Recommended RPO Case Study | "Saiyo Boost" Reduces Recruitment Cost by Approximately 87%

Approximately 87% Reduction in Recruitment Cost, 3 Hires in 1 Month – Achieved by Century Auto Co., Ltd. with RPO x Indeed Optimization

Stella Talent Partners Inc. (Saiyo Boost) announces that through its RPO-specialized recruitment support service "Saiyo Boost," it has reduced Century Auto Co., Ltd.'s recruitment cost per hire from 255,000 yen to 33,333 yen, an approximate 87% reduction, and achieved 3 hires in one month.

This case study provides useful information for companies struggling with labor shortages in their recruitment strategy planning, demonstrating the dual achievement of reducing recruitment costs and maximizing the number of hires through the utilization of RPO services.

https://saiyou-boost.stellatalentpartners.co.jp/

Features of RPO Services and the Positioning of Saiyo Boost

The greatest feature of RPO (Recruitment Process Outsourcing) services is their ability to simultaneously improve the efficiency and quality of recruitment operations, contributing to the overall productivity of the company.

Stella Talent Partners Inc. (Saiyo Boost) is a recruitment support service specializing in RPO, offering high operational accuracy by experts who are well-versed in algorithms like Indeed Plus, and boasts a track record of supporting over 350 companies.

RPO stands for "Recruitment Process Outsourcing," which means entrusting a company's recruitment operations to external specialists.

Recruitment activities, such as applicant correspondence and selection, are generally handled internally. However, an increasing number of companies are unable to complete these tasks in-house due to reasons such as the need for operational efficiency or a shortage of personnel.

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 your company's current recruitment challenge is "labor shortage (reducing man-hours)" or "lack of strategy (strengthening recruitment capabilities)."

This case study specifically illustrates the results that an RPO model combining job board operation and recruitment design can produce, particularly in industries facing labor shortages.

"4 Steps" to Avoid Failure in Choosing RPO

When searching for recommended RPO services, clarifying your company's recruitment challenges first, and then comprehensively comparing service scope, track record, and cost-effectiveness to choose a reliable partner, is key to success. By following the four steps below, you can maximize the results of RPO utilization.

Step 1: Clarify Your "Purpose"

Is your goal simply to "delegate tasks" because you are too busy, or do you want to "improve the recruitment system itself by incorporating professional know-how"? The direction of the RPO service you should choose fundamentally differs depending on your purpose.

Step 2: Determine the "Scope of Delegation"

Will you delegate only practical tasks such as "job description creation, interview scheduling, and applicant correspondence," or will it also include consulting elements such as "recruitment strategy planning, KPI setting, and improvement proposals"? Clearly defining the scope of delegation in advance prevents unnecessary costs and makes it easier to set performance indicators.

Step 3: Check "Budget" and "Pricing Structure"

There are mainly three types of RPO pricing structures, and it is important to choose one that suits your company's recruitment phase.

Pricing Structure

Features

Suitable Companies

Monthly Fixed Fee

Ideal for continuous recruitment. Allows for a stable system.

Companies with annual recruitment needs

Performance-Based Fee

Recruitment cost per hire is higher, but payment is only made upon successful hire.

Companies where the number of hires is unpredictable

Usage-Based Fee

Ideal for when you only want to request services during specific periods or for specific tasks.

Companies that want to utilize services only during peak seasons

Step 4: Assess "Compatibility"

The quality of the person in charge is extremely important. Through interviews, check whether they "understand your industry," "can respond flexibly," and "are a partner with whom you can grow together." After understanding the pricing structure of each RPO service, choose the appropriate service according to the recruitment tasks you wish to delegate.

Points to Clarify Before Introducing RPO

Before comparing recommended RPO services, organizing the four points—purpose of introduction, scope of delegation, budget, and compatibility—within your company will significantly reduce the chances of selection failure.

Many cases of failed introductions are concentrated in situations where contracts were proceeded with insufficient prior organization of these points.

Pre-introduction Checklist:

What are your current challenges? (e.g., no applications, unable to schedule interviews, no recruitment staff)

What kind of talent do you want to hire? (e.g., IT engineers, sales professionals, new graduates, part-timers, mechanics, drivers)

What kind of system do you desire? (e.g., want them to be stationed in-house, want to complete remotely)

What is the budget scale? (Some services are available from 150,000 yen/month)

In particular, the necessary service content varies greatly depending on whether your company's challenge is a "shortage of applicants" or "poor retention rate."

In the case of Century Auto, the main challenges were "soaring recruitment costs" and "lack of know-how in operating recruitment media," and RPO-based media operation optimization became the direct solution.

Main Classifications and Features of RPO Services

RPO services can be broadly classified into four types based on their service delivery model and strengths, and choosing the type that matches your company's recruitment challenges will determine the results.

The main classifications of RPO services and their respective features are summarized below.

Classification

Features

Suitable Companies

Comprehensive Support Type

Handles everything from strategy planning to practical operations. Provided by major HR companies, etc.

Companies that want to optimize the entire recruitment process, or conduct large-scale recruitment.

