Designed to increase the lower end of compensation ranges by approx. 20% to 50%, the new evaluation system supports ambitious efforts and achieving results.

Tokyo, Japan, March 6, 2026 — MIXI, Inc. will introduce a new personnel system that comprehensively revises compensation, evaluations, and workstyles starting in April 2026. The new system is based on the concept of “total rewards,” which views compensation as an integrated whole that includes not only monetary rewards such as salary, but also non-monetary rewards such as growth support and work environment. Through this initiative, MIXI aims to support each employee’s success and growth while maximizing organizational performance.
Under this system, we revised the compensation table and designed the minimum compensation range to increase by approximately 20% for general employees and approximately 50% for senior management.* At the same time, we reviewed the evaluation system so that employees’ performance, growth, and contributions to organizational performance are more clearly reflected in their compensation. In addition, we reorganized our workstyles as well as support systems for learning and tackling new challenges, in order to further encourage employee initiative and drive organizational performance.
*This revision does not uniformly increase salaries for all employees at the time of implementation.

Reason for the Revision

As we expand a diverse range of businesses centered on communication, we view the source of our corporate value as high-caliber talent and strong teams that enable that talent to shine. To achieve sustainable growth, it is essential to attract and retain outstanding talent and maximize their capabilities. With this in mind, we have decided to fundamentally review our personnel system in order to more clearly articulate our policy of rewarding high performance with high compensation and to remain a company that top talent continues to choose. We will comprehensively redesign compensation, evaluation, and workstyles, which had previously been designed individually, from a total rewards perspective, and strongly support employees in taking initiative and delivering results.

Total Rewards Overview

Under our new total rewards personnel system, we designed the following three elements as an integrated rewards package provided by MIXI to employees, centered on reflecting both the embodiment of our Values (Innovation, Passion, and Integrity) and compensation for contributions to organizational performance.

1. Monetary Compensation: Achieving a market-competitive compensation level
2. Success and Growth: Supporting employee’s success and growth through performance evaluations and benefits
3. A focused work environment: Reorganizing workstyles to maximize individual performance while also driving organizational performance

1. Monetary Compensation: Achieving a market-competitive compensation level
We will review the compensation table and raise it to a more market-competitive level. By reflecting expanded roles and contributions to organizational performance more strongly in monetary compensation, we will encourage growth and new challenges while also attracting and retaining top talent. However, rather than implementing a uniform base salary increase for all employees at the time of the revision, we will gradually align compensation with the new salary levels after the transition to the new system through differentiated evaluations based on growth, performance, and expanded roles.
– Higher salary levels: We will raise the minimum compensation range by approximately 20% for general employees, approximately 20% to 30% for core employees to junior management, and approximately 50% for senior management. Compensation will also be raised similarly for specialists, non-managerial employees who demonstrate advanced expertise and on the same level as management.
Example: The minimum annual salary for general manager-level positions raised from 8.4 million yen to 12.6 million yen, reflecting an approximate 50% increase. (The annual salary is calculated as the monthly salary multiplied by 14 months.)
– Review of compensation for senior corporate officers and corporate officers: For officer roles with executive responsibility, we will review the overall compensation structure, including stock-based compensation, to further enhance the competitiveness of compensation levels in line with the value creation expected of them and the responsibilities they bear. Specifically, we are using the top 10% level among Prime-listed companies as one of our benchmarks.

2. Success and Growth: Supporting employee’s success and growth through performance evaluations and benefits
We will also revamp the performance evaluation system, including revising the evaluation criteria, and place even greater emphasis on dialogue and reflection through the evaluation process, evolving it into a framework that supports each employee’s performance and growth. We will also review our benefits programs and expand support for self-directed learning opportunities.
– Making our Values a core evaluation framework: Through competency evaluations based on our corporate philosophy’s Values (i.e., Innovation, Passion, and Integrity), we will reflect on how well employees embody these values and fulfill their roles, supporting their growth and their ability to take on broader responsibilities. At the same time, for results linked to organizational goals, we will update the evaluation criteria under commitment evaluations so that contributions to organizational performance are reflected more clearly.
– Encouraging new ventures: Through appropriate feedback and growth support based on evaluations, we will encourage employees to take on new challenges rather than simply maintaining the status quo. Going forward, we are also considering the use of AI as a way to improve the quality of feedback conversations.
– Expanded support for creativity: We will expand subsidies for opportunities to enjoy entertainment experiences and gain new learning, helping spur innovation.

3. A focused work environment: Reorganizing workstyles to maximize individual performance while also driving organizational performance
We will maintain arrangements that allow employees to work flexibly according to their individual circumstances, while shifting our policy to place even greater emphasis on face-to-face communication.
– Workstyle improvements to maximize performance: We are formally instituting a flextime system with no core hours, known as “full flextime”, that had previously been introduced on a trial basis. This will help improve each individual’s productivity while also facilitating the global expansion efforts we’ve been focusing on in recent years.
– Strengthening team collaboration: While enabling flexible ways of working, we will place even greater emphasis on generating organizational results. By encouraging more opportunities for face-to-face communication, we will deepen team collaboration and enable higher-quality output across the organization.

Guided by our Purpose of “Enriching communication and inspiring moments of joy,” we will continue investing in our personnel and building systems that properly reward employees for taking on challenges and excelling.