Uniqueness of Net Protections
Introducing our unique culture, business and organization that reflect our continuous innovation approach.
MVV-oriented corporate culture
We have the following Mission, Vision and Values (MVV) and we believe that we can provide great value to society because our team members share the same values and goals.
We will continue to explore the essence of things and consider what things should be and to make changes as well as take on challenges. Through these efforts/ongoing process, the potential of our team members is greatly expanded, and we thrive to empower both individuals and organizations in society through the services we provide. Ultimately, our goal is to “Create New Standards” in both our organization and business.
All of our team members participated in discussions to create this MVV. When new graduates or mid-career team members join Net Protections, the CEO explains MVV as part of the training to encourage each team member to understand our corporate culture. Through these activities, we ensure that all team members understand our culture from its history and formation process. As a result, a corporate culture based on the values all team members agree has been formed. Internal surveys have shown that more than 90% of team members understand and sympathize with the MVV. The deep sympathy with the MVV has formed our unique corporate culture.
Leading provider of Buy Now, Pay Later (BNPL) payment solution services.
Although we are often thought of as a startup company as we became a listed company in 2021, we were founded in 2000 and have been developing the BNPL business for over 20 years, making us one of the longest established companies in the BNPL industry.
The world’s first Buy Now, Pay Later (BNPL) service
In 2002, we launched NP Atobarai, a BNPL payment solution service for online shopping. This was the world’s first BNPL service.
Until then, there was no system or service for people who did not have credit cards or who could not use cash on delivery service to pay after receiving the goods.
With the aim of creating a society where everyone can buy and sell with peace of mind, we began by creating a system based on the concept of BNPL, which did not exist in the world at the time.
Despite the fact that there were no precedents for a business model that could be used with limited personal information, and the the fact that it was said to be impossible due to the high risk of fraudulent use and non-payment, we continued to move forward with the idea of “first, we will put trust in everyone” based on our philosophy to “Create New Standards.”
As a result, it is now a social infrastructure that is used by one in seven people in Japan, with over 15 million unique users per year.
Strengths from over 20 years of track record
While maintaining a credit approval rate of over 95%, which is one of the highest in the industry, we have also maintained a very low delinquency rate of 0.6% or less thus we have established profitability as a business all while delivering a smooth payment experience to many people.
Unlike other financial institutions such as credit card companies, we have built a credit screening model based on our own credit information and risk management that does not rely on credit institutions, and we have accumulated more than 440 million transaction data.
This vast amount of transaction data and credit screening model are our strengths and we have been able to achieve a system that can be used by more people than existing credit institutions while also detecting fraud.
Also, we are leveraging these strengths to provide a pioneering BNPL payment solution service for BtoB transactions and has become the No.1 BtoB payment service in Japan*1 .
It is contributing to reducing the workload of businesses and improving sales.
※ デロイト トーマツ ミック経済研究所株式会社 ミックITリポート 2024年11月号 BtoB決済代行サービス市場調査（https://mic-r.co.jp/micit/2024/）より、2023年度年間取扱高を参照。
A teal organization where everyone can be passionate about what they do
A key characteristic of Net Protections is that there are a large number of projects and initiatives led by younger team members that have emerged through a bottom-up approach.
Our unique organizational structure allows anyone, regardless of seniority or position, to passionately take on challenges they believe will contribute to the company's growth and societal impact, thanks to our uniquely structured organization that fosters enthusiasm.
A dynamic organization powered by youth
The average age of our full-time team members is 30, with more than half in their twenties, which is a rare demographic makeup for a public company.
Many of our young team members not only envision their own ideals but also gain leadership experience early on, taking charge of launching new services themselves.
For instance, "NP Atobarai air," a BNPL payment solution service for on-site services such as water or gas, was spearheaded by a second-year new graduate. Another example is the BNPL payment solution service for overseas markets, “AFTEE," launched by a team led by a fourth-year new graduate, which is now available in Taiwan and Vietnam.
A flat organizational structure
We believe that a business exists to bring happiness to all stakeholders, including our team members. Traditional hierarchical structures clearly define individual roles but often limit spontaneous proposals and actions from its employees.
To address this, we have adopted a unique organizational system without managers, often referred to as a "teal organization."
Instead of consolidating authority with managers, we strive to share power among all members. At the same time, we have a special role called "catalysts," who support the organization. These individuals are not only highly skilled in their work but are also personally mature, contributing to the overall well-being of the structure.
By fostering flat relationships between the company, individuals, and colleagues, we break down vertical and horizontal barriers, allowing for a holistic approach to business development. This structure ensures that everyone’s opinions are valued, regardless of seniority or position, which empowers all team members to take initiative and passionately contribute to the company's growth.
Learn more about our HR evaluation system, Natura >>
An organization where you can pursue your passions
Valuing individual aspirations is a key factor in enabling employees to fully engage in their work.
We offer a variety of systems that allow team members to take on the challenges they are passionate about, empowering them to shape their own future.
Working Groups (WG)
We have a system called Working Groups (WG), where each group undertakes various initiatives, ranging from those related to the organization and business to social contributions. Team members can participate in these WGs, dedicating approximately 20% of their working hours to these activities if they wish.
Working Group Example
・Planning internal corporate affairs,
New graduate recruitment,
New team member training,
Sports sponsorship
・Management of short-term internship program,
Establishing new locations/office,
Expanding overseas operations
Vision sheet
Also, we have a system called Vision Sheets. It allows team members to visually express their future aspirations and is updated every six months to be shared among all members.
Individuals can use this vision to boost their motivation and inspire action toward achieving their goals.
As a company, we do not have unilateral or mandatory HR announcements; instead, personnel placement is based on discussions stemming from the Vision Sheets. This system provides opportunities for team members to pursue what they are passionate about, enhancing job satisfaction and leading to tangible results.
CEO's Roundtable Talk
New graduates and mid-career members participate in regular small-group discussions with the CEO within six months to a year after joining the company. During these sessions, team members have the opportunity to engage in direct dialogue with the CEO, receive advice on their initiatives, and ask questions.
Through this activity, even newly hired team members can align their understanding of the company’s expectations with their own goals. By clarifying what they want to pursue, they can fully immerse themselves in their work and contribute enthusiastically.
There are many other unique systems in place as well. Learn more >>
