[Over 150 Implementations] Equipped with Patented Technology for 'Unified Management' from Hiring to Retention. HR Marketing Tool 'Myric' Accelerates Business Expansion by Solving Severe Turnover Issues
Brain Lab's HR marketing tool 'Myric', which features patented technology for unified management from recruitment to retention, has surpassed 150 corporate implementations in about 1.5 years.
📋 Article Processing Timeline
- 📰 Published: March 30, 2026 at 18:00
- 🔍 Collected: March 30, 2026 at 22:56 (4h 56m after Published)
- 🤖 AI Analyzed: April 22, 2026 at 07:20 (536h 24m after Collected)
Brain Lab Co., Ltd. (Headquarters: Minato-ku, Tokyo, President & CEO: Norihiro Nakae, hereinafter 'Brain Lab'), provider of 'Myric' (Service Site: https://myric.jp/retention/), an HR marketing tool that increases hiring and reduces turnover, announces that the service has surpassed 150 implementations in approximately one and a half years since its launch.
'Myric' holds proprietary technology (Patent No. 7734919) related to a 'Customer Attraction and Personnel Retention Management System' that consistently manages everything from recruitment activities to post-hire retention support. Against the backdrop of recent labor shortages, the effectiveness of this technology in 'retention and turnover prevention'—going beyond mere 'recruitment support'—has been confirmed by many companies, leading to this expansion in adoption.
Brain Lab will continue to promote efforts to support the sustainable growth of companies based on this patented technology.
■ Background of Adoption Expansion: The Growing Importance of Connecting Hiring to 'Retention'
Currently, in Japan, corporate recruitment costs continue to rise due to the shrinking working population. The early departure of talent that a company went out of its way to hire is a major management loss, making 'how to have them stay active for a long time (retention)' the most critical issue.
However, many conventional HR services have specialized in recruitment and job matching, and systems that consistently support post-hire follow-ups and the identification of turnover risks have not been fully developed.
To solve these challenges faced by companies, we developed a mechanism that provides end-to-end support from hiring to retention, establishing a proprietary technology that analyzes employee surveys and communications to quantify turnover risk. In addition to acquiring a patent, its practical utility has been supported by many companies, resulting in over 150 implementations in just about one and a half years since the service launched.
■ Details of the Patented Technology
The most significant feature of this service is its ability to seamlessly visualize everything from pre-hire application intent to post-hire turnover risk, going beyond mere job management.
- Pre-hire Matching Support
By distributing job information to job seekers and managing it in association with a linked website, it calculates application status and application intent (application prediction indicators) based on the job seeker's access history.
- Post-hire Retention Support
Surveys are distributed to employees at regular intervals, accumulating a history of responses. Based on the responses, a turnover score (turnover prediction indicator) is calculated.
- Integration from Attraction (Hiring) to Retention (Turnover Prediction and Follow-up)
Conventional job management systems tend to stop at 'posting job information and managing application status', lacking a mechanism to consistently manage post-hire turnover prevention and retention support. This invention integrates attraction (hiring) with retention (turnover prediction and follow-up).
'Myric' holds proprietary technology (Patent No. 7734919) related to a 'Customer Attraction and Personnel Retention Management System' that consistently manages everything from recruitment activities to post-hire retention support. Against the backdrop of recent labor shortages, the effectiveness of this technology in 'retention and turnover prevention'—going beyond mere 'recruitment support'—has been confirmed by many companies, leading to this expansion in adoption.
Brain Lab will continue to promote efforts to support the sustainable growth of companies based on this patented technology.
■ Background of Adoption Expansion: The Growing Importance of Connecting Hiring to 'Retention'
Currently, in Japan, corporate recruitment costs continue to rise due to the shrinking working population. The early departure of talent that a company went out of its way to hire is a major management loss, making 'how to have them stay active for a long time (retention)' the most critical issue.
However, many conventional HR services have specialized in recruitment and job matching, and systems that consistently support post-hire follow-ups and the identification of turnover risks have not been fully developed.
To solve these challenges faced by companies, we developed a mechanism that provides end-to-end support from hiring to retention, establishing a proprietary technology that analyzes employee surveys and communications to quantify turnover risk. In addition to acquiring a patent, its practical utility has been supported by many companies, resulting in over 150 implementations in just about one and a half years since the service launched.
■ Details of the Patented Technology
The most significant feature of this service is its ability to seamlessly visualize everything from pre-hire application intent to post-hire turnover risk, going beyond mere job management.
- Pre-hire Matching Support
By distributing job information to job seekers and managing it in association with a linked website, it calculates application status and application intent (application prediction indicators) based on the job seeker's access history.
- Post-hire Retention Support
Surveys are distributed to employees at regular intervals, accumulating a history of responses. Based on the responses, a turnover score (turnover prediction indicator) is calculated.
- Integration from Attraction (Hiring) to Retention (Turnover Prediction and Follow-up)
Conventional job management systems tend to stop at 'posting job information and managing application status', lacking a mechanism to consistently manage post-hire turnover prevention and retention support. This invention integrates attraction (hiring) with retention (turnover prediction and follow-up).