What kind of work is done at Coupang Fulfillment Services? Learn about tasks from inbound to outbound

[Part 2 - Foreigner Hiring Guide]Employment eligibility by visa and corporate hiring conditionsHello. This is the JOBPLOY hiring manager.In Part 1, we introduced the most frequently asked questions and difficulties that corporate managers face when hiring foreigners.In this Part 2, to help corporate managers preparing for actual foreigner hiring, we will look at the major visa types for foreigners staying in Korea, their employment eligibility, and hiring requirements and procedures for each company.If your company is hiring foreigners for the first time, please review the basic hiring criteria and checklist in this content.Now, let's find out with JOBPLOY!✅ Hiring Foreigners Residing in Korea – (Things to check before hiring a foreigner)Once a company decides to hire a foreigner, it must first confirm which foreigner to hire, and the methods for hiring foreigners can be broadly divided into two categories. 1. Hiring foreigners currently residing in KoreaA method of hiring foreign job seekers currently staying in Korea2. Inviting and hiring foreigners from overseasA method of recruiting overseas foreigners, issuing work visas, and going through entry procedures to hire them☑️ [ Please read this! ] This time, we will look at hiring foreigners residing in Korea, which is a topic many companies inquire about. When hiring a foreigner residing in Korea, you must first check the foreigner's visa type and employment eligibility.There are residency statuses that allow working without a separate work permit, but there are also cases where you must obtain immigration permission or go through procedures for changing residency status or workplace before employment.☑️ [ Please check this! ] The important thing is that you should not start working just by checking the visa listed on the Alien Registration Card.If you allow a foreigner who requires a work permit to work without one, illegal employment issues may arise, and the company may face administrative and legal disadvantages, and the foreign worker may also face problems with their residency status.  1. F Visa (Residence, Overseas Korean, Permanent Residency, Marriage Migrant)The F visa is a residency status frequently encountered when companies in Korea hire foreigners.In particular, companies can hire foreign job seekers holding (F-2, F-4, F-5, F-6) visas, but the scope of employment varies depending on the visa type and specific residency status, so it must be checked before hiring.■ F-2 (Residence)A residency status that allows long-term residence in Korea.[ ☑️ Check Point ]The scope of employment may vary depending on the specific residency status (F-2-7, F-2-99, F-2-R, etc.).It is necessary to check the actual job types and scope of activities allowed for employment before hiring.Some residency statuses have restrictions on employment activities, so it is necessary to check by residency status.[ Employment Allowed Fields ]- Professional and office jobs,- IT, research and technical jobs,- Manufacturing and production management,- Trade, service industry marketing, interpretation and translation, etc. ■ F-4 (Overseas Korean)A residency status granted to foreign nationals who previously held Korean nationality or whose parents or grandparents held Korean nationality.[ ☑️ Check Point ]They can engage in various economic activities in Korea, but it is necessary to check for restricted job types.There are restricted tasks such as simple labor, so be sure to check the job description when hiring for manufacturing.When hiring for manufacturing, you must check if the actual work corresponds to simple production labor.[ Employment Allowed Fields ]- General office jobs,- IT & Software development,- Trade and overseas sales- Manufacturing technical and production management jobs (excluding simple production labor),- Professional technical jobs with qualifications ■ F-5 (Permanent Residency)Permanent residency status that allows permanent residence in Korea. [ ☑️ Check Point ]- Generally, there are few restrictions on employment activities.- Can be employed in various fields such as general office, professional, manufacturing, and service industries.- For job types requiring qualifications and licenses, the relevant qualifications must be met.■ F-6 (Marriage Migrant)Residency status granted to foreign spouses married to Korean citizens.[ ☑️ Check Point ]- Generally, there are few restrictions on employment activities.- Can work in various industries without a separate work permit.- For job types requiring qualifications and licenses, the relevant qualifications must be met. ✅ [ Common Guidelines for Corporate Hiring ] Holders of F-2, F-4, F-5, and F-6 residency statuses can generally work without separate permission for activities outside their residency status if the work falls within the scope of employment allowed for that residency status.However, please be sure to check the following when actually hiring.Alien Registration Card, residency status, and period of stayWhether there are employment restrictions based on specific residency statusWhether the actual assigned work falls within the scope of allowed employmentWhether the person possesses the necessary qualifications and licenses for the work※ Do not judge employment eligibility solely by visa type; you must check the actual assigned work and the scope of activities for the residency status together.Before hiring a foreigner, please check the employment eligibility for each residency status through the Immigration Contact Center (1345).2. E-7-4 (Skilled Manual Worker)This is for skilled foreign workers granted to foreigners who have worked legally under residency statuses such as E-9 (Non-professional employment), E-10 (Crew employment), and H-2 (Visit employment) and meet evaluation criteria such as skill, competence, ability, age, and Korean language proficiency.Foreigners who have stayed in Korea for 4 years or more within the last 10 years under E-9, E-10, or H-2 can apply for an E-7-4 visa if they meet the point-based requirements.From a company's perspective, there is an advantage in being able to hire skilled foreign talent who have accumulated work experience in manufacturing and related industrial fields in Korea, and there may be foreign talent who wish to change jobs from their existing workplace (due to contract expiration, business closure, recommended resignation due to management deterioration, sales decline, etc.). ※ However, since the job change of E-7-4 foreigners is not free, it is important to check the employment relationship with the existing workplace and the reason for the job change, and you must check the immigration permission requirements.