Reuse PC Firm Ringrow Launches "Executive Direct Interview" Course for 2027 Graduates

Ringrow Co., Ltd., a company engaged in the reused PC business, launched the "Executive Direct Interview" course on May 20, 2026, for new graduate recruitment for the class of 2027. Students who pass the HR interview can proceed directly to an interview with a board member.

This course further promotes Ringrow's long-standing policy of "no document screening, no entry sheets (ES), and no scripted questions." The hiring process now flows directly from an HR talk to a one-on-one dialogue with a board member in the second stage.
The goal is for executives to directly grasp the "current state" of each student and suggest roles where they can excel within the company.

Outline of the "Executive Direct Interview" Course

Selection Process:
- Primary: HR Interview
- Secondary: Executive Interview (Director Yusuke Omata)
*There is no fixed selection sequence; the process is flexible and prioritizes dialogue.

Features:
- No document screening
- No entry sheets (ES)
- No scripted questions regarding reasons for application
- No quotas on hiring numbers or selection periods; focus is on authentic encounters
- Consultation available regarding job hunting in general

Recruitment Unbound by "Standards"

Ringrow has consistently avoided following standard job-hunting conventions. We do not conduct document screenings based on resumes, nor do we ask students prepared, scripted questions.

We believe the most important aspect of hiring is for the company to correctly understand the student's "current state" (including their values, ideas, concerns, and hesitations) to find where they can succeed.

Therefore, we have no fixed hiring periods or upper limits on the number of hires; if we find a good match, we hire, regardless of timing or quantity.

Comment from Director Yusuke Omata:

"Job hunting is filled with implicit rules. Being rejected by document screening, filling out massive amounts of text in an ES, or being judged by how well one answers standard questions—I questioned these methods for understanding a student's true self even back when I was a student."

"Ringrow wants to be a company where executives directly listen to students' raw voices. Instead of rejecting based on papers, we meet and talk first. Instead of scripted questions, we listen to the students' own words. If they are struggling with job hunting itself, we offer support. This 'Executive Direct Interview' course is our attempt to clarify this stance."

"Hiring is an encounter for both the company and the student. Rather than discarding opportunities within fixed periods or headcount limits, we want to be a company that embraces good encounters as they happen."

"People-First" Company Initiatives

Ringrow continuously develops systems that respect the working style of each employee.

- MY Holiday System (Introduced April 2025): Employees can freely set their own holidays equal to the number of national holidays.
- After-7 Hiring (Introduced December 2025): Allows those balancing side jobs, academics, or family to work from 7:00 PM onwards.
- Outsourcing System: Contracts designed for diverse work styles, such as balancing child-rearing or caregiving.

The "Executive Direct Interview" is positioned as part of these "people-first" initiatives.

Application Details

Eligibility: Students graduating in March 2027 (Sales/Operational roles)
Start Date: Tuesday, May 20, 2026
Selection Flow: Primary HR Interview -> Secondary Executive Interview
Application Method: Entry via Mynavi 2027
Application Page: https://job.mynavi.jp/27/pc/search/corp87175/outline.html