AdorbsProject™ is an Open Agency for selective roleplayers operating within the manufacturing industry. Generation 1.0 marked our peak era focused on shoe production. Now, we return with Generation 2.0, concentrating on the production of jeans/denim. Our work focus is divided into three divisions: Design & Visual, Copy & Content, and Brand & Strategy.The name combines "Adorbs" (playful slang for adorable) and "Project," reflecting a creative yet structured approach to representing corporate culture through a fun and engaging concept. Each agenda designed to mirror a professional work environment. Participants, referred to as Employees, take on the roles of staff and follow the guidance of Directors to ensure the seamless execution of activities over 5 weeks.
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Do not plagiarize our concept and visual key.
Kenji (Keren and Jenius) is a Creative Director who uses Yamazaki Kento as his muse. He is responsible for key visual editing, logo creation, and designing the Ado mascot. Kenji uses the "Lo-Gue" form of address and types exclusively in uppercase with a period at the end of sentences.
Taka (Tangguh dan Aktif) is a Copy Director who uses Yokohama Ryusei as his muse. He is responsible for crafting the wording and posting content on our official page. Taka uses the "Lu-Gua" form of address and types exclusively in uppercase without a period at the end of sentences.
Miu (Metal nan Imut) is an Editorial Director who uses Imada Mio as her muse. She is responsible for editing needs and further variations of the Ado mascot. Miu uses the "aku-kamu" form of address and types exclusively in lowercase with a period at the end of sentences.
Aiko (Aneh tapi Konyol) is the Chief Director who uses Hirose Suzu as her muse. She is responsible for developing the concepts as well as planning the upcoming project activities. Aiko uses the "i-u" form of address and types exclusively in lowercase without a period at the end of sentences.
About Concept . . .★ What inspired the denim/jeans concept? And what prompted the shift in focus from the previous version?
We decided to focus on one flagship product per generation. Previously it was shoes, this time it's denim/jeans, and we may very well shift to a different product in future generations. Perhaps eyewear? Or Jewelry? But we chose denim/jeans for its trendy, diverse, and timeless identity. Our activities will naturally adapt to whatever becomes our current focus.★ There are 3 divisions in AdorbsProject™. Can Employees choose their own division, or is it assigned by the Directors?
The division is chosen by each Employee when applying to our company (by filling out the form). Your selected division won't influence hiring decisions, since we value all departments equally.★ What differentiates the three divisions from each other?
There will be individual projects that each division will handle differently, but must also collaborate cross-functionally during major projects (events).★ Will the activities in AdorbsProject™ always involve editing?
Not always, but there are indeed design-related activities that go through an editing process. Our main agenda is creating, marketing, and selling products. However, there’s no need to worry—there’s no pressure of any kind, and we truly value every effort made by our Employees.★ Are activities in AdorbsProject™ done collaboratively or independently?
There are projects that must be completed individually, as well as group projects during events.★ What challenges did AdorbsProject™ face during the transition from Gen 1.0 to Gen 2.0?
Our primary concern was the fear of failing to deliver a fresh, new experience for Employees if we simply repeated activities from the previous generation. However, we’ve come to embrace this truth: our core identity lies in designing and selling products. While our main operations will always revolve around these two pillars, we’ll spice things up with equally exciting mini-projects along the way.
About Policies . . .★ What are Tap-in and Tap-out?
Tap-in and Tap-out serve as our attendance system. Similar to standard workplace practices, Employees are encouraged to clock in and out using their ID cards when arriving at and leaving work.★ How to complete the attendance?
Employees should perform Tap-in by scanning their ID cards at the provided column section during the specified morning window, while Tap-out requires completing a provided form at day's end – we emphasize honest reporting as we strongly uphold values of integrity and fairness in all attendance records.★ What does it mean to be granted permission twice a week?
For example, if an Employee has requested permission to miss the minimum interaction requirement on Tuesday and has also requested permission to not participate in the game on Wednesday, then for the remaining days of that week, they may no longer request any further permissions—unless they are on hiatus. Permission is granted to ensure the Employees does not receive minus score for weekly review.
AdorbsProject™ policies that must be obey:★ This is a temporary Semi Event OA for approximately 5 weeks, intended exclusively for selective following roleplayers. The limit ranges from 50 to 600, with at least 200 tweets required. A maximum of 3 OA is allowed—including ours.★ Everyone must mingle by doing at least 10 interactions with different Employees per day. Please contact the main base immediately for any permission requests along with a valid reason.★ Avoid explicit content before 11 PM KST. Promoting or posting NSFW material is strictly forbidden—save it privately if necessary.★ There will be 2 GDMs: one for information only and another for conversations (when open).★ Circle in Circle and inside jokes are strictly prohibited; please respect others and no one should feel excluded. Be kind to one another; serious conflicts, subtweets, or engaging in any form of online drama are prohibited.
You may be fired from AdorbsProject™, if...★ We are very strict with our company policies. We enforce a warning letter system up to termination for Employees who demonstrate poor performance, unethical behavior, or violate company regulations.★ We provide leniency in the form of granting leave (hiatus) for up to 5 days only due to the short period of our company's operations.★ We grant permission up to twice a week to refrain from participating in our agenda (games/missions/events), to skip attendance, or to be unable to fulfill the daily interaction requirement.★ We will issue a warning letter to Employees who remain inactive for 24 hours after verification and who receive minus score in the weekly performance review.★ The Employees who are inactive for 3 consecutive days or fail to respond to a previous warning letter will be terminated. The time limit to respond to a warning letter is 48 hours.
Despite strict regulations, we will continue striving to provide an enjoyable experience for our dear Employees.