Expansion of higher-value contracts through the Pro Cloud Worker program
First written in FY2016-Q3. 8 of 14 entries say "Restated". Latest entry: FY2024.
0 other companies' latest entry also says "Restated".
- FY2024RestatedAnnual report
「We consider securing highly skilled freelance workers important. Accordingly, we will work to retain workers by operating the freelance community "Cloud Town" and strengthening support for workers using our agency service.」
It indicates a focus on securing and retaining highly skilled talent by operating a community and strengthening support for participating workers. - FY2024-Q1RestatedAnnual report
「We are working to raise worker rates through the certified worker program and contract rates per company through a strengthened account-sales structure.」
It reconfirms the initiatives to raise worker rates through the certified worker program and contract rates through the account-sales structure. - FY2023AdvancedAnnual report
「We consider securing certified workers, as well as highly skilled and high-caliber freelancers and side-job workers, important to expanding our Group's matching business. Accordingly, in addition to proactive public relations activities targeting the media, we will continue strengthening efforts to raise awareness through internet-based marketing and advertising.」
Measures aimed at high-rate, high-retention matching have taken concrete form in securing certified workers and highly skilled talent and strengthening public relations, marketing, and advertising activities. - FY2023-Q2AdvancedAnnual report
「As a result, GMV (gross merchandise value), revenue, and gross profit all exceeded the year-earlier period, supported by customer acquisition through a strengthened sales structure and initiatives to raise rates for existing customers.」
GMV, revenue, and gross profit exceeded the year-earlier period through customer acquisition enabled by a strengthened sales structure and initiatives to raise rates for existing customers. - FY2023-Q1AdvancedAnnual report
「In the matching business during the first quarter of the fiscal year, competition to secure IT talent, including engineers and designers, intensified in addition to the structural labor shortage. Demand for freelancers working 3 to 4 days per week and for online administrative assistants associated with the digitalization of operations (DX) expanded. As a result, GMV (gross merchandise value), revenue, and gross profit all exceeded the year-earlier period, supported by new customer acquisition through a strengthened sales structure and initiatives to raise rates for existing customers.」
GMV, revenue, and gross profit exceeded the year-earlier period as a result of strengthening the sales structure, acquiring new customers, and raising rates for existing customers. - FY2022AdvancedAnnual report
「In matching personnel with specialized skills, such as engineers, designers, and administrative assistants, we also sought to raise rates by introducing a certified worker program and revising the pricing table.」
It implemented specific measures to raise rates for high-end talent, namely a certified worker program and a pricing-table revision. - FY2022-Q3RestatedAnnual report
「In the matching business, corporate demand for specialized talent, including engineers and designers, remains high, and the use of specialized talent, including freelancers, through remote work is progressing. As companies increasingly adopt remote work and digitize their operations, demand for online administrative assistants is also expanding.」
It explains that corporate demand for and use of specialized talent and online administrative assistants continue to expand. - FY2021RestatedAnnual report
「We also serve demand for specialized talent, such as engineers and designers. By having our staff support matching contracts, we are achieving higher contract rates and retention, contributing to higher average customer spending.」
It reconfirms the initiative to achieve higher contract rates and retention through staff support for matching contracts involving specialized talent. - FY2021-Q3RestatedAnnual report
「During the COVID-19 pandemic, many companies introduced remote work and accelerated the digitalization of their operations and marketing, increasing demand for online administrative assistants. Matching of high-end talent, particularly engineers and designers, at high contract rates and with high retention has also performed well.」
It reconfirms that matching of high-end talent, particularly online administrative assistants, engineers, and designers, at high contract rates and with high retention is performing well. - FY2021-Q2RestatedAnnual report
「During the COVID-19 pandemic, many companies introduced remote work and accelerated the digitalization of their operations and marketing, increasing demand for online administrative assistants. Matching of high-end talent, particularly engineers and designers, at high contract rates and with high retention has also performed well.」
It reconfirms that matching of high-end talent, particularly online administrative assistants, engineers, and designers, at high contract rates and with high retention is performing well. - FY2021-Q1RestatedAnnual report
「During the COVID-19 pandemic, many companies introduced remote work and accelerated the digitalization of their operations, increasing demand for online administrative assistants. Matching of high-end talent at high contract rates and with high retention has also performed well.」
It reconfirms the trend toward higher contract rates and retention for specialized talent, based on the explanation that high-end talent matching at high contract rates and with high retention is performing well. - FY2020AdvancedAnnual report
「We also serve demand for specialized talent, such as engineers and designers. By having our Group staff support matching contracts, we are achieving higher contract rates and retention, contributing to higher average customer spending.」
It explains that higher contract rates and retention for specialized talent, achieved through staff support for matching contracts, are contributing to higher average customer spending. - FY2019-Q2RestatedAnnual report
「In this segment, we are working to increase the number of registered workers with high skill levels, strong credibility with companies, and high compensation rates.」
It reconfirms the policy of increasing the number of registered workers with high skill levels, strong credibility, and high compensation rates. - FY2016-Q3First statedAnnual report
「The Pro Cloud Worker program, which certifies cloud workers meeting prescribed criteria, including evaluations and the amount of compensation earned, as highly capable professionals, has become established. As a result, contract rates for Pro Cloud Workers have risen across major occupational categories.」
It describes the establishment of the certification program and measures to raise Pro Cloud Worker contract rates in major occupational categories.