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We can provide full representative operation on the following 15 media.

• LinkedIn
• BizReach
• Wantedly
• AMBI
• Openwork
• Green
• LAPRAS SCOUT
• forkwelljobs
• DODA Recruiters
• Nikkei Career NET
• Eight Career Design
• Liiga
• en Middle-no-Tenshoku
• LabBase
• Miidas
• Qiita Job
• Paiza
• キャリトレ
• キャリアクロス
• LiBzCAREER
• iroots

* Media not listed above can also be consulted.

We will be able to manage talent acquistions for you after 2 weeks of preparation.

We support mainly foreign companies and large Japanese companies besides venture companies. If you would like to read more cases in detail, please click here.

Many of our hiring achievements have been around positions that are oridinarily said to be difficult to acquire(AI engineers, data scientists, CxO Class, researchers etc.) We also have many talent acquisition achievements in other industries and occupations.

Generally, the shortest term of contract is 6 months. A full-year contract will be available for further discount compared to our 6 months plan. If you desire a shorter term of contract, please contact us from here.

We have 2 strengths.
First, we are able to offer our support in direct talent acquisitions from strategy planning based on data through to its execution. We have our unique sourcing data from all 15 platforms, and therefore can calculate the shortest route to successful talent acquisitions. This is a value we can offer because we are a team focused on engineers.

Second, our recruitment support will be offered to you by our staffs with deep understanding of the positions. For example, a recruitment support to acquire engineers will be conducted by an ex-engineer, and recruitment for a marketer will be conducted by our ex-marketer staff.

Yes, we do. Even if you do not have any experience in direct talent acquisitions, or if you have just started, we will support you so that you can start confidently and achieve results. For example, we have various improvement programs including how to conduct a telephone interview or a casual interview, ways to improve a job advertisement, how to elevate the efficiency of the recruiting process, and how to increase access to your corporate website.

We basically communicate with our clients through an online platform, but we can also use various tools including e-mails, Slack, Chatwork and Teams.

Sure, we can. For details on past cases and achievements, please click here.

Sure, we can. For details on past cases and achievements, please click here.

Sure, we can. We will construct a media or a social media that is best suited for you based on our analysis on inflow route, user interviews, competitors and etc. We can create and operate a content that can arouse recognition, interest and requirements of the wanted persona. For details of past cases and achievements, please click here.

As a conclusion, your workload will not increase. On the premise that generally, we communicate directly with the person(s) in charge of recruitment and not with person(s) in charge of HR. After kicking-off the project, we would like to ask you for a couple of hours for an initial interview and feedback in order to share the same image of the candidates. Through this process, we will enhance the accuracy, and aim to decrease the process necessary for HR document selection. At a certain company we support, we achieved a document selection passage rate of around 80~90%. In addition, we share the image of our target with person(s) in charge of recruitment based on the accumulated data of candidates to whom the scounting emails have been sent, so we are able to apply the PDCA cycle fast.