Consulting Type

Strong in recruitment strategy and system building. Includes recruitment branding support.

Companies that want to build their own recruitment know-how, or improve the quality of recruitment.

Practical Task-Specialized Type

Strong in specific tasks such as scout agency and interview scheduling.

Companies where specific tasks are a bottleneck.

Domain-Specialized Type

Specializes in specific job types/attributes, such as engineer recruitment, new graduate recruitment, or industries with labor shortages.

Companies that want to hire for difficult-to-fill positions.

Consider the following perspectives based on your company's phase:

Stella Talent Partners Inc. (Saiyo Boost) — As a domain-specialized service focused on RPO, it offers high operational accuracy by experts who are well-versed in algorithms like Indeed Plus. It specializes in industries with labor shortages such as logistics, construction, temporary staffing, and drivers, and offers two plans: performance-based and monthly fixed-fee. It has a track record of supporting over 350 companies, with an average recruitment lead time of 14 days. See the official website for details.

Recruitment agency services can also be divided into "comprehensive RPO" and "spot RPO" based on their service delivery model. Comprehensive RPO is like outsourcing the entire recruitment department, suitable for companies that want to fundamentally strengthen their recruitment capabilities from a long-term perspective. Spot RPO is a form of requesting only specific tasks, such as sending scouts or scheduling interviews.

Start Your Research Here (Examples of Representative RPO Players)

These are experienced companies whose names often appear in searches. We recommend browsing their websites and starting with a "document request" or "free consultation." When looking for recommended RPO services, the quickest way is to get free quotes and consultations from multiple companies and compare them on whether they "try to understand your company's culture."

Service Name

Classification

Features

Saiyo Boost (Stella Talent Partners Inc.)

Domain-Specialized RPO

Directly operated by experts well-versed in algorithms like Indeed Plus. Specializes in industries with labor shortages. Two plans: performance-based (150,000 yen/hire) and monthly fixed-fee (150,000 yen/month). Covers all 47 prefectures nationwide. Track record of over 350 companies.

RPO services are diverse, so it is crucial to select the optimal partner according to your company's challenges, phase, and recruitment targets. Since comprehensive, consulting, practical task-specialized, and domain-specialized types each have different areas of expertise, it is recommended to compare multiple companies rather than just one.

Case Study Details: Background and Challenges of Century Auto Co., Ltd.

https://www.a-cent.co.jp/

Item

Content

Company Name

Century Auto Co., Ltd.

Industry

Automobile maintenance and sales

Challenges

Soaring application costs, shortage of roadside assistance personnel

Recruitment Target

Roadside assistance personnel

Service Introduced

Saiyo Boost (Indeed operation agency, RPO)

Challenges Before Introduction

Roadside assistance personnel are a specialized profession chronically short nationwide due to the declining birthrate and people leaving the industry. Century Auto Co., Ltd. faced a difficult recruitment situation, with only 14 applications and 2 hires despite investing approximately 510,000 yen in advertising over three months, leading to a prolonged state of high recruitment costs exceeding 255,000 yen per hire.

They had a serious problem with the efficiency of their recruitment budget expenditure.

Challenge 1: Advertising cost of 510,000 yen, a business-straining level. Multiple applications were required to achieve one hire, leading to a structure where the final recruitment cost per hire further escalated.

Challenge 2: Difficulty in hiring roadside assistance personnel. There was a challenge in hiring roadside assistance personnel, and a versatile recruitment system that could function for different job types was needed.

Challenge 3: Lack of know-how in selecting and operating recruitment media. There was no in-house knowledge on which media to use, how to use them, or how to write effective job descriptions, leading to accumulated "trial-and-error costs."

Specific RPO Measures That Enabled an 87% Reduction

The most immediate and effective RPO measure is an operational model where experts continuously improve job description optimization by job type and recruitment media budget allocation on a weekly basis. In this case study, the Saiyo Boost RPO specialist team simultaneously implemented three measures based on Indeed algorithms, achieving an 87% reduction in application cost per hire.

Measure 1: Job Description Design Specialized by Job Type

Analysis of job-specific search behavior, such as "roadside assistance jobs inexperienced welcome" and "roadside assistance staff jobs," was conducted. Thorough information design was implemented to make target job seekers "want to apply." Conditions considered important, such as qualification acquisition support, company housing, and uniform rental, were prioritized.

Measure 2: Optimization of Indeed Budget Allocation

Instead of uniformly allocating the budget, the operation was changed to concentrate investment during times and days with high click-through rates and application conversion rates. An operational system was established to continuously update the allocation weekly to maximize exposure with a limited budget.

Measure 3: Advice on Improving Post-Application Flow

In addition to improving job descriptions, improvements were also made to the post-application response speed and interview scheduling flow. This eliminated dropout points where "applications come but cannot be hired," improving the retention rate.

