QuackShift, an AI Startup from the University of Tokyo's Matsuo Laboratory, Successfully Hires AI Engineers and Project Managers via 'Offers' — Full-time Hire in 3 Months, Interviews with Approximately 45 People in Six Months
QuackShift, an AI startup from the University of Tokyo's Matsuo Laboratory, introduced 'Offers', an engineer hiring platform operated by overflow. Moving away from a referral-centric hiring system, the company successfully hired one full-time project manager within three months of introduction and conducted interviews with approximately 45 people in six months.
📋 Article Processing Timeline
- 📰 Published: June 5, 2026 at 17:01
- 🔍 Collected: June 5, 2026 at 08:20
- 🤖 AI Analyzed: June 7, 2026 at 04:21 (44h 0m after Collected)
overflow Inc. (Headquarters: Minato-ku, Tokyo; CEO: Yuto Suzuki; hereinafter 'overflow') is pleased to introduce a successful hiring case study of QuackShift Inc. (hereinafter 'QuackShift'), an AI startup from the University of Tokyo's Matsuo Laboratory, through its AI-era engineer hiring platform 'Offers'.
QuackShift transitioned from a referral-centric hiring system to a reproducible talent pool formation by introducing Offers. This led to the full-time hiring of one project manager within three months of introduction and interviews with approximately 45 people over six months, accelerating the hiring of AI engineers and project managers.
▶ Case study interview article: https://offers.jp/cases/quackshift
■ Client Testimonials
How Offers Changed QuackShift's Hiring System
Comment from Mr. Komura, Director, QuackShift Inc.
*Excerpt from the case study interview
At that time, our hiring methods were overly reliant on referrals, and the major challenge was our inability to form a reproducible talent pool. Hiring talent with both high expertise and skills, such as AI engineers, is always a highly difficult theme.
We evaluate candidates based on three criteria: 'skills', 'affinity for startups', and 'value fit', with a particular emphasis on value fit. This is because development in the AI field requires not just providing technology but understanding the essence of customer challenges and presenting optimal solutions.
Within three months of introduction, we secured a hire, and over six months, we conducted interviews with approximately 45 people. We also utilized features like AI-assisted generation of scout messages and reply drafts. The visibility of candidates' skill sets is excellent, which has significantly reduced the workload during the initial screening phase.
Comment from Mr. Amos, Project Manager, QuackShift Inc.
*Excerpt from the case study interview
Offers gave me the impression that it has many job listings from startups, with a concentration of companies offering challenging environments. I had experience as an engineer but also wanted to get involved in upstream processes as a project manager, so I felt Offers provided many options to pursue such a career path.
The deciding factors for joining were the opportunity to gain experience as a project manager, as well as a strong fit with the management team and members in terms of personality and culture.
Being a startup, there is significant autonomy, and I feel I am gaining a lot of experience in a short period. As a project manager, I am already entrusted with responsibilities while receiving support, and I am involved in managing engineer members and client negotiations.
■ Case Summary: Challenges Faced by QuackShift and Post-Introduction Effects
Background of Challenges
Hiring methods were centered on referrals, preventing the formation of a reproducible talent pool.
For the highly difficult AI engineer position, it was necessary to identify talent capable of adapting to changes in expertise and skill sets.
As a startup, the man-hours available for hiring were limited, requiring efficient talent pool formation and results generation.
Actions Taken
Introduced Offers, which has a large registration base of engineers in the AI field, to design outreach to target talent.
Evaluated candidates on three axes: skills, startup affinity, and value fit, with a selection process emphasizing value fit.
Provided support through AI scout message generation functions and regular meetings with the operational support team (for scout message improvement and target selection review).
Results
Decided on the full-time hiring of one project manager within three months of introduction.
Conducted interviews with approximately 45 people over six months, maintaining a high interview rate.
The hired individual, while fitting the culture, takes on roles as both an engineer and project manager, becoming a core part of organizational expansion.