✅ [ Check this first when hiring E-7-4! ][ Check Basic Corporate Requirements ] 1. Manufacturing workplace currently employing at least one E-9, E-10, or H-2 foreign worker normally2. Workplace with no arrears in national or local taxes3. Company industry and E-7-4 employment quota4. Check the number of domestic employees enrolled in employment insurance and application criteria by company5. Employment contract period and wage payment standards[ Check Foreigner to be Hired ]6. Foreigner's current E-7-4 residency status and period of stay7. Employment relationship with the foreigner's existing workplace and reason for job change[ Hiring and Immigration Procedures ]8. Immigration procedures such as permission to change workplace [ E-7-4 Employment Quota ]When a company hires one E-7-4, it is possible if there is at least one E-9, E-10, or H-2 worker in the company.When hiring two or more E-7-4s,Check the number of domestic employees in the workplace who have been enrolled in employment insurance for 3 months or more.- General companies: Within 30% of the number of employees- Root industries: Within 50% of the number of employeesIt is safe to proceed with hiring after checking the E-7-4 employment quota for each company in advance. [ Check Root Industry Companies ]The E-7-4 employment quota may vary depending on whether it is a root industry company.Check if it is a root industry companyCheck if it holds a root industry confirmation certificateCheck employment quota by industryRoot industry related information: https://www.kpic.re.kr/html/?pmode=guide11&utm_source=chatgpt.com[ E-7-4 Hiring Procedure ] ① Check the foreigner's current residency status and eligibility for job change② Check the company's industry and E-7-4 employment quota③ Review foreigner's job application and interview④ Prepare and apply for immigration appointment and E-7-4 workplace change documents⑤ Start working after confirming permission※ If permission to change workplace is required, you must not start working before permission is granted, and the review period may vary depending on the application content and the competent authority.For E-7-4 hiring, it is important to check not only the foreigner's visa but also the company's employment requirements and the foreigner's eligibility for job change together.3. G-1 (Other Visa) This is a visa for foreigners who need to stay in Korea for a certain period due to special circumstances. Typically, the following foreigners may be included.Foreigners related to refugee applicationsHumanitarian residentsForeigners related to industrial accidentsForeigners related to litigationForeigners staying for special reasons such as unpaid wages ✅ [ Checkpoints when hiring G-1 foreigners ]Not all G-1 holders can receive work permits, so you must first check whether individual work permits are possible. Employment eligibility and permit conditions vary depending on the individual's reason for stay and specific residency status.[ Check Point ] 1. Legally operated workplace2. Company that complies with labor laws3. Workplace with no history of illegal employment4. Industry where employment is possible (ex: general manufacturing, logistics, agriculture/livestock, some service industries, etc.)[ G-1 Hiring Procedure ] ① Check foreigner's resume, registration card, and residency status② Check employment eligibility through immigration③ Prepare and apply for immigration appointment and G-1 documents④ Start working after confirming permission is complete※ Since permission and review periods for G-1 may vary depending on individual reasons for stay,it is recommended to accompany the foreigner when submitting documents to immigration if time permits. (However, you must not start working before permission is granted.)  4. D-10 Visa (Job Seeking Visa)D-10 is a job-seeking residency status granted to foreigners who are preparing for professional employment in Korea or intend to engage in internship activities according to certain requirements. [ D-10 Job Seeker Types ] - D-10-1: Foreign students who have graduated from Korean universities and master's/doctoral programs- D-10-2: Foreigners preparing for technology startups- D-10-3: Foreigners doing internships in high-tech fields ✅ [ Checkpoints when hiring D-10 in a company ]The type mainly reviewed by general companies when hiring internsis the general job seeker D-10-1.D-10-1 is operated so that they can experience professional internship activities within a certain scope before getting a regular job at a domestic company.To proceed with formal employment, you must change to a work residency status suitable for the job type.Even when hiring as an intern at a company, you must check the following.The company must be operating normallyThe work must be related to professional fields (duties) corresponding to E-1~E-7The company must meet the foreign employment requirements for the relevant job typeThe work environment must be able to guide and train foreign internsMust be able to submit relevant documents such as business registration certificate and employment insurance subscriber list[ Things companies must know ] Having 5 or more domestic employees does not automatically mean D-10 intern hiring is possible.First, it is important to check if the internship work is related to a professional field and check the corporate requirements applied to that job type.D-10 internship activities are not allowed for all companies and job duties, so you must check whether internship activities are possible in advance through HiKorea and the competent immigration office.Also, D-10 internship activities and regular hiring must be distinguished, and to hire as a regular employee, you must proceed with necessary immigration procedures such as changing to the relevant work residency status. Be sure to check when hiring foreignersThe most important thing in hiring foreigners is to check in advance whether the foreigner you intend to hire can work legally at the company.If employment eligibility is uncertain, do not start working arbitrarily, and please proceed with hiring after confirming accurately through the Immigration Contact Center (1345).Don't worry alone about the foreigner hiring process that seemed complicatedIf you have any questions or need consultation regarding foreigner hiring, such as foreigner visas, employment eligibility, corporate employment requirements, and immigration procedures, try proceeding with JOBPLOY.JOBPLOY will think about and guide you through the direction of foreigner hiring that fits the company's situation.※ This material is a general guide to help companies understand foreigner hiring, and actual employment eligibility and permit requirements may vary depending on the foreigner's specific residency status and the company's situation. ✔️ Phone Inquiry: 02-875-2134✔️ Operating Hours: 09:00 ~ 18:00 ✔️ Email: [email protected]

