How to Apply to Coway

13 min read Last updated April 20, 2026 4 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Coway applies through its own Korean-language career portal at company.coway.com/recruit/board, which feeds into the recruiter.co.kr ATS platform at cowayhr.recruiter.co.kr. There is no Workday, Greenhouse, or LinkedIn Easy Apply for Korea-based roles.
  • The hiring process has six canonical steps: document screening → 1st interview → AI competency test → final interview → compensation discussion → health check and document verification → start date. Some postings swap the AI test and 1st interview order.
  • Korean language proficiency is effectively required for Seoul HQ and domestic roles. The application form, self-introduction essay, interviews, and onboarding are all in Korean. Global subsidiary roles (Malaysia, Thailand, US, Japan) run in local language plus English.
  • Coway is a services-plus-manufacturing company, not a pure technology company or a pure CPG. Candidates who frame their experience around the rental flywheel — customer lifetime value, field service enablement, recurring revenue retention — outperform those who frame around generic product or software metrics.
  • Cody (Care & Sales Specialist) is a legitimate professional career path inside Coway with tiered training and benefits, not an entry-level side job. Applications for Cody and CS Doctor roles are handled through the same portal but with a different posting category.
  • The Netmarble Group affiliation (since 2019) has not changed Coway's hiring culture into a gaming company's culture — it remains a traditional Korean large-enterprise hiring process. Do not assume Netmarble-style interviews.
  • Certifications, exam scores, school pedigree, and clean career history matter more in Korean HR screening than in Western screening. Document them explicitly and honestly — reference checks will verify.
  • Dress formally for all interviews — business suit, not business casual. Arrive 15–20 minutes early at G-Tower, Guro-gu, Seoul.

About Coway

Coway Co., Ltd. (코웨이, KRX: 021240) is South Korea's flagship environmental appliances company, headquartered in G-Tower, Digital-ro 26-gil 38, Guro-gu, Seoul. Founded in 1989 as a water purifier manufacturer, Coway pioneered the rental (대여) subscription model that now defines the category — customers lease water purifiers, air purifiers, bidets, mattresses, massage chairs, and induction cooktops with bundled in-home maintenance. That bundled-service model is why Coway's workforce looks nothing like a typical appliance maker: approximately half the company is sales, service, and field operations, while the other half spans R&D, design, manufacturing, IT, and corporate staff. Across Korea and overseas subsidiaries the group operates at roughly 6,000+ Korean employees and more than 10,000+ globally when Cody® and CS Doctor® field networks are counted. In 2019 Netmarble Corporation — the mobile game publisher behind Lineage 2: Revolution and MARVEL Future Fight — acquired a controlling stake in Coway, making it a Netmarble Group affiliate. The acquisition thesis was that Coway's recurring subscription revenue, brand trust, and Southeast Asia expansion runway would complement Netmarble's content-driven revenue model. CEO Jang Jae-hyun (장재현) leads a management team focused on three priorities: (1) defending Korea's domestic rental base, (2) scaling overseas — Malaysia is the #1 water purifier brand in-country with millions of rental accounts, Thailand, Indonesia, Vietnam, Japan, and the United States (Coway USA operates both rental and retail channels), and (3) ESG credentials and sustainable materials in every new product line. Flagship products include the Coway Icon Pro and Noble water purifier series, Noble Air Purifier 2, LooLoo Double Care Bidet 2, BEREX mattresses and massage chairs, and the Induction W cooktop. The in-home service network — Cody (Care & Sales Specialist) and CS Doctor (installation, relocation, heavy maintenance) — is the moat that legitimizes the rental price. If you are joining Coway as a developer, designer, engineer, finance professional, or corporate function hire, you should understand the flywheel: the rental model only works because the Cody and CS Doctor networks earn customer trust every three to six months, which means most internal systems, apps (IoCare, Necoa, CS Doctor mobile), data pipelines, and manufacturing quality gates exist to protect that trust. Coway is not a pure technology company; it is a services-and-manufacturing company whose digital products exist to protect its recurring revenue. Candidates who frame their experience around that flywheel — customer lifetime value, field service enablement, rental operations, IoT connected appliances, and Southeast Asian localization — will resonate much more than candidates who treat Coway like a generic CPG or consumer tech job.

