Blogs
by Embark Recruiting
About Embark (7/9)
Prepare for Teacher Interviews in Korea
Interview Techniques Online interviews can be incredibly hard, especially when the school has been interviewing people for weeks and you are both in different time zones. We have prepared a document to make sure you are fully prepared for your interviews and have included advice on how you can structure your answers. The schools are looking at your personality and social skills, so please stay engaged and bright throughout the interview. Please go over the following information before you interview with the schools. BEFORE THE INTERVIEW Prep well, and if you're conducting an online interview, check in advance if you have downloaded the correct software, have the correct link, and have no issues logging in. Furthermore, research the school, their curriculum (whether they follow the Korean, American, or British education system, for example), and their location. Please arrive 5 minutes before the agreed-upon start time and ensure you are located in a quiet area with a stable Wi-Fi connection. Please wear a shirt or clean blouse and if you have longer hair, please tie it so it is not covering your face. DURING THE INTERVIEW During your interview, your goal is to showcase your skills and personality. The latter is especially important for new teachers, and schools will look closely at your potential, enthusiasm, and how you’ll fit into their community. Show that you’re fully engaged throughout the conversation. Stay focused and present, and when a question is asked, take a brief pause before answering to gather your thoughts and show composure. For online interviews, make sure that you look into the camera and actively show your engagement through nodding and exclamations of agreement or acknowledgment throughout the interview. When answering questions, try to stick to the PER method (point, evidence, result). An equivalent is the STAR method (situation, task, action, and result). As many of the interviewers have English as their second or third language, keeping your answers clear and concise is key. 1. Skills: have at least three skills and an experience for each relevant to the position. Point- What skill did you develop, and why? What skill(s) do you possess to be a successful teacher? Evidence- Provide a situation in which you learned how to use this skill. Result- How did this positively impact your students/colleagues, your working style, and your bosses? Example: P: I have worked on my communication skills, especially with children of varying ages. E: When I first started teaching, I did not change how I spoke to kindergarten and elementary students compared with middle school students. What I learned was that kindergarten students have to be spoken to in short sentences and given one task at a time. On the other hand, middle school students can take in lots of information at one time and prefer to be given all the information first before they start working on questions. R: The result of this was that my relationships with the students across different ages improved significantly, and I was able to adapt my teaching style to fit their needs better. For this reason, I believe I have the flexibility to adapt to the different student ages at your school. Example: P: I think that my skills in communication and collaboration would make me a successful teacher at your school. E: During university, when completing projects with my peers, I would actively listen to what others had to say and consider their opinions against the overall group interests. R: Through this, I cultivated meaningful communication with my peers while honing my ability to listen with intention, which will be invaluable when tailoring my approach to meet the diverse needs of my students. 2. Personality: What quality makes you stand out from the rest? Do you have an unusual experience that has positively affected how you see your work? Point - What is one trait about you that makes you an exceptional teacher? Evidence - Provide a situation in which you demonstrated this personality trait. Result - How can it apply to the current position you're applying for? Example: P: I am empathetic and love being an active member of a team or community. E: When I completed my university degree, I volunteered regularly at a local foodbank. The reason why I did this was because I wanted to give back to my local community, but also better understand the people around me. R: This has made me more grateful for my own living situation, but also more understanding about the needs and situations of others. I hope to bring a similar commitment and dedication when I join your school community. AFTER THE INTERVIEW Reflect on what went well and provide feedback on the school to your recruiter. What positives and negatives can you take away from the interview/school? How well did you do based on your preparation for the interview? If you have any further questions or need clarification about the school or position, please ask your recruiter. Send Us Your Resume
by Embark Recruiting
About Embark (6/9)
Understand Teaching Contracts in Korea
Signing your first teaching contract in Korea can feel overwhelming. That’s why at Embark Recruiting, we walk you through every line of your contract. From salary and housing to overtime pay and pension, we make sure you understand what you're signing. While details vary from school to school, most teaching contracts follow a similar format. This guide breaks down a sample contract and highlights what native English teachers should look for, alongside relevant points from the Korean Labor Standards Act. 1. Contract Duration and Terms Most teaching contracts in Korea run for one year, starting on your first teaching day and ending on the last day of the 12th month. Leaving early often results in penalties such as repaying airfare and losing severance pay. Additionally, breaking the contract also affects your ability to secure another teaching position. Example: 1st of September 2025 – 30th of September 2026 2. Orientation and Training New teachers usually receive about five days of training before starting regular classes. Some academies may request online as well as offline on-campus training. For offline training, teachers generally meet with experienced teachers, observe classes, and review the school’s curriculum and teaching methods. During training, the teacher will typically not be asked to conduct classes and will be paid a minimal training wage, usually lower than the standard wage (50 ~ 70% of the normal hourly wage). Example: The Teacher must complete the School's training programs. The teacher will be guaranteed five days of training before starting to teach. During this time, the Teacher will shadow experienced teachers and learn the School's curriculum. The Teacher will NOT be expected to teach during this period. The Teacher will be paid an hourly training wage equal to 20,000 KRW per hour. 3. Working Hours and Break Times Contracts typically outline both teaching hours and office hours. At most language academies, teachers can expect to spend around 30 to 40 hours per week in the classroom, which totals to 120 or 160 hours a month. In addition to classroom instruction, schools often require teachers to prepare for lessons, perform administrative tasks, and attend staff meetings. Some academies also schedule special events such as speech contests or sports days on weekends, which may not be compensated separately. Note: Meetings, workshops, and class prep may be required but are often NOT counted as teaching hours. Break times generally follow the Korean Labor Standards Act, which requires that workers receive at least a 30-minute break if working over four hours, and at least one hour if working over eight hours. Labor Standards Act, Article 54 (Recess) (See Full) (1) An employer shall allow employees a recess of not less than thirty minutes in cases of working for four hours, or a recess of not less than one hour in cases of working for eight hours, during work hours. 