For Companies Considering Recruiting Global Talent
How Fellowship Drives 50+ Monthly Interviews with High-Precision Bilingual Matching
Inside the Award-Winning Recruitment Strategy
Fellowship Co., Ltd.
Company Representatives (from left): Yoshiki Yonezawa, Yuki Kure, Hidekazu Yago, Salina Kumai
The Daijob Award: Recognizing Excellence in Global Recruitment
The Daijob Award is presented to recruitment agencies, agents, and consultants who have demonstrated exceptional hiring performance and innovation using the Daijob.com platform.
For this edition, we are proud to feature Fellowship Co., Ltd., a firm distinguished by its commitment to sourcing "Global Career Workers" (Glo-Cari)—high-skilled professionals who transcend nationality, gender, and industry boundaries by leveraging their unique personal strengths in a global context.
We sat down with the team at Fellowship to discuss their success: Mr. Yago, Team Leader of the Global Career Promotion Unit and a long-time Daijob power user; Mr. Yonezawa, a key member of the unit; and two of their newest sales representatives, Ms. Kumai and Ms. Kure. They share their insights on how Daijob.com and the Daijob Career Fair provide a fresh, high-velocity perspective on the bilingual talent market.
Achievement
Monthly Throughput
200+ Unique Applicants
Selection Efficiency
50+ Qualified Interviews per Month
Event ROI
2+ Hires per 4-hour Career Fair
|
Company Name |
|
|---|---|
| Location |
|
| Specialization | Sourcing high-skilled bilingual talent for Japanese global firms, Unicorn startups and APAC enterprises, etc. |
| Company Size |
501 – 5,000 employees |
|
About Fellowship |
Fellowship is a global human resources services company that receives various business needs and seeds from companies, mainly Japanese global companies, unicorn venture companies, and APAC companies, and solves problems from a human resources perspective. In addition to human resource introduction, Fellowship offers total solutions such as temporary staffing, career coaching, global business, and support for Asian companies expanding into Japan. The company supports the careers of business people who want to be active globally, leveraging our expertise and experience in bridge services mainly in Japan and China, and with an awareness of the global market mainly in APAC. |
| Services Used | Daijob.com, Daijob Career Fair |
Strategic Sourcing: Sponsoring 40+ Placements Monthly for "Global Career Workers"
Shiori Ozawa (Daijob): Huge congratulations on the Daijob Award! To kick things off, can you walk us through the Fellowship mission and how you’re positioning yourself in the current market?
Hidekazu Yago (Fellowship): Thank you. We’re currently in our 22nd year, and our core strength has become the career development of international talent here in Japan. We’ve actually trademarked the term "Global Career Workers" (or "Glo-Cari"). To us, a "Glo-Cari" professional is someone who leverages their unique identity and skills to thrive globally, regardless of their nationality or background.
Currently, we manage a pipeline of over 1,000 language-specialized roles. While English and Chinese are our pillars, we also cover everything from Vietnamese and Nepali to several European languages. We’ve built a solid internal infrastructure with multilingual support staff to handle the volume—we see about 1,000 inquiries a month, which translates into over 40 successful placements every single month.
Ozawa: You’ve been a Daijob partner since 2019. Looking back to the early days, what were the "pain points" you were trying to solve?
Yago: We knew Daijob was the heavy hitter for English-speaking talent. It was the perfect fit for our high-frequency roles like game localization and bilingual admin.
If I’m being honest, our early challenge wasn't the platform—it was our own internal capacity. We were getting great applicants through Daijob who didn't speak a word of Japanese, and we weren't fully prepared for that. We had to pivot. We hired English-speaking internal staff and launched specialized training to close that gap. Now, it’s a seamless part of our workflow. Moving forward, we’re doubling down on roles where Japanese isn't a barrier at all—like IT Engineering and LQA—to make sure we’re fully utilizing the high-skilled talent Daijob brings in.
Commemorating Our Partnership
Hidekazu Yago (Team Leader, Global Career Promotion Unit, Fellowship) and Shiori Ozawa (Daijob Media Sales) celebrating their successful collaboration.
Streamlining Operations: Leveraging Intuitive Design and Real-Time Publishing for Maximum Speed
Ozawa: Beyond the talent pool, what has your experience been like with the actual platform? What stands out in terms of usability?
Yago: The interface is incredibly intuitive. In recruitment, time is everything, and Daijob’s UI categorizes the essentials—job postings, scout outreach, and applicant tracking—so clearly that it removes any friction from the daily workflow. Refining scout filters or setting up email templates is effortless.
But the real game-changer is the real-time publishing. When we post a role, it goes live for candidates almost instantly. On other platforms, there’s often a lag that kills your momentum. With Daijob, we can move at the speed of the market.
Kure: I saw that speed firsthand when I joined the company. I was able to post a role and set up an interview with a registered candidate the very same day. That kind of responsiveness is a huge competitive advantage.
Yonezawa: From an operations standpoint, the automated integration is a massive win. Most platforms require us to manually export CSV files and re-format them for our internal database, which is a tedious, manual process. Daijob syncs automatically with our systems, which cuts down our administrative overhead significantly.
