Significant Improvement in Job Offer Acceptance Rate through Honest Dialogue with 'Job-Seeking Students Who Have Taken Off Their Armor' — CONSCIENCE Co., Ltd. Publishes Interview on Mismatch-Free Recruitment Achieved with 'ABABA'
ABABA Inc. published a case study interview of CONSCIENCE Co., Ltd., detailing how utilizing the scout service 'ABABA' and 'revenge interviews' significantly improved their late-stage job offer acceptance rate.
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- 📰 Published: April 23, 2026 at 19:00
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ABABA Inc. (Headquarters: Shibuya-ku, Tokyo; Representative Directors: Shunki Kubo, Tatsuya Nakai) has published an interview article on the case study of introducing "ABABA" by CONSCIENCE Co., Ltd. (Headquarters: Minato-ku, Tokyo; President and CEO: Toshiyuki Kaneshima, hereafter "CONSCIENCE").
This article introduces in detail the affinity between CONSCIENCE's recruitment philosophy and "ABABA", including how it is utilized in the latter half of the recruitment process, their unique "Revenge Interview" flow that provides a second chance for job-seeking students who couldn't fully demonstrate their abilities in the final selection, and how a venture company uniquely faces job-seeking students.
Click here for the full text of the case study article
■ Background and Challenges of Introduction
CONSCIENCE faced the challenge that selections in the latter half of the recruitment period often failed to result in job offer acceptances. While aiming to form a candidate pool of job-seeking students with high decision-making abilities and strong motivation to join the company, they focused on the feature of "ABABA" that allows approaching students who have experienced final selections at other companies. Consequently, they completely revised their operational policy starting with students scheduled to graduate in March 2026 (hereafter, 26 grads).
Challenge 1: Selections in the latter half of the recruitment period often did not lead to job offer acceptances.
Challenge 2: There were few touchpoints with job-seeking students with high decision-making abilities and motivation, making it difficult to improve the quality of the candidate pool.
■ Interview Highlights
1. "Speed of Decision-Making" Changed the Latter Half of Recruitment
For the 26 grads, nearly 10 candidates accepted job offers within 2-3 months from around May when the first offers were made via "ABABA". The job offer acceptance rate in the latter half of recruitment improved significantly. The short lead time and speedy decision-making are highly evaluated as major characteristics of job-seeking students coming through "ABABA".
2. Honest Dialogue with "Job-Seeking Students Who Have Taken Off Their Armor"
At CONSCIENCE, tracing back to original experiences from childhood and digging up together "when do you feel a sense of fulfillment" rather than "what do you want to do" is placed at the core of their recruitment dialogue.
The company considers job-seeking students on "ABABA"—who have gone through selections at multiple companies and are beginning to look at companies that truly match them rather than overstretching themselves—as partners who have already somewhat taken off their "armor for getting a job offer" and can be faced with honest intentions. Such dialogues are evaluated as leading to recruitment without mismatches and the prevention of early turnover.
3. Operational Design that Increases Acceptance Rate through Broader Pool Formation and Revenge Interviews
The approach of securing a wide number of contacts rather than strictly narrowing down the persona, and measuring the degree of matching during interviews, suited the company. The direction of the scouting text was flexibly adjusted through detailed discussions with the ABABA representative. Their unique "Revenge Interview" system (a mechanism to provide a second chance to students who couldn't fully show their abilities in final selections) enhances the affinity with job-seeking students coming via "ABABA" after experiencing selections at other companies.
■ Comments from the Recruiter at CONSCIENCE Co., Ltd. (Excerpt from the article)
Because job-seeking students on "ABABA" come after already experiencing selections at multiple companies, there is a feeling that we can start our dialogue from a deeper level. ABABA's stance of wanting to realize mismatch-free recruitment and our company's stance of facing recruitment while valuing the essential self-understanding of each individual student overlap at a fundamental level.
■ "ABABA", a New Graduate Scouting Service that "Evaluates the Job Hunting Process"
"ABABA" is a direct recruiting service that only job-seeking students who have advanced to final interviews can register for. By submitting information about the companies where they advanced to the final interview upon registration, students can receive scouts from companies that see those achievements.
Because companies can grasp the aptitude and orientation of students with extremely high accuracy from this information and send scouts, it is possible to create matchings that are highly satisfactory for both companies and students even in the latter half of the recruitment activities.
By creating a mechanism that evaluates the process of job hunting and realizing job hunting that connects to the next step even if rejected, it contributes to reducing the psychological stress of job-seeking students suffering from "job hunting depression," which is said to be a social issue, while also contributing to maintaining corporate branding, thereby solving both social and business issues.