Hello, this is the JOBPLOY recruitment manager. Beautiful autumn leaves are coloring the streets, and 2026 is already coming to an end.  I think one of the biggest concerns in running a business is `recruitment`. It is not easy to hire the right talent at the right time, and you may have many concerns about where to inquire about recruitment and how to find the right talent for your company. ✅ First, let me introduce what kind of service platform JOBPLOY is.Providing various job information to foreigners who wish to work in Korea Providing information necessary for foreign employment and stay Connecting life services such as foreign finance and telecommunications Recruiting foreign talent for companies and registering job postings Operating a matching service that connects companies and foreign job seekers Since we started foreign recruitment in 2025, we have met foreign job seekers of various nationalities and visa statuses staying in Korea, and have consistently communicated with corporate managers in various industries who wish to hire foreigners. In particular, manufacturing and food-related companies that are having difficulty hiring domestic workers are very interested in hiring foreigners, and there were also companies with high experience and understanding of foreign recruitment. However, as we proceed with actual matching services, many corporate managers still have questions about foreign recruitment and were feeling difficulties in how to prepare from A to Z.  ✅ Q1  - These were the most common concerns and questions Can our company also hire foreigners?Is it possible for our company to hire foreigners given our current number of employees and industry?Among foreigners staying in Korea, what kind of visa holders can we hire?What are the differences between F-2, F-4, D-10, and E7-4 visas?What procedures and documents should we prepare to hire foreigners?As such, interest in hiring foreigners is increasing, but employment eligibility according to visa type and residency status, procedures, etc., are somewhat more complex than expected, and there are many things to check.So JOBPLOY has prepared this.To help corporate managers a little bit with foreign recruitment and to resolve their questions, we would like to introduce the employment eligibility, conditions, and procedures by visa type.Please continue to check the foreign recruitment guide (Part 2) 

On November 2, 2026, I met two particularly welcome people at Incheon Airport. They are the people with whom I have exchanged countless greetings via WhatsApp, checked documents, and waited together for the day they would come to Korea over the past five months.They are ISHTEYAQUE AHMAD and RASANANDA DALUA, skilled TBM talents who are making a fresh start at Hoban TBM.Connecting two people who have built experience at various tunnel sites around the world with a Korean company that needs their skills. JOBPLOY was there from the first step of finding talent to interviews, visa preparation, entry, and handover to the company.In the process, we ended up sharing much more than expected. We talked about when they could finish work at their previous company, how much time they wanted to spend with their families before coming to Korea, and what they would eat and how they would live once they arrived. The HR team at Hoban TBM also considered their circumstances and prepared for them one by one.Of course, things didn't always go as planned. There were days when I drove for 6 hours round-trip to verify something, and moments when I laughed after discovering unexpected connections. I sent nearly 1,000 messages to just one applicant. Looking back, enough time had accumulated to write a book together.And finally, I met them at the airport. I felt happy, proud, and hopeful that they would do well, thinking that their work and life in Korea were now beginning.Today, I will tell you the story of the 5 months that JOBPLOY and Hoban TBM spent together, from the time two skilled overseas technicians became new colleagues in Korea.The story began with a recruitment request from Hoban TBM.Hoban TBM is a TBM construction company belonging to the Hoban Group, along with Hoban Construction. Based on Shield TBM and Gripper TBM technology, it is building various underground infrastructures such as railways and road tunnels.TBM stands for Tunnel Boring Machine, a large piece of equipment that mechanically excavates the ground to create tunnels. Compared to blasting excavation, it can reduce the impact of noise and vibration, so it is used in tunnel construction where the surrounding environment must be carefully considered.To operate this massive equipment stably on-site, the experience of skilled technicians is required. The talent that Hoban TBM requested from JOBPLOY this time was exactly such an experienced TBM Operator.Since it was not easy to secure experienced personnel domestically, we started looking for candidates through the JOBPLOY talent pool and various overseas networks. We met people who had built their skills at large overseas tunnel sites, reviewed their careers, and connected them with the company for interviews.The people we met that way were Mr. AHMAD and Mr. DALUA.However, there was one thing they had in common that we didn't know at first.The two people we contacted through different paths turned out to be friends who had worked together at the same company for over 6 years.The process of finding this out was also quite special.One day, while I was sending employment contracts to each of them and waiting for the signed copies, I checked the returned documents and found that the names on the contracts were different from the people who signed them. One person had signed the other's contract, and the other contract also had the swapped signatures.For a moment, I thought I had sent the contracts to the wrong people.I hurriedly opened my sent mail, checked the recipients, and checked the attachments again. I had clearly sent them correctly, so it was strange.Only then did I realize that they were old friends working at the same company. In the process of checking the contracts together, they had signed their own names on each other's documents.The manager's search through the mailbox ended like that.The two talents I happened to meet separately were old friends, and now they would be working together in Korea as well. Afterward, they coordinated everything from their resignation schedules to vacations with their families and flights to Korea.I felt a little sorry for the previous company that would be losing two such skilled people at once. And as the recruitment progressed, I realized how much that company must have valued them.Skilled TBM personnel are talent that many places look for even in overseas sites. Just because the interviews and compensation negotiations were finished didn't mean they could pack their bags and leave immediately.Among the candidates I contacted this time, there were some who had to work for another month after announcing their resignation, and some who had a resignation notice period of as long as 3 months.We had to coordinate the schedule for when the Korean company was waiting for personnel, the handover schedule of the existing company, and the time required for visa procedures. If one side's schedule moved, we had to re-verify the other schedule.There was a particularly unfortunate incident for another applicant who was going through the recruitment process with us. During the 3-month resignation notice period, they were unable to get the leave required to visit the local VFS center in India for the final visa issuance procedure.Eventually, the