[Case Study] New Job Seeker Recruitment Model via SNS Ads for Regional Recruitment Agencies
77 Human Design Co., Ltd. introduced a new recruitment model using SNS ads and LPs supported by Monoridge, successfully reducing reliance on manual scouting and improving efficiency in the regional market of Sendai.
📋 Article Processing Timeline
- 📰 Published: April 28, 2026 at 19:14
- 🔍 Collected: April 28, 2026 at 10:31
- 🤖 AI Analyzed: April 28, 2026 at 15:28 (4h 56m after Collected)
77 Human Design Co., Ltd., a recruitment agency deeply rooted in the regional market, has moved away from its conventional scouting-centered recruitment model and introduced a new method utilizing SNS advertising and Landing Pages (LP). With the hands-on support of Monoridge, they have overcome challenges unique to regional markets and achieved efficient and stable recruitment activities. This case study introduces the specific measures taken, their results, and future prospects.
### Challenges
* Over-reliance on scouting-centered recruitment, leading to high labor burden.
* Difficulty in using traditional candidate delivery services due to the limited population in the regional market.
* Career Advisors (CAs) were overwhelmed with scouting and scheduling tasks, making it difficult to spend time on meaningful proposals and understanding candidates.
### Implementation Details
* Introduced Monoridge's 'Marketing Support Business' to build a recruitment channel via SNS ads and LPs.
* Redesigned the balance of interviews between scouting and ads to a 5:5 ratio, diversifying the recruitment flow.
* Monoridge provided hands-on support for KPI design, ad management, and LP improvement based on regional market characteristics.
* Implemented system improvements focused on increasing the attendance and acceptance rates.
### Results
* Achieved a cost per interview significantly lower than the target.
* Successfully moved away from a scouting-dependent structure.
* System improvements allowed CAs to spend more time on providing meaningful job proposals to candidates compared to before.
### About 77 Human Design Co., Ltd.
(Mr. Sunaga of 77 Human Design)
Our company is based in Sendai, Miyagi Prefecture, and provides recruitment for regional companies and career support for job seekers. As a member of the bank group, we leverage our trust to develop community-based recruitment support. Mr. Sunaga oversees the entire business operation, managing CAs and improving daily operations.
### Challenges Before Introduction
Before working with Monoridge, we spent a lot of time sending out scouts and felt there were challenges in efficiency. Scouting requires manpower and the success fees are high, making it difficult to maintain a sustainable profit structure. Furthermore, 'Tokyo-style' methods don't work in regional markets with fewer candidates. We needed to break away from scouting dependence and create a more stable recruitment mechanism.
### Reasons for Choosing Monoridge
The deciding factor was their deep understanding of the recruitment industry. They understood the structure of CA operations, the meaning of KPIs, and the background of numbers like scout acceptance rates and interview rates. 'They understood without needing an explanation.' Furthermore, they visited Sendai to interview both management and front-line staff, providing a sense of true partnership.
### Changes and Results After Introduction
The most significant change is the move away from scouting dependence. Currently, the balance between scouting and SNS ads is 5:5 on an interview basis. The response to the LPs and SNS ads designed and operated by Monoridge has been excellent, maintaining stable costs that are profitable with just one successful placement. Additionally, it has reduced scheduling and reminder tasks, which we believe will improve CA team proposals and motivation.
### Expectations for the Future
In the future, we want to strengthen our expansion not only within Miyagi Prefecture but also to neighboring prefectures and the UIJ-turn demographic. For this, CRM utilization and the development of a CA training system are essential. We want Monoridge to continue accompanying us as a partner who builds the business structure together.
### Challenges
* Over-reliance on scouting-centered recruitment, leading to high labor burden.
* Difficulty in using traditional candidate delivery services due to the limited population in the regional market.
* Career Advisors (CAs) were overwhelmed with scouting and scheduling tasks, making it difficult to spend time on meaningful proposals and understanding candidates.
### Implementation Details
* Introduced Monoridge's 'Marketing Support Business' to build a recruitment channel via SNS ads and LPs.
* Redesigned the balance of interviews between scouting and ads to a 5:5 ratio, diversifying the recruitment flow.
* Monoridge provided hands-on support for KPI design, ad management, and LP improvement based on regional market characteristics.
* Implemented system improvements focused on increasing the attendance and acceptance rates.
### Results
* Achieved a cost per interview significantly lower than the target.
* Successfully moved away from a scouting-dependent structure.
* System improvements allowed CAs to spend more time on providing meaningful job proposals to candidates compared to before.
### About 77 Human Design Co., Ltd.
(Mr. Sunaga of 77 Human Design)
Our company is based in Sendai, Miyagi Prefecture, and provides recruitment for regional companies and career support for job seekers. As a member of the bank group, we leverage our trust to develop community-based recruitment support. Mr. Sunaga oversees the entire business operation, managing CAs and improving daily operations.
### Challenges Before Introduction
Before working with Monoridge, we spent a lot of time sending out scouts and felt there were challenges in efficiency. Scouting requires manpower and the success fees are high, making it difficult to maintain a sustainable profit structure. Furthermore, 'Tokyo-style' methods don't work in regional markets with fewer candidates. We needed to break away from scouting dependence and create a more stable recruitment mechanism.
### Reasons for Choosing Monoridge
The deciding factor was their deep understanding of the recruitment industry. They understood the structure of CA operations, the meaning of KPIs, and the background of numbers like scout acceptance rates and interview rates. 'They understood without needing an explanation.' Furthermore, they visited Sendai to interview both management and front-line staff, providing a sense of true partnership.
### Changes and Results After Introduction
The most significant change is the move away from scouting dependence. Currently, the balance between scouting and SNS ads is 5:5 on an interview basis. The response to the LPs and SNS ads designed and operated by Monoridge has been excellent, maintaining stable costs that are profitable with just one successful placement. Additionally, it has reduced scheduling and reminder tasks, which we believe will improve CA team proposals and motivation.
### Expectations for the Future
In the future, we want to strengthen our expansion not only within Miyagi Prefecture but also to neighboring prefectures and the UIJ-turn demographic. For this, CRM utilization and the development of a CA training system are essential. We want Monoridge to continue accompanying us as a partner who builds the business structure together.