Application Process

  1. 1
    Step 1

    Step 1 — Go to the official Coway career portal at company.coway.com/recruit/board (채용공고). This is the single source of truth — do not rely on aggregators like JobKorea, Saramin, or LinkedIn alone, because Coway posts ad-hoc experienced roles (경력채용) and service roles continuously and aggregators can lag by weeks. The portal lists job type (지원유형), posting title, closing date (접수마감), and status (진행상태).

  2. 2
    Step 2

    Step 2 — Click into the specific posting. You will be redirected to Coway's custom-hosted applicant tracking system at cowayhr.recruiter.co.kr (a deployment of the Korean ATS platform recruiter.co.kr). You will need to register a candidate account — ID, password, name, Korean resident registration number or foreigner registration number, mobile, email. The portal is Korean-language primary; there is no English applicant flow for domestic Korea postings.

  3. 3
    Step 3

    Step 3 — Complete the online application form (입사지원서). Coway's application is structured — personal information, education (대학/대학원), certifications (자격증), military service (병역), language proficiency (TOEIC/TOEFL/OPIc/HSK), work experience in reverse chronological order, and a self-introduction essay (자기소개서) broken into prompts. Expect prompts like 'Why Coway?', 'Describe a challenge you overcame', 'Describe your strengths and weaknesses', and 'Describe your future plan with Coway'. Each prompt has a character limit (typically 500–1,000 Korean characters).

  4. 4
    Step 4

    Step 4 — Document screening (서류전형). HR and the hiring manager review your application against the posted 자격요건 (qualifications) and 우대사항 (preferences). Korean résumés are evaluated on education pedigree, continuity of employment, relevant certifications, and the narrative quality of the 자기소개서. For technical roles, portfolios and GitHub links in the self-introduction are reviewed. Screening typically takes 1–3 weeks.

  5. 5
    Step 5

    Step 5 — AI competency test (AI 역량검사 / 인적성). If you pass document screening you will receive an email with credentials for an online brain-science-based aptitude test. Coway's page describes it as evaluating 신뢰역량 (trust competency), 성과역량 (performance competency), and 가치역량 (value competency) to predict growth potential. The test includes timed cognitive exercises (numerical, verbal, logic), personality questionnaires, and in some tracks a short recorded video response. Complete it on a quiet, stable internet connection using a webcam-equipped laptop. Results are used as an input, not a pass/fail gate, but very low scores will end the process.

  6. 6
    Step 6

    Step 6 — First-round interview (1차 면접). Typically a panel of 2–4 people including the direct hiring manager and one HR partner. For technical tracks, expect a live technical discussion and sometimes a take-home or on-the-spot coding exercise. For business and corporate tracks, expect a PT (presentation) interview where you are given a topic 30–60 minutes in advance and present your analysis on a whiteboard or slides. Dress formally (business suit). Interview is in Korean.

  7. 7
    Step 7

    Step 7 — Second-round / executive interview (2차 면접 or 최종면접). A more senior panel — team lead, business unit head, sometimes a C-level or HR executive — assesses overall culture fit, values alignment, leadership potential, and career vision. This is the round where Coway evaluates 인재상 fit (ideal-talent alignment): continuous challenger, growth mindset, and giving back (배움을 주저하지 않고). Some postings insert the AI 역검 between round 1 and round 2 (see iOS developer posting flow), so confirm your specific posting's ordering.

  8. 8
    Step 8

    Step 8 — Compensation discussion (처우협의). Once you are the final selected candidate, HR contacts you to negotiate salary, signing bonus if any, stock if applicable, start date, and level (직급). Come prepared with your current total compensation (연봉계약서 copy), desired compensation, and any competing offers. Coway's salary bands are tight for 신입 (new graduates) and more flexible for 경력 (experienced).

  9. 9
    Step 9

    Step 9 — Health check and document verification (채용검진 / 제출서류 검증). You receive a voucher for a pre-employment health exam at a designated hospital (general blood work, chest x-ray, vision/hearing). You also submit final documents — graduation certificate (졸업증명서), transcript (성적증명서), certificate of employment from prior employers (경력증명서), military discharge (병적증명서) for male Korean nationals, and any claimed certifications.