4. Teacher Responsibilities and Duties Teaching in Korea involves more than simply delivering lessons. Contracts generally list expectations such as preparing daily lesson plans, teaching a range of age groups, and attending meetings, workshops, and occasional weekend events. Daily duties and responsibilities help teachers understand the daily grind and what is expected. Example: The Teacher is required to prepare for all classes and perform administrative tasks related to teaching. Duties include: a. Teach classes according to the assigned timetable b. Substitute teaching in case of teacher absence c. Develop and organize teaching resources for lessons d. Attend and contribute to team meetings and planning sessions e. Attend parent-teacher meetings and bi-annual school events, including open classes f. Prepare student evaluations and written progress reports g. Work closely with Korean teachers and administrative staff to support students’ learning and growth h. Attend training sessions and special events as needed 5. Standard of Dress and Conduct Teachers are expected to maintain a professional appearance and conduct at all times while on school premises. While suits and ties are usually not required, neat and appropriate clothing is expected (business casual). Beyond appearance, teachers are also expected to follow the school’s code of conduct, which typically includes being respectful to students, parents, and colleagues, and adhering to school policies during classes, meetings, and events. Example: The Teacher must maintain behavior that upholds and reflects positively on the reputation of the school and its staff. The Teacher shall avoid actions or conduct that could harm students, colleagues, or the school community. The Teacher is expected to dress professionally and appropriately while on school premises or participating in school-related activities. Visible tattoos or piercings may not be considered acceptable in accordance with the school’s professional standards. 6. Salary and Overtime Pay A teacher’s monthly salary is normally fixed and clearly stated in the contract, with pay dates specified in the contract. The contract will likely state overtime pay generally at 50% of a normal salary in addition to the regular salary as stated in Korea’s Labor Standards Act. The contract should define what is included in ‘overtime’ and the hourly rate per teaching hour. If you agree to work overtime, you may want to get a statement in writing. It is essential to clarify what counts as overtime. Lesson preparation, meetings, and training sessions are usually required but not considered overtime, meaning they are included in your base salary responsibilities. Example: 2,500,000 KRW monthly salary on the 1st day of each month for the preceding month. Labor Standards Act, Article 56 (Extended, Night or Holiday Work) (See Full) (1) An employer shall, in addition to the ordinary wages, pay employees at least 50/100 thereof for extended work (referring to the work during the hours extended pursuant to Articles 53 and 59 and to the proviso of Article 69). 7. Housing or Housing Stipend Most language academies provide either a furnished apartment or a monthly housing allowance. When housing is provided, teachers can usually expect basic furnishings such as a bed, refrigerator, washing machine, and air conditioning and heating unit. Request photos of housing before signing a contract. Utilities, internet, phone, and other living expenses are the teacher’s responsibility. Many contracts also include a refundable deposit. For example, the school may withhold 200,000 won over two months of your salary to cover unpaid bills. This is common practice to ensure that the tenant is responsible for damages and pays for the bills. This deposit is returned at the end of the contract once all expenses are settled. If a housing allowance is offered instead of an apartment, teachers should make sure the stipend is in addition to, not included in, their base salary. We advise you to ask when the stipend will be paid each month. Example: The School will provide the Teacher with single, furnished accommodation in the form of a studio apartment. The School will cover the monthly rent. The housing will include basic furniture and appliances such as a bed, blanket, refrigerator, air conditioner, and heating system. The Teacher is responsible for all costs associated with the use of the housing, including utilities, internet expenses, and taxes. The teacher will be responsible for repair or replacement costs for any damage caused by negligence. A refundable deposit of 100,000 KRW will be withheld from the Teacher’s pay for over 2 months. The School will return the total deposit, minus any applicable deductions, at the end of the Contract Period. If the Teacher already has their own housing, the School will provide a monthly housing allowance of up to KRW 500,000. 8. Airfare and Transportation Many schools offer to cover the cost of airfare to Korea, though the terms vary. Some schools purchase the ticket in advance, while others reimburse the teacher after arrival. One-way flight reimbursement is also typically capped at one million KRW and is paid after three months of employment. If the teacher leaves before the end of the contract, this cost must typically be repaid. Example: The School will reimburse the Teacher with a one-way economy-class flight to South Korea not exceeding 1,500,000 KRW. The flight fee will be reimbursed within three months of the contract start date. If the contract is terminated by either the Teacher or the School within the first three months of employment, the Teacher must repay the cost of the airfare. For Teachers who are already in South Korea at the time of signing the contract, the School will provide a one-way ticket back to the Teacher’s home country upon completion of a one-year contract. 