Preventing Hiring Mismatch and Early Turnover Before Symptoms Appear

Yumekanau Co., Ltd. (Headquarters: Tokyo; CEO: Yukiko Tsuzuki, hereafter “the Company”) is pleased to announce the launch of two enterprise services on “Yumekanau Cloud” — a resonance-engine platform that mathematically visualizes the “Being” of individuals and organizations: “Resonance Report PRO” (hiring analytics) and “Soul Team Diagnosis PRO” (organizational diagnosis for companies).

Two patents are pending for the core technology, the “Resonance Algorithm” (Japanese Patent Applications 2026-077024 and 2026-077025, accepted by the Japan Patent Office on April 30, 2026).

■ Background: HR Metrics That Could Only Be Measured After the Problem Had Already Occurred

As AI rapidly transforms the structure of work, hiring and placement still rely on matching external “labels” — skills, job history and conditions.

In Japan today, only about 6% of employees are engaged at work (Gallup), labor productivity ranks 30th among the 38 OECD member countries (Japan Productivity Center), and 33.8% of university graduates leave their first employer within three years (Ministry of Health, Labour and Welfare). Matching based on conditions alone leads to post-hire dissonance and early turnover, which translates directly into losses of several million yen per person, wasted recruiting spend, and mental health issues. Yet turnover rates and post-hoc surveys can only detect a problem once it has already surfaced.

■ Our Approach: Treating Organizational “Mibyo” — A Mechanism That Removes Dissonance Rather Than Screening People Out

Japan has a long tradition of valuing harmony and of addressing signs before they become illness — a concept known as “Mibyo” (the pre-symptomatic state). Building on this idea, the Company designed both services not as tools for screening people out, but as a mechanism that removes dissonance.

When an organization stalls, it is rarely because anyone is slacking. It happens because capability is unevenly distributed and the flow of collaboration is blocked. Rather than blaming individuals, the state of an organization can be improved through placing the right people in the right rolesand refining how it hires. “Resonance Report PRO” works at the entrance to hiring, and “Soul Team Diagnosis PRO” works inside the organization: both quantify the gap between philosophy and placement, and restore balance before symptoms appear.

■ Service Details

1. Hiring analytics “Resonance Report PRO” — preventing hiring mismatch at the entrance

For companies, organizations and business owners engaged in hiring. It analyzes job-posting design and the characteristics of the applicant pool at the level of the business as a whole, providing a cockpit that prevents hiring mismatch at the entrance. The “Resonance Report,” previously offered per project, has been extended into an enterprise edition that gives a view across the entire company and business.

• Identifying the gap in messaging: pinpoints where corporate philosophy and vision diverge from what each job posting actually communicates
• Objective analysis of the applicant pool: understands the characteristics of the people you are attracting, at the level of the business
• Self-directed posting design: lets a company identify and address the root cause of weak application volume on its own, containing recruiting costs
• Details: https://yumekanaucloud.com/client/report-guide/ (Japanese)

2. Organizational diagnosis “Soul Team Diagnosis PRO” — making the gap between philosophy and placement visible

For executives and HR leaders driving human capital management and organizational development (offered at the level of an organization, division or team). It visualizes the gap between stated philosophy and actual placement in a single report, and proposes the next hiring and placement actions to take. The resonance engine built through the Life OS Diagnosis and the Soul Team Diagnosis — proprietary algorithms grounded in human and life sciences, patent pending — has been advanced to operate at the level of an entire organization.

• Measuring the gap between philosophy and reality: clarifies the dissonance arising between stated values and the workplace as it is
• Visibility into collaboration and team fit: reveals cross-departmental friction and the balance of placement within teams, informing smoother team building
• Placement simulation: forecasts in advance how a new hire or an internal transfer will change the shape of the organization
• Preventing early turnover and misplacement: quantifies organizational fit that interviews and performance reviews struggle to capture
• Support for human capital disclosure: produces material that explains, internally and externally, how closely placement aligns with philosophy
• Engagement and psychological safety: surfaces how members actually experience the stated philosophy on the ground
• Low response burden: about 30 questions, roughly three minutes, answerable from a smartphone
• Details: https://yumekanaucloud.com/pro/team-diagnosis/ (Japanese)

3. Delivery and onboarding

• Delivery: cloud service for organizations, with individual plans based on headcount and departmental structure
• Onboarding: 1. Inquiry → 2. Discovery session → 3. Agreement → 4. Launch (typically within about one week of the initial inquiry)
• Pricing: proposed individually, based on the discovery session

■ Evidence from Abroad: Shifting the Criterion from “Conditions” to “Traits”

Organizations that moved their evaluation criteria from “matching conditions” to “assessing traits (Being / soft skills)” have already demonstrated results. Companies that abolished résumé and experience requirements saw applications rise 6.4×, with time-to-hire falling from over 200 days to 41. Companies that selected on traits saw retention rise from 26% to 46% and offer acceptance from 64% to 82%. The pool widens, and the people who join stop leaving. Those two effects arriving together is the signature of changing the yardstick.

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Sources: company disclosures (Scotiabank / Siemens / Unilever); Harambee × World Bank randomized controlled trial (South Africa, 6,891 participants); impact evaluations of the UK and Swedish public employment services; IPS (28 randomized controlled trials) and Gallup meta-analysis (49,495 business units, 1.2 million people).

What all seven cases share is a single turning point: they stopped hiring on “conditions” and placed a person’s essential “Being” at the center of evaluation.

That said, most of these cases adopted only one half of the equation — either measurement or matching. “Yumekanau Cloud” integrates both: the yardstick that measures Being (the resonance engine, Japanese Patent Application 2026-077024) and the connective tissuethat carries people from first encounter through to retention (a matching platform with a proprietary LLM, Japanese Patent Application 2026-077025). “Resonance Report PRO” and “Soul Team Diagnosis PRO” deliver that integration at the level of an organization.

Through these services, the Company supports organization building from hiring through retention and contribution, helping to ease talent shortages and maximize the value of human capital.

For detailed materials or to discuss adoption, please contact us: https://yumekanau.co.jp/contact/

■ Message from the CEO

“Before an organization falls ill from mismatch or talent shortage, being in a state of Mibyo — healthy before symptoms — is the foundation of wellbeing. Rather than waiting for turnover and mental health issues to break out, we address the signs: the gap in philosophy, the gap in placement. Our aim is a world in which both individuals and companies live as who they truly are and bring each other to life. That is why we are delivering Resonance Report PRO and Soul Team Diagnosis PRO.”

Yukiko Tsuzuki, CEO and Inventor, Yumekanau Co., Ltd.