Gaudiy HR Lead on Building a Company-Wide Recruitment Blog Culture

Yamamoto Hanaka of Gaudiy explains how she took the company’s tech blog from zero to near-full engineer participation in seven months, lifting scout reply rates from 30% to 41%.

• Gaudiy had zero blog presence when Yamamoto joined; within seven months as the sole PR hire, nearly all 11 full-time engineers had published at least one post.
• Engineer scout reply rate rose from 30% to 41% after launching the tech blog; candidates explicitly cited reading it in their responses.
• She broke blog production into discrete stages — topic ideation, planning, writing, editing, peer review, publish — so non-writers only own one step rather than the full process.
• Quarterly group brainstorming sessions on Miro let teammates nominate each other’s projects as post topics; top-voted ideas get scheduled first.
• A monthly recruitment newsletter tracks hiring metrics, highlights individual contributors by name, and sets the next month’s content priorities to keep the whole team invested.
• The planning template forces writers to specify the exact target reader, what that reader should do or feel after reading, and only then list the information needed — skipping this causes most failed posts.
• Yamamoto frames her role as “Corporate Success” — internal customer success for the company’s fan-building mission — and applies agile principles to surface and resolve writer blockers early rather than waiting for missed deadlines.

2025-06-26 · Watch on YouTube