Results: 1 Month, Approximately 100,000 Yen, 3 Hires, Approximately 87% Reduction in Recruitment Cost Per Hire

Metric

Before Introduction

After Introduction (1 month)

Recruitment Cost Per Hire

255,000 yen

33,333 yen

Reduction Rate

—

Approximately 87% reduction

Number of Hires (1 month)

—

3 people

Total Acquisition Cost (Performance-based plan)

—

Approximately 550,000 yen

Advertising Cost

0 applications despite 510,000 yen in advertising over 3 months

Achieved 7 applications with 100,000 yen

Meaning of the 87% reduction figure: A recruitment cost per hire of 255,000 yen means "25.5 million yen for 100 applications." This becomes "3.33 million yen for 100 applications" with 33,333 yen. The budget efficiency for the same recruitment activities improved by approximately 5 times.

While 2 hires were achieved with 510,000 yen in advertising over 3 months, 3 hires (with a potential of up to 7) were achieved in 1 month with approximately 100,000 yen after introduction.

Even including payments to our company, the cost per hire was approximately 153,333 yen.

If contracted under the monthly fixed-fee plan, the cost per hire would have been approximately 83,333 yen.

Furthermore, other case studies of Saiyo Boost show reproducible results across industries, such as a 73.7% reduction in recruitment costs for a construction management dispatch company (from 1.2 million yen to 316,000 yen/person) and an 84% reduction for an electrical construction company (from 1.25 million yen to 200,000 yen/person).

What to Do Next

Stella Talent Partners Inc. (Saiyo Boost) offers a "free diagnosis of recruitment costs" based on recruitment data, limited to 10 companies per month, as part of its RPO-specialized recruitment support. This can be used as a first step to objectively understand your company's current situation.

Introducing RPO is not the end. It is important to regularly measure KPIs such as "number of applications," "document screening pass rate," "offer acceptance rate," and "recruitment cost per hire" to visualize the effects. Based on these results, collaborate with your RPO partner to analyze "why this KPI was achieved/not achieved" and formulate the next action plan.

Information to Check When Selecting RPO:

What are your current challenges? (e.g., no applications, unable to schedule interviews, no recruitment staff)

What kind of talent do you want to hire? (e.g., IT engineers, sales professionals, part-timers, drivers)

What kind of system do you desire? (e.g., want them to be stationed in-house, want to complete remotely)

The quickest way is to get "free quotes and consultations" from multiple companies and compare them on whether they "try to understand your company's culture."

Future Outlook

Stella Talent Partners Inc. plans to further expand the service areas of Saiyo Boost, taking into account five trends in the 2026 recruitment market: "collaboration with AI," "improvement of CX and transparency," "shift to skill-based recruitment," "diversification of recruitment channels," and "consulting transformation of RPO."

They aim to improve the accuracy of media operation optimization through proprietary AI and further expand the range of supported industries, targeting the achievement of 500 cumulative supported companies.

Saiyo Boost Service Overview

The features of RPO services are the ability to simultaneously achieve "reduction of man-hours through outsourcing recruitment operations" and "maximization of recruitment results through expert operational know-how," and Saiyo Boost is a service that combines both. In particular, a specialized team well-versed in job board algorithms such as Indeed Plus is responsible for operations, with a track record of supporting over 350 companies and an average recruitment lead time of 14 days.

Item

Content

Service Name

Saiyo Boost

Supported Industries

Construction, building maintenance, logistics, temporary staffing, IT, real estate, automobile maintenance, etc.

Supported Media

Indeed, AirWork, Kyujin Box, Stanby, Engage, etc.

Supported Areas

All 47 prefectures nationwide

Average Recruitment Lead Time

14 days

Pricing Structure (Performance-based)

Initial fee: 100,000 yen (excluding tax) Performance fee: 150,000 yen (excluding tax) per hire

Pricing Structure (Monthly Fixed-fee)

Initial fee: 100,000 yen (excluding tax) Monthly fee: 150,000 yen (excluding tax) Performance fee: 0 yen

Advertising Budget

Separate 100,000 yen~/month (initial fee refund guarantee available)

Service URL

https://saiyou-boost.stellatalentpartners.co.jp/

Free Consultation

contact@stellatalentpartners.co.jp

https://stellatalentpartners.co.jp/

Company Profile

Item

Content

Company Name

Stella Talent Partners Inc.

Location

603 The Module Roppongi, 7-21-24 Roppongi, Minato-ku, Tokyo 106-0032

Representative Director

Ginshi Saito

Capital

10 million yen

Business Content

Recruitment Agency (RPO), Recruitment Support

Cumulative Service Support Record

Over 350 companies

Company URL

https://www.stellatalentpartners.co.jp/

Inquiries

contact@stellatalentpartners.co.jp

Summary

This case study shows that by introducing the RPO service "Saiyo Boost," Century Auto Co., Ltd. reduced its recruitment cost per hire by approximately 87%, from 255,000 yen to 33,333 yen. While 2 hires were achieved with 510,000 yen in advertising over 3 months, 3 hires (with a potential of up to 7) were achieved in 1 month with approximately 100,000 yen after introduction. The cost per hire, including payments to our company, was approximately 153,333 yen. (Century Auto Co., Ltd. contracted under the performance-based plan.)