visit was postponed, and they missed the deadline for the follow-up procedures. While preparing documents and undergoing reviews, I felt keenly that we had to check even the days they could actually visit the center.After the resignation date was set, another important schedule was waiting.It was the time to spend with their families.TBM technicians move between various countries and sites following large civil engineering projects. There were some who wanted to rest sufficiently with their families before moving from one site to the next. There was a request to spend about a month after resignation with their families before coming to Korea.The time spent with family after a long time and the company's situation waiting for new colleagues on-site were both important.JOBPLOY continued to convey the situations of both sides and coordinate the schedule. We checked the possible entry dates, explained the changed circumstances, and discussed it with the company again. We also tried our best to match the schedule so that the two could move together.The thing that was busiest in that process was probably WhatsApp.I sent nearly 1,000 messages to just one applicant over 5 months. The conversation record accumulated to over 100KB in text alone.It is about 100,000 characters in English.At this point, it's like we wrote a book together. The characters were the applicant, the company, and JOBPLOY, and the content of the next chapter was mostly schedules that needed to be newly coordinated.Even after the contract, the contact continued steadily. As they are talents sought after by various sites around the world, we checked whether their minds had changed due to offers from other companies, or if there were any new concerns about coming to Korea.We checked their intention to enter the country and their preparation status, answered questions, and delivered news from the company. It was necessary to keep them connected so that they wouldn't lose track of each other's situations even during the long wait.We even visited them in person to solve problems that couldn't be solved by messages.Construction projects can change their planned work sites depending on the progress. This time, too, something came up that needed to be verified regarding the change of the project address.The two were in the process of visa procedures as E-7-1 in the mechanical field, and we were informed that depending on the permission details and changes at the time, the change of site might not be allowed. We needed to accurately check with the person in charge how to handle it in reality.So I headed to the immigration office in Cheongju.The round-trip travel time was 6 hours. The time spent discussing with the person in charge was about 10 minutes.Looking at the numbers, it might feel a bit unfair.But on the way back after confirming what I needed to confirm, my heart was much more at ease. Because it was a matter involving their entry and the company's schedule. Those 6 hours that day were well worth it to gain peace of mind. :)As we matched the big schedules and document issues one by one, life after arriving in Korea began to come into view.One of the first things we took care of was their mobile phones. To ensure they could contact the company and start their lives as soon as they arrived in Korea, we prepared Korean SIM cards that could be activated with their passports in advance.We also looked into preparations for using financial services and organized life guidance needed after arrival. At the local airport, a JOBPLOY member of the same nationality as the two helped with interpretation.Shasha, thank you so much. The help you provided from far away was a great strength for their move.Meanwhile, an unexpected life problem appeared.It was meals.One person did not eat pork, and the other did not eat beef. So I thought I would just check the food they could each eat, but their answers included consideration for each other.They said they would not eat the food that their friend did not eat.Thanks to that, we had to consider both pork and beef for the meals they would eat together. We had to look more carefully for menus that were comfortable for them to eat together in Korea.Hoban TBM also said they would prepare fish and chicken menus as much as possible so that there would be no discomfort in their meals.After matching their resignation, vacation, and flight tickets, now they were even matching their meals. I could feel the meaning of being old friends in things like this.And finally, November 2nd arrived.At the end of over 5 months of messages, documents, and schedules, I met them at Incheon Airport.I was worried that the weather in Korea in November might be too cold, but fortunately, the day was better than I thought. I was even able to walk around without a coat. I was glad that the first day they spent in Korea seemed to start a little comfortably.At the airport, we first had a simple tea and talked. I also gave them small gifts that would be useful when living in Korea.They said they were happy to have the opportunity to work at Hoban TBM. They also told me that they were able to reduce the burden of the entry process thanks to the help in preparing what was needed to come to Korea.Hearing that, I remembered the long conversations and schedule coordination. Only then did it feel real that they had arrived here safely.After finishing tea time, we moved to Hoban Park, where the Hoban Group headquarters is located.Departing from Incheon Airport and crossing Incheon Bridge, the sea and the skyline of Songdo unfolded. They took out their mobile phones and captured the scenery in photos.It's a familiar road to me, but for them, it must have been the first scenery they encountered upon arriving in Korea.I thought it was a pretty good thing that the first look at a city after leaving the airport was this beautiful. Because the sea and buildings of that day might remain in their memories for a long time as the first impression of the country they will live in from now on.I also tried to guide them through the apps needed for life one by one.I thought it would be helpful to use Naver Map or Kakao Map in Korea, so I was going to help them install them, but they had already installed Naver Map.We weren't the only ones preparing for entry. They were also preparing for their life in Korea step by step.With this level of preparedness, I thought I could be quite relieved about finding their way around in the future.I left the guide for using Coupang for later. Since their Alien Registration Cards (ARC) hadn't been issued yet, we decided to help them step by step along with preparations for use, such as identity verification after the card issuance. There were still a few things left to guide them through while they got used to life in Korea.