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B Search Co., Ltd. has launched a membership-based video media platform called "B Search Studio," aimed at corporate recruitment and HR personnel as well as business owners, providing practical know-how and archived webinar videos that lead to successful hiring, available for viewing at any time. ■ Main Features of "B Search Studio" - Free access to archived videos of popular past webinars and seminars: Those who could not participate in real-time can watch and learn at their own pace. - Categorized lineup tailored to interests and challenges: Videos can be searched by purpose, including "Know-how and Problem Solving," "Implementation and Use Cases," and "Product Introductions." - Helpful recruitment materials available for one-click download: In addition to watching videos, you can also check materials such as company brochures and recruitment outsourcing services "Saisen-saku." ■ How to Use and Register as a Member "B Search Studio" can be accessed immediately with a simple free membership registration. Visit B Search Studio here: https://studio.fangrowth.jp/bsearch

In this webinar, we will clearly explain effective operational methods based on media characteristics, timing for posting, and points for improvement after publication. It is not only important to "collect applications" in recruitment. To prevent mismatches and early turnover after hiring, it is crucial to review the entire recruitment process, including how job information is conveyed and what to confirm during the selection process. Therefore, we will also introduce how to design the recruitment process to prevent discrepancies in understanding with job seekers and to enhance retention rates. Additionally, in small and medium-sized enterprises with few recruitment personnel, the workload involved in creating job postings, responding to applicants, and measuring effectiveness can become a significant burden. We will also explain how to systematize and streamline media operations to make recruitment tasks more efficient, allowing continuous recruitment activities even with limited personnel. Finally, based on the content introduced this time, we will organize and convey specific improvement actions that can be implemented starting tomorrow. Even companies that find it difficult to increase their recruitment budget may have the potential to enhance recruitment outcomes by reviewing their choice of job media, job postings, operational methods, and recruitment processes.

On July 1, 2026 (Wednesday), talent Risa Yoshiki has been appointed as the official ambassador of b-search Co., Ltd. We are pleased to announce the appointment of Risa Yoshiki, who is active in various fields such as television and magazines, as our official ambassador (effective July 1, 2026). With this ambassador appointment, we at b-search Co., Ltd. aim to deliver the best recruitment solutions to many companies struggling with hiring activities, while also strongly promoting the joy of taking on challenges in work and the appeal of new ways of working to job seekers considering career changes or employment. ■ Background of the official ambassador appointment In today's world, where the declining labor force due to low birth rates and an aging population is advancing, "acquiring and retaining talent" has become an extremely important management issue that affects corporate growth. What is required in future recruitment activities is not the traditional method of "simply posting job advertisements and waiting for applications." What is urgently needed now is "proactive recruitment," which involves partnering with companies as their "best No. 2" to consistently promote everything from the planning of recruitment strategies to the establishment of systems that yield results.

An interview article with Yoshinori Takada, President and CEO of bSearch Co., Ltd., has been published in the media "Vision Encyclopedia," which conveys the thoughts and backgrounds of business leaders. The article delves deeply into the background of transitioning from an ordinary student life to founding a company, as well as his unique winning pattern of "not pretending to be capable." It is filled with hints for achieving results in job hunting and work, so be sure to check it out! Vision Encyclopedia / bSearch Representative Interview - The Reason Why "Not Pretending to Be Capable" Leads to Trust This representative interview introduces a career story that will be useful for a wide range of people, from job seekers who want to know the tips for achieving results at work and those who truly want to meet companies that suit them, to companies and HR personnel looking to hire talented individuals and build strong organizations. You can find detailed insights on the perspective towards work in the interview article on "Vision Encyclopedia." ✨ ■ Check out the bSearch representative interview on "Vision Encyclopedia" here: https://vision-zukan.com/posts/bsearch/

Are you struggling with issues like 'despite posting job advertisements, not receiving applications,' 'recruitment costs skyrocketing,' or 'wanting to directly approach the talent you want to hire'? We will thoroughly explain the features and specific usage methods of the direct recruiting service 'Yagi Offer,' which can be started for just 10,000 yen (excluding tax) per month. By leveraging a member base of over 1.2 million, you can search for job seekers and send direct offers to the talent your company is looking for. In this webinar, we will cover the background of the growing interest in scout hiring, the pricing structure starting from 10,000 yen per month, and key points for effective operations that lead to results. Through this webinar, you will learn how to approach target talent while keeping recruitment costs down. If you want to start scout hiring at a low cost or reconsider your recruitment unit price, please join this webinar. It is a webinar where you can gain tips to update your recruitment activities.