  10. 10
    Step 10

    Step 10 — Offer letter and onboarding (입사). You receive a written offer (근로계약서). New hires join a structured onboarding (신입사원 과정 or 경력입사자 과정) covering Coway history, product lines, Code of Ethics, information security (ISMS-P is certified), and business unit orientation. Starting location is almost always G-Tower Seoul unless the role is explicitly at the Yugu factory (유구공장, Chungnam), Incheon logistics, or a regional branch.

Resume Tips for Coway

recommended

Write in Korean for Korea-based roles

Write in Korean for Korea-based roles. Coway's domestic postings are Korean-native. Submitting an English-only résumé for a Seoul HQ posting signals you did not understand the job. Write 이력서 (résumé) and 자기소개서 (self-introduction) in natural business Korean. If Korean is not your primary language, have a native speaker proofread.

recommended

Use Coway's exact application form — not a free-form PDF

Use Coway's exact application form — not a free-form PDF. The recruiter.co.kr ATS captures structured fields (education, certifications, military service, languages, work experience, self-introduction prompts). Fill every field. Do not paste a Western-style résumé into a notes box and call it done.

recommended

Mirror the posting's qualifications (자격요건) and preferences (우대사항) in your self-i

Mirror the posting's qualifications (자격요건) and preferences (우대사항) in your self-introduction. If the posting says 'Swift 숙련자, MVVM 경험', your 자기소개서 should tell a concrete story about shipping a Swift app with MVVM — numbers, scope, your role. Keyword mirroring matters because document screeners are searching for evidence.

recommended

Lead with the rental-model lens

Lead with the rental-model lens. Whatever your function, find a sentence that connects your experience to customer lifetime value, subscription retention, field-service enablement, or in-home trust. A frontend developer who writes 'I built UI that reduced churn from trial users by 12%' will out-compete one who writes 'I built a React SPA'.

recommended

Include Korean certifications and scores explicitly

Include Korean certifications and scores explicitly. TOEIC, OPIc IH/AL, HSK, 정보처리기사, 한국사능력검정, driver's license — list the issuing body, score, and date. Coway's screening tools and HR reviewers look for these fields.

recommended

For Cody (Care & Sales Specialist) applications: emphasize any customer service,

For Cody (Care & Sales Specialist) applications: emphasize any customer service, sales, door-to-door, insurance field, or in-home service background. Emphasize flexibility for school-run parents — Coway markets Cody as a family-friendly flex-time career and resumes that signal family orientation and geographic stability score well.

recommended

For manufacturing and plant roles (코웨이엔텍 용접사, 안전관리자, 기계배관 설치): list specific cer

For manufacturing and plant roles (코웨이엔텍 용접사, 안전관리자, 기계배관 설치): list specific certifications (용접기능사, 산업안전기사, 위험물산업기사), factory names, and years of hands-on experience. Include safety incident records (무재해 기록) if you have them.

recommended

For global or overseas roles (Global Talent Pool 상시모집): add a second English rés

For global or overseas roles (Global Talent Pool 상시모집): add a second English résumé inside the attachments tab. List country-specific work authorization, language proficiency with exam scores (not 'fluent'), and any experience in Coway's priority expansion markets — Malaysia, Thailand, Indonesia, Vietnam, Japan, United States.

recommended

Do not use flashy Western design templates

Do not use flashy Western design templates. Coway's ATS and HR reviewers expect a clean, single-column, black-and-white, structured format. Photos (증명사진) are still expected on Korean résumés — use a recent professional headshot with a plain background, business attire.

recommended

Be honest about employment gaps and 이직 사유 (reason for leaving)

Be honest about employment gaps and 이직 사유 (reason for leaving). Korean HR vets former employers through reference calls; exaggerations get discovered in the 경력증명서 (certificate of employment) cross-check at the document verification stage and cause offers to be rescinded.

ATS System: Custom Coway career portal on recruiter.co.kr platform

Coway's career portal is hosted on the recruiter.co.kr applicant tracking platform (a Korean HR-tech SaaS widely used by large Korean employers). Candidate-facing URLs live under cowayhr.recruiter.co.kr, with the public listing page at company.coway.com/recruit/board. The system is fully Korean-language, requires account registration with Korean phone and resident registration number (or foreigner registration number), and uses structured application forms with prompt-based self-introduction essays. There is no LinkedIn Easy Apply, no Workday, no Greenhouse, no Oracle Taleo — this is a Korean-market ATS built for domestic hiring conventions.

