Social × Video Marketing
Social Media Management POV Studio Influencer PR Social Ads Management Inbound Tourism Marketing Full-Funnel Marketing Recruitment Marketing Japan Market Entry Marketing EC Operations & System IntegrationProduct × Travel
Travi Travel AppAI × R&D
AllRev AI Marketing Tool UGC Lab WORKS COLUMNS TEAM CONTACTRecruit Marketing for Tourism & Transport
The work of a driver or a frontline staff member doesn't come through in the conditions box of a job posting. We show the working day on video and build the path through to applications on a landing page and LINE.
TikTok
Instagram
YouTube
Meta ads
Numbers
4.6×
Competition for public sector jobs is 70% of a decade ago
Applicants per place in local government recruitment. Down 0.6pt on the previous year, and staying low
Ministry of Internal Affairs and Communications, FY2023 Survey of Local Government Employment Conditions399,199stylists
Applicants have fallen by 150,000 in ten years
Applicants for local government recruitment in FY2023. Down 39,452 on the previous year, and falling steadily from 553,000 a decade ago
Ministry of Internal Affairs and Communications, FY2023 Survey of Local Government Employment Conditions82%
The top challenge for DMOs is also recruiting and developing people
Recruiting and developing people, cited by registered DMOs as a challenge. Budget follows at 80% and information and promotion at 46%
Japan Tourism Agency, FY2023 Survey of Registered DMOs, N=26655.4%
On the ground in tourism: Over half leave within three years
Share of university graduates joining accommodation and food service who leave within three years. For school leavers it is 64.7%
Ministry of Health, Labour and Welfare, Turnover Among New Graduates, October 202561.8%
Six ryokan in ten post a vacancy and get no applications
Share of ryokan who said they receive no applications against their vacancies. For city and resort hotels it is 77.5%
Japan Tourism Agency, Survey of Recruitment and Development in the Accommodation Industry, March 2025 (n=363)20.0%
The top reason for leaving: not getting to do the work they wanted
The top reason for leaving given by people who moved from accommodation to another industry. Physical demands follow at 16.7% and mental strain at 14.0%
Japan Tourism Agency, Survey of Recruitment and Development in the Accommodation Industry, March 2025 (N=300)Issues
01
Once pay and days off line up, the comparison is only on terms. A day in the life of a driver or frontline staff member appears nowhere in it.
The fixWe film from the briefing through the shift and the customer contact to clocking off, in first person, and put into words, role by role, why people stay.
02
The depots, garages, stations and attractions are far apart, and head office can't cover them in a day. The recruitment page sits there with old photographs.
The fixWe go round the depots and attractions and film, and reuse destination marketing footage as recruitment material.
03
Applications come in and drift away because nobody gets hold of them. While scheduling takes a few days, the candidate has accepted somewhere else.
The fixWe put LINE beside the application form and run the date offers and reminders automatically.
Solution
01
What lands with drivers, with maintenance, with customer service and with attraction staff is different in each case. We build the message from why the long-serving staff stayed.
02
From clocking in through the checks, the shift or the customer contact, the break and clocking off, filmed on site as we go round the depots and attractions. With nobody on camera, it can be made so no individual is identifiable.
03
We put the LINE follow beside the application form and run date offers and reminders automatically. Applicants can pick which depot they're applying to.
04
We narrow delivery by area, age and interests. Footage shot for destination marketing can be reused as recruitment material too.
What we watchViews, average watch time, profile visits
What we watchSaves, visits to the profile
What we watchRetention rate, searches on the company name
What we watchCost per application, cost per hire
What we watchArrivals at the landing page, interview rate
The set-up is only an example. The roles you are hiring for change both the audience and the delivery area.
Process
All you provide is the time to film
Phase01
We settle how many people short, role by role, first.
We ask about hiring for drivers, crew, maintenance, customer service and attraction staff. Why the long-serving staff stayed, and the inconvenient parts, get put into words.
Phase02
We film the working day without touching it up.
From the briefing through the pre-shift checks, the shift or the customer contact, the break and clocking off, all in first person. Whether permission is needed gets confirmed before we start.
Phase03
We build the place applications land first.
A dedicated recruitment landing page with video and banners, the LINE application path and the ad account all get prepared at this stage, with the legally required details built in.
Phase04
Delivery can start as little as ten working days after filming.
We run the delivery in the first month, narrowing it to within travelling distance of the depot and by age, and watching applications and cost per application daily.
Phase05
Budget goes only to the videos that are working.
We keep fixing the landing page and the opening seconds, moving budget to the placements with the lowest cost per application. Applications, cost per application and interview rate come in the monthly report.
FAQ
The application channel and the lead time differ by operator's policy. We confirm whether permission is needed at the first meeting and start from places where it is easy, like your own depots and offices.
It can, without faces. The default is first-person filming with nobody on camera. The hands, the field of view and the audio of the briefing alone convey what the work is.
They do. Under the Employment Security Act, six items — the employer's name, address and contact details, the duties, the location and the pay — must appear in the post itself.
The material can be shared, but our view is that the accounts should be separate. The followers of a destination account are travellers, and that isn't who you want to reach for hiring.
We don't build it on wide reach. The aim is sharpening the picture for someone already interested. Starting with one video on the recruitment page is enough.
We explain the process and examples from close industries directly when we meet. For what managed social media involves in tourism and local government, see the social media management for tourism and local government page.
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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