A Korean job offer: align duties, contract and status before starting

After receiving a Korean job offer, confirm actual duties, location and contract terms, then compare them with your current status. Hiring approval, signing a contract and completing the required employment procedures are separate events.

Identify what the offer confirms

A positive interview response, conditional proposal and final contract can differ. Confirm duties, pay components, contract period and intended start in writing. If an email and contract disagree, ask which terms are final.

Employment review may involve the person's education, experience and qualifications, actual duties and employer requirements. An employer's wish to hire is not itself a residence decision.

Compare the evidence

Area	Employer information	Your information
Actual work	Main tasks, responsibilities and language	Relevant education and real experience
Place	Workplace and work at other sites	Address, travel and relocation
Contract	Period, hours, pay and intended start	Acceptance and remaining questions
Qualifications	Requirements for the actual role	Degree, experience and certificates
Administrative review	Employer evidence and contact	Current status, expiry and permission history

An experience certificate should make the period and actual work understandable. Do not rewrite past duties to fit a new offer. Compare employer names, dates and roles in originals and translations.

Describe work beyond a broad title

“Management”, “office” or “development” alone may be unclear. Explain what you will create, analyse or take responsibility for, the skills involved and who you will work with.

The Ministry of Justice issues annual E-7 wage notices. Subcategories and occupations can require different checks. Do not copy another occupation's degree or salary example. Identify the relevant notice's scope and application period.

Fictional example: the proposal and contract differ

A fictional graduate receives an overseas customer-support offer, but the contract draft primarily describes production-site assistance. Ask the employer to clarify the actual main work rather than selecting the more convenient title.

If roles are genuinely combined, describe them accurately for review. Distinguish changed employment terms from administrative questions needing resolution.

Job seekers and offer-holders need different preparation

An offer-holder can review a real contract. A graduate without an offer first needs a job-search plan, expiry review and qualification documents. Do not assume everyone must follow the same intermediate-status route.

Track company terms, your available documents and the administrative review separately so an unfinished step does not become a confirmed starting date.

Send a precise review request

“I hold ○○ status until ○○. ○○ company has offered ○○ duties at ○○. The period, pay and hours are summarised. I have the listed degree and experience evidence. Please identify the employer documents and procedures to review before starting.”

After the review, record each party's follow-up task and next checking date. Agree the first day around the actual completion of the necessary procedures, not merely the contract-signing date.

Turn the preparation into your next step

GEA employment and preparation consultation

GEA handles employment counselling and employment connections. Visa and residence administration is handled by its partner, Now Together Administrative Agent Office.

Official sources: 2026년 E-7 임금요건 공고 · 근로기준법 제17조

Prepared by GEA · Sources checked: 24 October 2026