Social
Employee Recruitment and Retention
Fair and Systematic Recruitment of Talent
APR operates a fair and systematic recruitment process with the pride that we create a top company with talented people of outstanding capabilities. We recruit the best talent to support the company's continued growth and strategic direction.
We believe that individuals and organizations can grow together when expertise is demonstrated in each field. To this end, we operate a recruitment process that fairly evaluates the applicant's capabilities, job and organizational suitability. We strive to recruit the finest talent by flexibly applying the document screening process to the characteristics of each department and job, which includes cultural fit assessment, interviews, and assignment tests. Also, we have introduced an interviewer management system that strengthened interviewer training and monitoring through post-interview feedback, which created a high-quality interview environment.
APR is waiting for “Apros” to join us in new challenges and growth through fair recruitment.
Growth Through Continued Development of Talent
APR operates various programs to support the growth of our members. The purpose of the new employee training program is to help them better understand the business of APR, adapt quickly based on that understanding, and fully demonstrate their capabilities.
We provide them with free access to a platform that offers online courses to help individuals strengthen their job skills.
In addition, APR holds a town hall meeting once a month to promote communication among all employees.
Every month, employees who have shown excellent performance and attitude in their work based on the four APR talent standards are given an award certificate, gift certificates, and reward vacations, intended to motivate employees to develop their careers.
Excellent Welfare Benefits for Employees
APR operates various welfare policies to improve the quality of life of our members and encourage them to stay with us for a long time. We provide cash welfare such as group insurance, meal ticket points, company dinner expenses, welfare mall points that can be used to purchase products at the online APR store, book purchase expenses, and congratulations and condolences allowances.
We also offer welfare benefits including a free in-house cafe, health keeper (massage service), long-term service refreshment leaves for employees in their third, sixth, and ninth years, birthday celebration leave and gifts, and ending workdays early on the last Friday of every month.
Diversity and Gender Equality
Creating a Favorable Working Environment for Women
among all executives
among all members of APR
*The percentage of executives is based on
the APR corporation (excluding subsidiaries),
and includes non-registered executives and
outside directors.
APR is expanding opportunities for women to enter the workforce by actively recruiting outstanding global female talent who meet our prominence as a global beauty tech company. As of December 2025, women accounted for 68.7% of all employees, and 33.3% of executives. We are working to create an environment where all members can demonstrate their individual capabilities and drive APR's performance and growth together.
For the talents we have secured, we support work-life balance and harmony by providing maternity leave and parental leave, as well as spouse maternity leave, miscarriage leave, and childcare support to prevent career breaks due to marriage and childcare issues. We also operate a multifaceted welfare system that reduces the personal burden of childcare so that employees can focus on their work. Moreover, we are establishing a working environment where all employees can freely demonstrate their abilities by creating a culture of mutual consideration between employees of different genders, such as providing sexual harassment prevention training and practicing a healthy company dinner culture.
Establishment of a Subsidiary-type Standard Workplace for People with Disabilities
In cooperation with the Korea Employment Agency for Persons with Disabilities, we established a subsidiary-type standard workplace for people with disabilities, “APR Communications” in February 2020. Our aim is to provide a wide range of employment opportunities for the underprivileged and fulfill our social responsibilities. In 2025, our employment rate for people with disabilities is 3.6%, and they perform tasks in various jobs, including in-house environmental beautification, office assistance, health care workers, and cafe baristas.
They complete job training under the guidance of professional instructors and are provided with support to help them thrive in the organizational culture and adapt successfully to society. Above all, the subsidiary is operated without any discrimination of space within the same business site with APR, creating a value of growing together regardless of one’s disabilities.
Acquiring Global Diversity
APR is strengthening its external competitiveness by recruiting both new and experienced talent with global capabilities and professional expertise.
Building on its strong competitiveness in the domestic market, APR is pursuing a key strategy of securing talent with deep understanding of local markets in order to effectively respond to differences in consumer characteristics and distribution environments across countries during its global business expansion. In particular, APR has recruited talent across various regions including Asia, North America, the Middle East, and Europe. This effort goes beyond simple workforce expansion; its purpose is to establish a foundation that enables the company to develop more sophisticated brand strategies tailored to local consumers and respond more quickly to market changes.
Evaluation and Compensation
Fair Performance Evaluation and Compensation
APR's personnel evaluation system is operated by combining two parts: 1) performance evaluation centered on OKRs and 2) 360-degree competency evaluation, which includes upward, downward, peer, and collaborator evaluations based on topics such as leadership, ownership, harmony, and growth potential. In addition, we operate one-on-one review sessions after each quarterly OKR evaluation to enhance capabilities and support the achievement of individual and team goals. The evaluation results are disclosed to the employee concerned, and we are continuously striving to ensure the fairness of personnel evaluations.