< View of Hoban Park where Hoban TBM is located >After arriving at Hoban Park, we greeted the CEO and wrote an employment contract that met the company's internal regulations.The work in Korea, which we had prepared for while exchanging messages for 5 months, was now the moment it led to actual company life.While they were going through the joining procedure, JOBPLOY proceeded with the passport-based mobile phone activation we had prepared in advance. So that they could use a Korean phone number right away.In Korea, there are so many things where you have to write down a contact number or receive guidance by phone. A number that can be used from the day of arrival will be a very reassuring preparation for starting life.The company expressed their gratitude for helping well with the recruitment and entry for a long time. They said they have the intention to continuously recruit skilled TBM personnel in the future, and I told them that JOBPLOY would also do its best to connect the necessary talent.By handing them over to the company like that, this long entry preparation passed one hurdle.Looking back, there were so many stories in this recruitment that were not written on the resume.The time to finish work well at the previous site, the month they wanted to spend with their families, the desire to take the same flight as an old friend, and even the one meal they could eat together in Korea.While learning each one and coordinating with the company, their trip to Korea became a concrete schedule little by little. And finally, on November 2nd, I was able to meet the two people written on that schedule at the airport.Mr. AHMAD, Mr. DALUA. I sincerely welcome you to Korea.I hope the experience you have built at overseas sites for a long time will shine sufficiently at Hoban TBM as well. I hope you share your skills and know-how with your domestic colleagues, and that you also gain a lot of good experience at the new site.Above all, I hope you work safely and healthily. And after a busy day, I hope you eat a warm meal that suits your taste.To the friendship that has lasted for over 6 years, stories in Korea will now be added one by one.I cheer for the two friends who surprised the manager with their contract signatures to become reliable colleagues for each other in Korea as well.And I thank the two of you and Hoban TBM for trusting and joining us in the 5 months of preparation, and Shasha for helping in the moving process once again.JOBPLOY will continue to find skilled talent needed by companies and help prepare for recruitment, entry, and the start of life so that foreign talent can unfold their skills in Korea.If you are considering recruiting overseas skilled personnel, please feel free to talk to JOBPLOY. We will prepare by looking at the company's site and the talent's situation together.< TBM >What kind of company is Hoban TBM?Wait, let me briefly introduce Hoban TBM, which has become the new workplace for the two.Hoban TBM is a tunnel excavation specialist company belonging to the Hoban Group, along with Hoban Construction. Based on Shield TBM and Gripper TBM technology, it is building various underground infrastructures such as railways and road tunnels. You can think of it as a company that does the work of actually drilling and connecting the tunnels and underground spaces we pass through.TBM, which is also in the company name, stands for 'Tunnel Boring Machine', a large tunnel excavation equipment. It is easy to understand if you imagine a huge piece of equipment digging into the ground little by little, leaving behind a tunnel for people to use. It has the advantage of being able to reduce the impact of noise and vibration compared to blasting excavation using explosives.Looking at the photos of the equipment, the size is overwhelming. The people Hoban TBM found this time were skilled workers who have directly handled this huge equipment on-site. The experience that the two have built up step by step at overseas sites will now be unfolded in Korea.While preparing for their trip to Korea, there was a part that JOBPLOY also felt reassured about. It is that the HR team at Hoban TBM also carefully considered the fact that the two were starting work in an unfamiliar country.The company promised to ensure that the two could enjoy benefits at the same level as Korean employees as much as possible. From the time of negotiating working conditions to the moment of arriving in Korea and going through the joining procedure, they actively cooperated so that the successful candidates would not feel any discomfort.The situation where more time was needed until resignation, the desire to spend vacation with family, and the schedule where two friends wanted to enter the country together. When JOBPLOY conveyed the applicant's situation, the HR team listened carefully and thought together about how to match it with the company's schedule.The cooperation of the HR team, who understood the situation and found ways together like this, was a great strength for JOBPLOY to continue to maintain contact between the two and the company.The applicant finished work at the previous workplace and prepared to come to Korea, and the company prepared to welcome new colleagues. JOBPLOY diligently conveyed schedules and news in between.The time spent matching each other little by little like that accumulated, leading to the two's entry into Korea on November 2nd.Frequently Asked QuestionsQ. Who are the overseas skilled talents who entered Korea this time?They are two people who have built TBM operation experience at overseas sites. Through JOBPLOY's recruitment and entry support, they entered Korea on November 2, 2026, and started a new beginning at Hoban TBM.Q. To what extent does JOBPLOY support overseas talent recruitment?In this case, we were together from talent discovery and resume review, interview brokerage, compensation negotiation, visa document and review/issuance procedure support, resignation/vacation/entry schedule coordination, financial/telecommunication use preparation, to airport greeting and company handover. The specific scope of support can be consulted according to the situation of the company and the applicant.Q. Does it usually take more than 5 months to recruit overseas skilled talent?More than 5 months is the period spent on this project. The actual schedule varies depending on candidate discovery, document preparation and visa procedures, the resignation notice period of the existing company, and vacations to spend with family. In this recruitment, a lot of coordination was needed, especially in the process of matching the resignation schedule of the existing company and the entry date to Korea.Q. What effects can be expected from recruiting overseas skilled TBM talent?You can expect the effect of securing talent with equipment operation experience needed on-site and sharing technology and work know-how accumulated in overseas projects with domestic colleagues. JOBPLOY supports recruitment by checking whether the experience needed by the company and the candidate's actual career match well.JOBPLOY will continue to find talent needed by companies and be with them from recruitment to a new beginning so that foreign talent can unfold their skills in Korea.If you are considering recruiting overseas skilled talent, please feel free to inquire through JOBPLOY Corporate Service.

