Full transcript
■まず2分でまとめ
0:00Hi , it’s Same . I’ve got another heavy-hitting video for you . It’s the ultimate career change guide for the recruitment industry . Just like the SaaS industry video I released previously , which was very well received . This content is so niche that I’ve kept it exclusive to my LINE subscribers until now , but I felt it
0:16was something more people should see . I did cut out the second half because it would be pure torture for those not interested , but the first half is essential for any business professional , so I’m releasing it here on YouTube . If you watch the first half and want to see the hardcore second half , just
0:37register for my LINE via the link in the description , fill out the 3 - minute survey , and type the password " 2323 " to get the full , uncut video for free . Now , please enjoy the first part of the LINE-exclusive Recruitment Industry Career Guide . Here we go . This is a video exclusively for those who joined
0:58this career-focused LINE , packed with the benefits of switching to the recruitment industry . I’ll summarize the key points in the first minute , so decide if this video is right for you . First , who is this for ? Simply put , anyone looking to join the recruitment industry . Major firms like Recruit
1:21Agent , Doda , or JAC Recruitment — this is for those wanting to join companies like these . I’ve recommended it in past videos , but moving into recruitment actually has some underrated advantages . I’ll go into detail later , but for starters , the salary range is high . It’s a job where you play a role in major life
1:41transitions , so it’s very rewarding . You can get in without industry experience — or even without sales experience — as the doors are wide open . Once you’ve done it , you can master the field , move into HR , or even go independent ; the exit options are surprisingly plentiful . If those four benefits sound appealing to you . And ,
2:00well , the job of a recruitment agent is all about being truly dedicated to people . If you are interested in keywords like people , organizations , or recruitment communication , take my word for it . You absolutely should watch this . That’s the super rough summary , so now let’s dive into the detailed explanation . First , what exactly is the
2:19business model and job content of the recruitment industry ? Starting from that basic premise , I’ll cover not just the pros and cons of changing jobs , but also the requirements for getting a job offer , and much more . And at the very end , there is some secret bonus information I can only share via LINE .
2:36If you skip to the time shown on the screen , I’ll reveal what I worked so hard to track down . I’m secretly sharing , exclusively on LINE , a highly recommended recruitment agency that will significantly boost your chances of getting an offer . People who have actually used it say the support was better than anywhere else . They are
2:53thrilled , saying it felt like a choice that considered their entire life . Furthermore , if you sign up through that recommended agency's link , I’ve negotiated hard with them so that you get matched with a top-tier recruiter and receive exclusive materials and explanation videos to further increase your chances of landing an offer — a truly comprehensive set of bonuses . In
3:16other words , here is the deal . If you want to move into the recruitment industry , this is the only video you need to watch . With that said , let’s get into the main part . I put my heart and soul into researching and making this video , so please watch it carefully until the very last second .
■人材紹介業界とは？
3:29Let’s get started . First , let’s cover the basic premise . We’ll start with what the recruitment industry is all about . To summarize it briefly , this is what the recruitment industry business model looks like . Even though we call it the " recruitment industry , " the work is actually divided into three types , which I will explain now . First ,
└ビジネスモデル
3:48regarding the business model : in short , it’s a relationship like the one shown on screen , which can be summed up as a business that receives payment from companies looking to hire talent . More specifically , we receive requests from companies looking to recruit , saying " we want to hire this kind of person , " while also receiving requests
4:06from job seekers saying " I want to work at this kind of company . " So , we receive many such inquiries from numerous hiring companies and job seekers , and we match them up when we feel there's a good fit between the two . If that matching is successful and the job seeker happily accepts the offer while the company gets the talent
4:26they wanted , we then receive a commission from that hiring company . And that commission is quite substantial ; the market rate is about 30 % of the candidate's annual salary . In other words , if someone with a 6 - million-yen annual salary gets hired , a 30 % commission of 1.8 million yen is earned . Actually , 30 % is just a market
4:46average , and if a company is absolutely desperate for a certain talent , they might pay the recruitment agent 40 % or even 50 % . You might be shocked and think that’s incredibly expensive , but for a company , hiring is a lifeline , which is why they pay such large sums . While it’s true that such an amount
5:08is staggeringly high by our own personal financial standards , companies believe that if they can secure excellent talent , it’s worth the cost and they can easily make their money back , which is why they pay such hefty fees to recruitment agents . So , despite everything I've said , for now , just remember these two points regarding the