As the competition for talent intensifies and job seekers' methods of searching for jobs diversify, relying solely on "passive recruitment" by posting job listings and waiting for applications makes it increasingly difficult to attract the desired candidates. In this webinar, we will clearly explain the overview and strengths of "Air Work Recruitment Management," which can centralize everything from job postings to recruitment management. Additionally, we will introduce effective approaches to job seekers using the latest features. This time, we will focus on the new manual approach feature added on July 30, 2026 (displaying "Job Viewed" and "Job Saved" indicators and filtering), detailing how to visualize job seekers who are interested in your company and how to approach them precisely. We will organize everything from the basics of Air Work to the latest features, providing specific tips to update your recruitment activities moving forward!

We will provide a detailed explanation of new services tailored to company size and industry, starting with the newly added "Automatic Offer Feature" in the Job Box. With the Automatic Offer Feature, it is possible to automatically send offers to highly matched job seekers by setting conditions for each job listing. In addition to the traditional "waiting for applications" recruitment approach, this allows companies to proactively reach out to their target candidates, creating opportunities to connect with job seekers they previously had no contact with. Furthermore, "Job Box for Enterprise" supports the enhancement of job information appeal through automatic linkage to job engagement and the enrichment of job postings using photos and videos. "Job Box for Staffing" clearly displays the employment types and workplaces of temporary job listings, helping to prevent discrepancies in understanding with job seekers, thereby reducing application mismatches and improving recruitment efficiency. From the perspectives of b-search Co., Ltd. and Kakaku.com, we will provide concrete tips for updating recruitment strategies that do not solely rely on job postings and for future recruitment activities.

In recent years, the competition for talent acquisition in the hiring market has intensified, leading to an increase in companies facing challenges such as "not receiving applications despite posting job openings," "rising hiring costs," and "a lack of applications from desired candidates." On the other hand, even in this tough hiring market, some companies have managed to increase the number of applications and achieve hiring success by clearly defining their recruitment targets and implementing measures tailored to their specific hiring challenges. In this webinar, we will highlight actual hiring success stories from companies that b-search Co., Ltd. has supported, providing a detailed introduction to the challenges faced in recruitment activities, the measures implemented, key points for improvement, and the processes leading to successful outcomes. "Why couldn't we hire?" "What changes led to successful results?" "What measures contributed to hiring success?" Through the case studies of successful hiring companies, participants will learn specific improvement methods. We will explain from the perspective of hiring professionals how to combine various measures, such as selecting job media, improving job postings, utilizing scouting, and leveraging web advertising and social media for recruitment communications, tailored to the hiring challenges of companies.

In recent years, the methods job seekers use to gather information have diversified, making it increasingly difficult for companies to secure a sufficient number of applications solely relying on traditional job advertising media. Many companies may be facing challenges such as "We are posting job ads, but not receiving enough applications," "We have implemented scouting, but the response rate is low," or "We are overwhelmed with daily tasks and cannot manage scouting distribution or effectiveness verification." In this webinar, we will introduce the latest recruitment strategies through effective scouting operations as a solution to such challenges. From utilizing scouting tailored to target demographics to creating personalized messages that make job seekers feel that they are addressed directly, and specific approaches to connect them to interviews, we will provide detailed explanations using actual case studies from our unique perspective, backed by extensive media operation know-how. Additionally, we will share concrete know-how on how to maximize talent pool formation by combining job advertising and scouting distribution, as well as how to conduct efficient distribution and operations within limited resources, contributing not only to an increase in application numbers but also to the streamlining of recruitment operations.

■ Back Office DXPO Tokyo 2026 Summer Exhibition Information Date: August 18 (Tuesday) - August 19 (Wednesday), 2026 Time: August 18 (Tuesday) 09:30 - 17:30 / August 19 (Wednesday) 09:30 - 16:30 Venue: Tokyo Big Sight, West Halls 1, 2, and 3 Access: 3-11-1 Ariake, Koto-ku, Tokyo (3-minute walk from "Tokyo Big Sight Station" on the Yurikamome Line / 7-minute walk from "Kokusai Tenjijo Station" on the Rinkai Line) Booth Number: "Recruitment and Training Solutions Exhibition" (Booth No: 1-56) Advance reservations are recommended! If you want to "carefully listen to the discussion" or "efficiently receive information at the venue on the day," please check the exhibition details and make a visit reservation from the official Back Office DXPO website! On the day, you can consult with the person in charge smoothly without waiting! Additionally, if you register in advance for your visit, the usual admission fee of 5,000 yen will be waived! We highly recommend registering when you come★