▶ Case study interview article: https://offers.jp/cases/quackshift
AI RPO Launch Commemorative Campaign (Until August 31, 2026)
Offers AI RPO Launch Commemorative Campaign
To commemorate the launch of Offers 'AI RPO', a 'Launch Commemorative Campaign' is being held until Monday, August 31, 2026, offering the basic fee for eligible plans at 50% OFF the regular price.
Campaign Period: Until Monday, August 31, 2026. Eligible customers are those who have completed contract signing within the period (determined at the time of contract signing, not at the time of inquiry or application).
Eligibility: Companies entering into a new contract (renewals of existing contracts or re-contracts within three months of cancellation are excluded). The offer applies only to the basic fee; option fees and additional service charges are excluded.
Application/Inquiries: https://lp.offers.jp/airpo_campaign
Notes
The campaign may end without prior notice depending on application status.
Applicable conditions and details will be provided by an Offers representative.
There is no obligation to apply upon inquiry. Please feel free to contact us first.
■ What is Offers?
'Offers', the engineer hiring platform for the AI era, supports continuous outreach to high-class talent such as CTOs, VPoEs, Tech Leads, and AI Engineers, without waiting for applications.
Utilizing a database of over 35,000 engineers and proprietary AI technology, 'AI RPO' provides integrated support from candidate discovery to scouting and hiring, enabling reproducible engineer recruitment. Used by over 1,000 companies.
Engineer job change platform for the AI era 'Offers'
Job platform for comparing and considering job listings by desired conditions 'Offers Jobs'
Career/technology trend commentary media for engineers and PdMs 'Offers Magazine'
Hiring know-how/HR commentary media for company representatives 'Offers HR Magazine'
Technology trend events for candidates and developers '#Offers_DeepDive'
▶ For companies wanting to fully entrust scout operations to AI and RPO: 'AI RPO Plan'
▶ For companies requiring dedicated team commitment for high-class hiring: 'Budget Retainer Plan'
■ About overflow Inc.
Item Details
Company Name: overflow Inc.
Location: 5F, Shintoranomon Jitsugyokaikan, 1-1-21 Toranomon, Minato-ku, Tokyo 105-0001
Representative: Yuto Suzuki, Representative Director & CEO
Established: June 9, 2017
Capital: 208,800,000 JPY
URL: https://overflow.co.jp/
QuackShift transitioned from a referral-centric hiring system to a reproducible talent pool formation by introducing Offers. This led to the full-time hiring of one project manager within three months of introduction and interviews with approximately 45 people over six months, accelerating the hiring of AI engineers and project managers.
▶ Case study interview article: https://offers.jp/cases/quackshift
■ Client Testimonials
How Offers Changed QuackShift's Hiring System
Comment from Mr. Komura, Director, QuackShift Inc.
*Excerpt from the case study interview
At that time, our hiring methods were overly reliant on referrals, and the major challenge was our inability to form a reproducible talent pool. Hiring talent with both high expertise and skills, such as AI engineers, is always a highly difficult theme.
We evaluate candidates based on three criteria: 'skills', 'affinity for startups', and 'value fit', with a particular emphasis on value fit. This is because development in the AI field requires not just providing technology but understanding the essence of customer challenges and presenting optimal solutions.
Within three months of introduction, we secured a hire, and over six months, we conducted interviews with approximately 45 people. We also utilized features like AI-assisted generation of scout messages and reply drafts. The visibility of candidates' skill sets is excellent, which has significantly reduced the workload during the initial screening phase.
Comment from Mr. Amos, Project Manager, QuackShift Inc.
*Excerpt from the case study interview
Offers gave me the impression that it has many job listings from startups, with a concentration of companies offering challenging environments. I had experience as an engineer but also wanted to get involved in upstream processes as a project manager, so I felt Offers provided many options to pursue such a career path.
The deciding factors for joining were the opportunity to gain experience as a project manager, as well as a strong fit with the management team and members in terms of personality and culture.