9. National Health Insurance and Pension By Korean law, all full-time workers must be enrolled in Korea’s National Health Insurance Service and the National Pension Service. Both contributions are split evenly (50/50) between the school and the teacher. Health insurance premiums are deducted from monthly pay, while pension contributions accumulate over time. Teachers from countries that have a social security agreement with Korea, including the U.S., Canada, the U.K., Australia, New Zealand, and Ireland, but excluding South Africa, are eligible for a lump-sum pension refund. When you decide to leave Korea, a lump-sum refund equivalent to the amount of contributions paid plus the fixed interest is paid to the teacher. Example: The School will withhold Korean income tax, health insurance, and national pension contributions from the Teacher’s monthly salary as required by Korean law. The School will subsidize 50% of the Teacher’s contributions to both the national pension and health insurance. The Teacher will contribute to the remaining fifty percent of both the national pension and health insurance. Health insurance will be provided through the National Health Insurance Corporation (NHIC), and the Teacher will be enrolled in the National Pension Scheme. 10. Vacation, Paid Leave, and Sick Leave Vacation days are often tied to the school’s calendar rather than chosen by the teacher. While all national holidays are generally off (15 days), additional vacation days may be limited. A worker without one full year of service with an attendance rate of 80% during the year receives 1 day of vacation per month of work (totalling 11 days of annual paid leave). Sick leave policies are also generally limited; many schools allow only three paid sick days per year, requiring a doctor’s note from an approved clinic, and they are generally not to be taken consecutively. Example: The School will determine vacation dates, except for legal holidays. If the Teacher wishes to choose vacation dates, they must submit a request and obtain approval from the School at least sixty days in advance. The Teacher is entitled to 15 paid vacation days in addition to national holidays. The Teacher is entitled to one day of paid sick leave if illness or injury prevents the Teacher from fulfilling their duties under this contract, provided that prior approval is obtained from the School at least one day in advance. When taking sick leave, the Teacher must submit a doctor's note to the School following his/her return. Labor Standards Act, Article 60 (Annual Paid Leave) (See Full) (1) Every employer shall grant any employee who has worked not less than 80 percent of one year a paid leave of 15 days. 11. Severance Pay Teachers who complete a full one-year contract are legally entitled to severance pay equal to one month’s salary, regardless of whether the contract mentions it. Act on the Guarantee of Employees’ Retirement Benefits, Article 8 (Establishment, etc. of Retirement Allowance Systems) (See Full) (1) Any employer who intends to set up a retirement allowance system shall establish a system that makes it possible to pay a retiring worker a prorated amount equivalent to average wages earned for 30 days for each year of his/her continuous service. 12. Termination and Resignation Contracts generally outline the conditions under which a school may dismiss a teacher, including repeated absences, misconduct, or poor performance. Schools are usually expected to provide notice, but in cases of serious misconduct, dismissal may be immediate. Labor Standards Act, Article 26 (Advance Notice of Dismissal) (See Full) When an employer intends to dismiss an employee (including dismissal for management reasons), he or she shall give the employee a notice of dismissal at least 30 days in advance of such dismissal, and, if the employer fails to give such advance notice, he or she shall pay such employee a 30 days' ordinary wage at the least: Provided, That where any of the following is applicable, this shall not apply: (1) Where the period during which the employee has worked continuously is less than three months; (2) Where continuation of the business is impossible due to natural disasters, incidents or other unavoidable circumstances; (3) Where the employee has intentionally caused serious damage to the business or property loss, which falls under the reasons prescribed by Ministerial Decree of Employment and Labor. Although Korean law does not require employees to give 30 days’ written notice when resigning, many contracts include a notice period, often 30 or 60 days, as a standard clause. Teachers should follow the notice specified in their contract to avoid potential disputes. 13. Governing Law All employment contracts in Korea are governed by Korean law, and any disputes are handled within the Korean legal system. While contracts can initially seem dense, take the time to read every clause carefully and ask for clarifications if anything is unclear. The Korean Labor Standards Act provides important legal protections on matters such as working hours, breaks, paid leave, health insurance, pension, and severance pay. Knowing both the contents of your contract and your rights under the law is the best way to ensure your rights are protected. At Embark, we walk you through every detail of your contract so you can feel confident and informed before signing. Send us your resume, and we’ll get started on finding the right fit for you. Send Us Your Resume
by Embark Recruiting
About Embark (5/9)
Join Embark's Teacher Community in Korea
Imagine having a group of fellow teachers in Korea who are ready to answer your questions, share advice, and celebrate your milestones. That’s exactly what Embark's teacher community offers. Beyond matching you with a school, we make sure you’re supported every step of the way. Why Teachers Stay in Our Network Embark isn’t just about placing you in a job. It’s about making sure you thrive as a teacher while you’re in Korea. Here’s what our teachers say I have worked in Korea for around five years. I have worked with my fair share of recruiters and at my fair share of hagwons. I can confidently say that this recruitment agency is the best one by a country mile. First of all, nearly all of the people I have talked to have been kind, accepting, punctual, and friendly. Too often, you will find recruiters who are clearly in their line of work for the money, forgetting that their choices have gigantic impacts on the person they are placing. I have never felt like this speaking with the people here. It is clear that each person has either worked in the system itself or is very well acquainted with it. Like countless others, I have encountered issues with schools, predominantly with the schools I attended before working with this agency. Once I began working with Embark, the questions they asked made me feel like they were actively looking for a school to best fit my interests. My first placement was in a fantastic area at a newer school that I had the pleasure of working at for a while... Braedan, Canada - Matched in Fall 2025 I had a very communicative and smooth experience when interviewing and on boarding. My recruiter, Derek, was so kind and understanding of all my questions and was very patient with me as well. I truly am thankful for all the help it took to get me here and I am forever grateful! Jailline, United States - Matched in Fall 2025 Working with Embark Recruitment has been an absolute standout experience. From our first interaction, their