5:26recruitment business model . Number one , getting paid by the hiring company . Number two , because hiring excellent talent is a lifeline for companies , the commission fees are very large and substantial . Please at least keep these two points in mind for now . Next ,
└仕事内容(3タイプ)
5:41we’ll move away from looking at the recruitment industry as a whole and delve into the work content of the individuals who work there . The thing is , even if you just say you work at a recruitment agency , there are three distinct types of roles , and what they do and their characteristics are completely different . To put it very
5:59simply : first , the candidate-facing role handling job seekers ; second , the client-facing role handling hiring companies ; and third , the " double-sided " role that handles both . It's divided into these three types , so I will explain each one . First , regarding the candidate-facing role . Well , people in the industry call this job a " CA , "
6:19short for Career Advisor . Those in charge of interviews are CAs , while those in charge of companies are called RAs , for Recruiting Advisor ; people in the industry usually refer to them as CA / RA , so please try to keep these terms in mind . However , it might be confusing if I just start throwing
6:37around terms like CA and RA in this video , so I'll refer to them as the " interview representative " and the " company representative . " Getting back to the topic , the job of the interview representative is , broadly speaking , to support job seekers who come for consultations so they can get job offers from their desired companies . To
6:55be more specific , let's see . First , you listen to the job seeker's story , help them with self-analysis , review their application documents , conduct mock interviews , and accompany them all the way to their final job offer . This is easy to visualize , right ? If you've ever used a recruitment agency even once , it's exactly the kind of work
7:12you'd already understand . The biggest advantage of switching to this job as an interview representative is that it's relatively easy to get hired . The annual salary is actually quite good . Even though the salary range is on the higher side , around 5 million yen , plenty of people get hired without any prior sales experience — people who
7:29used to be teachers or worked as wedding staff , for example . It’s also very rewarding . After all , you're supporting a big life event like changing careers , which is a major turning point . That's exactly it . I know an agent who is incredibly talented and genuinely cares about the people they advise , and they are truly
7:46thanked like a god by those who land a job . So , I recommend this for people who prioritize job satisfaction . For those who want to be involved in a significant turning point in someone's life , there is a sense of fulfillment here that’s hard to find in other jobs . Next , let's talk about the work
8:00of the company representative , or RA . In short , the job of a company representative is to support client companies in hiring the exact talent they are looking for , just as they request . To be specific , it starts with identifying and developing new hiring companies . I mean , it makes sense , right ? Even if a career agent gathers
8:21and interviews a ton of job seekers , if there are no companies willing to accept them , there's no hiring company , and since it’s a business model where you get paid by the hiring side , the business simply won’t function . So , the first step is to develop hiring companies . To add a quick note ,
8:36honestly , in this day and age , every company is facing a severe labor shortage , so they’re basically saying they'll pay whatever it takes if you can introduce them to talented people , making business development not difficult at all . What’s actually more difficult is this part . Designing the selection process — like working with client companies to create job
8:52descriptions , determining the number of interview rounds , and deciding who should conduct the interviews — is what's challenging . While corporate roles in the recruitment industry are classified as B2B sales , it’s more accurate to see the work as being a recruitment consultant for companies rather than just a salesperson . In other words , it’s quite difficult and
9:12requires a high level of professional skill . That said , it also leads to a major benefit : experiencing a corporate-facing role will really polish your career . Since recruitment is at the very core of any business , your market value will naturally increase , and because you're dealing with the business core , your points of contact are often company presidents or
9:33top-tier hiring managers , which helps you naturally acquire high-level business communication skills . Exactly . Once you’ve experienced a corporate-facing role in the recruitment industry , you can basically switch to any industry in B2B sales . For example , let's see . You can typically land offers in B2B fields like SaaS , M & A , or consulting , and
9:54while it's a slightly different path , some people become so knowledgeable about a client's specific industry that they end up moving into that industry's HR department . In short , your options expand significantly ; once you've experienced being in a corporate role , your career choices widen immensely . Now , let's move on to the third and
10:12final type : the " double-sided " role . It’s exactly as the name suggests ; it’s a job where you handle both the candidate-facing and company-facing sides of the business . One important thing to note is that there are " dual-sided " agencies where recruiters handle both sides , and " single-sided " agencies that don't operate that way .