In recent years, the information-gathering behavior of job seekers has changed significantly. It has become common for them to choose where to apply after comparing and considering various sources of information, not just company websites and job postings, but also review sites, social media, and employee interviews. As a result, more companies are facing challenges such as "not being able to convey their appeal," "difficulty in differentiating from competitors," "not attracting applicants," and "mismatches occurring after joining." In the current competitive hiring market, it is difficult for companies to gain the trust of job seekers with information they provide alone. Therefore, recruitment branding that utilizes employee voices and evaluations from third parties is essential. In this webinar, we will explain the information that job seekers check before applying and the impact of reviews and reputations on hiring. We will also introduce key points for effectively communicating company culture and atmosphere. Additionally, we will share specific methods, using case studies, to leverage employee voices and positive reviews in recruitment activities, thereby visualizing the company's appeal, improving application rates, preventing mismatches, and increasing retention rates. This content will provide valuable insights into reliable information dissemination and practical recruitment branding techniques necessary to become a company that job seekers choose!

"SNS Recruitment Boost" is a new recruitment support service that combines ultra-precise area targeting of "1 km radius" from stores or offices, direct access to 66 million Instagram users in Japan, and excellent cost performance with "initial cost of 0 yen and a monthly fee starting from 59,800 yen, all-inclusive." For companies considering pinpoint delivery to targeted demographics (age, gender, area, etc.) and a fundamental review of recruitment costs, the benefits of implementing this service are immeasurable. Disadvantages such as lack of advertising knowledge and operational hassle can be completely delegated to professional management by Meta-certified professionals, along with free support for the production of one banner (static image) each month. ▼ The "flow of service usage" is very simple: STEP 1: Decide on the objective STEP 2: Prepare photos (after that, you can completely delegate!) STEP 3: After banner approval, advertising distribution starts in just 3 business days.

This project is an initiative to promote heatstroke prevention throughout society through the call to action, "How about a little break?" It aims to raise awareness of heatstroke through communication between people and between companies and individuals, leading to actions that protect lives. bSearch leverages its information dissemination capabilities cultivated as a recruitment advertising agency and a general trading company in the HR field to widely communicate heatstroke countermeasures and the latest information, while conveying the importance of prevention. The project recommends five actions: "pay attention to temperature and humidity," "check heatstroke warning alerts and keep drinks on hand," "take appropriate breaks," "maintain health by getting proper nutrition," and "encourage each other." Active communication, especially with those at higher risk of heatstroke, such as children and the elderly, is considered particularly important. Additionally, bSearch is focusing on improving the office environment to protect employee health. It ensures thorough indoor temperature management and ventilation to maintain a comfortable working environment, and has set up office snacks to provide easy access to ice and drinks. Moving forward, the company plans to continue creating a workplace where employees can work safely while also contributing to heatstroke prevention awareness across society.

b Search Co., Ltd. has been officially recognized as a company that practices the "Telework Tokyo Rules" under the declaration system promoted by Tokyo Metropolitan Government. ■ What is the "Telework Tokyo Rules" Declaration System? The "Telework Tokyo Rules" Declaration System is a framework based on Tokyo's telework strategic vision, allowing each company to formulate and declare telework rules tailored to their specific circumstances. Specifically, it aims to achieve flexible and sustainable work styles by declaring initiatives such as setting telework days and telework weeks, and promoting telework during childcare and caregiving periods. This system positions telework not merely as a flexible working arrangement, but as an initiative that contributes to solving various social issues, including work style reform, human resource utilization, crisis management, and business innovation. b Search Co., Ltd. has utilized this system to formulate and declare its own telework rules. As a result, it has been recognized as an official practicing company, enabling the acquisition of a declaration document and its publication online. Moving forward, b Search will continue to support diverse working styles and work towards creating an environment where employees can work with peace of mind!

The workplace visualization service "BE GOOD" provided by b-search Co., Ltd. was featured on the nationwide free broadcast BS11's business information program "Mimi Yori! Biz Trend." Currently, the program content is available for catch-up viewing on YouTube for free until February 26, 2028. "BE GOOD" adopts a unique design that allows only currently employed staff to post reviews, eliminating uncertain information from third parties and visualizing the real workplace environment for each company. The posted data is managed under strict security conditions, allowing companies to utilize it while minimizing operational burdens. Additionally, for companies, it contributes to strengthening recruitment branding, while for job seekers, it makes it easier to understand "actual working styles," "workplace atmosphere," and "interpersonal relationships" before joining, helping to prevent mismatches after employment. The reviews published are based on a unique system that only includes "good information" that has undergone screening. We will operate as a platform for positive information dissemination where no one is hurt by negative posts!

