CJ Group said on the 18th it is launching open recruitment for new employees for the first half of 2026.
Applications can be submitted on the "CJ Group recruitment website" from that day through on the 1st of next month. Applicants who pass the document and test screenings will go through tailored processes by affiliate. Final successful candidates will receive onboarding training in July.
This year's first-half open recruitment expanded the hiring scale by 30% from the previous year, reflecting Chairman Lee Jay-hyun's "talent first (人材第一)" management philosophy. CJ Group said the aim is to proactively secure "top talent" to lead the group's mid- to long-term competitiveness and future innovation amid a rapidly changing business environment.
The chairman has emphasized, "The key that enables future innovative growth is talent," adding, "I will make this a workplace where 'go-getter' talent can grow through diverse opportunities and fair competition."
CJ's commitment to securing excellent talent laid the groundwork for the Korean-style open recruitment system. CheilJedang, the predecessor of what is now CJ Group, introduced a large-scale open recruitment system for hiring new employees in 1957, together with Samsung C&T and Cheil Industries, the first among domestic corporations. Even after the 1993 spin-off, it has continued the open recruitment tradition, providing opportunities for talent development for 70 years as of this year.
The "go-getter" talent profile, which has become part of CJ's unique organizational culture, encourages challenges regardless of age, gender, or tenure. Recently, CJ has reinforced its "talent first" management by presenting "go-getter," meaning talent that does not fear failure and keeps challenging, as "people who prove themselves with results, not just declarations."
In practice, CJ is expanding bold, performance-based appointments, such as promoting outstanding young talent born in the 1980s and 1990s to executive positions.
This open recruitment both inherits that tradition and brings changes to the hiring process in line with trends shifting with AI and digital technologies.
Advanced AI technology will be applied across the entire hiring process. Based on applicants' personal statements, it will provide evaluators with objective analysis materials to ensure a purely ability-centered assessment.
Recruitment branding activities tailored to the expectations of Gen Z job seekers will also be carried out. Major affiliates such as CJ CheilJedang, CJ Olive Young, and CJ ENM will hold briefings with current professionals in key roles such as marketing, MD, and PD participating directly.
A CJ Group official said, "We look forward to many applications and interest from 'go-getter' talent who will lead change and innovation together with CJ Group, which sets global lifestyle trends."