How We Work
Competency and mindset matter
Employees at NAVER are recognized for their competency, mindset and willpower, not their age, seniority or job title.
This is also why NAVER does not have a job title structure, such as general manager or senior manager.
In NAVER, anyone can and will be recognized and compensated for their leadership if they have the right expertise and the ability to empower others.
- Equal opportunities
- NAVER's leadership and executives change faster compared to other corporations, with many women in leadership positions. The company also provides full-on support for women who wish to balance work, pregnancy and childbirth.
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-The highest number of executives (Executive Officer) born in 1980s among the top 100 Korean companies in 2022 (14 in total)
However, this number does not take into account executive officers who are part of the board of directors. - -Percentage of leaders in their 30s in 2023: 28%
- -Usage rate of parental leave for women in 2023: 81%
- -Percentage of employees who returned to work after parental leave in 2023: 97%
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-The highest number of executives (Executive Officer) born in 1980s among the top 100 Korean companies in 2022 (14 in total)
Flexible and responsible
choose when and where to work depending on how they can focus and do their best, with no fixed time for coming to or getting off work.
Our employees take responsibility for their decisions and execution.
The focus is to go beyond the standards we have set up for ourselves.
- Connected Work 2023/24, ~2024.6
- Employees may work anytime from 6 am to 10 pm on weekdays with no fixed time for coming to or leaving work, and are free to select between office- or remote-based work types each year.
- Self-approval
- Employees self-approve and execute various decisions that require approval, such as going on vacation and purchasing work tools.
Discovering the joy of work
The joy of immersing yourself in your work, the confidence that comes from solid teamwork, and the thrill of making accomplishments - These are what we value just as much as compensation in our work.
- Open Career Chance (OCC)
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Employees are open to opportunities for working in another position within a different organization in the company.
This creates chances for employees to find a new career path for growth, and for the company to create new synergy in the workplace.
When an organization that needs additional hands uploads job postings, applicants can anonymously apply for the post, and transfer to a different organization after the document screening and interview processes.
Staying agile with a solid foundation
Timing is often key to success in the tech industry, where rapid change and evolution are the norm.
We know the importance of staying insightful and agile, which is why we make thorough decisions, swiftly take actions, and make improvements again.
We keep our decision-making process short by delegating authorities as much as possible, all the while building a well-structured and stable system.
- Organizations with Expertise and Independent Corporations
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To respond to trends within and outside Korea in an agile manner and to proactively discover new business opportunities,
NAVER has dedicated organizations that can create synergies in collaboration based on detailed areas of expertise.
Some organizations first grow within NAVER and later spin off as independent corporations, being recognized for their value in the market.
Prime examples include NAVER Cloud, SNOW, NAVER LABS, NAVER WEBTOON, and NAVER FINANCIAL.
User-centric
We are enriching the lives of 200 million users around the world.
With pride and commitment, we always try to listen to our users.
Our most important mission is to add value to the everyday lives of our users.
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- -34 million DAU for NAVER app
- -170 million MAU for NAVER WEBTOON/Wattpad
- -Over 300 million registered users on ZEPETO
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-Economic value worth 46.1 trillion KRW created for SMEs offline
*As of March 2022
Being transparent to our customers and employees
NAVER's business must be transparent.
We work honestly without making any compromises and with a strong work ethic and moral so that we do not have to keep anything in the dark and can openly communicate with users and our colleagues who trust NAVER.
- Integrity Code
- We set and uphold our own standards in order to prevent any conflicts of interest that may arise in the course of work, such as corporate culture, transparency at work, information security and partnerships.