In the October 2025 issue of the Tokyo Transportation News, a new taxi industry specialized recruitment service called "Taxi Job.com" launched by b-search Co., Ltd. was featured! The Tokyo Transportation News is an industry newspaper that was first published in 1960, focusing on the transportation and mobility sectors, including taxis and buses. It provides administrative information from the Ministry of Land, Infrastructure, Transport and Tourism, the latest news in the transportation industry, and company features, earning high trust from industry stakeholders. We conduct recruitment support by combining web marketing and recruitment services, carefully listening to each job seeker's desired conditions and lifestyle, and facilitating optimal matching with companies. Additionally, by providing follow-up after joining, we support improved retention rates. We also analyze data such as "number of applications," "interview rates," "hiring rates," and "attrition rates" to improve job postings and advertising operations. By creating a system that makes it easier to gather applications rather than just "posting job openings," we enhance recruitment efficiency. Leveraging our specialized know-how in the taxi industry and strengths in digital marketing, we are fully committed to supporting companies' recruitment success. For more details, please contact b-search!

The YouTube channel "Logistics Channel," specialized in the logistics industry, featured the recruitment support services of b-search Co., Ltd. in a three-part series! This special feature discusses the "recruitment and human resource challenges" faced by the logistics industry, detailing the recruitment support services offered by b-search, success stories, and efforts to address industry challenges. In the logistics and transportation industry, the recruitment environment is undergoing significant changes due to driver shortages, difficulties in securing talent, and work style reforms stemming from the 2024 problem. In this context, practical topics such as "how to strengthen recruitment activities" and "how to achieve recruitment results on a low budget" are being introduced. It is expected that competition for recruitment in the logistics industry will intensify further in the future. In this environment, it is becoming increasingly important to establish a "recruitment system" that goes beyond mere job postings, focusing on "recruitment marketing," "recruitment branding," "data analysis," and "improving application pathways." During this appearance on the "Logistics Channel," b-search shares its recruitment support know-how and success stories, providing content that contributes to solving recruitment challenges in the logistics industry. Companies struggling with recruitment activities or talent shortages are encouraged to reach out for consultation!

■What is a recruitment pitch document? It is a "company introduction document" that is published online for job seekers. It summarizes the company's vision, business content, work environment, and employee atmosphere in an easy-to-understand manner, with the aim of deepening the understanding of the company before applying. The recruitment pitch document is an important recruitment tool for accurately conveying the company's appeal and values to job seekers. By visualizing the company's attractions that cannot be fully communicated through job postings alone, it deepens mutual understanding with applicants and helps prevent mismatches in hiring. Additionally, once a base document is created, it can be updated and used long-term, making it effective for streamlining recruitment activities. At b-search Co., Ltd., we leverage our expertise as an advertising agency specialized in recruitment to support the creation of recruitment pitch documents. We also accommodate the production of animated materials and can offer flexible proposals tailored to each company's recruitment challenges, such as "new graduate recruitment," "mid-career recruitment," "explanation session materials," and "recruitment PR materials." If your company is looking to "create a recruitment pitch document for the first time," "keep costs as low as possible," or "create a highly designed document," please feel free to consult with us!

Traditionally, we coordinated schedules via phone and email, but due to a significant increase in the workload from handling approximately 400 to 500 inquiries per month, we implemented TimeRex. As a result, we achieved a reduction in scheduling workload, automation of meeting setups, prevention of double bookings, and an improvement in the speed of negotiations, with the negotiation conversion rate rising to about 50%. ■Specific usage method at b-search At b-search, when an inquiry comes in, we first contact the customer by phone. If the call does not connect, we send materials and share the TimeRex URL via email, allowing the customer to select their preferred schedule. After that, the sales representative conducts the online meeting. By introducing TimeRex, we have established a system that can smoothly handle the increased inquiries! ■A must-see for HR personnel struggling with recruitment activities At b-search, we use TimeRex to coordinate meeting schedules. If you are facing issues like, "I'm interested in this recruitment media, but I don't know how to utilize it," or "I'm struggling to manage recruitment activities," leave it to b-search!

