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RPO

Expand your hiring team,
without hiring.

Even hiring one recruiter is hard today. From building your talent pool to candidate communication, interview scheduling, agency management and employer branding, professionals who know the work join as one of your recruiters and run recruiting every day.

Talk to us for freeSee case studies

Two ways to work with us

We take on the whole hiring process

  1. STEP 01Post jobs

    • Interviews with teams and executives
    • Personas and hiring requirements
    • Writing, posting and updating job descriptions

  2. STEP 02Build the pool

    • Direct sourcing
    • Managing recruitment agencies
    • Planning and running hiring events
    • Designing referral programs
    • Managing job platforms

  3. STEP 03Handle applicants

    • Contacting applicants
    • Resume screening
    • Interview scheduling

  4. STEP 04Meet and interview

    • Casual interview
    • Conducting and joining interviews
    • Interviewer Training
    • Choosing aptitude tests
    • Choosing coding tests

  5. STEP 05Make offers

    • Designing offer meetings
    • Follow-up with offer holders

We handle all of this as one of your recruiters

Throughout

  • Recruitment Branding
  • Creating recruiting content
  • Hiring plans and weekly reports
  • Other recruiting tasks

You can also hand off only the tasks you need.

Examples of who may join your team

  • Hiroki Akiyama

    Hiroki AkiyamaHiroki Akiyama

    Director | Head of Recruitment Market Lab

    After Intelligence (now PERSOL), an online ad agency and an executive search firm, he went independent and has supported hiring at many IT and tech companies.

    • Agency background
    • IT & Tech
    • Executive hiring
  • Makiko Kinoshita

    Makiko KinoshitaMakiko Kinoshita

    Manager

    Worked at a recruitment agency and a university as a business-systems project manager, service planner and web director. Covers IT, tech and national clients.

    • Project management
    • IT & Tech
    • Large companies
  • Hayaka Kikuchi

    Hayaka KikuchiHayaka Kikuchi

    Consultant

    At Intelligence (now PERSOL) she supported hiring for companies of all industries and sizes. She handles RPO, headhunting and employer branding.

    • Agency background
    • RPO
    • Recruitment Branding
  • 500+ companiesCompanies we've supported in hiring
  • 800K+scout messages managed
  • 10of direct sourcing support

We also have former engineers, marketers and salespeople. We choose members and build the team around the roles you hire for.

Trusted with hiring by enterprises and growth companies

See case studies

IT & Internet

  • Rakuten Group
  • SoftBank
  • LY Corporation
  • DeNA
  • MIXI
  • Fujitsu
  • Toshiba
  • SmartHR
  • Sansan
  • Money Forward

Consulting

  • Nomura Research Institute
  • PwC Consulting
  • Deloitte Tohmatsu Consulting
  • EY Strategy and Consulting
  • BayCurrent Consulting
  • Hitachi Consulting
  • NTT DATA Institute of Management Consulting

Manufacturer

  • Honda Motor Co., Ltd.
  • Nissan Motor Co., Ltd.
  • Sony
  • DENSO
  • Mitsubishi Heavy Industries
  • Hitachi, Ltd.
  • OMRON
  • Yamaha
  • Konica Minolta
  • Bosch

Finance

  • Dai-ichi Life
  • SOMPO Holdings
  • Development Bank of Japan
  • Aflac Life Insurance
  • Prudential Life Insurance
  • AXA Life Insurance
  • PayPay
  • Rakuten Bank

Pharma & Healthcare

  • Eisai
  • Olympus
  • Bayer Yakuhin
  • CMIC Holdings
  • Taiko Pharmaceutical
  • MedPeer

Trading, Consumer Goods & Media

  • Mitsui & Co.
  • Sumitomo Corporation
  • Fast Retailing
  • Kao
  • Asahi Group Holdings
  • ASICS
  • KADOKAWA
  • Sony Interactive Entertainment
  • Nikkei Inc.

Startups

  • LayerX
  • note
  • Raksul
  • CADDi
  • PLAID
  • ANDPAD
  • Uzabase
  • Kaonavi
  • HENNGE
  • ExaWizards

*Partial list, honorifics omitted. Used by 500+ other companies as well.

Choose how we work with you

  • # recruit-engineer

    STYLE 01

    We join your Slack and ATS

    Fast-growing teams that want direct access

    • Interviewing engineers and executives directly
    • We judge required skills from GitHub and more
    • From scouting to briefing agencies

    ExampleCrypto exchange | Engineering hiring

  • STYLE 02

    We work on your dedicated PCs

    Large companies with strict security

    • Only on PCs and accounts you provide
    • Handling personal data strictly by the manual
    • Reaching only people who match

    ExampleMajor consulting firm

  • STYLE 03

    We work at your office

    Companies that want a recruiter beside them

    • Working side by side as your recruiter
    • Running day-to-day hiring alongside your team
    • Days on site are up to you

    ExampleFast-growing company | 4 days a week on site

Trusted to enterprise standards

  • Recruitment business license13-ユ-309346Licensed by the Minister of Health, Labour and Welfare
  • PrivacyMark17003856(04)Personal information protection
  • Delivery modelNo subcontracting, in-house staffSubcontracting only with your prior approval
  • Security operationsMDM, MFA, access controlEntry control and incident response
  • 01Candidate data stays inside

    We work only inside the PCs and accounts you provide, managed with MDM, MFA and activity logs.

