harutaka AI features and pricing (November 2026)

Harutaka is a Japanese recruiting platform from ZENKIGEN that combines live and recorded video interviews with AI-based conversation analysis. It is built for enterprise HR teams in Japan managing high volumes of candidate interviews across multiple hiring stages.

Harutaka is developed by ZENKIGEN, a Tokyo-based company founded in 2017. The platform covers live web interviews, recorded video screening, a conversational AI interview for early-stage screening, interview design consulting, and recruiting analytics, alongside a harassment-monitoring safety feature for live interviews.

It is used mainly by large Japanese employers such as Mitsubishi Heavy Industries, SoftBank and ANA, and integrates with about 20 Japanese applicant tracking systems. ZENKIGEN states its evaluation models draw on a database of more than 15 million recorded interview videos, developed partly through a joint research center with Kobe University.

• Summarizes web interviews automaticallyThe AI reviews recorded and live web interviews and generates a written summary as a PDF for each candidate. Recruiters get a consistent record of what was said without needing to rewatch full interview footage.
• Runs first-round screening conversationsharutaka's AI Interview module conducts an automated conversational screening before a human recruiter gets involved and records the candidate's stated strengths. This lets a small recruiting team cover a larger volume of early-stage applicants without adding screening staff.
• Flags harassment risk during live interviewsThe Safety feature analyzes live interview conversations for language and conduct that could constitute harassment of a candidate. It gives HR teams an additional check on interviewer behavior beyond what a single observer might catch.
• Visualizes interview quality across the funnelRecruiting analytics turns interview and screening data into dashboards on metrics such as interviewer consistency and stage-by-stage drop-off. HR teams can use this to spot where a hiring process is losing candidates or producing uneven interviewer judgments.

• Includes a dedicated Safety module that screens live interviews specifically for harassment risk, separate from the interview scoring itself.
• Interface, integrations, and marketing are built specifically for Japanese employers, without an English-language version of the platform.
• Pricing is quote-based for every plan, but a free trial of the platform is offered before signing a contract.
• Interview evaluation models are trained on ZENKIGEN's own archive of more than 15 million Japanese interview recordings, built up with Kobe University.

Japanese-only interface, integrations limited to Japanese applicant tracking systems, and named reference customers such as Mitsubishi Heavy Industries, SoftBank and ANA.

Before signing, clarify where interview recordings and evaluation data are stored, since harutaka does not publish this. Pricing is negotiated per contract, and a free trial is available first. Because the tool scores candidates, ask what bias testing and human oversight it supports, the safeguards Japan's non-binding AI Governance Guidelines for Business recommend. Japan's APPI is also being amended, with a new administrative fine system expected around 2027.

• APPI under review, amendments expected by 2027
• AI Promotion Act favors guidelines over hard rules
• No works councils, but Article 36 agreements cover many workplaces

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