年以上オンライン指導を行ってきた講師が、
    画面越しでも分かりやすく、丁寧に指導します。

    講師の手元やそろばんを実際に見せながら、
    正しい指づかいをやさしい言葉で解説します。

    少人数制なので、一人ひとりのペースに合わせて進められます。

    【無料体験レッスンについて】

    無料体験は、「そろばんとの出会い」の時間です。

    まずは1回のレッスンで、

    「そろばんっておもしろい！」
    「もっとやってみたい！」

    そんな気持ちを感じてもらうことを大切にしています。

    体験後には、保護者の方へフィードバックをお伝えします。

    ・レッスンの雰囲気
    ・指導のペースやスタイル
    ・お子さまのご様子
    ・続けられそうかどうか

    実際に体験してからご検討いただけるので安心です。

    あたたかく落ち着いた雰囲気の中で、お子さまの「やってみたい」を大切にしています。

    【体験レッスン対象】

    ・年長〜小学校高学年
    ・そろばん・暗算が初めてのお子さま
    ・計算のスピードや正確さを伸ばしたいお子さま
    ・入会前に相性を試したいご家庭
    ・1〜10の数字を読み書きできるお子さま

    体験レッスンの時間帯は、お気軽にお問い合わせください。

    アメリカにいながら、日本式そろばんを。
    まずはお気軽に、無料体験レッスンへ。

    詳細はホームページをご覧ください。

    Free trial

    無料体験レッスン受付中！

    • Problem solution / Life / Housing
    • 2026/05/16 (Sat)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    Japanese language for your peace of mind. Dallas Real Estate Total Support - Finding a home that creates peace of mind for your family.

    ？ "Where to Start Living Abroad "

    Dallas ・ My name is Nana and I am a real estate agent in North Dallas.

    When starting a new life, choosing a home is more than "just looking for a place to live.
    It is an important start that will lead to peace of mind and smiles on your family's faces every day.

    ・ Which schools are safe for children to attend ？
    ・ Which areas are easy to commute to work ？
    ・ What is the actual safety and surrounding environment ？

    What is the "real life" that you can not see only from the internet information? We carefully convey the "real life" in Japanese, which you cannot understand only from the information on the Internet.

    Relocation ・ Moving ・ Buying a house ・ Selling ・ We support all the way to returning to Japan.
    Based on our own experience of overseas transfers, we offer proposals from the "perspective of actual residents".

    Dallas is a city where convenience and spaciousness coexist.
    Urban yet peaceful environment for families to live together.

    "I'm not concrete yet, but I want to talk about it"
    Even at that stage, of course, you are welcome.

    Let's find a comfortable life together for you and your family ・ 🏡

    Please feel free to contact us for more information.

    Please feel free to contact us in Japanese!

    • Signature service / Restaurant / Gourmet
    • 2026/05/15 (Fri)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    Ichigoh Ramen Lounge We serve one bowl of ramen with love and passion.

    Since our establishment in 2019, we at Deep Ellum, TX have been in pursuit of the "real deal" Sapporo Ramen.

    Our homemade chicken broth takes time to prepare, our chashu pork is melt-in-your-mouth tender, and our seasoned eggs are infused with a unique flavor.

    Everything is handmade, and we put our "heart" into each and every bowl.

    \Even the noodles have the soul of Sapporo/

    The noodles are imported directly from Sapporo and aged in a traditional cedar box.
    Deep aroma and firmness that cannot be tasted anywhere else.

    Authentic ・ The taste of Sapporo in Texas.
    Your ramen experience will change from here.

    • Introduction / Education / Lesson
    • 2026/05/15 (Fri)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    ！ ] Children who may return to Japan are welcome to study at the Dallas Supplementary School ✍.

    The Dallas Supplementary School provides education for children returning to Japan on Saturdays and transitioning to a Japanese education without stress.

    The textbooks we use are those designated by the Ministry of Education, so there are no problems with differences in learning styles.

    In addition to classes, we also organize events such as athletic meets and student councils, so even children who are not good at studying can enjoy attending our school.

    Teachers will carefully check and follow up on homework and class attitudes.

    The program covers kindergarten through high school, so you can enroll your child at any time.

    Please contact us for hours and more information.

    Tours and trials are also available📣.

    • Introduction / Life / Housing
    • 2026/05/14 (Thu)

    This text has been translated by auto-translation. There may be a slight difference between the original text and the translation. (Original Language: 日本語)

    The No. 1 Growth City in the U.S. ！ What is "Celina" now ？?

    Hello.
    Dallas ・ My name is Nana and I am a real estate agent in the North Dallas area 🏡

    The Celina area ✨

    is getting a lot of attention right now, and for the second time in three years, Celina has been named "America's fastest growing city" ！

    with a 24.6% increase in population between July 2024 and July 2025, with over 12,700 new residents moving into the area.

    The current real estate market is a "buyer's market" favoring buyers.
    New homes and properties with large lots are becoming more attractive options ！

    ✔ If you are considering moving to Celina
    ✔ and are wondering "What kind of city is Celina ？" ✔ If you are looking for a home in a promising area

    Please feel free to contact us ✨
    We will support you carefully in Japanese ！.

    Please feel free to contact us ✨
    We will support you carefully in Japanese ...

    • Free trial / Education / Lesson
    • 2026/05/10 (Sun)

    無料体験レッスン受付中！ 在米日本人のお子さま向け オンラインそろばん教室 Top Abacus（トップアバカス）

    アメリカのどの州からでも参加できます！

    Top Abacusは、在米日本人のお子さまのためのオンライン中心のそろばん教室です。

    レッスンはすべてオンライン。
    これまで5年以上オンライン指導を行ってきた講師が、
    画面越しでも分かりやすく、丁寧に指導します。

    講師の手元やそろばんを実際に見せながら、
    正しい指づかいをやさしい言葉で解説します。

    少人数制なので、一人ひとりのペースに合わせて進められます。

    【無料体験レッスンについて】

    無料体験は、「そろばんとの出会い」の時間です。

    まずは1回のレッスンで、

    「そろばんっておもしろい！」
    「もっとやってみたい！」

    そんな気持ちを感じてもらうことを大切にしています。

    体験後には、保護者の方へフィードバックをお伝えします。

    ・レッスンの雰囲気
    ・指導のペースやスタイル
    ・お子さまのご様子
    ・続けられそうかどうか

    実際に体験してからご検討いただけるので安心です。

    あたたかく落ち着いた雰囲気の中で、お子さまの「やってみたい」を大切にしています。

    【体験レッスン対象】

    ・年長〜小学校高学年
    ・そろばん・暗算が初めてのお子さま
    ・計算のスピードや正確さを伸ばしたいお子さま
    ・入会前に相性を試したいご家庭
    ・1〜10の数字を読み書きできるお子さま

    体験レッスンの時間帯は、お気軽にお問い合わせください。

    アメリカにいながら、日本式そろばんを。
    まずはお気軽に、無料体験レッスンへ。

    詳細はホームページをご覧ください。

    Free trial

    無料体験レッスン受付中！

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