Grand Central Continues to Achieve 0% Turnover of New Graduates within 3 Years*1 Young employee retention rate increases due to "Quality Supremacy" and thorough management Details of the unique onboarding policy and results-linked personnel system Part 1 is now available.

Grand Central Corporation (Headquartered in Minato-ku, Tokyo; Takumi Kitaguchi, CEO; hereinafter referred to as "Grand Central") has maintained a 100% new graduate retention rate since its establishment. The details of the unique onboarding policy based on the "Quality Supremacy Principle" and the results-linked personnel system behind the company's success [Part 1] will be presented.

*1 As of May 7, 2025. Based on our company's data.

0% turnover among new graduates within 3 years "Quality Supremacy" and thorough management have increased the retention rate of young employees

Current status of new graduate turnover rate

According to the Ministry of Health, Labor and Welfare's "Job Turnover by Period of Employment for New Graduates (March 2022 Graduates)," the job turnover rate within 3 years of employment for new graduates is 23.9%. 1

This phenomenon of more than 30% of new graduates leaving the workforce within 3 years is socially referred to as the "3-year-30% problem," and has been viewed as an extremely important issue for many years. If the turnover rate continues to increase, it will increase recruitment and training costs, interfere with business plans, and damage the company's image and reputation.

Job Turnover by Period of Employment for New Graduates (March 2022 Graduates)

Year/job turnover rate

March 2020/32.3

March 2021/34.9

March 2022 / 23.9

According to a survey by Momri, a resignation agency that provides resignation services, 88 new graduates resigned*2 after joining the company in FY2025. Of these, 5 new graduates resigned on their first day of employment, citing discrepancies in salary recognition and power harassment as reasons for resignation.

<Number of new graduates who resigned after joining the company in FY2025 using a resignation agent, Momri

Date of resignation / Number of resignations

4/1 (Tue)*First day of employment/5 persons

4/2 (Wednesday)/8 persons

4/3 (Thursday)/20

4/4 (Friday)/13

4/7 (Monday)/42

The ranking of the reasons for resignation of Generation Z who actually resigned within 3 years is as follows. 3

Reasons for leaving Generation Z who quit within 3 years

Actual voices of retirees

Because I became tired of the work and the responsibilities that were thrust upon me. There was not much to gain from the daily routine work.

I thought I could not grow at this company. I had to endure at least the first three to five years, and I could not go beyond this point. The senior staff were kind and I hesitated to quit my job, but I just couldn't stand the company-wide trend that I had to endure.

Grand Central has been actively recruiting new graduates since its first year in business in 2021, and as of May 8, we continue to maintain a 100% new graduate retention rate.

Grand Central's New Graduate Hiring Numbers (Inauguration to Present)

Fiscal year/number of new graduates hired

FY2026/35 (as of May 2025)

FY2025/13

FY2024: 7

FY2023/4

Fiscal 2022: 2

Why does Grand Central maintain a 100% new graduate retention rate when "30% in 3 years" has become an issue? We will get to the bottom of it. 2.

2. 24 new graduate members talk about what it means to stay at Grand Central

At Grand Central, we focus on creating an environment where new graduates can start their careers with peace of mind and maximize their potential. In this issue, we would like to introduce the voice of Mr. Kozai, who joined Grand Central in 2024 and embodies our culture.

Mr. Furuzai, who joined the company to "grow as fast as possible and become a first-class businessperson," overturned the stereotypes of "new graduates" and "inexperienced salespeople" through his efforts. After just one year of starting out with no sales experience, he was recognized by a client as a top salesperson. Behind her being recognized as a top salesperson by her clients was extraordinary effort.

What Mr. Furuzai did over the course of one year

(1) Steady review of all sales meeting videos and analysis of his own issues

(2) Thorough preparation for question-and-answer sessions, anticipating every possible question and concern of the client

(3) Repetitive input and output of knowledge

He told us that the driving force behind this was "sales guidance from those around me," and "when I was not getting results, arrows were clearly pointed at me, and I was in an environment where I could not be lenient at all and had no choice but to keep running.

From the interview, I learned that the "growth environment" is the reason why he continues to work at Grand Central. He said that the environment where he is surrounded by highly motivated members and receives guidance from his seniors is attractive because it provides him with stimulation and learning opportunities. He also cited "a system where hard work is valued" and a "culture that encourages challenge" that "encourages the development of those who are willing to take risks.

Mr. Furuzai's reasons for growth were "I want to become a businessman who can be accepted in any company and who is respected as a human being," and "I don't want to lose out in salary and sales skills to my motivations, friends, and acquaintances who work for major companies. Given that the definition of growth varies widely, matching a job seeker's growth goals with the company's offerings is key to preventing mismatches.

Mr. Furuzai

MGR x Mr. Furuzai

We also asked Mr. Furuzai about the gaps before and after he joined the company.

I feel that the salary is more than I expected and I can surpass my peers according to my achievements, and I feel that I am being evaluated justly. The benefits package is in line with my understanding at the briefing session, and there is no gap with what I had expected. Most recently, some employees, regardless of gender, have taken childcare leave, and I expect that this will be expanded in the future. I was surprised that I was entrusted with more challenging work than I had imagined. Of course, there is a certain amount of responsibility that comes with the job, but I feel that this is a strong motivator for growth.

Grand Central's high standards that encourage challenge, accelerate growth, and reward achievement have led to high engagement among younger members, high retention rates, and remarkable individual success.

So how does Grand Central create and maintain this "growth environment"? In the second part, we will take a closer look at the company's unique management and human resource development efforts.

Company Profile

Company name: Grand Central Inc.

Tokyo Headquarters: Sumitomo Fudosan Tokyo Mita South Tower 15F, 3-5-27 Mita, Minato-ku, Tokyo

Nagoya Head Office ： 21F Hirokoji Cross Tower, 2-20-15 Nishiki, Naka-ku, Nagoya City, Aichi Prefecture

Osaka Office ： Vianode Shin-Osaka 6F, 1-8-10 Nishi-Miyahara, Yodogawa-ku, Osaka-shi, Osaka

TEL : 052-228-4873 (Representative)

HP ： https://grandcentral.jp/

Service page : https://service.grandcentral.jp/

Instagram ： https://www.instagram.com/grandcentral_official/

X ： https://x.com/gcbx_official

note ： https://note.com/grandcentral

Business : Sales Development / Sales DX / Sales Enablement / Sales Marketing

　　　　　　　　 Sales Enablement / Sales Marketing

1 Ministry of Health, Labour and Welfare, "Job Separation Situation of New Graduates by Period of Employment" https://www.mhlw.go.jp/content/11800000/001318985.pdf

2 Resignation agency Momri [Report of results] (for April 1, 2025 - April 7, 2025) https://momuri.com/casestudy/page/2/

3 Openwork "Ranking of reasons for joining & leaving Generation Z who quit within 3 years (vol. 130)" https://hatarakigai.openwork.jp/posts/56409598