communication was clear, proactive, and consistently supportive. Whenever I had questions big or small they responded promptly and guided me through every step of the teaching job application process with transparency and care. Thanks to their attentiveness and dedication, I felt confident and well-prepared, and they helped me secure a teaching position that truly suits me. I’m hugely grateful for how committed Embark was in helping me achieve this opportunity. Nozipho, South Africa - Matched in Summer 2025 I was first contacted by Embark Recruiting through LinkedIn, and although I was a bit hesitant at first, I decided to trust them—and I’m very glad I did. The recruiter I worked with was kind, down-to-earth, and patient in listening to my specific circumstances and rather strict job requirements. Thanks to their support, I was connected with a position that truly fits me. I’m very satisfied with my current job, and I know it would have been difficult to find this opportunity on my own. I’m sincerely grateful to my recruiter and to Embark Recruiting for helping me through this process. Yuna, South Korea - Matched in Summer 2025 Working with Cat from Embark Recruiting was a great experience. She was kind and incredibly helpful, making sure to thoroughly understand my concerns and conditions regarding what I was looking for- in both a school and living situation. I would absolutely recommend working with both Cat and Embark Recruiting for anyone looking for help finding a position within Korea. Amanda, United States - Matched in Summer 2025 Working with Embark, particularly Hannah, was a great experience. It allowed me to feel less stressed knowing I was in good hands and being presented offers that met my non-negotiable requirements. Additionally, I consistently felt supported, and felt I could ask any questions without being nervous or embarrassed. Lastly, Hannah always made sure her top priority was getting me the best deal, even negotiating and securing me a better contract for a job I really loved, as she knew she could make the deal even more agreeable. After working with two recruiting companies to find teaching positions in South Korea, I have to admit that Embark never failed in their duties, making the job hunting period even a little enjoyable. Charlotte, United Kingdom - Matched in Summer 2025 Working with Embark Recruiting was a smooth and supportive experience from start to finish. From the initial contact, their team was incredibly responsive, professional, and genuinely invested in helping me find the right teaching opportunity. What I appreciated most was how personalized the process felt. They took the time to understand my background, preferences, and goals, and matched me with schools that aligned with what I was looking for. They also provided guidance throughout the interview process and made sure I felt confident and prepared...Overall, I’d highly recommend Embark Recruiting to any teacher looking for international opportunities. Their professionalism, warmth, and commitment truly set them apart. Tevin, South Africa - Matched in Summer 2025 Connect with Embark's Teacher Community We organize offline meet-ups, giving you the chance to hang out with native English teachers, expats, and other professionals. It’s a relaxed space to share experiences, make friends, and build a support network outside the classroom. Being part of our community comes with perks. From birthday Starbucks vouchers to exclusive giveaways, we love celebrating our teachers and showing appreciation for their hard work. At Embark, we don't disappear once you're placed in a school. Our team checks up on you after your first month, first three months, and throughout the year to see how you're adjusting to the school. You can always reach out to us for any questions about the school and life in Korea, and we'll do our best to provide real support when you need it. For legal issues, we work with a bilingual laywer ensuring you have access to professional legal support when you need it. Send us your resume, and we’ll get started on finding the right fit for you. Send Us Your Resume
by Embark Recruiting
Visa Guide (10/10)
E-2 to E-2 Visa Transfer | Korea Visa Guide
If you’ve signed with a new school in Korea, congratulations! To continue teaching legally in Korea, you’ll need to transfer your existing E-2 visa from your previous school to your new one. This guide explains the required documents, who prepares them, and what steps to take to complete the transfer. Required Documents for E-2 to E-2 Visa Transfer Prepared by the Teacher (D-10 Visa Holder) Application Form No. 34: Visa application form for the transfer. See Form Release Letter (If applicable): Needed only if leaving a previous contract early. Passport: Valid passport with at least six months of validity. Residence Card (RC): Original and Copy - Current Residence Card issued in Korea. Confirmation of Residence and Lease Contract (When the teacher provides their own housing.) Labor Income Withholding Receipt(근로소득원천징수) *Only receipts from the previous year are available on Hometax or at the local tax office. For the current year's receipt, please contact your school directly. Foreigner Occupation Report Form (외국인직업신고서) Signed Contract: Original and Copy Proof of Experience (경력증명서) Visa Transfer Fee: 60,000 KRW *If the school is visiting the immigration office for the teacher, the teacher needs to sign a ‘Power of Attorney’. Prepared by the School (New School): Business Registration Certificate (사업자등록증): Copy of the school’s business registration number certificate. School Establishment Registration (학원설립운영등록증): Copy confirming the school is registered in Korea. Class Timetable (강사 활용계획서): Showing the classes the teacher will teach. School Status Report (학원 현황표) Confirmation of Residence and Lease Contract: Needed when the school provides the housing. E-2 to E-2 Transfer Process Overview Once you sign a new contract with your school, you must complete the visa transfer process within the first two weeks of your new contract 1. Schedule an Appointment at the Immigration Office Embark Recruiting will book an appointment at hikorea.go.kr. The appointment must be made within 15 days of your contract start date. You’ll receive a reservation receipt, which you must bring to the immigration office. 2. Prepare Your Documents Download your Labor Income Withholding Receipt online at the National Tax Service or visit a local tax office. If there is something wrong with the Labor Income Withholding Receipt or the Amount of Income Certificate, immigration will ask the tax office to conduct an investigation and halt your visa process 3. Gather All Required Documents & Prepare Visa Fee Print and organize your personal documents. Collect the necessary paperwork from your new school. Prepare your visa transfer fee (60,000 KRW). Generally, the fee is paid by the teacher, but you can ask the school if they can pay the fee. 4. Go to Your Immigration Appointment Bring all documents, your reservation receipt, and payment. Submit everything to the immigration office. Once approved, your visa will be officially transferred to your new school.
