We operate as your internal recruiting team.
We source the candidates, run the outreach, schedule the interviews, and handle the offer
paperwork.
You get full visibility on progress and make hiring decisions.
You're already running marketing, sales, ops, and finance. Recruiting on top of that is a full-time job by itself: sourcing, outreach, screens, scheduling, paperwork. We take it off your plate. You keep the part only you can do: the interview, the decision.
We do the back-and-forth: candidate availability, your team's availability, video link, reschedules, no-shows. You open Google Calendar, Outlook, or Apple Calendar and the interview is there. Show up, interview, decide.
No status-update meeting. Open the dashboard, see how many candidates are sourced, reached, replying, interviewing, and at offer for every role you have open. Spot the bottleneck before it costs you a hire.
A clean handoff at each step. You stay in the loop, but you stay out of the logistics.
One kick-off call. You tell us the role, the budget, the language requirement, the must-haves, the dealbreakers. We write the spec, you sign off.
We source actively, build the longlist, screen, and send you a tight candidate list in the app. You review profiles, thumbs-up the ones you want, skip the rest. No agency pitch decks, no PDFs you cannot search.
We schedule the interviews, run candidate communications, manage the pipeline, and handle offer paperwork. You show up to the interviews and make the call. We do everything in between.
Comp benchmarks, counter-offer playbooks, org-design questions, second-round structure. Twelve years of recruiting judgment, on tap during the engagement.
Three pillars. Every one of them shows up as a real screen in the app, not a slide in a deck.
Every candidate we pull goes into a structured list. Filter by skill, seniority, current employer, Japanese level, budget band. Each profile is scored A through D against your spec, with the reason visible.
Scouting queue, this week
31 contacted
Direct outreach on LinkedIn to the candidates who fit best. Personalized note. We chase non-responders, drop the uninterested, and bring the warm replies into your candidate list. Status of every conversation is visible on your dashboard.
Drag-and-drop kanban for each open role. Your hiring panel sees the same view. No spreadsheets, no Slack threads asking who is at what stage, no candidates falling through the cracks.
Every candidate touchpoint runs from a template we built with you, in your tone of voice. Sent from your domain. Tracked. No candidate ever ghosted by accident.
The bilingual paperwork an SMB usually pays a sharoshi or a lawyer to draft. Pre-filled with the candidate's terms, ready for your signature. Sent through the app. Tracked. Stored.
Each of these is a deliberate design choice. Not a marketing tagline.
One kick-off and we are running. We work from your hiring panel, your tone of voice, your interview process. Candidates think you have a recruiting team. Because for the length of the engagement, you do.
¥300,000 a month. Whether you close one hire or five, the fee is the same. Run two concurrent searches, run six. We get paid the same. The incentive is fit, not fee size.
You know what the fee is, what we will do this week, and how every search is tracking. The dashboard is the source of truth. No surprise invoices, no candidate hidden behind a paywall, no opaque agency margins.
Two engineers at ¥9M through a 30 percent agency? Around ¥5.4M in fees. The same two hires through us, in a three-month engagement, cost ¥900,000. The third hire that quarter is, effectively, free.
A full ATS: searchable candidate list, pipeline boards, calendar sync, outreach templates, analytics, document generator. Free for you during the engagement. Yours to keep using if you want to extend after.
Real numbers. ¥9M senior engineer, 30 percent agency fee assumption, three-month engagement.
A 30-minute call. We will look at the roles you need to fill, the candidate pool, your budget, and tell you straight if this fits or not.