Being a startup, there is significant autonomy, and I feel I am gaining a lot of experience in a short period. As a project manager, I am already entrusted with responsibilities while receiving support, and I am involved in managing engineer members and client negotiations.
■ Case Summary: Challenges Faced by QuackShift and Post-Introduction Effects
Background of Challenges
Hiring methods were centered on referrals, preventing the formation of a reproducible talent pool.
For the highly difficult AI engineer position, it was necessary to identify talent capable of adapting to changes in expertise and skill sets.
As a startup, the man-hours available for hiring were limited, requiring efficient talent pool formation and results generation.
Actions Taken
Introduced Offers, which has a large registration base of engineers in the AI field, to design outreach to target talent.
Evaluated candidates on three axes: skills, startup affinity, and value fit, with a selection process emphasizing value fit.
Provided support through AI scout message generation functions and regular meetings with the operational support team (for scout message improvement and target selection review).
Results
Decided on the full-time hiring of one project manager within three months of introduction.
Conducted interviews with approximately 45 people over six months, maintaining a high interview rate.
The hired individual, while fitting the culture, takes on roles as both an engineer and project manager, becoming a core part of organizational expansion.
▶ Case study interview article: https://offers.jp/cases/quackshift
AI RPO Launch Commemorative Campaign (Until August 31, 2026)
Offers AI RPO Launch Commemorative Campaign
To commemorate the launch of Offers 'AI RPO', a 'Launch Commemorative Campaign' is being held until Monday, August 31, 2026, offering the basic fee for eligible plans at 50% OFF the regular price.
Campaign Period: Until Monday, August 31, 2026. Eligible customers are those who have completed contract signing within the period (determined at the time of contract signing, not at the time of inquiry or application).
Eligibility: Companies entering into a new contract (renewals of existing contracts or re-contracts within three months of cancellation are excluded). The offer applies only to the basic fee; option fees and additional service charges are excluded.
Application/Inquiries: https://lp.offers.jp/airpo_campaign
Notes
The campaign may end without prior notice depending on application status.
Applicable conditions and details will be provided by an Offers representative.
There is no obligation to apply upon inquiry. Please feel free to contact us first.
■ What is Offers?
'Offers', the engineer hiring platform for the AI era, supports continuous outreach to high-class talent such as CTOs, VPoEs, Tech Leads, and AI Engineers, without waiting for applications.
Utilizing a database of over 35,000 engineers and proprietary AI technology, 'AI RPO' provides integrated support from candidate discovery to scouting and hiring, enabling reproducible engineer recruitment. Used by over 1,000 companies.
Engineer job change platform for the AI era 'Offers'
Job platform for comparing and considering job listings by desired conditions 'Offers Jobs'
Career/technology trend commentary media for engineers and PdMs 'Offers Magazine'
Hiring know-how/HR commentary media for company representatives 'Offers HR Magazine'
Technology trend events for candidates and developers '#Offers_DeepDive'
▶ For companies wanting to fully entrust scout operations to AI and RPO: 'AI RPO Plan'
▶ For companies requiring dedicated team commitment for high-class hiring: 'Budget Retainer Plan'
■ About overflow Inc.
Item Details
Company Name: overflow Inc.
Location: 5F, Shintoranomon Jitsugyokaikan, 1-1-21 Toranomon, Minato-ku, Tokyo 105-0001
Representative: Yuto Suzuki, Representative Director & CEO
Established: June 9, 2017
Capital: 208,800,000 JPY
URL: https://overflow.co.jp/
FAQ
What kind of company is QuackShift?
An AI startup from the University of Tokyo's Matsuo Laboratory. It is strengthening its hiring of AI engineers and project managers.
What were the main effects of introducing Offers?
One project manager was hired full-time within 3 months, and interviews were conducted with approximately 45 people in 6 months. It succeeded in forming a reproducible talent pool.
What evaluation criteria does QuackShift emphasize in hiring?
It evaluates based on three points: skills, affinity for startups, and value fit, with a particular emphasis on value fit.