by Embark Recruiting
Teaching in Korea (3/3)
How to Spot Illegal ESL Recruiters in Korea
The Problem with Unlicensed ESL Recruiters in South Korea Most Korean recruiting and headhunting firms are large, well-organized, and often charge lofty service fees. In comparison, the market for recruiting native English teachers is often poorly regulated. If you are looking to teach in Korea, you need to avoid working with illegal recruiters. The Role of Recruiters in Korea In Korea, recruiters for native English teachers act as intermediaries who match teachers with schools, negotiate the terms of employment, and receive payment from the schools for each candidate they place. Unlike standard recruitment fees, which are often a percentage of the candidate's first-year salary, recruiters in the native English industry usually charge a lower, flat fee. Typical Recruitment Fees in Korea (per hire) Recruiter Type Fee Standard Recruitment Approximately 15% of first-year salary Native Teacher Recruitment 500,000 - 1.5 million Korean Won (KRW) Legal Qualifications and Licensing for Recruiters in Korea Not just anyone can work as a recruiter in Korea. Recruiters must meet specific legal qualifications. To establish a native English teacher recruiting company, the individual must obtain a paid employment agency license under Korean law, which is strictly regulated. Article 47 (1) of the Employment Security Act (See the full version) “A person who falls under any of the following subparagraphs shall be punished by imprisonment with labor for not more than five years, or by a fine not exceeding fifty million won. A person who conducts fee-charging job placement services or labor supply business without filing for registration or obtaining permission under Article 19 (1) or 33 (1);” Legal Requirements for Recruiters: Capital of at least 50 million KRW (about $40,000 USD) for corporations At least two executives qualified as employment counselors or labor managers in companies with 300+ employees An office space of at least 10 square meters Liability insurance for damage compensation Recruitment Fees Although Korean law regulates the amount recruiters can charge teachers as fees, in practice, these regulations are often ineffective. Avoid any recruiter who asks you for a service fee. Common Problems with Illegal Recruiters Give false or misleading information and fail to address teachers’ real needs Refuse to assist with workplace disputes or issues, leaving teachers unprotected Fail to safeguard teachers’ personal data, risking privacy breaches and misuse Stop communicating after teachers arrive in Korea or start their jobs Some schools choose to work with illegal recruiters because they pay lower fees and can control them by threatening to report them to the authorities. These illegal hiring practices play a big role in slowing down progress within Korea's native English teacher industry, leading to stagnant wages and mistrust between teachers and schools. How can I verify if my recruiter is licensed and registered? 1. Request their Business Registration Number (BRN). The BRN is a 10-digit number that proves the company is legally operating in Korea (format: XXX-XX-XXXXX). How to Verify the BRN Go to the Korean government tax website HomeTax. Enter the BRN and click 조회 (Check). If the result shows “부가가치세 일반과세자 입니다” (“General Taxpayer”), the business is legally operating. If no result appears ("조회된 결과가 없습니다"), be wary that the company may be operating illegally. 2. Ask to see their Fee-Charging Job Placement Service Certificate, which is proof that they are legally authorized to operate as a recruiting company. We have attached our own certificate to compare as a reference. From a teacher’s perspective, using any recruiter might seem acceptable. After all, you are not the one paying for the service. However, to protect your personal data and ensure you have reliable support, it is crucial to work only with legally registered and qualified recruiters.
by Embark Recruiting
About Embark (4/9)
Why Choose Embark?
Job hunting alone can be overwhelming, stressful, and time-consuming, especially when you are on your own. Having been teachers ourselves, our team understands how challenging the process can be. That is why Embark is here to make the journey teaching in Korea easier. Embark's Difference Your Career, Our Mission At Embark, your success is our success. We are here to help you find the right job that fits your skills, personality, and we will not stop until you are hired. Save Time and Reduce Stress Job hunting takes considerable time and effort. We pre-screen schools and jobs to provide positions worth your time. Your Privacy is Our Priority Your privacy matters. If you are currently employed and prefer not to disclose your place of work, we have got you covered. We will keep everything confidential and, if needed, delay sharing references until you are ready. Guidance You Can Count On Need help with your resume or interview? We are here with professional tips and guidance to help you shine and make a lasting impression. Supporting Your Career Today and Tomorrow Finding the right position can take time. We will keep your information on file and continue working to connect you with the best teaching opportunities. Embark's Mission Our mission is to elevate the standards of the Korean native teacher industry by ensuring teachers are supported, informed, and empowered. We aim to close the information gap by providing teachers with the resources they need to succeed. In doing so, we believe we can connect passionate teachers with the right opportunities and help them thrive both inside and outside the classroom. For us, teaching is more than a job; it is a pathway to meaningful cultural exchange and personal growth. Embark's Core Values Embark Recruiting’s success is built on the established trust of teachers and schools, combined with the unwavering dedication and efforts of our team. We remain firmly committed to our core values and consistently deliver high-quality recruitment services. Integrity Trust is at the heart of everything we do. We operate with transparency, integrity, and genuine care. You will never be pressured into a decision, and we will always provide the support to make the best decision. Professionalism Experience where it counts. Our recruiting team is made up of former native English teachers in Korea. Together, we understand the real challenges and rewards of teaching abroad, and we use that insight to support you every step of the way. Collaboration Our recruiting model is built on collaboration, so our recruiters focus on matching each teacher with the right role, not on earning commissions. Our Recruiting Team Derek O'Grady, President and CEO, United States Contact: derek.embark@theworknplay.com I’ve been living in Korea since 2013 and spent more than seven years teaching English in Korea. Those years in the classroom shaped how I lead today. As President and Director of Recruiting at Embark, I believe in building a company culture rooted in collaboration. Our recruiters work as a unified team, not on commission, which means we focus solely on making the best matches for both teachers and schools. I care deeply about setting teachers up for long-term success and believe honest, transparent recruiting is the key to that. Cat Modena, Senior Recruiter, United States Contact: embark1@theworknplay.com I moved to Korea back in 2019 and spent four years teaching at language schools across Seoul. Over the years, I’ve worked as a kindergarten homeroom teacher and helped develop science-related English content for young learners at schools like YBM and SIE.K, and even helped choreograph English musicals! I know what it’s like to settle into a new school, navigate housing contracts, and deal with last-minute schedule changes. I’m here to help teachers not just find a job, but find the right school to grow and thrive in. Because I’ve been through the process myself, I focus on giving teachers the support I wish I had when I started. Hannah Vaughan, Recruiter, United Kingdom/Ireland Contact: embark3@theworknplay.com I have been in and out of Korea for the past two years, and I have not been able to stay away. I taught English to students aged 6 to 16, which gave me valuable first-hand insight into what teachers need from their schools. Many of my friends had great teaching experiences, and seeing both sides has helped me in this job has helped me guide others toward schools that best match their expectations. I have lived in many different countries, including the UK and Ireland, but Korea and its eclectic culture are what have made me stay. I also have over three years of experience in recruitment, so I hope that I can help with your job searching journey! Lance Cho, Recruiter, Korea Contact: embark2@theworknplay.com I have been working in communications for over 5 years, and now I specialize in recruiting and supporting English teachers. I assist with Korean-English communication, so both teachers and schools know what to expect from each other. Many of my close friends are expats and teachers, so I understand the real challenges that you may face. I also love learning more about different cultures and traveling to increase my understanding of the world. I’m here to guide you through the process and make sure you feel supported from beginning to end.
