What are the most challenging things
about direct talent acquisitions?
Too Many Processes
Unable to Make
an Active Talent Pool
Cannot Tell the Difference of
Direct Talent Acquisition Media
Why Directsourcing was founded
CEOTomoaki TakemuraProfile in detail
We want to change recruitment activities that rely on intuition and subjectivity.
What I felt strongly after establishing a recruitment service company was that most companies were hiring based on intuition and subjectivity.
At Directsourcing, we want to solve this issue using data.
If companies can hire candidates by their skills…
For the companies, they will be able to work
with candidates who are a better match
The candidates will be able to keep demonstrating their abilities in various companies
Structural issues in the background
in the background 1
in Japan are carried out
or recruiting media
2015 Employment Paths in the US
(Source: Recruit Works Institute)
in the background 2
Talent Acquisition on direct talent acquisitions requires Professional Skillsets
in the background 3
Few in your company has
direct recruiting skillsets
DS will solve your problems
around Talent Acquisitions
Leveraging data to strategize talent acquisitions on direct talent acquisitions
Directsourcing calculates the shortest route to a successful direct talent acquisition based on sourcing data from our past 500,000 cases in 40 various media. We can support strategy planning and operations on all 20 media including BizReach, LinkedIn, Green and Wantedly.
Maximize the effect of scout mails using technology
We will Optimize your operation process thoroughly by technology. This is a value we can offer because we are a team focused on engineers.
Cloud Report will strongly accelerate your talent acquistion PDCA cycle
You can view your candidates, reply rates and interview rates on our cloud platform.
The PDCA cycle is fast and will lead you to a shorter route to achieving your goals.
Top-class expertise in operating LinkedIn in Japan
Directsourcing is the first LinkedIn partner in Japan.
Please contact us if you have any issues with operations on LinkedIn.
Anticipating high-performance recruiting activities
Yahoo Japan Corporation
Corporate PD Group, Talent Acquisitions Department, Mr. Yuji Suzuki
Responding to the rapid expansion of recruiting activities
Money Forward, Inc.
HR Department Talent Acquisitions Group, Mid-Career Recruitment Manager, Mr. Rei Inoue
Please click "Download Price List"
We can provide full representative operation on the following 15 media.
- LAPRAS SCOUT
- DODA Recruiters
- Nikkei Career NET
- Eight Career Design
- en Middle-no-Tenshoku
- Qiita Job
* 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.
Can you support talent acquisitions of those who live abroad?
Can we ask you to do our recruitment branding?
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.
Steps until service launch
Discussion on your issues with direct talent acquisitions and wanted positions
Research population of each direct media, set KPI for direct talent acquistions
Conclusion of contract
|Company Name||Direct Sourcing Inc.|
|Board of |
|Tomoaki Takemura(CEO) Co-Founder|
Kenta Mishima(CTO) Co-Founder
Yoshiki Nomiyama(CSO) *Chief Success Officer
Masaki Nakazawa(Outside Director)
Katsuyuki Takahashi(Outside Director)
Erika Otabe(Outside Director)
|Number of |
|77 (february 2023)|
|Location||1-1-1 Nishishinbashi Minato-ku Tokyo 105-0003|
|Capital||10 million yen|
|Bank Account||Sumitomo Mitsui Banking Corporation|
|Business||Data-driven recruiting focused on Direct Sourcing|