  • 02No subcontracting

    We never subcontract. Our own employees handle your hiring.

  • 03No messages to the wrong people

    We check exclusion lists in advance, and two people review every message before it is sent.

See all measures by risk

Law & compliance

  • Unlicensed job placement (Employment Security Act)
  • Disguised contracting
  • Job ads that breach employment or advertising law
  • Discriminatory outreach by age or gender
  • Licensed recruitment business
  • Contracts define scope and lines of instruction
  • Legal review of scout messages
  • Regular compliance training for all staff

Data leaks & security

  • Leaks of candidate data or hiring plans
  • Lost PCs, misdirected email or attachments
  • Unauthorized access, cyberattacks
  • Insider misuse, leaks via leavers
  • PrivacyMark certified and operated
  • Dedicated work PCs managed with MDM
  • MFA, access control and activity logs
  • Controlled workspace and NDAs
  • Incident response and data deletion on exit

Subcontracting & continuity

  • Leaks via subcontractors
  • Dependence on one person, broken handovers
  • Stoppage from disasters or outages
  • No subcontracting, by design
  • Our own employees do the work
  • Any contractor requires your prior approval
  • Multi-person teams and business continuity plans

Quality & candidate experience

  • Contacting your own staff or the wrong people
  • Uneven quality of messages
  • Poor experience from missed replies
  • Exclusion lists checked in advance
  • Messages double-checked by two people
  • Templates designed with you to match your tone
  • Reply SLAs and visible response history

Brand & reputation

  • Negative posts by candidates on social media
  • Messages out of line with your employer brand
  • Confidential information in public posts
  • Defined escalation flow for issues
  • Pre-approval rules for public messages
  • Coordination with your employer branding

Team and pricing built from the workload

Team

Size
From one dedicated person to a full team
Ways of working
On-site, remote, or a set number of days a week, as you prefer
Tools
We work inside your environment: Slack, ATS, PCs

Pricing: rate per role × effort

We hear which tasks and how much work you want to hand off, then estimate effort (person-months) for each role.

Sample estimate

  • Project manager0.5person-months
  • Recruiter1.0person-months
  • Sourcer0.5person-months

We design the team before we start

  1. 01ConsultationWe learn about your current hiring team and challenges
  2. 02Task review and estimateWe list the tasks and workload, then set the team and effort
  3. 03DesignWe agree on requirements, procedures and working rules with you
  4. 04LaunchRegular reviews adjust the team and tasks

What each service covers

Strategy & employer branding

Recruiting operations

Strategy

  • Hiring strategy
  • Hiring budget
  • Channel selection
  • Defining requirements

Recruitment Branding

  • EVP design
  • Candidate personas
  • Candidate experience
  • Touchpoint design
  • Content planning

Recruitment PR

  • PR strategy
  • Employee interview articles
  • Social content
  • Media exposure

Channels

  • Direct sourcing
  • Agency management
  • Referral hiring
  • Job platforms

Selection

  • Attraction design
  • Assessment design
  • Selection flow
  • Selection operations

Joined

  • Offer meetings
  • Offer letters
  • Offer-holder follow-up

What we handle

Best for: teams short on hands for sourcing

Best for: teams short on recruiting capacity and expertise

Best for: great companies whose appeal is not reaching candidates

Combine all three and you can hand off everything from strategy to onboarding.See Recruitment Branding

FAQ

Can we hand off only part of the work?

Yes. We can start from just the tasks you need, such as agency management or interview scheduling. If sourcing is your main need, also consider Direct Sourcing Support.

Can you work at our office or on-site?

Yes. On-site, remote and the number of days a week are set to match your preferences and workload.

Can you work on our PCs and tools?

Yes. We work inside the PCs, accounts and tools such as Slack that you provide, and handle personal data according to written procedures.

How is pricing determined?

We hear which tasks and how much work you want to hand off, then estimate from the rate per role and effort (person-months). There are no fixed plans.

Can you handle specialist hiring, such as engineers?

Yes. Former engineers work out technical requirements with your team and handle sourcing and candidate meetings.

Is it capacity you need,
or expertise?

Tell us the tasks and workload you want to hand off, and we will propose a team and an estimate.

Talk to us for freeSee case studies