How to Apply to Daekyo (Eye Level)

14 min read Last updated April 20, 2026 1 current role tracked
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

ResumeGeni's employer crawl shows Daekyo (Eye Level) runs its own custom application flow behind 1 live opening. Standard parser rules still apply: conventional section headings, text bullets, no tables. See the general ATS formatting guide.

Key Takeaways

  • Daekyo is Korea's largest at-home and after-school education company, operating Nun-nopi and Soluni domestically and Eye Level globally across 18 countries, but the domestic market is in structural decline driven by Korea's collapsing birthrate.
  • There are three distinct hiring tracks with different processes, expectations, and outcomes: corporate HQ recruiting through recruit.daekyo.com (Korean-language), 학습관리사 visiting-teacher recruiting through local branch offices (commission-based field roles), and Eye Level Global recruiting through eyelevel.com (English-language).
  • The recruit portal is a custom Korean ATS, not Workday or Greenhouse, and the document-screening stage is manual rather than algorithmic. Tailoring the 자기소개서 essays to the specific Daekyo brand and role is the single highest-leverage action.
  • Korean-language fluency is required for almost all Seoul HQ corporate roles. Foreign nationals without Korean are channeled to Eye Level Global roles, where English business fluency is required and Korean is a strong plus.
  • Daekyo is a family-controlled company with the Kang founding family holding majority control and the founder's sons running operating businesses. Interviewers test for long-term commitment intent and deference to hierarchy more than American-style case-interview rigor.
  • The 2024-2025 EdTech digital push is creating new product, AI, data-science, and adaptive-learning roles that did not exist before. Candidates with K-12 ed-tech, recommendation-system, or B2C subscription experience are scarce in this corner of Korea Inc and command attention.
  • Honest engagement with the demographic and competitive challenges (low birthrate, hagwon competition from Megastudy and JEI, Eye Level versus Kumon globally) reads as serious and prepared. Pretending the market is growing reads as naive and is filtered out.

Source basis: This guide combines the company's public careers materials, detected ATS-provider data, and ResumeGeni analysis. Employer-specific details should be read alongside the Sources section below; interview-culture guidance may synthesize public candidate reports when official documentation is limited.

About Daekyo (Eye Level)

Daekyo Co Ltd (대교, KOSPI:019680) is South Korea's largest at-home and after-school education company, headquartered in Gwanak-gu, Seoul. Founded in 1976 by Kang Young-joong as a small Korean-language workbook publisher, the company has grown into a roughly five-thousand-employee education conglomerate operating two domestic flagship brands and one global expansion brand: 눈높이 (Nun-nopi), the original at-home Korean tutoring service for ages 4-15 that defined the home-visit study model in Korea; 솔루니 (Soluni), an after-school 학원 (hagwon) academy network and reading-comprehension program; and Eye Level, the global English-language tutoring brand operating in approximately 18 countries including the United States, Canada, Australia, India, Mexico, Brazil, Malaysia, Ireland, and Singapore. Daekyo also operates Daekyo CNS (digital education and IT services), Daekyo Culture Foundation, and Strunz & Co subsidiaries in Europe. The company is family-controlled by the Kang founding family. Founder Kang Young-joong (강영중, born 1949) remains chairman; his sons run the operating businesses, with the elder son leading Korean operations and the younger son focused on Eye Level Global. This is a classic Korean chaebol-lite governance structure: family ownership exceeds 60 percent of voting shares, and major strategic decisions flow through the founder's office. Investors should not expect Western-style independent board oversight, and prospective employees should understand that long-tenure managers with personal ties to the founding family hold disproportionate influence on promotions. The context for joining Daekyo is honest and difficult. Korean private education (사교육) is in structural decline driven by the country's collapsing birth rate (the world's lowest at roughly 0.7 children per woman in recent years), shrinking the addressable market for home tutoring of school-age children year over year. At the same time domestic competition is brutal: Kumon Korea, Daewon Education, Megastudy (메가스터디), JEI Learning Center (재능교육), Eduwill (에듀윌), and Woongjin ThinkBig fight for the same shrinking pool of households. Daekyo's revenue has been roughly flat to declining for several years, margins have compressed, and the labor union (한국노총 affiliate) has periodically clashed with management over visiting-teacher commission structures and digital-transition layoffs. The 2024-2025 EdTech digital push, which moved many lessons onto tablet-based AI-adaptive platforms, accelerated both opportunity (new product roles, data-science hires) and dislocation (traditional paper-workbook editorial roles thinned out). The largest single hiring channel at Daekyo is not corporate-track HQ employment. It is the 학습관리사 (Hagseupgwanlisa, literally learning-management-teacher), the field-based visiting teacher who travels weekly to children's homes to deliver Nun-nopi or Eye Level lessons. These roles are quasi-independent contractor relationships with commission-based compensation, weekly route management, and hands-on teaching. They have very different application processes, expectations, and career arcs from corporate roles in Seoul HQ. Eye Level Global, by contrast, runs in English and recruits curriculum developers, master franchisees, regional managers, and digital-product staff through international postings. Korean is the working language at HQ for nearly everything except the Eye Level Global team. Joining Daekyo means joining a legacy education company with real brand equity, a difficult market, and a culture that rewards loyalty, deference to seniority, and long tenure.