Recruiters considering using the service, click here
■ ABABA Inc. Company Profile
Company Name: ABABA Inc.
Location: Ebisu Business Tower 8F, 1-19-19 Ebisu, Shibuya-ku, Tokyo 150-0013
Number of Employees: 100 (including interns and part-time workers)
Established: October 19, 2020
Capital: 100 million yen
URL: https://hr.ababa.co.jp/ababa
Keywords:
This article introduces in detail the affinity between CONSCIENCE's recruitment philosophy and "ABABA", including how it is utilized in the latter half of the recruitment process, their unique "Revenge Interview" flow that provides a second chance for job-seeking students who couldn't fully demonstrate their abilities in the final selection, and how a venture company uniquely faces job-seeking students.
Click here for the full text of the case study article
■ Background and Challenges of Introduction
CONSCIENCE faced the challenge that selections in the latter half of the recruitment period often failed to result in job offer acceptances. While aiming to form a candidate pool of job-seeking students with high decision-making abilities and strong motivation to join the company, they focused on the feature of "ABABA" that allows approaching students who have experienced final selections at other companies. Consequently, they completely revised their operational policy starting with students scheduled to graduate in March 2026 (hereafter, 26 grads).
Challenge 1: Selections in the latter half of the recruitment period often did not lead to job offer acceptances.
Challenge 2: There were few touchpoints with job-seeking students with high decision-making abilities and motivation, making it difficult to improve the quality of the candidate pool.
■ Interview Highlights
1. "Speed of Decision-Making" Changed the Latter Half of Recruitment
For the 26 grads, nearly 10 candidates accepted job offers within 2-3 months from around May when the first offers were made via "ABABA". The job offer acceptance rate in the latter half of recruitment improved significantly. The short lead time and speedy decision-making are highly evaluated as major characteristics of job-seeking students coming through "ABABA".
2. Honest Dialogue with "Job-Seeking Students Who Have Taken Off Their Armor"
At CONSCIENCE, tracing back to original experiences from childhood and digging up together "when do you feel a sense of fulfillment" rather than "what do you want to do" is placed at the core of their recruitment dialogue.
The company considers job-seeking students on "ABABA"—who have gone through selections at multiple companies and are beginning to look at companies that truly match them rather than overstretching themselves—as partners who have already somewhat taken off their "armor for getting a job offer" and can be faced with honest intentions. Such dialogues are evaluated as leading to recruitment without mismatches and the prevention of early turnover.
3. Operational Design that Increases Acceptance Rate through Broader Pool Formation and Revenge Interviews
The approach of securing a wide number of contacts rather than strictly narrowing down the persona, and measuring the degree of matching during interviews, suited the company. The direction of the scouting text was flexibly adjusted through detailed discussions with the ABABA representative. Their unique "Revenge Interview" system (a mechanism to provide a second chance to students who couldn't fully show their abilities in final selections) enhances the affinity with job-seeking students coming via "ABABA" after experiencing selections at other companies.
■ Comments from the Recruiter at CONSCIENCE Co., Ltd. (Excerpt from the article)
Because job-seeking students on "ABABA" come after already experiencing selections at multiple companies, there is a feeling that we can start our dialogue from a deeper level. ABABA's stance of wanting to realize mismatch-free recruitment and our company's stance of facing recruitment while valuing the essential self-understanding of each individual student overlap at a fundamental level.
■ "ABABA", a New Graduate Scouting Service that "Evaluates the Job Hunting Process"
"ABABA" is a direct recruiting service that only job-seeking students who have advanced to final interviews can register for. By submitting information about the companies where they advanced to the final interview upon registration, students can receive scouts from companies that see those achievements.
Because companies can grasp the aptitude and orientation of students with extremely high accuracy from this information and send scouts, it is possible to create matchings that are highly satisfactory for both companies and students even in the latter half of the recruitment activities.
By creating a mechanism that evaluates the process of job hunting and realizing job hunting that connects to the next step even if rejected, it contributes to reducing the psychological stress of job-seeking students suffering from "job hunting depression," which is said to be a social issue, while also contributing to maintaining corporate branding, thereby solving both social and business issues.
Recruiters considering using the service, click here
■ ABABA Inc. Company Profile
Company Name: ABABA Inc.
Location: Ebisu Business Tower 8F, 1-19-19 Ebisu, Shibuya-ku, Tokyo 150-0013
Number of Employees: 100 (including interns and part-time workers)
Established: October 19, 2020
Capital: 100 million yen
URL: https://hr.ababa.co.jp/ababa
Keywords: