Yamakawa is a member of the Chemical Drug Discovery DMPK Group in the Modality Foundation Research Department of the Research Division. He joined the company as a mid-career hire in 2021 and has since focused on pharmacokinetics in the research of medium-sized molecule drugs. As a group leader, Yamakawa reflects on his journey of challenges, the appeal of Chugai Pharmaceutical, and the organizational culture that fosters innovation.

*Reprinted from Chugai's official talentbook (https://www.talent-book.jp/chugai-pharm). The descriptions and affiliations are current as of July 2023.

Excelling as a Group Leader While Researching Medium-Sized Molecule Drugs Expected by the Industry

In recent years, Chugai Pharmaceutical has focused on the field of "medium-sized molecule drugs." These molecules, positioned between conventional drug modalities of "small molecules" and "antibody drugs," combine the high specificity and ability to bind to intracellular targets, drawing on the advantages of both small molecules and antibody drugs. They are expected to enable the development of oral drugs that can target previously unreachable sites.

 

"The Chemical Drug Discovery DMPK Group, to which I belong, is responsible for pharmacokinetics (Drug Metabolism and Pharmacokinetics: DMPK), which involves administering small and medium-sized molecule drug candidates to living organisms and analyzing their behavior in the body. My primary role is to represent DMPK in cross-departmental drug discovery projects and help identify viable development candidate compounds from a pharmacokinetic perspective.

Additionally, I lead the company’s proprietary medium-sized molecule technology review team, focusing on experiments that investigate absorption mechanisms from an in vivo standpoint. Our company is a leader in medium-sized molecule research, with increasing expectations both internally and externally. Since clinical trials began the year before last, we are now at a critical stage."

 

Yamakawa also leads a team responsible for conducting PK tests (tests to confirm pharmacokinetics before pharmacological tests) within the group and serves as a member of the reliability assurance committee to ensure the accuracy of test data. Furthermore, he is in charge of on-the-job training for new employees.

 

"Although I joined Chugai as a mid-career hire in 2021, I find the company’s greatest appeal to be its commitment to 'science-based decision-making.' From the moment I joined, I continuously proposed ideas, and those judged to be scientifically interesting and valuable were supported with opportunities for further exploration and investment. Regardless of one's experience level—whether a new graduate or mid-career hire—Chugai offers opportunities for those with clear goals who wish to take on new challenges within a value system that prioritizes 'patient-centricity.'"

Attracted by a Corporate Culture That Makes Science-Based Judgments: Achieving Progress from a "Major Discovery" Right After Changing Jobs

In his previous position, Yamakawa served as the head of the DMPK department and contributed to drug discovery projects. He recalls feeling a certain sense of purpose while managing over ten projects simultaneously.

 

"What sparked my interest in Chugai Pharmaceutical was attending a pharmaceutical seminar hosted by a university several years ago. Listening to Chugai employees who were lecturers, I was impressed by the company’s commitment to 'science-based judgments.' I decided that if I were to change jobs, it would be to Chugai."

 

After joining the company, Yamakawa was initially tasked with project promotion. While analyzing DMPK for new modalities, he made a significant discovery that contributed to subsequent advancements.

 

"As PK test results for medium-sized molecule drugs accumulated, we noticed that these molecules showed larger individual differences in plasma concentration compared to small molecules. I hypothesized that these differences might be linked to specific components in the small intestine, which could be controlling the gastrointestinal absorption of medium-sized molecules.

To test this, I received company support in terms of budget and time. My manager also played a key role, offering guidance on test design and exchanging ideas throughout the process."

 

The test, which commenced six months later, produced results that surprised both Yamakawa and his colleagues.

 

"As hypothesized, the data confirmed the influence of that factor. This finding led to a shift within the company, with a growing recognition that 'we should focus more on this basic research.' We also succeeded in developing a new evaluation model, one that had never been done before. I believe the results had a significant impact, not only on my department but across the company.

I was able to achieve this because of my manager’s support. Though my hiring was based on expectations to advance multiple projects, I am grateful they supported my proposal and invested in the research, despite the limited initial data. This experience reaffirmed that Chugai Pharmaceutical is an organization that bases decisions on science."

 

Yamakawa's discovery significantly influenced the company’s research efforts, leading to the formation of a medium-sized molecule drug discovery technology review team, which he now leads.

 

"Since I could not neglect the internal projects I was initially responsible for, I delegated much of the research to my team members. However, I could not entirely abandon my hands-on involvement, so I find opportunities to participate when team members are busy (laughs).