10:32If you're working at a single-sided agency , no matter how hard you try to handle interviews , the dual-sided role simply doesn't exist there . It’s basic , but crucial : you have to distinguish between single-sided agencies that split candidate and client duties , and dual-sided ones that don't . For example , major generalist
10:54firms like Recruit Agent , Doda , or Mynavi are mostly single-sided , while industry-specialized firms like JAC , ADE , or MS-Japan are dual-sided . So , if you want to work on both sides , you must choose a dual-sided agency from the start . And there are a lot of people who want that . Many people
11:11specifically aim for the dual-sided role . That’s because it lets you enjoy the fulfillment of candidate management , as well as the increase in market value that comes from client-side work . Also , because your individual skills are put to the test , you often get a bigger slice of the success commission personally on top of your base salary . This commission is
11:35significant — I'll share the specifics later — but it’s very high . You don't have to be a cutthroat business warrior from M & A or consulting ; even in a relaxed atmosphere , dual-sided recruiters in this industry can easily clear 10 million yen . So you might think , " That sounds great , dual-sided is the best ! " You might assume that if
11:54you're going to change jobs , dual-sided is the only way to go . However , there are definitely downsides to consider . The reality is that being a dual-sided recruiter is just plain busy . It makes sense , right ? Since you're handling both candidates and clients alone , it’s hectic , and because you need skills for both , the barrier to entry
12:10for these roles is the highest . So , as a final takeaway , please keep this in mind . In terms of value and market evaluation , the dual-sided role is definitely the highest . Followed by the client-side role . As for the candidate-facing role , the salary is quite high compared to general customer service or sales jobs , but it is still
12:29slightly lower than the full-desk or client-facing roles . On the flip side , however , the barrier to entry is the complete opposite : the candidate-facing role is by far the easiest to get into , with a significant gap before reaching the client-facing and full-desk roles .
■人材紹介業界に転職する「メリット」4つ
12:47So , having covered the basics of the recruitment industry so far , let's dive deeper into the two pros and cons of switching to a career in this field . First , one advantage is that the annual
└①年収高め
12:58salary range tends to be on the higher side . Now , we do need to break this down by job function , but for single-sided agencies , the annual salary for both candidate-facing and client-facing roles is generally in the 5 to 7 million yen range . This amount is quite high , especially for those in candidate-facing roles . That is because
13:18the work done by candidate-facing staff is closer to customer service than traditional sales . Broadly speaking , it really is customer service . It’s in the same category as customer service roles in apparel or mobile phone shops , and since those jobs rarely reach 5 million yen — let alone the 5 to 7 million range — I think it’s a very
13:36well-compensated job within the personal customer service sector . On the other hand , for client-facing roles , frankly speaking , it’s just average . That’s because client-facing staff aren't doing customer service ; they are doing intensive B2B sales . For instance , if you compare them to B2B sales roles in the IT or manufacturing industries , that 5 to 7 million range
13:55is about the same . However , here is the thing . Once you have experience as a client-facing recruiter , since it is a challenging job , your value in the job market increases significantly . Because that value grows , if you gain two or three years of experience and then strategically switch jobs , you can substantially increase your future
14:12income . For example , the most common path is to stay within the industry and switch to a full-desk agency . That is exactly right . As I mentioned briefly earlier , when you become a full-desk agent , you receive performance-based bonuses on top of your fixed salary . As for how much that success fee amounts to , well , a pretty decent company will
14:31pay you around 30 % . And I even know of some hardcore agency firms where you can get as much as 40 % . That’s pretty amazing , right ? Even if it's not 40 % , if it were 30 % , and your personal cut was 30 % of that , you’d earn about 500,000 yen just for supporting one
14:49successful hire . If you support someone with a 6 - million yen annual salary , the company first receives 1.8 million yen — 30 % of the salary — and your personal commission at 30 % of that would be 540,000 yen . It's quite substantial , so yes , that's how it works . While agents working in one-sided roles generally
15:09earn between 5 and 7 million yen , those handling both sides at success-fee-based firms often clear 10 million yen , or even over 20 million yen in some cases . Moving on to the
└②やりがいが大きい
15:20second benefit , the point about it being highly rewarding , I’m going to skip this since it overlaps a lot with what I just mentioned . It’s exactly as I said before . Interviewers get to be part of a job seeker's turning point in life , and client managers get to work on the foundation of business —
15:35hiring — so naturally , it’s very rewarding . Right , let's move on . The
└③未経験でも内定取れる
15:39third benefit is that there are opportunities even for those with no experience . In short , it’s easy to get into even when changing jobs , which is usually difficult . Given the fairly high salary range and the high level of work expected , it would normally be very hard to get an offer . For example ,
15:55you’d often get screened out if you didn't have experience in the recruitment industry or at least two years of B2B sales , but thankfully , the recruitment industry isn't like that . For starters , when it comes to interviewers , those with experience in customer service — or even jobs that just involve communication — like teachers or wedding staff , have plenty