by Embark Recruiting
About Embark (3/9)
Embark's Assurances & Guidelines for Teachers
At Embark Recruiting, we are committed to providing transparent, ethical, and professional recruitment services for native English teachers looking to work in Korea. This guide outlines the rights and responsibilities of both teachers and our agency to ensure a smooth, safe, and legal recruitment process. 1. Compliance and Legal Assurance At Embark Recruiting, we ensure that every placement complies with all relevant Korean laws and regulations, including employment, immigration, and labor standards. By following these legal requirements, you can be confident that your position will be fully legal, secure, and professionally supported. 2. Our Responsibilities and Commitment to Teachers We are a legally registered native teacher recruitment agency based in Seoul, South Korea. Address: Suite #402, 92 Seocho-daero 42-gil, Seocho-gu, Seoul, Korea What We Promise: Placement with Legitimate Schools: We recommend teachers exclusively to schools and institutions legally operating in Korea. Unauthorized groups or illegal private tutors are never included. Privacy and Data Security: Your resume and personal information are shared only with your consent. We never sell or misuse your data. Accurate, Up-to-Date Information: We provide the latest details about schools, positions, and working conditions. If something seems inaccurate, email us at derek.embark@theworknplay.com Guidance and Support: We advise and assist teachers in case of contract disputes or unfair treatment. Free Service: We do not ask for financial compensation from Teachers for our recruitment services. Tailored Recommendations: We match teachers with schools that suit their experience, qualifications, and preferences. 3. Responsibilities of Teachers To ensure a smooth process, teachers are expected to: Meet Legal Requirements: Hold a notarized and apostilled bachelor’s degree. Provide an apostilled criminal background check issued within six months of the visa application. Health and Safety Compliance: Complete a government-mandated physical medical examination, including a drug test, upon arrival in Korea. Provide Honest, Accurate Information: Keep your resume and application information up-to-date and accurate to your credentials Notify Embark Recruiting of interview outcomes. Share any contracts offered directly by a school for review. Act Professionally: Maintain honesty, integrity, and professionalism throughout the recruitment and employment process Contact Us Have questions or need additional support? Reach out anytime at derek.embark@theworknplay.com
by Embark Recruiting
About Embark (2/9)
Embark's School Verification System
Embark Recruiting has always been committed to the safety, security, and satisfaction of our teachers. Before partnering with any school or recommending institutions in Korea, we conduct thorough checks to ensure each placement is with a fully legal and reputable organization. Our school verification system protects teachers from illegal placements, unsafe working conditions, and unreliable employers. By combining legal checks, reputation analysis, and ongoing monitoring, we provide peace of mind and professional support throughout the recruitment process. 1. Verify Legal Status & Compliance We screen schools by confirming the school’s legal registration and operational status. Business Registration Number: We request the official business registration number of every school. This allows us to verify that the school is legally registered with the Korean authorities. Official Documentation: We review incorporation certificates and licenses to ensure the school is authorized to operate. Regulatory Compliance: We check that the school complies with local labor, employment, and educational regulations. By confirming these legal credentials, we ensure that our teachers are only placed in institutions that are fully compliant with national regulations. 2. Reputation and Track Record We evaluate each school’s reputation and work practices. Our client team speaks directly with school leaders and current teachers, gathering insights on workplace practices and school environment as part of our verification process. Teacher References: We reach out to current and former teachers to gather firsthand feedback on working conditions and management practices. Community and Online Reviews: We monitor forums, social media, and teacher networks for red flags or repeated complaints. Longevity and Stability: We consider how long the school has been operating and its track record. We ensure that our partner schools provide a supportive and professional work environment for our teachers. 3. Ongoing Monitoring & Assessment School verification is not a one-time process. We maintain continuous oversight to ensure that our standards are upheld. Regular Check-Ins: We stay in touch with our matched teachers to ensure that working conditions remain consistent with contract expectations. Respond to Concerns: If any issues arise, we investigate and work with the school to resolve problems or dissolve our partnership. Through ongoing monitoring, we ensure that the schools we work with remain safe and supportive environments for our teachers.