I am careful not to overextend myself, but it is enjoyable because it aligns with 'what I really wanted to do,' the very reason I changed jobs."

A Research Environment Where Young Researchers, Veterans, and Employees of All Tenures Respect Each Other

Yamakawa, who has realized his ideas one after another since joining Chugai Pharmaceutical and fulfilled his desire to "be more involved in basic research as a researcher," describes the appeal of the company's research environment:

 

"I believe that researchers can build strong relationships regardless of age, experience, or tenure. For example, when experienced researchers transfer to new roles, some companies fail to adequately share knowledge with younger staff, resulting in the erosion of technical expertise.

The accumulated knowledge is reset, and after a few years, the company must start from scratch again. In contrast, our company fosters an environment where young researchers and veterans respect each other and collaborate, continuously teaching one another.

Additionally, the research institute is equipped with state-of-the-art facilities, including a system that automatically transports compounds used in tests, as well as purchased materials and reagents. There is also growing momentum within the company to promote DX [digital transformation], which I believe will enhance the efficiency of the drug discovery process and improve the work environment moving forward."

 

Yamakawa, who found "the understanding and support of managers reassuring" while developing the new evaluation model, continues by emphasizing the importance of opportunities for communication with superiors:

 

"At our company, all employees set goals at the beginning of the fiscal year. We also have a 'quarterly review' opportunity, where we meet with supervisors once every quarter to assess progress toward the year-end evaluation. These meetings provide a platform for sharing the current situation, discussing challenges, and receiving guidance on what to focus on in the upcoming quarter. Having a solid conversation every three months deepens mutual understanding and makes it easier to realign if there is any misdirection, which I greatly appreciate.

In addition to this, I regularly hold one-on-one meetings with my supervisor. A tool has been introduced to assess and visualize my sense of fulfillment and workload, and we base our discussions on these results. We also occasionally talk about future career paths."

 

About two years after changing jobs, Yamakawa remains positive despite a demanding schedule of advancing multiple projects, researching new modalities, and mentoring junior colleagues:

 

"Although my workload is substantial, I find it fulfilling because I’m not merely engaging in internal coordination, such as negotiating with other departments. I can also focus on my primary role as a researcher. I’m truly grateful for an environment where my scientific interests are valued and I can explore them in depth."

A Culture Where Steady Efforts Are Recognized and Everyone Can Take on Challenges They Want to Pursue

Medium-sized molecule drugs are gaining recognition as "next-generation pharmaceuticals." Yamakawa describes the satisfaction of being involved in cutting-edge drug discovery at Chugai Pharmaceutical, which is ahead of the industry:

 

"Antibody drugs, which are biological products, are effective but cannot enter cells. Small molecule drugs can enter cells but cannot target difficult-to-reach targets. Medium-sized molecule drugs are expected to overcome these limitations of existing drugs. Working in such an advanced field is incredibly gratifying as a researcher. I am committed to advancing research to deliver new drugs to patients in need as quickly as possible."

 

Drawing from his own experience, Yamakawa shares the following advice:

 

"From my own experience, it can be frustrating for researchers to be unable to pursue their desired research and instead perform repetitive tasks. However, looking back, I now see that these repetitive tasks helped me develop critical experimental skills, and I believe that persistence will always lead to progress.

When I was hired by Chugai Pharmaceutical, I once asked my manager what aspects of my background had contributed to my selection. The answer was 'the experience of conducting many hands-on experiments and tests.' I was pleased that they valued these efforts, even though I had doubts about their significance at the time. This recognition strengthened my desire to contribute to the company and made me realize that Chugai Pharmaceutical appreciates not only significant achievements but also the unglamorous, consistent efforts behind them. The company deeply values its people and supports their challenges."

 

Yamakawa, committed to maintaining Chugai Pharmaceutical's culture of recognizing steady efforts and encouraging individuals to take on challenges, expresses his resolve as a leader:

 

"Just as my supervisors supported me, I aim to assist my team members with the mindset of 'let’s try it first' whenever they propose something, never discouraging them. It is the leader’s role to support the challenges that employees take on with passion, rather than externally rejecting their ideas. By fostering such an environment, both individuals and teams can grow."

 

Yamakawa, who transitioned to Chugai Pharmaceutical with his conviction as a researcher and achieved significant results for the company and the pharmaceutical industry, continues to work toward protecting the company’s culture of embracing challenges and delivering new drugs to patients as swiftly as possible.