16:14of chances , and actually , you can get into client management even without sales experience . While having sales experience is certainly an advantage , it's not strictly necessary . For instance , if you’ve spent your career in R & D at a manufacturing firm , you could work with specialized agencies that focus on technical roles like
16:34research or development to help you make the transition . In other words , you can land an offer even without sales experience , provided you possess deep , specialized knowledge in a specific industry . This level of accessibility and broad entry point is a significant advantage compared to other industries . Now , for the fourth
└④出口が多彩
16:53and final benefit . That would be the wide variety of career exit paths available . This is especially true for those handling corporate clients or both sides of the recruiting process . If you put in three or four solid years and build your skills , you’ll have your pick of the field . You can move to higher-paying agencies , or even pivot
17:07to B2B sales roles in high-growth industries like SaaS . As I mentioned earlier , an interesting path is that because you learn the inside scoop on various companies ' hiring needs , some people even transition into the HR departments of those very companies . So , it’s really quite great . Since corporate and " full-desk " recruiters
17:28are highly valued in the job market , you have endless options for your next move . But wait a minute . You might be worried if candidates who only handle interviews are stuck — and , well , frankly speaking , yes . To put it bluntly , they don’t quite have the same " unstoppable " status in the job
17:41market as corporate or full-desk recruiters . However , it is a perfectly valid strategy to start as an interview-focused recruiter as a stepping stone to eventually becoming a corporate or full-desk recruiter . Getting your foot in the door of the recruitment industry through an interview role significantly increases your chances of transitioning to corporate or full-desk roles later on .
■人材紹介業界「デメリット」2つ
18:03You might think , " That’s good to know ! " And you might conclude that the recruitment industry is amazing , but of course , there are downsides , so I’ll share those with you honestly as well . In short , there are two : first , it tends to be hard work , and second , you
18:17have to rely on your own abilities rather than the company’s brand or product strength . First , regarding the point that it tends to be hard work , this is the flip side of it being a rewarding job . As you've probably gathered from what I've shared so far , the recruitment agency business is centered entirely on people . If you
18:37were to work there , your own capabilities — your manpower — would be what's expected . You could call this high individual value ; for example , if you're in charge of interviews , your support determines whether a candidate gets a job offer . If you're in charge of corporate clients , your recruiting consultation determines if the client
18:56can hire great talent , or even further , if they can expand their business . That is exactly why both job seekers and hiring companies rely on recruitment agents . Think about it . If there were no one to rely on there , if no one expected anything from human power , you could just use a job site that doesn't
19:12involve people ; using an agency means there's a high expectation for the human element . Inevitably , this creates parts that can't be automated or systematized , leading to labor-intensive work , which is why it tends to be hard work . On top of that , there's this . Working hours are also quite irregular . You can probably
19:32imagine this , but for example , if you're interviewing a candidate , most of them work at their own jobs during the day , so interviews often end up happening after 6 PM or on weekends . So there are these irregular aspects as well . However , it seems that this point is gradually being improved . You don't
19:52need to worry too much , especially if you move to a large agency . As you all probably feel in your daily lives , with recent focuses on work-style reform and compliance , along with the use of AI and the ease of conducting interviews via Zoom , you don't need to worry much if you're working for a major agency
20:07that airs TV commercials and handle just one side of the process . Some companies have even set rules like no interviews after 8 PM or no interviews on weekends . So , that is the situation . If you're asking where the real hard work is , it's at contingency-based , full-cycle recruitment agencies . Because you can earn significant
20:26rewards through contingency fees , it is almost certainly hard work . To be specific , it looks something like this . You tend to have a jam-packed schedule , such as meeting with client companies during the day , and then holding interviews with job seekers after 6:00 p.m. or after regular office hours . It is basically hard work . If there is
20:43anyone working as a full-cycle , contingency-based agent who claims they can manage their work at a leisurely pace , they are a master . Only veteran staff who are completely familiar with interviews and client relations can do that , so if you're switching to this industry with no experience , be prepared for it to be hard work for the
21:00foreseeable future . Moving on , the second disadvantage is that you have no choice but to rely on your own abilities . This disadvantage overlaps with the previous point , but because the work of a recruitment agent is centered on people , you are inevitably required to have high business combat power . For example , let's see . In
21:20contrast to the recruitment industry , if you work for a company with a strong brand or a highly functional service , there are cases where you can succeed through the company's strength or the product's power , even if your own business skills aren't that high . For example , the SaaS industry has that tendency . I have created a separate