In the 2027 graduation edition of Rikunabi, significant updates will be made, including enhancements to the AI recommendation feature, job postings by "recruitment course unit," and the introduction of a click-based payment model (CPC). The AI will analyze students' interests and behavioral history to improve the matching accuracy between companies and students. Companies will be able to provide detailed information based on job type, location, and area of expertise, making it easier to appeal to more suitable candidates. Additionally, the pricing structure will shift from a posting-based model to an operational model, making continuous management, such as improving job titles and content, crucial. Furthermore, by strengthening the integration between the new management system and "Air Work Recruitment Management," processes such as job creation, applicant management, and effectiveness measurement will be centralized, leading to greater efficiency in recruitment operations. Moving forward, it will be important not only to enhance corporate visibility but also to specifically communicate job content and growth environments, as well as to review recruitment strategies that include early contact and data utilization.

【Job advertisements eligible for credit card payment, recruitment-related products (partial excerpt)】 Engage / Engage Premium Indeed / Indeed PLUS Job Box MyNavi Career Change Career Ok Type / Women's Career Change Doda / Doda Direct Baitoru / Baitoru NEXT MyNavi Part-time Recruitment Videos Recruitment Outsourcing Services (Saizen Saku) Recruitment Listings (Google, Yahoo!) Many others *All paid listing products for which invoices will be issued by b-search Co., Ltd. are eligible. ◆ Payment Process and Usage Please inform us of your desire to pay by credit card when applying for the job advertisement contract. We will create an invoice for you and send it via email to your specified email address, which will allow credit card payment. You will receive an invoice that can be paid by card. Please check the invoice details, and you can make the payment via the website. *For details, please contact us. *Products for which we will issue invoices are eligible.

"Make work enjoyable!" "Make job searching easier!" We will connect this to a movement that accelerates our mission of "continuously creating success from recruitment" to achieve successful hiring support! ◆ What is "Hatarakun"? As work styles diversify and job searching methods evolve, some people still hold a pessimistic view of "working" and concepts like "job change" and "job hunting." Therefore, we created "Hatarakun," a fun raccoon character that everyone loves, to help people feel closer to "working" and "job searching." Our hope is to transform the image of work into something enjoyable and to create a society filled with smiles. ◆ What is b-search? A department store specialized in recruitment! One-stop hiring! The only company in Japan! Simultaneous operation of Airwork, Engage, and Rikunabi Next. Handling over 100 types of media! We provide a wide range of services like a department store, developing strategies repeatedly for effectiveness and the future. Utilizing various media, we support our clients' recruitment strategies as efficiently as possible. We offer numerous services based on our achievements and know-how to provide solutions in a one-stop manner.

B Search Co., Ltd. has started handling the comprehensive job site "En Tenshoku" and the direct recruiting service "En Tenshoku Direct" as an official agency from April 1, 2026! The reasons why B Search is chosen include "information power as an official agency," "proposal power utilizing multiple media," and "operational power that includes recruitment outsourcing." As an official agency for En Tenshoku, we can quickly grasp the latest features and campaign information, and propose the optimal listing plan for each company. We also handle over 100 media outlets, including doda, Mynavi Tenshoku, and Indeed PLUS, implementing a "media mix strategy" to optimize the number of applications and recruitment costs. Furthermore, with our recruitment outsourcing service "Saizen-saku," we provide comprehensive support for sending scouts, responding to applicants, replying to reviews, and improving job postings. Companies can focus on interviews and hiring decisions, significantly reducing the burden of recruitment activities. Additionally, through operational know-how utilizing review countermeasures and re-approach functions, we also support improvements in application rates and hiring success rates. B Search is not just a job advertisement agency but a partner that accompanies you to recruitment success. If you are struggling with recruitment, please consult B Search!

B Search Co., Ltd. has been promoted to "Gold Partner," the highest certification level in the Indeed official partner program "Indeed Partners," effective April 1, 2026. Until now, we have supported the recruitment of numerous companies as a Silver-level partner, but our continuous improvement in results and high application effectiveness have led to this certification. Among the many job advertising agencies nationwide, there are very few companies that have achieved Gold certification. B Search has achieved a high cost performance with a median cost per application (CPA) of approximately 3,333 yen in managing Indeed PLUS. Furthermore, we provide comprehensive proposals tailored to each company's recruitment challenges, utilizing over 100 types of job media, recruitment site production, HR tech implementation support, and scout operations using Air Work recruitment management. We specialize in data-driven recruitment strategies that analyze market data and the latest trends, so if your company is struggling with "not receiving applications on Indeed" or "wanting to utilize Indeed PLUS," please feel free to consult with B Search!