The millennial generation has become the beacon to accelerate economic growth-as they slowly becoming a majority for the working force&may become the country's future holder. Especially in greater Jakarta. While there are advantages and disadvantages due to various aspects, managing and retaining millennial seems more difficult because of their job-hopping behavior. This research examines the millennial behavioral intention to do job-hopping, focusing on what drives them and hold their intention by utilizing extended theory of planned behavior with employer branding as additional moderating variables. A total of 214 questionnaires distributed by using online surveys, targeting people who are age 21-32 who has leave their perspective companies within 2 years that is living in the greater Jakarta area. The result is to show dominant factors from variables of attitude towards behavior, subjective norm, perceived behavior control, and employer branding as strategy to reduce their job hopping behavior. To analyze the data, this study used the PLS-SEM method and SPSS. The result of this study is that towards behavior, subjective norm, perceived behavioral control, positively affect job hopping intention. While employer branding negatively affects job hopping behavior. The study found out that employer branding has no significant effect on job hopping behavior.