Toward a Job Market Without 'Mismatches' That Cause Early Turnover: Sales-Specialized Agent 'SQiL Career Agent' Formulates New PVM
Cerebrix Co., Ltd. has formulated a new PVM for its sales-specialized recruitment service 'SQiL Career Agent'. It aims to solve the structural issue of early turnover due to mismatches and evolve into a platform supporting long-term career building.
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- 📰 Published: April 14, 2026 at 19:32
- 🔍 Collected: April 14, 2026 at 11:01
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Cerebrix Co., Ltd. (Headquarters: Koto-ku, Tokyo; President & CEO: Kazuki Kitagawa) announces the formulation of an overall business concept and a new PVM (Purpose / Vision / Mission) for its specialized recruitment support service for sales professionals, "SQiL Career Agent".
In response to structural challenges seen in the recent labor market, such as "resignation towards working" and "early turnover due to mismatches" in the job change market, we aim to evolve into a platform where professional agents, with high resolution for both job seekers and companies, provide support on a long-term "line" of career building.
▼ You can read the full interview delving into the background of the new PVM formulation and the business owner's thoughts at the following link:
https://sqil-career.com/column/interview_002
■ About the New PVM (Purpose / Vision / Mission)
Purpose: Be the HOPE. Bring hope to working.
Realizing a society where people work vibrantly.
We will create a society where everyone involved in sales has career options to work authentically.
Vision: To be a life partner that instills hope in sales careers.
We will promote the "elevation of status" and "becoming a chosen profession" for sales jobs, building a career infrastructure for long-term success.
Mission: Making job changes not a goal, but the start of success.
We will do everything to realize the visions of our clients (job seekers and companies).
■ Background of the PVM Renewal: Three Structural Issues in the Labor Market and Our Determination
In recent years, the Japanese working environment and human resources market have faced three major structural challenges.
1. Extremely low levels of "job satisfaction and enthusiasm" in Japan
According to an international survey, only 29% (*1) of Japanese workers are "satisfied with their jobs," and the percentage of "highly engaged employees" hovers at 6% (*2), the lowest level in the world. This highlights the current situation where working is not perceived as "hope."
2. The "supply and demand gap" in sales professions
While sales roles are constantly in high demand from companies and face chronic talent shortages (*3), job seekers often have preceding negative images such as "quotas and stress" (*4). In other words, there is a structural gap where companies strongly desire them, but job seekers tend to avoid them.
3. Early turnover due to mismatches
More than 40% (*5) of those with job-changing experience left within "an average of 9.5 months," which companies consider early turnover. The main reasons cited include "mismatched job descriptions" and "discrepancies in conditions compared to the job posting" (*6). Additionally, more than half of job changers responded that "individual company research cannot prevent post-hire gaps" (*7). In short, there are limits to the information an individual job seeker can gather. We believe that true career support lies in agents intervening to eliminate the information asymmetry between job seekers and companies, achieving a job change without mismatches.
SQiL Career Agent, operated by Cerebrix, has high resolution regarding the reproducibility of skills possessed by salespersons and the challenges and cultures faced by sales organizations. By bridging the information gap between companies and job seekers through support that only we can provide, we aim to reduce post-hire mismatches and realize a society where people work vibrantly.
We renewed our PVM to go beyond the "point" of changing jobs, accompanying individuals through to their "retention and success" after joining, and spreading "further elevation of the sales profession's status" and "hope in working" throughout society.
(*1) Source: PwC "Global Workforce Hopes and Fears Survey 2023: Japan and Global Results Comparison" https://www.pwc.com/jp/ja/knowledge/thoughtleadership/hopes-and-fears2023.html
(*2) Source: Gallup "State of the Global Workplace 2025" https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
(*3) Source: doda "Job Opening-to-Application Ratio Report (February 2026)" https://doda.jp/guide/kyujin_bairitsu/
(*4) Source: Sales Marker "
In response to structural challenges seen in the recent labor market, such as "resignation towards working" and "early turnover due to mismatches" in the job change market, we aim to evolve into a platform where professional agents, with high resolution for both job seekers and companies, provide support on a long-term "line" of career building.
▼ You can read the full interview delving into the background of the new PVM formulation and the business owner's thoughts at the following link:
https://sqil-career.com/column/interview_002
■ About the New PVM (Purpose / Vision / Mission)
Purpose: Be the HOPE. Bring hope to working.
Realizing a society where people work vibrantly.
We will create a society where everyone involved in sales has career options to work authentically.
Vision: To be a life partner that instills hope in sales careers.
We will promote the "elevation of status" and "becoming a chosen profession" for sales jobs, building a career infrastructure for long-term success.
Mission: Making job changes not a goal, but the start of success.
We will do everything to realize the visions of our clients (job seekers and companies).
■ Background of the PVM Renewal: Three Structural Issues in the Labor Market and Our Determination
In recent years, the Japanese working environment and human resources market have faced three major structural challenges.
1. Extremely low levels of "job satisfaction and enthusiasm" in Japan
According to an international survey, only 29% (*1) of Japanese workers are "satisfied with their jobs," and the percentage of "highly engaged employees" hovers at 6% (*2), the lowest level in the world. This highlights the current situation where working is not perceived as "hope."
2. The "supply and demand gap" in sales professions
While sales roles are constantly in high demand from companies and face chronic talent shortages (*3), job seekers often have preceding negative images such as "quotas and stress" (*4). In other words, there is a structural gap where companies strongly desire them, but job seekers tend to avoid them.
3. Early turnover due to mismatches
More than 40% (*5) of those with job-changing experience left within "an average of 9.5 months," which companies consider early turnover. The main reasons cited include "mismatched job descriptions" and "discrepancies in conditions compared to the job posting" (*6). Additionally, more than half of job changers responded that "individual company research cannot prevent post-hire gaps" (*7). In short, there are limits to the information an individual job seeker can gather. We believe that true career support lies in agents intervening to eliminate the information asymmetry between job seekers and companies, achieving a job change without mismatches.
SQiL Career Agent, operated by Cerebrix, has high resolution regarding the reproducibility of skills possessed by salespersons and the challenges and cultures faced by sales organizations. By bridging the information gap between companies and job seekers through support that only we can provide, we aim to reduce post-hire mismatches and realize a society where people work vibrantly.
We renewed our PVM to go beyond the "point" of changing jobs, accompanying individuals through to their "retention and success" after joining, and spreading "further elevation of the sales profession's status" and "hope in working" throughout society.
(*1) Source: PwC "Global Workforce Hopes and Fears Survey 2023: Japan and Global Results Comparison" https://www.pwc.com/jp/ja/knowledge/thoughtleadership/hopes-and-fears2023.html
(*2) Source: Gallup "State of the Global Workplace 2025" https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
(*3) Source: doda "Job Opening-to-Application Ratio Report (February 2026)" https://doda.jp/guide/kyujin_bairitsu/
(*4) Source: Sales Marker "