JOBPLOY News Briefing · November 3, 2026 Morning Today, we are delivering news on the status survey of multicultural family support systems, industrial accidents involving foreign workers, the Sunchang-gun seasonal worker support program, and a meeting between the government and migrant organizations.Hello, this is JOBPLOY. We have gathered four news items that are useful for foreigners working and living in Korea, as well as companies hiring foreign talent. From support programs with application deadlines to policies still under discussion, let's look at the necessary information together.1 The Ministry of Justice is investigating the status of multicultural family support policies nationwideThe Ministry of Justice has requested local governments and relevant central ministries to submit the status of their multicultural family preferential policies by November 3.According to a report by the Kyunghyang Shinmun on November 2, the Ministry of Justice plans to re-examine policies and systems related to foreigners and prepare improvements after discussions with relevant agencies. In an additional official letter, they also requested the submission of cases where multicultural families were excluded or alienated from support, as well as areas where more support is needed.This news should be understood as a stage of investigating the current status of support. It cannot be concluded from this report alone that the reduction or suspension of existing benefits has been confirmed. If you are using a support program, please check the announcement of the relevant project and the guidance from the operating agency.Also, November 3 is the deadline for agencies to submit data. It does not mean that individual multicultural family members must submit new documents by this date.Source: [Kyunghyang Shinmun, November 2, 2026 Report](https://www.khan.co.kr/article/202611021810021)2 A foreign worker died in an accident at a manufacturing plant in YeongdongOn the afternoon of November 2, news was reported that a 30-year-old Indonesian worker died after being caught in a machine while cleaning equipment at a paving block manufacturing plant in Yeongdong, North Chungcheong Province.According to Yonhap News, the police are investigating the circumstances of the accident. The specific cause of the accident and responsibility must be determined through the investigation results.We pray for the soul of the deceased and express our deepest condolences to the bereaved family.Source: [Yonhap News, November 3, 2026 Report](https://www.yna.co.kr/view/AKR20261103021000064)Safety rules to check together at the workplaceThe Korea Occupational Safety and Health Agency (KOSHA) provides guidance on LOTO (Lockout, Tagout), a procedure for locks and signs that prevents unexpected operation during machine maintenance, cleaning, or repair work. It is a procedure that involves stopping operation before work, cutting off the main power, checking for residual energy, installing locks/tags, and verifying the stopped state before proceeding with work.If you employ foreign staff, please check if safety rules are being communicated in a language the worker understands. KOSHA's LOTO guide includes materials in 16 languages, including Indonesian.Safety Materials: [KOSHA LOTO Work Procedure and Multilingual Guide](https://www.kosha.or.kr/ebook/fcatalog/access/ecatalogt.jsp?Dir=632\&callmode=normal\&catimage=\&eclang=ko\&start=48\&um=s)3 Sunchang-gun supports industrial accident insurance premiums and departure airfare for seasonal workersSunchang-gun is supporting the full amount of industrial accident insurance premiums for farms hiring farm-type foreign seasonal workers and a portion of the departure airfare for diligent workers. The application deadline is November 20.According to a report by the Jeonbuk Domin Ilbo, which conveyed the announcement from Sunchang-gun, the main details are as follows.CategorySupport DetailsTargetFarms in Sunchang-gun hiring farm-type foreign seasonal workers and the workers themselvesIndustrial Accident Insurance PremiumFull support for industrial accident insurance premiums for hiring farmsDeparture Airfare50% of airfare for workers who have diligently completed their work, up to 250,000 KRW per personApplication DeadlineUntil November 20, 2026Airfare Application TimingAt least 3 weeks before the worker's departurePriority support criteria are applied to new applicants and farms that have completed the foreign worker employer competency enhancement course this year.If you are preparing for airfare support, please check both the application deadline and the 3-week pre-departure condition. If the departure date is near, you may need to apply earlier than November 20. It is recommended to check specific required documents and eligibility with the Sunchang-gun department in charge of the project.Source: [Jeonbuk Domin Ilbo, November 2, 2026 Report](https://www.domin.co.kr/news/articleView.html?idxno=1573933)4 The Blue House listens to the opinions of migrant worker and migrant women's organizationsThe Blue House Office of the Senior Secretary for Listening and Integration plans to hold a meeting with organizations related to migrant workers and migrant women on the afternoon of November 3.According to Newsis, the Migrant Workers' Equality Solidarity, the Migrant Women's Human Rights Center, and Lawyers for a Democratic Society are expected to participate. The meeting was arranged to hear the organizations' opinions on the President's recent remarks regarding foreign workers.As of the morning briefing, this is a scheduled event, and it is not at a stage where the results of the meeting or follow-up policies have been announced.Source: [Newsis, November 2, 2026 Report](https://www.newsis.com/view/NISX20261102_0003851571)Frequently Asked QuestionsAre multicultural family support benefits being reduced immediately?What was reported this time is a survey of the status of support policies. There is no need to interpret this as a decision to reduce or stop benefits. For actual changes, please check the follow-up announcements for each project.Do multicultural families need to submit documents by November 3?No. The target of this submission request is local governments and relevant agencies. It is not an announcement of a deadline for individual support fund applications.Can all foreign workers receive Sunchang-gun airfare support?No. This project is for farm-type seasonal workers in Sunchang-gun and the farms that hire them. Airfare support is for workers who have diligently completed their work, and you must also check the condition of applying at least 3 weeks before departure.Has a new policy been confirmed through the Blue House meeting?It is currently at the stage where a meeting schedule has been announced to listen to opinions. You will need to check for subsequent announcements for specific follow-up measures.We will deliver news necessary for working and living in KoreaPolicy news often contains unfamiliar terms, and it is easy to miss application deadlines for support programs. JOBPLOY will examine official announcements from the government and local authorities as well as reliable reports to deliver the information you need in an easy-to-understand way.From employment to life in Korea, if you have any questions, please feel free to ask JOBPLOY at any time. 

