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User's Challenge

「Strengthen engineer recruitment at IT company」

We are a SaaS company with 50 employees. We are struggling to gather applications against our annual target of recruiting 10 engineers. 80% of our hires come through agents, resulting in high recruitment costs. We want to strengthen direct recruiting and recruitment branding.

Selected Approach

Direct Recruiting Enhancement and Execution Plan

Problem Analysis

We design a process to improve scout response rates and complete mother population formation in-house.

Effective when you want to focus on the execution aspect of how and by whom direct recruiting as a concrete method will be operated.

Other Candidates:Recruitment Channel Optimization and Branding Construction·EVP (Company Appeal) Extraction and Communication Strategy
01

Define target candidate requirements

To increase scout response rates, first articulate the target profile of "who to send to" and clarify essential and preferred requirements.

Define target candidate requirements - Canvas

AI Insight

Key findings from this step

02

Comparative examination of scout media and tools

Based on the reach to tech lead candidates defined in Step 1, we compare major direct recruiting media.

Comparative examination of scout media and tools - Canvas

AI Insight

Key findings from this step

03

Design process and role division

Clarify the operational flow from scout sending to interview execution and the role division between HR and field engineers.

Design process and role division - Canvas

AI Insight

Key findings from this step

04

Establish operational routine and KPIs

Define the weekly cycle to sustain direct recruiting and indicators to measure success or failure.

Establish operational routine and KPIs - Canvas

AI Insight

Key findings from this step

Summary and Next Steps

IT & TechnologyHR & AdminStrategy & PlanningSMB (31-300 employees)
1/16/2026

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