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Neither site managers nor tradespeople get chosen on the words of a job posting any more. We show the site and the people as they are on video, and take applications through a recruitment landing page and LINE.
TikTok
Instagram
YouTube
Meta ads
Numbers
69.6%
Seven in ten construction firms are short of people
Construction companies reporting a shortage of permanent staff. The highest of the 51 sectors surveyed, 17.3pt above the 52.3% all-industry average
Teikoku Databank, Survey of Corporate Labour Shortages, January 2026 (n=10,620)8.00×
Eight firms compete for every tradesperson
Jobs-to-applicants ratio for structural construction trades. Across all occupations it is 1.17, so eight firms compete for each candidate here
Ministry of Health, Labour and Welfare, Employment Referrals, March 2026 (published April 2026)14%
Of school-leaver vacancies, only one in seven gets filled
Against 92,980 school-leaver vacancies, 12,654 school leavers actually joined the construction industry. Posting the vacancy isn't reaching them
Calculated from the Ministry of Health, Labour and Welfare's school-leaver vacancy statistics and the Ministry of Education's FY2025 School Basic Survey25.7%
One tradesperson in four is over 60
Share of construction trades workers aged 60 or over (776,000 people). Most of them are expected to retire within ten years
Ministry of Land, Infrastructure, Transport and Tourism, Current State and Issues in the Construction Industry, May 202368%
Seven in ten firms turn work away for lack of people
Small and mid-sized construction firms who sometimes turn work away for lack of people. Not being able to hire becomes the ceiling on revenue
Craftbank Research Institute, Survey of Labour Shortages and Pay Rises in Small and Mid-Sized Construction, 2025 edition (5-100 employees, n=1,659)34.5%
One in three Someone who sees social media stops applying
Share who have abandoned an application after seeing social media or reviews. 83.8% check something other than official information before applying
Workport, The Influence of Social Media and Reviews on Job Searching, May 2026 (n=308)Issues
01
What a school leaver wants to know is what the workplace feels like and what the job actually involves. Pay and days off fit on a posting; those two never do.
The fixWe film from the morning briefing to the clean-up in first person, showing the feel and the work on video.
02
Someone considering applying looks beyond the posting and the company site to social media and reviews. With nothing there, the application stops.
The fixWe build a state visible when parents and teachers look too, and take applications through a landing page and LINE.
03
Relationships, hours, pay. None of it can be verified before joining, and the gap after joining is what leads to people leaving.
The fixWe put into words, role by role, why people stay and the inconvenient parts we disclose up front.
Solution
01
What lands with a site manager differs from what lands with a tradesperson. We put into words why the long-serving staff stayed, and the inconvenient parts to disclose up front.
02
From the morning briefing to the clean-up, including being taught by a senior worker and the hard graft, filmed in first person. A way of filming that works without faces.
03
Job boards, referrals and school recommendations all land here. Applications come in on LINE and get carried through to scheduling.
04
We build a state visible not only to the school leaver but to parents and teachers who look. The safety and compliance rules get agreed before filming.
What we watchViews, average watch time, profile visits
What we watchProfile visits, saves
What we watchCost per application, arrivals at the landing page
What we watchArrivals at the landing page, form completion rate
What we watchInterview rate, LINE follows
The set-up above is only an example. The roles you are hiring for and the catchment around your sites change where you start.
Process
Strategy, filming, the landing page, advertising and LINE, all held by us rather than split up
Phase01
It starts with how many people short you are, role by role.
We ask how many site managers and tradespeople you are short, your recruitment spend and your retention. Why long-serving staff stayed, and the inconvenient parts, get put into words too.
Phase02
We film the site without stopping the work.
From the morning briefing to the clean-up, filmed in first person. Nothing gets filmed from a dangerous angle, and nothing with protective equipment removed gets published.
Phase03
The place applications land gets built before delivery.
A dedicated recruitment landing page with video and banners, the LINE application path, and the ad account. All in place before delivery, with the legally required details built in.
Phase04
Delivery starts as little as ten working days after filming finishes.
We run the delivery for you in the first month, narrowing it to within commuting distance of the sites and by age, and checking applications and cost per application daily.
Phase05
Budget keeps moving to the videos that work.
We keep fixing the landing page and the opening seconds of the video, and move budget to the placements with the lowest cost per application. Applications, cost per application and interview rate get reported monthly.
FAQ
We explain examples and the process from close industries when we meet. The results with numbers behind them are collected on the recruitment marketing pages for restaurants and salons.
We agree the filming rules first. Four of them: don't stop the work, don't film from dangerous angles, don't publish anything with protective equipment removed, don't show the client's information.
There is. Someone considering applying looks beyond the posting and the company site to social media and reviews. Even if you hire one person, that person will search your company name.
Before the July vacancy filing, and ideally at the start of the year. School visits begin on 1 July and applications are accepted from 5 September, so the dates are fixed in advance.
Honestly, no. It takes time to surface as applications, so we ask for a six-month minimum in the design.
All of it. Concepts, filming, editing, posting, ad delivery and reporting sit with us, and what we ask of the site is attending one or two shoots a month.
Services
End-to-end support from account strategy through filming, editing, posting and analytics
First-person short-form video. No cast, fast turnaround, low cost — and the experience comes through
Cast the right creators for your goal from a network of over 20 million combined followers
Small tests identify the winners first, so budget goes only where it drives traffic and revenue
Multilingual social marketing that maximizes the inbound visitors you attract
Awareness, conversion tracking and nurturing in one pipeline, powered by our playbooks and AI
Recruitment marketing that reaches the 94% job boards never touch, through short-form video ads made for you
End-to-end Japan market entry for overseas brands: localization strategy, official social accounts, POV video, PR and on-site activation
Shopify and BASE store operations, plus channel manager, LINE and Meta ads integration with your booking system, so your marketing has somewhere to land
Free consultations and quotes available
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