A Deep Dive into Freee's Unique Engineering Recruitment Strategy with HireRoo

Collaborative Seminar on Engineering Recruitment

The growing demand for skilled engineers has led to a collaborative seminar hosted by HireRoo, an engineering organization platform based in Shibuya, Tokyo, and Freee Co., Ltd. This engaging event focused on the innovative strategies used in recruiting new graduates in the tech industry, featuring insights from Yuuki Shimizu, the Manager of New Graduate Recruitment and Training at Freee, alongside Keito Takasiba, COO of HireRoo.

Freee's Approach to Engineering Recruitment

At the core of Freee's recruitment strategy is a focus on growth potential, referred to as "take-no-ko talent." This concept emphasizes the importance of hiring individuals who demonstrate the ability to grow and adapt within the company. This strategy has been integral since Freee's inception and is a cornerstone of their hiring and internal evaluation processes. During the selection process, both technical skills and this growth potential are assessed, with candidates undergoing three to four rounds of interviews.

Interestingly, Freee has removed the initial document screening step, opting instead for skill tests that lower barriers to entry. This approach not only facilitates a more inclusive application process but also streamlines the evaluation of candidates.

Unique Features of the New Graduate Recruitment Process

Freee aims to recruit tens of new graduates annually, often receiving several thousand applications. By bypassing document screening, they improve accessibility for applicants and employ skill tests for efficient candidate evaluation. Engineers from within the company conduct interviews, creating a collaborative atmosphere that enhances the experience for candidates and interviewers alike. The final hiring decisions are made during a calibration meeting, ensuring a fair and standardized process.

Evaluating "Take-no-ko Talent"

"Take-no-ko talent" emerges as a critical assessment metric within Freee's hiring criteria, reflecting potential for growth. Evaluation of technical proficiency includes not just current technical knowledge and output quality but also the candidate's ability to learn and adapt from past experiences. Remarkably, even candidates lacking direct web development experience can be considered for roles if they demonstrate this growth potential through research or competitive programming experience.

Innovative Initiatives in Engineering Hiring

Freee introduces numerous unique initiatives in their engineering recruitment efforts. Engineers within the company actively participate in supporting applicants, fostering positive post-hire experiences to enhance overall job satisfaction. These initiatives are aimed at creating an environment where new employees feel that joining Freee was the right choice.

Looking ahead, HireRoo plans to continue organizing events that foster discussion on future-oriented engineering recruitment practices across various sectors.

Upcoming Events Organized by HireRoo

HireRoo is committed to hosting seminars and events that engage engineers and companies in thoughtful discussions about recruitment in the AI era. Here are some of the upcoming events:

- May 7, 2025: Re:TechTalk #06 - In-depth Guide to Writing Practical SQL
- May 14, 2025: Re:TechTalk #07 - Intent Behind Test Codes (2025 Edition)
- May 14, 2025: Key Insights on Successful Recruitment Practices
- May 21, 2025: Re:TechTalk #08 - Practical Application Development Driven by AI
- May 22, 2025: Creating Impactful Interviews - Insights from Coconala’s VPoE
- May 28, 2025: Re:TechTalk #09 - Guide to Implementing Event-Driven Architecture and Common Pitfalls
- May 30, 2025: Study Hack #01 - Reflecting on the Information Processing Security Certification Exam of Spring 2025 during Lunch

Overview of HireRoo

HireRoo is redefining recruitment through skill-based interviewing tailored for the AI era. With its innovative platform, it enables companies to perform tech-level hiring seamlessly, visualizing the skills of engineers to prevent mismatches and standardize the interview process. Over 150 companies, including major players like M3 Inc. and SmartHR, have adopted this solution, which has surpassed an impressive 40,000 evaluations. Collaborative efforts with hiring management systems such as Sonar ATS further extend its reach into the industry.

About HireRoo

Mission: Japan as No.1, again.

In the past, Japan was globally recognized as a leader in manufacturing. However, with the advent of the internet, the focus has shifted to IT, and this shift has resulted in Japan lagging behind. HireRoo aims to uplift Japanese companies' engineering capabilities and provide a comprehensive platform for recruiting, evaluating, and training software developers essential for modern manufacturing.

With a commitment to reviving Japan's manufacturing prowess, HireRoo strives to empower engineers to harness their full potential, paving way for innovative product developments.