The Trump Card for Securing Talent: How to Design 'Alumni Utilization via Spot Work' - Hosting a Free Online Seminar on the Secret to Staying Connected with Resigned Personnel
Matchbox Technologies will host a free online seminar on May 20, 2026. The event will explain how companies can use their 'matchbox' platform to keep in touch with former employees (OB/OG) and utilize them as spot workers to solve labor shortages.
📋 Article Processing Timeline
- 📰 Published: April 24, 2026 at 23:05
- 🔍 Collected: April 24, 2026 at 14:31
- 🤖 AI Analyzed: April 24, 2026 at 23:40 (9h 8m after Collected)
Matchbox Technologies Inc. (Headquarters: Chuo-ku, Niigata City, Niigata Prefecture; President: Hiroaki Sato; hereinafter 'our company') provides 'matchbox', a cloud-based system that allows companies and local governments to easily build their own spot-work platforms and realize flexible working styles in units of a single day or a few hours.
Our company will hold a free online seminar from 12:00 to 13:00 on Wednesday, May 20, 2026. The theme is a new approach to human resource utilization that leverages connections with human resources who have worked for the company in the past, such as former part-timers and former staff.
In recent years, the relationship between companies and workers has been changing from 'it ends when they resign' to 'a loosely connected relationship that continues even after resignation.' Under these circumstances, our company is supporting the creation of mechanisms for companies to utilize alumni (OB/OG) as their own human resource assets, starting with the 'Come Back! Crew' (*) initiative by McDonald's Company (Japan), Ltd., which allows approximately 3 million former crew members to actively work again.
* Click here for details: https://prtimes.jp/main/html/rd/p/000000171.000068701.html
Under the title 'Design Techniques for Utilizing Continuously Connected Alumni,' this seminar will explain how to design pathways that make it easy for former part-timers and staff to work actively again, how to create systems where they can continue to serve as a corporate asset, and points for continuous operation without burdening on-site management, based on multiple case studies.
Click here to register for participation.
■ Seminar Overview
As work styles diversify, the relationship between companies and individuals is shifting from 'one-time employment' to 'continuous connection.' Alumni who have worked in the past are attracting renewed attention as personnel who understand the business, values, and workplace.
With matchbox, it is possible to accumulate personnel who have worked once as a database and utilize them as the company's unique human resource assets. Rather than ending the relationship as a one-off, it leads to continuous human resource utilization by creating a state where it is easy to reach out to them again at the required timing.
In this seminar, we will specifically explain how to design mechanisms for alumni to return and points for continuous operation without burdening the workplace, based on actual utilization case studies.
■ What you will learn in this seminar
[The mindset to turn connections into assets]
- Common points among companies that maintain relationships with alumni
- What is a design that doesn't 'end when they quit'?
[Mechanisms that generate the desire to 'work again']
- Pathway design that makes former staff return naturally
- Specific examples of human resource utilization leveraging relationships
■ Recommended for
- Those who want to leverage relationships with retirees and former part-timers
- Those interested in creating a workplace where people think 'I want to work here again'
- Those who want to achieve continuous human resource utilization rather than one-off hiring
- Those interested in building their own unique human resource database
■ Event Details
- Date & Time: Wednesday, May 20, 2026, 12:00-13:00 (Live stream)
* For those who find it difficult to attend on the day, an archive stream will be available exclusively for registrants (viewable until May 27)
* To view the archive, registration from the email sent the day after the live stream is required
- Location: Online (Zoom)
- Participation Fee: Free
- Participation Bonus: A case study document summarizing the seminar content will be sent to those who answer the post-seminar questionnaire.
- How to participate: Please apply from the application form below. (Deadline: Until 11:30 on Wednesday, May 20, 2026)
URL: https://b.mxbx.jp/seminar_press_form_20260520
- Organizer: Matchbox Technologies Inc.
Speaker Introduction
Matchbox Technologies Inc.
Executive Officer CSO and General Manager of matchbox Business Division
Hiroyuki Chiba
Born in Saitama Prefecture in 1976. Graduated from the Faculty of Science and Technology, Sophia University, and experienced the launch of a job change site business at Intelligence, Ltd. (currently PERSOL). After that, he was in charge of countermeasures against the shortage of part-time human resources for the entire chain at Lawson, Inc., and was involved in the establishment of Lawson Staff, Inc., an affiliated company of our company.
Since 2019, he has been in his current position. While specializing in the distribution, retail, and restaurant industries, he is in charge of sales strategy and the matchbox sales area, driving the business forward.
