100억 매출의 그늘, ‘인턴’이라는 이름의 무거운 짐 > K-wave Trends

The core of the controversy lies in the title 'Project Manager (PM) Intern' recruited by Black Paper and the excessive scope of work associated with it. According to the posting, the duties required of the intern were not simple administrative tasks, but high-level responsibilities ranging from planning YouTube content and managing teams to establishing brand strategies for affiliated artists and designing business models utilizing IP (Intellectual Property). Furthermore, by listing data analysis skills, as well as advanced video editing and design tool proficiency as preferred qualifications, the company strongly signaled that it wanted an experienced-level talent capable of handling core practical tasks. The public criticized this scope of work as far exceeding what could be expected of a 6-month intern, raising suspicions that the company was using the intern title to hire staff at a low cost.

The decisive point that drew public ire was the fact that while demanding such high work intensity, the company explicitly stated there was 'no plan for conversion to full-time employment.' Despite having to work full-time for a significant period of 6 months and being deeply involved in the company's core projects, the company's stance of offering no job security brought great disappointment to job seekers. In contrast to the image Yoo Byung-jae previously projected as a voice for the struggles of young people, critics pointed out the hypocrisy of his own company demanding experienced-level capabilities from newcomers without providing corresponding treatment or opportunities. This went beyond a simple issue of recruitment methods, leading to disappointment that the chronic 'passion pay' practice prevalent in the content production industry is appearing without exception even at a celebrity's company.

Of course, there are counterarguments. Among industry insiders, there are not a few opinions that the criticism of this job posting is excessive. They argue that due to the nature of startups or small content production companies, it is a realistic necessity to have a 'multi-player' who can perform planning, production, operation, and performance analysis across the board. Also, some view that since the title of PM varies greatly in meaning and scope of responsibility depending on company size and industry, it is unreasonable to judge the difficulty of the work based on the title alone. There are also some defenses that as the current trend in the recruitment market leans heavily toward preferring practical-oriented talent, the content of the posting is not significantly out of line with industry averages.

However, despite these practical excuses, the reason Black Paper could not avoid fierce criticism from the public is due to their 'symbolism.' For a company that has achieved the dazzling feat of 35 employees and 10 billion won in revenue within three years of its founding, there is an expectation that it should have shown a systematic recruitment process and respect for talent commensurate with that success. The public once again confirmed the dark side of the Korean recruitment market through the sight of a successful company consuming interns as mere 'cheap labor.' In particular, as the public image of Yoo Byung-jae and the relatable, down-to-earth empathy he showed through broadcasts were significantly damaged by this incident, it became a clear example of how closely corporate reputation management and recruitment strategy are linked.

As the controversy spread, the company responded immediately. CEO Yoo Kyu-sun stated in an interview with the media that "it seems to have been written in a way that caused misunderstanding," and announced that they would revise or remove the job posting; in fact, the posting has now been deleted. However, it is difficult to see this controversy as fully resolved just by deleting the posting. This is because many young people have once again realized the company's perspective on interns and the harsh reality of the content production industry through this incident. Ultimately, this situation suggests that companies should not simply hide behind the name of 'industry practice,' but that serious consideration of transparency, fairness in the recruitment process, and the value of labor must come first.