  • Register your candidate account early — do not wait until the night of the deadline. Korean ATS systems sometimes throttle new account verification emails during peak windows and Coway postings close at 11:59 PM Korea time on the 마감일 (close date).
  • Complete every structured field. Leaving 'certifications' or 'military service' blank when you have entries is read as carelessness. If a field does not apply (e.g., military service for female Korean or foreign applicants), enter 해당없음 (N/A) rather than leaving it blank.
  • Save often. Most Korean ATS platforms including recruiter.co.kr will log you out on inactivity and some lose unsaved progress. Draft your 자기소개서 answers in a local text editor (Hangul / Word / plain notepad), then paste in.
  • Attach a portfolio PDF for design, development, and content roles. The ATS has an attachments section; do not force reviewers to hunt for a Behance URL embedded in your essay.
  • After submission, check 마이페이지 (My Page) daily for status updates. Coway notifies by email, but emails can land in spam. The portal shows your current step — 접수완료, 서류합격, 면접안내, 최종합격 — and is the canonical status.

Interview Culture

Coway interviews are formal Korean corporate interviews — closer to Samsung, LG, or SK than to a Silicon Valley tech interview, even for tech roles.

Expect business suits, structured panel questions, and a clear hierarchy in the room. You will be addressed as 지원자님 (candidate-nim) and you should address interviewers as 면접관님 (interviewer-nim) or 팀장님/본부장님/상무님 (team lead / division head / executive-nim) using their titles. One Coway cultural quirk to know: internally Coway uses the 님 (nim) honorific universally — from brand-new hire to CEO — so the formal interview greeting transitions into a genuinely horizontal day-to-day culture once you join. The 1차 면접 (first round) focuses on competency and capability — expect behavioral questions using the STAR framework, a technical discussion for technical roles, and frequently a PT (presentation) interview where you are given a business problem 30–60 minutes in advance and must present your analysis. For PT interviews, bring a printed outline, speak for 5–10 minutes, then take 5–15 minutes of Q&A. The 2차 or 최종 면접 (final round) shifts to culture fit, values alignment, and growth potential. Executives probe how you think about Coway's rental flywheel, how you have handled failure, and what you want your ten-year trajectory to look like. They also probe red flags: frequent job changes, gaps, or inconsistencies between the document package and the interview story. The PT interview and the executive interview are both conducted in Korean — there is no English accommodation for domestic roles. If your Korean is conversational but not fluent, rehearse the high-frequency vocabulary for your function (tech stacks, financial terms, operational metrics) in Korean ahead of time. On questions you should prepare: 'Why Coway, why not a pure tech company or a pure FMCG?' (answer: because of the services-plus-manufacturing flywheel), 'What do you know about our rental model?' (answer: recurring revenue, in-home trust, Cody network), and 'How do you handle ambiguity?' (answer with a specific story, not a platitude). Dress code is conservative: men — dark suit, white shirt, muted tie, polished shoes; women — business suit or professional dress, minimal accessories. Arrive 15–20 minutes early at G-Tower and bring a printed résumé set in a plain black folder. Turn your phone to silent before entering reception.

What Coway Looks For

  • 일류인재 — 'First-class talent' defined as someone who does not shy away from learning and who continuously challenges themselves to grow. In practice: evidence of deliberate skill-building over time, not just tenure.
  • Values-based working style: Detail (디테일), Strategic thinking (전략적 사고), and Speed (스피드). Show examples where you balanced all three — not just 'moved fast' or 'thought strategically'.
  • Values-based working attitude: Leadership (리더십), Accountability (책임감), and Organizational capability (조직력). Coway wants team players who take ownership, not lone geniuses.
  • Cultural fit with the 님 (nim) horizontal culture. Candidates who look down on junior colleagues or who can't take honest feedback from peers score poorly in the executive round.
  • Understanding of the rental services business model, not just the product. Candidates who talk only about appliances and ignore the Cody network miss the point of Coway.
  • Relevant certifications and measurable qualifications — Korean HR weights objective credentials more heavily than US HR does. TOEIC, OPIc, industry-specific 기사 certifications, GPA, and school are all evaluated.
  • Stability signals — clean 경력 (career history) without unexplained gaps, reasonable tenures at prior employers, and legitimate 이직 사유 (reasons for leaving). Serial job-hoppers struggle in Korean corporate hiring.
  • For global track candidates: language proficiency documented with real scores, work authorization for target country, and genuine willingness to live in Malaysia, Thailand, Vietnam, Indonesia, Japan, or the US — Coway's overseas postings are not remote-from-Seoul.
  • For Cody and field service candidates: geographic stability, family-friendly schedule fit, communication warmth, and a service mindset. Coway has rebranded Cody as a professional 'Care & Sales Specialist' career path with training, certification tiers, and benefits — résumés should respect that framing rather than treat it as a side gig.
  • For manufacturing and safety roles at Coway Entec (코웨이엔텍) or the Yugu factory (유구공장): hands-on safety record, relevant 기사/기능사 certifications, and comfort with shift or on-site work in Chungnam. These are separate entity postings but they post alongside Coway HQ postings on the same board.

