Recommended RPO Case Study | 'Recruitment Boost' Reduces Cost Per Hire by Approx. 87%
Stella Talent Partners announced a successful case where their RPO service 'Recruitment Boost' reduced Century Auto's hiring costs by about 87% and secured 3 hires in a month.
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- 📰 Published: April 14, 2026 at 19:00
- 🔍 Collected: April 14, 2026 at 10:31
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Cost per hire reduced by approx. 87%, 3 hires in 1 month — Achieved by Century Auto Co., Ltd. through RPO × Indeed Optimization
Stella Talent Partners Inc. (Recruitment Boost) announces that through its RPO-specialized recruitment support service "Recruitment Boost", it has successfully reduced the cost per hire for Century Auto Co., Ltd. by approximately 87%, dropping from 255,000 yen to 33,333 yen, and achieved 3 successful hires within a single month.
This case study provides valuable information for formulating recruitment strategies for companies struggling with labor shortages, serving as a proven track record of simultaneously reducing recruitment costs and maximizing the number of hires through the utilization of an RPO service.
https://saiyou-boost.stellatalentpartners.co.jp/
Characteristics of RPO Services and the Positioning of Recruitment Boost
The greatest feature of RPO (Recruitment Process Outsourcing) services is that they simultaneously achieve efficiency and qualitative improvement in recruitment operations, contributing to the overall productivity of a company.
Stella Talent Partners Inc. (Recruitment Boost) is a recruitment support service with a track record of assisting over 350 companies. It provides high operational precision led by experts specializing in RPO who are thoroughly familiar with algorithms such as Indeed Plus.
RPO stands for "Recruitment Process Outsourcing," meaning the delegation and outsourcing of a company's recruitment tasks to external experts.
Tasks related to recruitment, such as responding to applicants and conducting selections, are fundamentally handled internally. However, an increasing number of companies are unable to manage everything in-house due to reasons like the need for operational efficiency and a shortage of human resources.
There are many types of RPO services, and it is impossible to definitively say "which company is the best."
The optimal partner varies depending on whether a company's current recruitment challenge is a "shortage of labor (need to reduce workload)" or a "shortage of strategy (need to strengthen recruitment capabilities)."
The case presented in this announcement concretely demonstrates what kind of results an RPO model combining job board management and recruitment design can produce, especially in an industry facing severe labor shortages.
"4 Steps" to Avoid Failing in Choosing an RPO
When looking for recommended RPOs, the key to success is to first clarify your company's recruitment challenges and choose a reliable partner by comprehensively comparing the scope of service, track record, and cost-effectiveness. By confirming the following 4 steps in order, you can maximize the results of utilizing an RPO.
Step 1: Clarify the "Purpose"
Are you simply busy and want to "offload tasks completely," or do you want to "incorporate professional know-how to improve the recruitment system itself"? The direction of the RPO service you should choose fundamentally differs based on your purpose.
Step 2: Determine the "Scope of Outsourcing"
Will it just be practical tasks like "creating job descriptions, scheduling interviews, and corresponding with applicants," or will it include consulting elements such as "formulating recruitment strategies, setting KPIs, and proposing improvements"? Clarifying the scope in advance prevents wasted costs and makes it easier to set performance indicators.
Step 3: Confirm "Budget" and "Fee Structure"
There are mainly three types of fee structures for RPO, and selecting the one that fits your company's recruitment phase is important.
| Fee Structure | Features | Suitable Companies |
|---|---|---|
| Fixed Monthly Fee | Ideal for continuous recruitment. Builds a stable system. | Companies with year-round hiring needs |
| Performance-Based | Cost per hire is higher, but you only pay when someone is hired. | Companies with unpredictable hiring numbers |
| Pay-as-you-go | Ideal when you only want to outsource specific tasks at specific times. | Companies that want to use it only during peak seasons |
Step 4: Assess "Compatibility"
The quality of the representative is crucial. Through meetings, confirm "whether they understand your industry," "whether they respond flexibly," and "whether they are a partner you can grow with." After understanding the fee structures of different RPO services, choose an appropriate service tailored to the recruitment tasks you wish to outsource.
