CJ OliveNetworks to Recruit New Hires in the Second Half, Selecting 'AI Native' Talent
IT DAILY ·
✦ AI Summary
CJ OliveNetworks said on the 17th that it will begin an open recruitment drive for new hires in the second half of 2026.
The hiring focuses on selecting 'AI native' talent who can use AI in actual work, with an 'AI competency diagnostic test' introduced for all job categories.
The recruitment process will move through document screening, the AI competency diagnostic test, and first- and second-round interviews, followed by an internship program for second-interview passers within 3 weeks, with final hiring decisions confirmed in January next year.
CJ OliveNetworks said on the 17th that it will conduct an open recruitment drive for new hires in the second half of 2026. For this open recruitment, the company has introduced an 'AI competency diagnostic test' for all job categories.
The focus of this hiring drive is on selecting 'AI native' talent who can use AI in actual work. As it carries out its second-half open recruitment for new hires, CJ OliveNetworks has applied AI competency assessments to all job categories.
Openings span engineering roles in AI, Data, software, digital transformation (DX), ERP, information security, infrastructure services, cloud, and network services. The openings also include AI video product planning.
By role, AI engineers will handle the development of generative AI- and agent-based services, as well as AX support work across a range of industries. Data engineers will be responsible for building and operating the group data platform.
DX engineers will develop major business systems and services for CJ Group businesses such as food & food services, logistics & new retail, and entertainment & media. They will also handle DX support work.
The focus of this hiring drive is on selecting AI native talent. The company said the purpose is to hire people who use AI as a basic work tool, proactively discover new opportunities, and demonstrate results.
Accordingly, the existing coding test has been completely overhauled. The new 'AI competency diagnostic test' has been introduced for all job categories, while development positions will add a 'vibe coding test' that evaluates the creation of actual deliverables through AI collaboration, and non-development positions will be subject to an 'AI utilization competency test' that assesses the effectiveness of AI use in work situations.
The hiring process will proceed through document screening, the AI competency diagnostic test, and first- and second-round interviews. Those who pass the second interview will then go through an internship program within 3 weeks, and final hiring decisions will be confirmed in January next year.
CJ OliveNetworks plans to hold an online recruitment information session on the 28th to help applicants better understand the roles. The session will include recruitment staff and employees with experience in the relevant roles, and applications are open until the 30th.
Lee Yong-wook, head of human resources at CJ OliveNetworks, said the company revamped its hiring process to identify AI native talent in an era when AI has become the baseline for work. He added that, as CJ OliveNetworks leads AX across industries, the company hopes to draw interest and applications from people who want to grow with the company, find new opportunities through AI, and prove their results.
Source: IT DAILY · Yang Seung-gap
Original: https://www.itdaily.kr/news/articleView.html?idxno=241680
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Source: IT DAILY
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