What is the F-2-99 visa?The F-2-99 is a long-term residency status for foreigners who have continuously resided in Korea for 5 years or more under eligible visa statuses and meet requirements such as good conduct, ability to support themselves, and basic knowledge of Korean society. It is a different system from the points-based F-2-7 or the permanent residency F-5 status.If you have worked in Korea for a long time, you might have questions like these:“I am working on an E-7 visa; can I change to F-2-99?”“If I include my time as a university student, it adds up to 5 years; can I apply?”“If I change my visa, can I work freely in other companies or industries?”When preparing your application, it is better to organize not just your current visa name, but also the duration by status, income proof, Korean language/basic knowledge requirements, and your future activity plans.Which visas are eligible for F-2-99 application?Generally, the eligible status groups include D-1, D-5, D-6, D-7, D-8, D-9, and E-1 through E-7, excluding E-6-2. There are separate restrictions for D-8 and F-1.The table below shows the major sub-code classifications you can refer to when checking eligible status groups. Having a code in the table does not guarantee a change of status, so you must also check your specific permit conditions.Culture & Arts, News, Religion, Intra-company Transfer, Investment, Trade FieldsStatusMajor Sub-codesD-1 Culture & ArtsD-1, Visa Portal notation D1-00D-5 NewsD-5D-6 ReligionD-6D-7 Intra-company TransferD-7-1 Foreign Company, D-7-2 Domestic Company, D-7-91 FTA Transfer, D-7-92 FTA ContractD-8 Corporate InvestmentD-8-1 Corporate Investment, D-8-2 Venture Business, D-8-3 Individual Business Investment, D-8-4 Tech Startup, D-8-91 FTA TransferD-9 Trade & ManagementD-9-1 Trade, D-9-2 Export Equipment, D-9-3 Ship Equipment, D-9-4 Business ManagementSub-codes and names are organized based on the classification of the Korea Visa Portal. For D-8, you must also check the investment amount. The Ministry of Justice visa guide limits eligibility to cases where the investment amount is 100 million KRW or more at the time of application. For F-1, a limited exception is provided for Taiwanese overseas Chinese born in Korea who are not registered in their home country's family register. Professor, English Teaching, Research, Professional, Arts, Specific Activities FieldsStatusMajor Sub-codesE-1 ProfessorE-1E-2 English TeachingE-2-1 General Instructor, E-2-2 School Assistant, E-2-91 FTA EnglishE-3 ResearchE-3E-4 Technical GuidanceE-4E-5 ProfessionalE-5E-6 Arts & EntertainmentE-6-1 Arts & Entertainment, E-6-3 SportsE-7 Specific ActivitiesE-7-1 Professional, E-7-2 Semi-professional, E-7-3 General Skilled, E-7-4 Skilled Manual WorkerE-7 Agreement-relatedE-7-91 FTA Independent ExpertGeneral sub-code classifications refer to the Visa Portal, and the names for E-7-1 through E-7-4 refer to the Ministry of Justice's 2026 E-7 announcement. If you hold an agreement-based or special-type status, or a sub-code not listed in the table above, do not judge based solely on the general status group description; please check the guidelines applicable to that specific code. It is safest to check the latest detailed criteria through HiKorea notices and your local immigration office. Can I apply if I have lived in Korea for 5 years?The total duration of residence in Korea and the period recognized for F-2-99 are not the same. The key is whether you have continuously resided for 5 years or more under an eligible status. If the calculation is confusing, try creating a table like the following first.Item to OrganizeExampleStatusD-2, D-10, E-7-1, etc. (exact code)Start/End Date of StatusBased on the permit date for each statusStatus Change HistoryStudy → Job Seeking → Employment, etc.Immigration HistoryDeparture/Arrival dates and status at that timeQuestions to CheckWhether the period is recognized and judgment of continuous residenceThe Certificate of Entry and Exit is a document that verifies your departure and arrival records. It is good to organize it separately from your status change history. In particular, if you changed to a job-seeking status in the middle or stayed abroad, please provide the exact dates during consultation. Rather than saying “I have lived in Korea for a long time,” it is easier to verify your situation by explaining “I stayed under this status from when to when.”How do I check F-2-99 income and assets?It is important not to judge eligibility based solely on specific annual salaries or bank balances found on the internet. You must check the livelihood maintenance criteria at the time of application and the exceptions/transitional provisions applicable to you. Please also note that there may be a time lag between the latest guidelines and public manuals.When receiving income/asset consultation, check the following questions together.Check ItemQuestions to CheckIncome CriteriaWhat is the minimum income applied as of the application date?Income YearWhich year's income should be submitted?Recognized IncomeWhat types of income are recognized?Family IncomeIs only my income recognized? Is it possible to combine family income?Asset CriteriaWhat are the required amount, recognized assets, and holding period?Loans/DepositsHow are deposits with loans or lease deposits calculated?Current Economic ActivityWhat documents prove employment/business status?New Change vs. ExtensionAre there separate criteria for existing holders?Distinguish between annual salary in the employment contract and income proofChecking the annual salary written in the employment contract is different from checking the actual income certificate. The Certificate of Income Amount is a document that verifies taxed income, so if you are preparing an application, it is better to look at the certificate that is actually issued. For example, if your annual salary has increased this year, place your new employment contract and the income data for the submission year side-by-side to see what criteria are used for the review.Do not use E-7 wage criteria as F-2-99 income criteriaThe Ministry of Justice's 2026 E-7 wage requirement announcement applies to the E-7 status. You should not copy the amount from that announcement as the income amount required for an F-2-99 change.What are the Korean language and basic knowledge requirements?The Ministry of Justice visa guide suggests completing Level 4 or higher of the Korea Immigration and Integration Program (KIIP) or scoring 81 or higher on the pre-test as a path to meeting basic knowledge requirements. When preparing, check which certificate you can submit rather than just explaining that you “speak Korean well.”If you intend to meet the requirements with other materials such as graduation from a domestic school or existing Korean language test scores, you need to check if that proof is recognized and if there are additional conditions. Do not arbitrarily treat TOPIK levels and KIIP levels/scores as the same standard. Alternative recognition and exceptions must be checked in the latest manual.What documents are needed for F-2-99 application?Changing status is a process of submitting an application and required supporting documents for review. The table below is an example of materials for preparation and is not a definitive list applicable to all applicants. Please check the actual required documents according to your status and reason for application. CategoryMaterials to Check in AdvanceIdentity/ApplicationPassport, Alien Registration Card, Integrated Application Form, Photos, etc.Residency HistoryPermit period by status, status change history, entry/exit recordsIncomeRecognized