by Embark Recruiting
About Embark (1/9)
Embark's Services Overview
At Embark Recruiting, we guide you through every stage of your career in Korea, combining expert guidance, personalized support, and a supportive teacher community. Every teacher has unique priorities. Some are focused on location, others on work hours, student ages, or specific curricula. Before recommending any schools, we take the time to understand what matters most to you. After our call, we ensure that the positions we suggest align with your goals and lifestyle. Here’s how we find the right teaching jobs for you. 1. Initial School Filtering Based on your priorities, we review our 1,000+ database of partner schools to identify options that fit your criteria. Each school is evaluated for curriculum, student age range, class sizes, schedules, start dates, and school culture. 2. School Recommendations and School Profiles Once we shortlist schools that match your priorities, we provide detailed school profiles and job postings, so you have all the information you need before deciding whether to move forward with an application. Each profile outlines key details, including: Teaching environment and school expectations Student ages and class sizes School curriculum and facilities Benefits such as housing, social insurance, professional development opportunities, and other perks 3. Streamlined Applications Once you’ve chosen the schools you’re interested in, we take care of the application process for you. Our team submits your resume and documents directly to schools, making sure your experience and strengths are clearly highlighted. We communicate with the schools on your behalf and keep you updated on the progress of your applications. STEP 1 Send Your Resume & Schedule a Call with Us Everything starts with you! Please send us your resume, and one of our recruiters will reach out to schedule a quick phone or video call. Due to the high volume of emails, we recommend applying through TheWorknPlay site rather than by email. Pre-interview Checklist To help streamline the application process, we recommend that you provide the following information on your resume or have it ready prior to your call, as these are important factors for the visa and recruiting process. 1. Personal & Health Information Full legal name, date of birth, nationality Marital status (single, married, etc.), travelling with family dependents, pets, etc. Health conditions and medications Must be disclosed before the mandatory medical exam upon arrival in Korea Tattoos or visible piercings Most schools expect teachers to cover tattoos or remove piercings during work 2. Visa & Passport Visa status (E-2, D-10, F-4, etc.) Passport expiration date Status of apostilled documents for E-2 visa Bachelor’s degree, criminal background check 3. References Contact details or reference letters from your most recent employer (director/principal or senior-level employee) References are necessary for experienced teachers who previously worked in Korea or taught English abroad. What to Expect During the Recruiter Call To help us better understand your experience and goals, one of our recruiters will schedule a brief 5–10-minute call with you. Don’t worry, there is no need to dress up, but please make sure your audio and Wi-Fi are working properly beforehand. During the call, our recruiters will ask for your permission to record the conversation for transcription purposes when tailoring your resume. The recording itself will never be shared. We will ask you questions about your work experience, skills, qualifications, as well as your preferences and requests, such as housing needs or pet accommodation. Be clear about your priorities, whether that’s housing, location, or pet accommodation. The more honest you are about what you need (and what you don’t), the better we can match you with the right opportunities. Every teacher has unique priorities. Some are focused on location, others on work hours, student ages, or specific curricula. Before recommending any schools, we take the time to understand what matters most to you. After our call, we ensure that the positions we suggest align with your goals and lifestyle. Here’s how we find the right teaching jobs for you. 1. Initial School Filtering Based on your priorities, we review our 1,000+ database of partner schools to identify options that fit your criteria. Each school is evaluated for curriculum, student age range, class sizes, schedules, start dates, and school culture. 2. School Recommendations and School Profiles Once we shortlist schools that match your priorities, we provide detailed school profiles and job postings, so you have all the information you need before deciding whether to move forward with an application. Each profile outlines key details, including: Teaching environment and school expectations Student ages and class sizes School curriculum and facilities Benefits such as housing, social insurance, professional development opportunities, and other perks 3. Streamlined Applications Once you’ve chosen the schools you’re interested in, we take care of the application process for you. Our team submits your resume and documents directly to schools, making sure your experience and strengths are clearly highlighted. We communicate with the schools on your behalf and keep you updated on the progress of your applications. Related Blog: Build a Professional Resume to Teach in Korea STEP 2 Find Jobs & Accept Interview Requests After tailoring your resume, our recruiter reviews available positions that match your preferences. We provide full details on the school and the role, such as the class size, prep hours, facilities, and housing, so you can make an informed decision. When you decide to move forward with a school, we submit your application and coordinate with the school to schedule an interview (Zoom, Google Meet, Microsoft Teams, etc.). You stay in full control, and there is NO pressure to accept interview offers. However, for first-time teachers, we strongly recommend taking as many interview opportunities as possible. Not only does this help you practice, it also gives you a better sense of what different schools are like. Related Blog: Find the Right Teaching Jobs in Korea STEP 3 Interview with Schools Once you are shortlisted for an interview by the school, we guide you through the interview process. We provide guidance on common interview questions and insights into the school's expectations, as well as logistics, such as scheduling and follow-ups. Related Blog: Prepare for Teaching Interviews in Korea STEP 4 Receive Your Contract & Sign with a School If the interview goes well, the school will follow up with a contract offer. Some schools make a contract offer on the same day, but most Korean schools typically make an offer within a week. At this stage, your recruiter carefully reviews the contract with you to ensure the terms are clear and fair. If you want to negotiate aspects such as salary, housing, or start date, we will work with you to see what is possible. Related Blog: Understand Teaching Contracts in Korea STEP 5 Benefit from Visa Assistance & Join Embark's Teacher Community After you sign with a school, we support you in your visa process. For an E-2-1 (Foreign Language Instructor) visa, please see the guide for your specific country. For overseas candidates, we help schedule your appointment with the immigration office for your Residence Card (RD) as well as assist with your mandatory medical health exam. For teachers in Korea, please consult the D-10 to E-2 visa transfer guide or the E-2 to E-2 visa transfer guide. Our support does not end once you arrive. We regularly check in to ensure your transition into your new school is going well. We also host teacher meet-ups and offer access to our supportive teacher community, so you will always have people to connect with during your time in Korea. Related Blog: Join Embark's Teacher Community in Korea