■ Program
1 Opening (Speaker introduction/Questionnaire information)
2 Introduction of utilization case studies
(1) Secured over 1,000 registrants in 1 year. Case study of utilizing alumni and related personnel in a multi-store expansion company
(2) Seniors and qualified persons also active. Case studies of creating workplaces where people can 'work again' according to their life stage, etc.
3 Q&A
4 Closing
We at Matchbox Technologies utilize digital technology to realize a society where 'everyone can work flexibly'
Our company will hold a free online seminar from 12:00 to 13:00 on Wednesday, May 20, 2026. The theme is a new approach to human resource utilization that leverages connections with human resources who have worked for the company in the past, such as former part-timers and former staff.
In recent years, the relationship between companies and workers has been changing from 'it ends when they resign' to 'a loosely connected relationship that continues even after resignation.' Under these circumstances, our company is supporting the creation of mechanisms for companies to utilize alumni (OB/OG) as their own human resource assets, starting with the 'Come Back! Crew' (*) initiative by McDonald's Company (Japan), Ltd., which allows approximately 3 million former crew members to actively work again.
* Click here for details: https://prtimes.jp/main/html/rd/p/000000171.000068701.html
Under the title 'Design Techniques for Utilizing Continuously Connected Alumni,' this seminar will explain how to design pathways that make it easy for former part-timers and staff to work actively again, how to create systems where they can continue to serve as a corporate asset, and points for continuous operation without burdening on-site management, based on multiple case studies.
Click here to register for participation.
■ Seminar Overview
As work styles diversify, the relationship between companies and individuals is shifting from 'one-time employment' to 'continuous connection.' Alumni who have worked in the past are attracting renewed attention as personnel who understand the business, values, and workplace.
With matchbox, it is possible to accumulate personnel who have worked once as a database and utilize them as the company's unique human resource assets. Rather than ending the relationship as a one-off, it leads to continuous human resource utilization by creating a state where it is easy to reach out to them again at the required timing.
In this seminar, we will specifically explain how to design mechanisms for alumni to return and points for continuous operation without burdening the workplace, based on actual utilization case studies.
■ What you will learn in this seminar
[The mindset to turn connections into assets]
- Common points among companies that maintain relationships with alumni
- What is a design that doesn't 'end when they quit'?
[Mechanisms that generate the desire to 'work again']
- Pathway design that makes former staff return naturally
- Specific examples of human resource utilization leveraging relationships
■ Recommended for
- Those who want to leverage relationships with retirees and former part-timers
- Those interested in creating a workplace where people think 'I want to work here again'
- Those who want to achieve continuous human resource utilization rather than one-off hiring
- Those interested in building their own unique human resource database
■ Event Details
- Date & Time: Wednesday, May 20, 2026, 12:00-13:00 (Live stream)
* For those who find it difficult to attend on the day, an archive stream will be available exclusively for registrants (viewable until May 27)
* To view the archive, registration from the email sent the day after the live stream is required
- Location: Online (Zoom)
- Participation Fee: Free
- Participation Bonus: A case study document summarizing the seminar content will be sent to those who answer the post-seminar questionnaire.
- How to participate: Please apply from the application form below. (Deadline: Until 11:30 on Wednesday, May 20, 2026)
URL: https://b.mxbx.jp/seminar_press_form_20260520
- Organizer: Matchbox Technologies Inc.
Speaker Introduction
Matchbox Technologies Inc.
Executive Officer CSO and General Manager of matchbox Business Division
Hiroyuki Chiba
Born in Saitama Prefecture in 1976. Graduated from the Faculty of Science and Technology, Sophia University, and experienced the launch of a job change site business at Intelligence, Ltd. (currently PERSOL). After that, he was in charge of countermeasures against the shortage of part-time human resources for the entire chain at Lawson, Inc., and was involved in the establishment of Lawson Staff, Inc., an affiliated company of our company.
Since 2019, he has been in his current position. While specializing in the distribution, retail, and restaurant industries, he is in charge of sales strategy and the matchbox sales area, driving the business forward.
■ Program
1 Opening (Speaker introduction/Questionnaire information)
2 Introduction of utilization case studies
(1) Secured over 1,000 registrants in 1 year. Case study of utilizing alumni and related personnel in a multi-store expansion company
(2) Seniors and qualified persons also active. Case studies of creating workplaces where people can 'work again' according to their life stage, etc.
3 Q&A
4 Closing
We at Matchbox Technologies utilize digital technology to realize a society where 'everyone can work flexibly'