income data such as Certificate of Income AmountAssetsMaterials explaining financial assets, real estate, lease deposits, and holding periodEconomic ActivityCertificate of Employment, Employment Contract, or business-related materialsBasic KnowledgeCertificates related to KIIP completion/evaluation, etc.HousingMaterials explaining actual residence such as Lease AgreementFamily-relatedRelationship/residency proof needed if family applies togetherYou can check the issuance guide for the Certificate of Income Amount and the Certificate of Entry and Exit on Government24. When collecting materials, also check if the dates and contents match between documents. It is good to compare the company on the employment contract with your current employer, the address on the application with your actual residence, and the asset owner's name with your own name. If there are matters that require explanation, such as a history of legal violations or tax payment issues, do not hide them or assume “it doesn't matter because it's already over.” Instead, organize the relevant materials and check the application criteria.If I get F-2-99, can I work freely in other companies or industries?You should not describe F-2-99 as a status that allows you to work in any industry without conditions.Article 23 of the Enforcement Decree of the Immigration Control Act stipulates that for this type of residency, if you continue activities in the field corresponding to your previous status, you are not subject to restrictions by status for employment activities.Here, changing companies and changing fields of activity must be distinguished. It is not appropriate to say that you must continue working at the same company, nor is it appropriate to say that you can quit your existing field entirely and do any job.If you are preparing to change jobs or start a business, write down the following before consulting:“What field are you currently working in, what work will you do in the future, and will you continue activities in your existing field?”It is better to proceed after explaining such specific plans and checking whether necessary permits or reports are required.Do my spouse and children automatically get F-2-99?The residency status of family members does not automatically change just because the main applicant is permitted. Since changing status is a process that requires application and permission, you must also check the residency path for your family separately.When preparing for family applications, organize the current status, residency period, and relationship proof for each spouse and child. In particular, it is good to check if the case of a family member permitted previously is the same as the criteria for the current new applicant.The detailed sub-codes for family, income review methods, and transitional provisions for existing permit holders are areas that require checking the latest manual. Please be careful not to apply old family accompaniment guides to current applications. How do I proceed with the F-2-99 application?Try setting the preparation order as follows:Organize residency history → Check applicable requirements → Prepare documents → Apply to the competent office → Respond to review/supplementation → Check permit resultsThe application for change of status is reviewed by submitting the necessary documents, and if permitted, the changed status and permit period are reflected. When scheduling your application, be sure to distinguish between two things:A visit reservation is not a permit for extension of stay. To stay beyond your current period, you must proceed with the necessary extension procedures before expiration. Be careful not to exceed the expiration date just because you have secured a reservation date.Also, submitting an application and being granted a change of status are different. To engage in activities corresponding to a different status, you must receive a change permit in advance, so you should not start new activities just because you have applied.Connect the time you have built in Korea to your next opportunityWhen preparing for F-2-99, rather than trying to collect all documents from the beginning, start by organizing your current status and change history. Then, checking income data, basic knowledge proof, and future activity plans in order will help you set a direction for preparation.So that the experience you have built in Korea can lead to a more stable life and new opportunities, JOBPLOY will provide employment and residency information in an easy-to-understand way.FAQQ1. Can I get F-2-99 if I have lived in Korea for 5 years?No. You must have continuously resided for 5 years or more under an eligible status and meet other requirements such as livelihood maintenance ability, conduct, and basic knowledge.Q2. Can E-7-4 skilled manual workers also apply for F-2-99?The Ministry of Justice visa guide provides a path for changing from E-7 skilled manual worker to long-term residency F-2. However, you must meet individual residency periods and other requirements.Q3. Are D-2 study, D-10 job seeking, and E-9 work periods included in the 5 years?These statuses are not included in the basic eligibility list. Therefore, you should not automatically add them to the residency period of eligible statuses. Please check the recognized period based on your status change history.Q4. Can I judge income requirements by checking only the annual salary in the employment contract?Do not judge by the contract alone. The Certificate of Income Amount is data that verifies actual taxed income. It is better to check the submission year and recognized income data, then compare it with your own proof.Q5. If I get F-2-99, can I work without industry restrictions?Not necessarily. Relevant laws include the condition of “continuing activities in the field corresponding to the previous status.” Please check the application conditions before changing to a different industry or starting a business.Q6. If my spouse gets F-2-99, do I automatically get the same visa?No. Your spouse's permit and your change of status must be distinguished. You must check the change path and required documents applicable to you and proceed with the necessary application procedures.Q7. If I get F-2-99, does it automatically change to F-5 permanent residency later?No. F-2-99 and F-5 are separate statuses, and permanent residency must be reviewed separately according to the requirements of that type.Q8. Is it okay if my current visa expires if I have made an immigration visit reservation?No. The visit reservation itself does not extend your period of stay. You must proceed with the necessary application procedures before your current period of stay ends.💡 To those preparing for life in KoreaKorea's visa and residency status system can feel difficult and complex when you first encounter it. Especially for visas like F-2-99, where you have to check multiple conditions such as residency period, income, assets, and basic knowledge together, it can be overwhelming to know where to start.JOBPLOY consistently checks official notices from the Ministry of Justice and the latest guidance from HiKorea to ensure that foreigners can easily receive more accurate and reliable visa and residency information, and we will continue to provide the latest news.If you are checking the content and have confusing parts like“Will my residency period be recognized?”“Can I apply with the visa I have now?”“What documents should I prepare first?”You don't have to worry alone.Please feel free to contact JOBPLOY anytime.We will help you find information so that your employment, life, and residency preparation in Korea can feel a little less difficult.