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AvoidConfidence mediumCoverage 100%Evidence strong10-year outlook: Caution

주식회사 베어로보틱스코리아

Decline signals need careful validation before joining.

Verdict
Avoid
Signal score
60/100
Evidence coverage
100%
Red flags
1
Generated
7/16/2026

Overall opinion

The report gives Bear Robotics Korea a 39/100 score with medium confidence. The employment outlook is marked stable, but with caution signs of decline: NPS subscribers rose from 162 in 2025-06 to 185 in 2026-05 and recent joiners exceeded leavers, yet the report flags an employment-related warning, high recent churn history, and several negative monthly net-change/churn signals. Business momentum and R&D signals are strong, but the long-term employer risk is held down by 2025 balance-sheet stress: borrowings rose to 614.6억 원, cash fell to 13.2억 원, and total equity was negative. I would not treat this as an avoid-at-all-costs company, but I would verify financial runway, team churn, and workload before applying for a multi-year career move.

Final score capped at 39/100

  • Severe financial deterioration caps the final score.
Immediate red flags
  • Employment trend is weak.

Employment outlook

A job-seeker view of whether this looks like a healthy 3-10 year place to join.

Company state
Stable
Resource pressure
Low
Career upside
Reasonable
Peak to now
None
Employee experience risk
Medium

Company trajectory looks stable; confidence is high.

Resource pressure looks limited from current signals.

Employee-experience risk exists and should be checked.

Outlook drivers

  • Company state: stable signal
  • Peak-to-now decline: none visible
  • Resource pressure: low
  • Employee risk: medium
  • Career upside: reasonable

Next checks

  • Ask what changed since peak and how recovery is measured.
  • Use interviews to confirm the report pattern still holds.
  • Review the report's underlying sources for the original checks.

Score by category

This chart shows which dimensions pull the score up or down.

Category drill-down

Open a category to see the exact reasons used by the report.

  • OpenDART normalized financial API was empty; parsed public audit report filing.
  • Operating profit is positive.
  • Borrowings detected: 614.6억 원.
  • Web financial signal is positive.
  • Headcount is large enough to reduce single-team risk.
  • NPS history shows high recent churn.
  • More people joined than left over the last 12 months.
  • NTS/Hometax status: 계속사업자.
  • The company has operated for at least five years.
  • NTS/Hometax tax type: 부가가치세 일반과세자.
  • Funding signal is present.
  • Web research found positive market momentum.
  • IP/R&D public signal is recorded as context only.
  • Official average annual salary is 0원.
  • Official average tenure is 0 years.
  • Estimated salary is trending up faster than inflation.

Decision notes

Positives

  • Employment base is not tiny: NPS shows 185 subscribers in 2026-05, reducing single-team fragility.
  • Recent hiring activity is positive overall: the NPS source reports 82 recent joiners versus 51 recent leavers.
  • 2025 profitability signals are strong: operating profit is reported at 205.9억 원 and net income at 182.1억 원.
  • Market momentum signals include recent funding, cumulative funding, LG Electronics-related investment/partnership signals, and product-launch signals in the report.
  • R&D/IP activity is substantial: KIPRISPlus returned 54 official IP records, including 50 patent mentions and 4 trademark mentions.

Risks

  • Overall employer-risk score is low at 39/100 with medium confidence, so this is not a clean long-term employment bet.
  • The score is capped by the report’s stated reason: severe financial deterioration.
  • 2025 financials show stress despite profit: borrowings of 614.6억 원, cash of 13.2억 원, liabilities above assets, and negative total equity.
  • Employment stability is only 4/10 in the report, with an employment-related warning and high recent churn history.
  • Recent NPS months include negative or elevated-churn signals, including 2026-04 with 9 leavers, -2 net change, and 5% churn.

Next checks

  • Ask whether the role is new headcount or backfill, and why the vacancy exists.
  • Ask directly about overtime expectations, weekend/on-call work, and whether recent leavers came from the same function.
  • Ask for team-level attrition over the last 12 months, not only company-wide headcount growth.
  • Clarify the 2025 debt increase, negative equity, cash position, and expected runway or refinancing plan.
  • Verify compensation bands, actual average tenure, and promotion history because the official salary/tenure proxy is not informative.

Source mix

Available8
Missing2
Not configured0
Error1