21:39video specifically about the SaaS industry , but for better or worse , the SaaS industry is centered on the product , not the people . So , you can have a " bet on the winning horse " mentality . You might think , " This SaaS company's product is amazing . " You can work with the idea of riding a winning
21:53horse , thinking that it will sell like crazy regardless of your own individual talent . If that's your mindset , I think the SaaS industry video would be a better match for you , so please check that out . But the recruitment industry is not like that ; you will have to face your own abilities head-on . To be
22:08specific , it requires a very wide range of business combat power , including polished communication skills , high insight , and business knowledge regarding which industries are profitable and expanding hiring , or conversely , which industries are likely to decline . So , this industry is a perfect match for people with a strong drive for growth , those who don't want
22:27to rely on a company and want to improve their own skills . Now , for
■人材紹介業界で「内定取れる人の条件」
22:33those of you wondering , " I get the pros and cons , but can I actually get an offer and am I a good fit ? " I will continue . Our next theme is this . The requirements for getting a job offer in the recruitment industry . I’ll divide this into two areas : the spec side ,
22:48like achievements and background , and the mindset side , like attitude and personality . First , regarding specs , the big premise is that young people have an advantage . Well , it’s a bit of a harsh reality , but young people are at an advantage . Especially when changing careers without experience , starting from scratch is tough at first
23:04. The work tends to be hard initially , so young people who seem to have the stamina to endure that are favored . To be more specific , those in their 20s have the biggest advantage , you have a solid chance up to about 32 , but once you're 33 or older , it gets increasingly difficult . Also , regarding
23:22points other than age , for the corporate-facing role , it’s a job that involves aggressive B2B sales , so having sales experience is definitely an advantage . On the other hand , the candidate-facing role is quite flexible . If you have work experience where you’ve utilized your communication skills , you don't need any sales experience at all . Now , for those
23:39thinking , " No , no , I have nothing . " Even if you don't have sales experience or experience utilizing communication skills , as I touched upon earlier , if you have knowledge of a specific industry or a particular profession , you still have plenty of chances . As I mentioned in the earlier example , someone who worked in development at a
23:56food manufacturer could get an offer as a career agent for development or research roles ; in short , the spec requirements are actually quite loose . Basically , if you are young and have stamina , everyone has a chance , and if you're in corporate sales , having sales experience is a plus , so I think a
24:11great many people qualify . However , what I want you to be careful about is the mindset side , which is the second of the two , coming up next . First is the mindset that you're willing to work hard to skyrocket your business fighting power . As I've mentioned repeatedly in these videos , work in the
24:26recruitment industry is highly dependent on human power . So , while you can sharpen your business skills , it is by no means a cozy or relaxed environment , so it's not a good fit unless you're prepared for a certain amount of hard work . Moving on to the second point . This is a very important point that is often misunderstood . It's
24:44the mindset of not being swayed by others . This is genuinely often misunderstood ; you might have the image that working as a recruitment agent is all about being supportive and walking alongside job seekers and client companies , but that's not actually the case . The thing is , both job seekers and client companies make unreasonable demands . Job seekers will say they want
25:03to move to the best company — a listed company with a high salary , stimulating work , and a boss and colleagues who are always smiling . Also , client companies will say they want the strongest talent — someone with high communication skills , natural intelligence , and a managerial perspective , who doesn't demand a high salary — and you have to
25:20guide them through those impossible requests . Instead of just nodding along and saying " I understand " to those unreasonable demands , you need to ask them what their top priority actually is . You need the strength to help them organize their thoughts and face reality , asking things like , " What items can be sacrificed to achieve that
25:37top priority ? " Well , of course , you need some kindness to support them , but the ability to guide them without being swayed by their unreasonable demands is actually a more necessary trait . Yes ,
■フル動画(無料)の受け取り方法
25:52that concludes the public portion on YouTube . It's already quite long and technical , but if you'd like to see the even more in-depth second half , please watch the LINE-exclusive video . Register for our LINE via the link in the description , complete the 3 - minute survey , and enter the password " 2323 " to receive the full version of the
26:12video , including the second half , completely free of charge . By the way , in the second half , I cover why the recruitment industry is recommended , and the warning signs to look out for so you don't choose the wrong company . I also share detailed know-how on getting a job offer . I explain how your
26:29approach to appeals and reasons for applying should change entirely depending on whether you're dealing with a candidate manager or a client manager . Honestly , since doing all this company research and interview prep alone is way too difficult , I also talk about why using an agent is the fastest way to go . It’s a super deep dive
26:44that might feel like hell if you aren't really interested in the topic . Register via the link in the description , fill out the 3 - minute survey , and use the password " 2323 " . Thank you all for watching until the end . Let’s meet again soon . See you next time .