Frequently Asked Questions

What ATS does Coway use and can I apply through LinkedIn?
Coway uses a custom career portal hosted on the recruiter.co.kr platform — a Korean HR-tech SaaS. The public job board is at company.coway.com/recruit/board and the applicant system is at cowayhr.recruiter.co.kr. For Korea-based roles there is no LinkedIn Easy Apply, no Workday, no Greenhouse, no Oracle Taleo. You must register a candidate account on the Coway portal directly. LinkedIn and JobKorea may surface Coway postings for discoverability, but the actual application always routes back to Coway's own portal.
Do I need to speak Korean to work at Coway?
For Seoul headquarters and domestic Korea roles, yes — fluent business Korean is effectively required. The application form, self-introduction essay (자기소개서), AI competency test, and all interview rounds are in Korean. The day-to-day working language at G-Tower is Korean. For overseas subsidiary roles (Coway Malaysia, Coway Thailand, Coway USA, Coway Japan, Coway Vietnam, Coway Indonesia), the local language of that country is primary and English is the working language with Seoul HQ. The Global Talent Pool posting accepts English-capable candidates for overseas-track roles.
What is the AI 역량검사 (AI competency test) and how do I prepare?
It is an online brain-science-based aptitude and personality test Coway uses in the middle of its hiring process. Coway's official description says it measures 신뢰역량 (trust competency), 성과역량 (performance competency), and 가치역량 (value competency) to predict growth potential. In practice the test includes timed numerical and verbal reasoning items, logic puzzles, personality questionnaires, and — for some tracks — a short recorded video response. Preparation: take it seriously, complete it on a quiet stable internet connection, use a laptop with a webcam, wear business casual, and answer personality items honestly (the test has internal consistency checks that flag inconsistent answering). Free practice platforms like 인크루트 적성검사 and SK 종합역량검사 samples give you a feel for the format.
How long does the Coway hiring process take from application to offer?
Typically 6 to 10 weeks for experienced-hire (경력채용) postings and 8 to 12 weeks for new-graduate (신입) postings. Document screening takes 1–3 weeks after the posting closes. The AI competency test invitation arrives within a week of document screening results. First interview is scheduled 1–2 weeks after passing the AI test. Final interview is another 1–2 weeks. Compensation discussion, health check, and document verification add 2–3 weeks on top. Talent Pool (인재POOL) applications sit in a rolling database and only advance when a hiring manager pulls you for a specific opening, which can take months.
What is Cody and is it a real career at Coway?
Cody® is Coway's in-home Care & Sales Specialist role. A Cody visits rental customers every three to six months to clean, service, and replace filters on rental appliances, provide product advice, and sell additional rentals. The role has been part of Coway's identity since the early 1990s and the Cody network is the trust moat behind the rental business. Yes, it is a real career — Coway markets Cody as a flexible professional path with tiered training (basic, advanced, master), certification, performance-based pay, and benefits designed around family-friendly scheduling. Many Cody specialists are parents who value the flex-time aspect. Applications for Cody go through the same recruit.coway portal under the 'Care & Sales Specialist' category.
Does Coway have good work-life balance and what benefits are offered?
Coway publishes a formal benefits program covering Life (welfare points, in-house cafeteria, concierge), Health (annual medical checkup for employee and spouse, private health insurance, on-site gym and counseling room), Family (family-day leave, children's tuition support, holiday gifts for Lunar New Year and Chuseok, housing loan interest subsidy), Relax (refresh leave, company resort access), and Learning (certification support, language training, professional development). Coway has held Family-Friendly Company certification from the Ministry of Gender Equality and Family since 2012. Parental leave, childcare leave, and flexible hours exist on paper and are used in practice — but work-life balance varies significantly by business unit. HQ support functions tend to be better balanced than field-sales and manufacturing functions, which are schedule-driven by customer and production needs.