Kumai: I also find the "Bulk Scout" feature to be a major time-saver. Unlike other tools that force you into manual, one-by-one outreach, Daijob allows us to scale our message quickly. Plus, the data—like open and reply rates—is visualized in a way that lets us treat recruitment like a marketing funnel. It’s very data-driven.
Ozawa: That’s great to hear. We’re actually taking that a step further with our new AI-powered scout feature. It automatically generates personalized messages based on a candidate’s specific skill set to boost engagement. We’re excited to see how that further streamlines your process.
The Performance Metrics: Driving 50+ Monthly Interviews and High-Impact Hires via Daijob Career Fairs
Ozawa: Let’s dive into the numbers. What kind of quantitative and qualitative impact has Daijob had on your overall recruitment strategy?
Yago: We take a multi-channel approach to sourcing. Currently, we utilize over 10 different channels, including our own specialized platform for Chinese-speaking talent, TENJee. Even within this diverse ecosystem, Daijob has been our longest-standing partner and remains a primary pillar of our strategy, accounting for roughly 30% of our total talent inflow.
In terms of our core KPIs—Applications, Interviews, and Placements—the data is very consistent. We see over 200 unique applicants monthly via Daijob. After screening for language proficiency and visa status, we move roughly 50 of those to the interview stage. This consistently leads to about three high-level bilingual placements per month. We see particularly strong synergy in Game Localization, averaging 1–2 hires monthly, as well as Bilingual Administration.
Current Job Openings
Ozawa: Your success at the Daijob Career Fair is also quite notable.
Yago: Absolutely. The Career Fair is an incredibly high-yield strategy for us. In a single four-hour window, we can engage with hundreds of candidates, which consistently results in 2–3 successful placements per event.
The speed is truly impressive. At a recent fair, we were looking to fill a Portuguese-speaking administrative role. I met a candidate at our booth, we handled the initial screening on the spot, and the process moved so quickly they started working on July 1st. Being able to assess communication skills and "cultural fit" face-to-face allows us to move much faster than a standard digital application process.
Yago: That face-to-face element is vital for roles like Luxury Retail, where first impressions and presentation are key. At the Daijob Career Fair, we can identify a candidate’s "brand fit" immediately. We’ve had several cases where a brief conversation at the booth led directly to a successful hire.
Booth Strategy: Maximizing Engagement through Multi-Lingual Teams and Tech-Driven Screening
Ozawa: What is your secret to managing such a high volume of candidates in such a short time at Daijob Career Fairs?
Yago: We treat the Daijob Career Fair as a high-precision operation to ensure we connect with as many "Global Career Workers" as possible. We split our team into specialized roles: a dedicated "Greeting Team" distributes around 200 flyers equipped with QR codes, while our "Interview Team" handles the deeper conversations.
While candidates are waiting, they scan the QR code to complete a digital survey via Google Forms. Our career advisors then review these responses in real-time on a shared spreadsheet, allowing them to conduct a focused 5-to-10-minute screening interview. We also station over 10 staff members categorized by industry—Admin, Sales, or IT—so every candidate speaks to a specialist immediately.
Yonezawa: I focus heavily on the "approach." If the booth is crowded, some candidates might feel hesitant to enter. I make it a point to step out, start a casual conversation, and put them at ease. This also doubles as an informal language proficiency check. After the event, we follow up immediately with "Thank You" emails to ensure Fellowship stays top-of-mind.
Kumai: Since I speak Japanese, English, and Korean, I try to greet candidates in their native language. It builds an immediate rapport and allows us to have a much more insightful conversation right from the start.
The Future: Expanding Reach through Hybrid and VR Events
Ozawa: To wrap up, is there anything you would like to see from Daijob’s services in the future?
Yago: On the platform side, more granular data on visa types—specifically distinguishing between "Engineer/Specialist in Humanities" (技人国) and "Specified Skilled Worker" (特定技能)—would help us increase our matching precision even further.
Regarding events, we know the Daijob Career Fair has a global reputation, and many candidates travel from far away to attend. However, travel isn't always possible for everyone. We’d love to see a Hybrid or VR-enhanced event format. Combining the power of face-to-face interaction with the reach of a virtual environment would allow us to connect with an even broader pool of global talent.
Ozawa: That’s a fantastic suggestion. We did move to online-only during the pandemic, but many clients felt it was harder to do that initial "gut-check" screening. However, the idea of a hybrid model is definitely something our product team is looking into. Thank you all for your time and your continued partnership.
Daijob Interviewers: Shiori Ozawa, Media Sales Division (Left) and Alicja Kaczorek-Wakasugi, Product & Marketing Section, Business Promotion Department (Right) — Human Global Talent Co., Ltd.
Hire like Fellowship:
Whether you are a "Gaishikei" firm or a Japanese global enterprise, our platform is designed to drive high-precision matching for your most critical roles.
CONTACT
Contact us directly by e-mail:
Contact us immediately by phone:
Office Hours：10:00-18:00（Weekdays）
(Please refrain from making inquiries for sales purpose)
Copyright © Human Global Talent Co., Ltd. 2024