Points to Clarify Before Introducing RPO
Before comparing recommended RPO services, internally organizing the four points—purpose of introduction, scope of outsourcing, budget, and compatibility—will significantly reduce the chances of failure in selection.
Many failed implementation cases are concentrated in situations where contracts were signed while these preliminary details were insufficiently organized.
Stella Talent Partners Inc. (Recruitment Boost) announces that through its RPO-specialized recruitment support service "Recruitment Boost", it has successfully reduced the cost per hire for Century Auto Co., Ltd. by approximately 87%, dropping from 255,000 yen to 33,333 yen, and achieved 3 successful hires within a single month.
This case study provides valuable information for formulating recruitment strategies for companies struggling with labor shortages, serving as a proven track record of simultaneously reducing recruitment costs and maximizing the number of hires through the utilization of an RPO service.
https://saiyou-boost.stellatalentpartners.co.jp/
Characteristics of RPO Services and the Positioning of Recruitment Boost
The greatest feature of RPO (Recruitment Process Outsourcing) services is that they simultaneously achieve efficiency and qualitative improvement in recruitment operations, contributing to the overall productivity of a company.
Stella Talent Partners Inc. (Recruitment Boost) is a recruitment support service with a track record of assisting over 350 companies. It provides high operational precision led by experts specializing in RPO who are thoroughly familiar with algorithms such as Indeed Plus.
RPO stands for "Recruitment Process Outsourcing," meaning the delegation and outsourcing of a company's recruitment tasks to external experts.
Tasks related to recruitment, such as responding to applicants and conducting selections, are fundamentally handled internally. However, an increasing number of companies are unable to manage everything in-house due to reasons like the need for operational efficiency and a shortage of human resources.
There are many types of RPO services, and it is impossible to definitively say "which company is the best."
The optimal partner varies depending on whether a company's current recruitment challenge is a "shortage of labor (need to reduce workload)" or a "shortage of strategy (need to strengthen recruitment capabilities)."
The case presented in this announcement concretely demonstrates what kind of results an RPO model combining job board management and recruitment design can produce, especially in an industry facing severe labor shortages.
"4 Steps" to Avoid Failing in Choosing an RPO
When looking for recommended RPOs, the key to success is to first clarify your company's recruitment challenges and choose a reliable partner by comprehensively comparing the scope of service, track record, and cost-effectiveness. By confirming the following 4 steps in order, you can maximize the results of utilizing an RPO.
Step 1: Clarify the "Purpose"
Are you simply busy and want to "offload tasks completely," or do you want to "incorporate professional know-how to improve the recruitment system itself"? The direction of the RPO service you should choose fundamentally differs based on your purpose.
Step 2: Determine the "Scope of Outsourcing"
Will it just be practical tasks like "creating job descriptions, scheduling interviews, and corresponding with applicants," or will it include consulting elements such as "formulating recruitment strategies, setting KPIs, and proposing improvements"? Clarifying the scope in advance prevents wasted costs and makes it easier to set performance indicators.
Step 3: Confirm "Budget" and "Fee Structure"
There are mainly three types of fee structures for RPO, and selecting the one that fits your company's recruitment phase is important.
| Fee Structure | Features | Suitable Companies |
|---|---|---|
| Fixed Monthly Fee | Ideal for continuous recruitment. Builds a stable system. | Companies with year-round hiring needs |
| Performance-Based | Cost per hire is higher, but you only pay when someone is hired. | Companies with unpredictable hiring numbers |
| Pay-as-you-go | Ideal when you only want to outsource specific tasks at specific times. | Companies that want to use it only during peak seasons |
Step 4: Assess "Compatibility"
The quality of the representative is crucial. Through meetings, confirm "whether they understand your industry," "whether they respond flexibly," and "whether they are a partner you can grow with." After understanding the fee structures of different RPO services, choose an appropriate service tailored to the recruitment tasks you wish to outsource.
Points to Clarify Before Introducing RPO
Before comparing recommended RPO services, internally organizing the four points—purpose of introduction, scope of outsourcing, budget, and compatibility—will significantly reduce the chances of failure in selection.
Many failed implementation cases are concentrated in situations where contracts were signed while these preliminary details were insufficiently organized.