Is Coway a good company to join given the Netmarble ownership and rumored spin-off discussions?
Netmarble acquired a controlling stake in Coway in 2019 and Coway has been profitable and growing through the ownership change. Coway's rental business is counter-cyclical to gaming — it is a stable recurring-revenue asset that throws off cash, which is why Netmarble valued it. There have been periodic market discussions about whether Netmarble would spin Coway out again to redeploy capital, but as of early 2026 Coway remains a core Netmarble Group affiliate. From a candidate perspective, the operational reality at Coway is unchanged by ownership — the hiring process, the culture, the products, and the Korean-enterprise management conventions are all Coway's. Don't join Coway expecting Netmarble-gaming-company culture; join expecting Korean-enterprise services-and-manufacturing culture.
What is the difference between 신입 (new graduate) and 경력 (experienced) applications?
신입 (sin-ip) applications are for fresh graduates within typically three years of graduation and no meaningful full-time experience in the target field. They are evaluated on potential — education, internships, certifications, AI competency test, self-introduction essays, and interviews. 경력 (gyeong-nyeok) applications are for mid-career hires with specific years of relevant experience stated in the posting (e.g., '3~10 years of iOS development'). They are evaluated on concrete accomplishments — what you built, what you shipped, what metrics you moved, what your scope was. Coway posts 경력채용 ad-hoc continuously based on specific team needs, while 신입 is typically a large annual cohort (공채) with fixed application windows. The 인재POOL (Talent Pool) is a third track — rolling database of pre-qualified candidates who get pulled when a matching opening appears.
Can foreign (non-Korean) nationals work at Coway headquarters in Seoul?
Yes, but with realistic expectations. Coway hires foreign nationals into HQ for roles where global perspective is a clear advantage — overseas business development, global marketing, international HR, advanced R&D, and specific software engineering roles where the team is already multinational. You will need a valid work visa (E-7 specialized activity visa is the most common path for professional roles), business-level Korean proficiency (the application, interviews, and daily operations are in Korean), and realistic comfort with Korean corporate conventions. Pure English-only roles are rare at HQ — those tend to be at overseas subsidiaries in Malaysia, Thailand, the US, Japan, and Vietnam. The Global Talent Pool posting (글로벌 인재 Pool 상시모집) is specifically designed for bilingual and multilingual candidates.
What should I include in my 자기소개서 (self-introduction essay) for Coway?
Address each prompt specifically — do not submit a generic essay. Typical prompts include: (1) Why Coway and why this role — mention the rental flywheel, a specific product you respect, and how your skills connect to a current Coway priority like ESG, Southeast Asia expansion, or the Cody network. (2) Growth story — describe one deliberate skill-building arc with concrete evidence (certification earned, project shipped, metric moved). (3) Challenge overcome — pick a story where you demonstrated Coway's values of detail, strategic thinking, speed, leadership, accountability, or organizational capability. Name the values explicitly. (4) Future plan — paint a credible five-to-ten-year trajectory inside Coway, not a trajectory that treats Coway as a stepping stone. Keep each answer within the character limit, use concrete numbers, and have a Korean native proofread for tone — Korean business writing is more formal and more indirect than English business writing.

Open Positions

Coway currently has 4 open positions.

Check Your Resume Before Applying → View 4 open positions at Coway

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Sources

  1. Coway Corporate — Recruitment Notices (채용공고) —
  2. Coway Corporate — Recruitment Process (채용절차) —
  3. Coway Corporate — Talent Management & Ideal Talent (인재경영) —
  4. Coway Career Portal — iOS App Developer Experienced Posting (cowayhr.recruiter.co.kr) —
  5. Coway Corporate — Care & Sales Specialist (Cody) career path —
  6. Coway global site — product lines and international subsidiaries —