Qnity Redefines Core Values Centered on 'Speed'... Strengthening Horizontal Culture by Abolishing Job Titles

Qnity, a global electronic materials company spun off from DuPont Specialty Materials, is redefining its core values and accelerating the spread of a horizontal organizational culture to respond to the rapid changes in the semiconductor industry.

According to a KOTRA TV video, Qnity has established new core values by adding 'Speed' to its existing values during the recent spin-off process. The company plans to supplement its internal decision-making system and focus on increasing adaptability to change in order to respond agilely to rapid trend changes in the semiconductor industry. The new core values consist of Customer, Innovation, Speed, and People. However, existing values such as respect for humanity, ethical behavior, and a safe environment are still maintained as the foundation of the company.

"Abolishing job titles and using 'Nim' titles... Aiming for horizontal communication"

Qnity is creating an environment where free communication between members is possible, moving away from a rigid vertical culture. Bae Gyeong-sik, a Global Software Chain Manager Team Leader appearing in the video, explained, "Unlike the stiff and vertical working environment unique to Korea, Qnity has a horizontal atmosphere that allows for smooth communication," adding, "We have created a bright and free atmosphere through a campaign to abolish the job title system and use the 'Nim' title."

This culture also leads to individual career scalability. A key feature is that individuals are highly evaluated based on their will and qualitative efforts, rather than being limited by a specific major, academic background, or career history. Jeong-yun, who is working as a production management engineer, said, "During my university days, I thought my career would be limited depending on my major, but here, the doors of opportunity are open according to an individual's capabilities, making it possible to challenge other fields as well."

Voluntary movements to vitalize organizational culture are also active. 'ERG (Employee Resource Group)' created directly by employees to improve organizational culture is being operated, and more than 32 clubs, ranging from e-sports to golf, cooking, and crafts, are operating to help enhance networking. Additionally, a culture of respecting diversity is being practiced, such as hiring employees with disabilities as regular employees in equal positions rather than through indirect hiring.

Seeking talent through recruitment fairs and university tours in the second half of the year

Qnity is carrying out various recruitment branding activities to secure talent that will lead future advanced industries. The company's policy is to prefer talent that can challenge their own limits and lead change, rather than talent that simply performs given roles.

Specific recruitment plans include participating in the COEX recruitment fair this coming June and expanding touchpoints within the industry by participating in the SEMICON exhibition in August. In particular, they plan to promote job roles through university tours while simultaneously conducting intern recruitment. Furthermore, they are also putting effort into discovering female talent through 'WISET', a mentoring program that connects female engineering majors and female employees.

The recruitment process proceeds in the order of resume screening, video-based first interview, and one-on-many interview. The one-on-many interview is not intended to put pressure on the applicant, but is a procedure for various members to participate to understand the candidate from multifaceted perspectives. In the interview, technical and job-related questions, problem-solving scenarios, and motivation for applying are handled as major verification items.