Type

Name: Type
Brand: Career Design Center

type is a Japan-focused mid-career recruitment platform that connects mid-career IT/Web/engineering job seekers—primarily in the Tokyo metropolitan area—with employers via paid job postings, employer branding content, and scout/matching outreach tools.

Est 1993|3 Ref Customers

LinkedIn 75|Website|FTEs 112|HQ Minato-Ku, Tokyo Metropolis, JP

MarketsSourcing & Recruitment Marketing

01Competitive Landscape

Narrative competitive analysis

- **type vs doda:** doda publishes a tier ladder with a lower entry tier through higher-visibility options, enabling a test-and-scale approach for buyers. type’s visible entry point is higher on the published list prices, although the two-roles-per-purchase mechanic offsets per-role cost in some use cases. - **type vs BizReach:** BizReach is positioned primarily for direct sourcing and proactive outreach rather than purely posting-based approaches; it is often more effective when buyers prioritize targeted outreach to experienced candidates and database search, but rate cards are less transparent. - **type vs Green:** Green is frequently associated with tech hiring and uses a fee structure that blends upfront placement fees with success-based elements; this model can align spend with hires but may lead to higher total cost for multiple hires in certain job categories.

Adoption trends / market signals

Corporate investor materials provide quarterly and annual performance context; analysts and buyers can use those filings for macro signals about the parent company’s recruitment-media health, though that does not directly equate to product-level user satisfaction or adoption metrics.

	type.jp	doda	BizReach
Starting Price	mid-to-high hundreds of thousands of yen (per 4-week posting)	lower hundreds of thousands of yen (per 4-week posting)	Not fully public; example plans use usage-based packages (download/quote)
Best For	Hiring in Tokyo/metro; engineering & targeted segments; up to two roles per purchase	Broad mid-career hiring across many roles; tiered entry points for test-and-scale approaches	Direct sourcing of experienced candidates via database + scouting
Key Strength	Two listings per posting fee option; positioning around engineers/women; matching/scout emphasis	Broad reach and a clear tier ladder up to high visibility	Proactive sourcing of experienced candidates
Key Weakness	Narrower inventory vs. mega-platforms; higher published list prices	Competitive crowding; higher tiers typically needed for top visibility	Pricing details often gated; can require sustained sourcing effort

01Competitive Landscape

Narrative competitive analysis

type vs doda: doda publishes a tier ladder with a lower entry tier through higher-visibility options, enabling a test-and-scale approach for buyers. type’s visible entry point is higher on the published list prices, although the two-roles-per-purchase mechanic offsets per-role cost in some use cases.
type vs BizReach: BizReach is positioned primarily for direct sourcing and proactive outreach rather than purely posting-based approaches; it is often more effective when buyers prioritize targeted outreach to experienced candidates and database search, but rate cards are less transparent.
type vs Green: Green is frequently associated with tech hiring and uses a fee structure that blends upfront placement fees with success-based elements; this model can align spend with hires but may lead to higher total cost for multiple hires in certain job categories.

Adoption trends / market signals

	type.jp	doda	BizReach
Starting Price	mid-to-high hundreds of thousands of yen (per 4-week posting)	lower hundreds of thousands of yen (per 4-week posting)	Not fully public; example plans use usage-based packages (download/quote)
Best For	Hiring in Tokyo/metro; engineering & targeted segments; up to two roles per purchase	Broad mid-career hiring across many roles; tiered entry points for test-and-scale approaches	Direct sourcing of experienced candidates via database + scouting
Key Strength	Two listings per posting fee option; positioning around engineers/women; matching/scout emphasis	Broad reach and a clear tier ladder up to high visibility	Proactive sourcing of experienced candidates
Key Weakness	Narrower inventory vs. mega-platforms; higher published list prices	Competitive crowding; higher tiers typically needed for top visibility	Pricing details often gated; can require sustained sourcing effort