by Embark Recruiting
Teaching in Korea (2/3)
Inside Koreas Native ESL Teacher Job Market | What to Expect
Why Teach in Korea? There is a growing global demand for native English teachers, and securing the best positions can be highly competitive. South Korea stands out as one of the top destinations, offering competitive salaries, benefits, and a reputation as one of the safest countries to live and work. Status of Native English Teachers in Korea (as of Dec. 31, 2023) Current data shows over 13,000 native English teachers working across public schools, language academies, international schools, and other educational institutions. Citizenship (English Native-speaking Country) Gender (Male) Gender (Female) Total USA 2,037 4,592 6,629 UK 804 2,345 3,149 South Africa 819 1,148 1,967 Canada 472 546 1,018 Australia 118 171 289 Ireland 103 134 237 New Zealand 63 85 148 Job Recruitment Periods The academic year in Korea begins in March and ends in February of the following year. Accordingly, private schools and language academies generally prioritize hiring teachers who can begin in March (1st Semester). Considering the time required for visa processing (typically 2–4 months), most schools begin recruitment around October of the previous year. However, due to unpredictable factors like rising student enrollment and teacher turnover, schools often recruit teachers year-round. Still, a March start date provides the best opportunity for teachers to explore a wider range of positions. International schools usually begin contracts in July or August. Tier 1 Foreign Educational Institutions in Free Economic Zones attract strong competition due to low turnover and high qualification requirements. Tier 2 to 3 smaller international schools or private academy-registered schools offer greater availability with broader eligibility criteria. Preferred Qualifications for Native Teachers While Korea’s Labor Standards Act prohibits discrimination based on nationality, religion, gender, or age, schools may have preferences based on their educational models. Many schools follow a North American-style curriculum, so teachers from the U.S. and Canada are often sought after, particularly due to the value placed on general American accents in Korea. Franchise academies prioritize consistency, so they often offer comprehensive training and may prefer newer teachers who are open to following a set curriculum. In contrast, independently run academies may seek experienced teachers who can manage classes with minimal supervision. Recruiters typically encourage new teachers to start in franchise academies, where they can build confidence and gain experience before transitioning to more advanced roles. Work Conditions and Contract Terms Salaries and working conditions vary by school, with specific details outlined in each teacher’s contract. Most positions are based on 12-month, one-year contracts, which is standard across the industry. This annual cycle isn’t necessarily a bad thing. In many cases, new teachers start in rural or less competitive areas to build their skills and gain teaching experience before applying for more sought-after positions in more competitive cities like Seoul. Moreover, some schools may not be the right fit, and the one-year structure gives teachers flexibility to grow and reassess. Recruitment Process and Recruitment Fees Most schools use recruiters to hire native English teachers. Large franchises may have their own HR departments, but still often work alongside recruiters. According to Korea’s Labor Standard Act, recruiters cannot charge placement fees to the teacher. Be wary of recruiters who demand any form of payment for their services. Recruiters in Korea are compensated by the school once the placement is completed. Legal Protections for Teachers Korea’s Labor Standard Act offers strong protections for all workers, including foreign nationals. Korean employers are legally required to treat foreign employees equally, and most labor laws are interpreted in favor of workers. If a teacher feels they are being treated unfairly, they can file a complaint with the local office of the Ministry of Employment and Labor (MOEL) without any legal costs or paying for a lawyer. For instance, if a school closes unexpectedly and fails to pay wages, the government can compensate the teacher for up to three months’ salary and severance. If you’re unsure which local office to contact, you can call the official Ministry of Employment and Labor hotline, and they will direct you to the appropriate local office. Counseling: 1350 (English option: press 7) Tel: +82-2-1544-1350 Related Blog: Are Native English Teachers Granted the Same Labor Rights as Korean Workers? Education Background and Teaching Experience Many native English teachers in Korea are new to teaching abroad and can start without a master’s degree or teaching certification. That said, having a degree in education or English as well as a teaching license can improve job opportunities and working conditions. Additionally, while a TEFL certification is mandatory for public schools, it is generally not a key hiring factor for language academies. Regardless of initial qualifications, teachers often receive raises and promotions as they gain teaching experience. For international schools, candidates are typically expected to have at least two years of teaching experience in Korea, along with a TEFL or TESOL certificate. Age Factors Although the official retirement age for public school teachers in Korea is 63, schools often prefer younger teachers, especially since many native teaching positions focus on younger children from kindergarten to elementary levels. However, older applicants with strong credentials and teaching experience can still find rewarding opportunities, particularly in less competitive or rural areas.
by Embark Recruiting
Teaching in Korea (1/3)
Average ESL Teacher Salary in Korea After Taxes
Average Work Conditions Work conditions vary between language academies, international schools, and other educational institutions in Korea. Generally, international schools offer more structured hours, fewer students per class, and better resources. Language academies often have longer working hours, with after-school classes and weekend sessions. Teachers can expect a typical school day of 25–30 teaching hours per week, but academies sometimes require more. Facilities in academies vary, so researching specific schools beforehand is essential for understanding your work environment. Average Salary Salaries for teaching jobs in Korea differ based on the institution type and location. International schools typically offer starting salaries ranging from approximately 2.4 million to 2.7 million KRW per month (about $1,800 to $2,000 USD). Language academies usually start at around 2.4 million KRW ($1,800 USD) per month, with experienced teachers able to negotiate salaries up to 3.0 million KRW (about $2,300 USD) or more. Average Benefits & Insurances These positions often come with housing or a housing allowance, health insurance, and paid vacation. often including benefits like housing, airfare reimbursement, and bonuses. Related Blog Post: Korean Tax and Insurance Guide for Native English Teachers