Application Process

  1. 1
    Identify which hiring track fits you

    Identify which hiring track fits you. Daekyo runs at least three distinct funnels: (1) corporate HQ recruiting (공채/수시채용) for office roles in Seoul covering planning, marketing, finance, HR, IT, content development, and digital products; (2) 학습관리사 visiting-teacher recruiting, which is continuous, regional, and run by local branch offices; and (3) Eye Level Global recruiting for international curriculum, franchise support, and country-management roles, posted in English on the Eye Level corporate site. Applying to the wrong funnel wastes weeks because the systems do not share data and the screening teams do not coordinate.

  2. 2
    Go to the official Daekyo recruit portal at recruit

    Go to the official Daekyo recruit portal at recruit.daekyo.com (대교 채용 홈페이지). This is a custom Korean recruiting portal, not a standard ATS like Workday or Greenhouse. Create an account using your Korean resident registration number (주민등록번호) or, for foreigners, your Alien Registration Card (외국인등록번호). The portal is Korean-language only; budget time for translation if you do not read Korean. Job postings (채용공고) list role, location, deadline (마감일), required documents, and screening stages.

  3. 3
    Prepare the standard Korean application document set

    Prepare the standard Korean application document set. For corporate roles you will typically submit (a) 입사지원서 (ipsajiwonseo, application form filled in within the portal), (b) 자기소개서 (jagisogaeseo, self-introduction essay with 4-6 prompted questions, each typically 500-1000 Korean characters), and (c) supporting documents such as 대학교 성적증명서 (university transcripts), 졸업증명서 (graduation certificate), TOEIC/TOEIC Speaking/OPIc score, and any professional licenses. Daekyo cares about the 자기소개서 questions, particularly the ones about why education and why Daekyo specifically. For 학습관리사 (visiting teacher) roles, apply through the dedicated portal section or directly to your local 지점 (branch) office; minimum qualifications usually include a 4-year university degree (any major; education-related preferred), Korean citizenship or F-series visa, a personal vehicle for route work, and willingness to commit to a one-year minimum contract. The selection process for visiting-teacher roles is faster than corporate recruiting (often 2-4 weeks) and includes a branch-office interview, a teaching demonstration, and a paid orientation period.

  4. 4
    For Eye Level Global roles, go to eyelevel

    For Eye Level Global roles, go to eyelevel.com and click the careers or franchise section, or check the country-specific Eye Level site (e.g., eyelevellearning.com for the U.S., eyelevel.com.au for Australia). These postings are in English and use simpler application flows, often a direct email to a regional HR contact rather than a portal. Roles include curriculum developer, master-franchisee development manager, regional academic director, and digital-platform product roles for the global learning app.

  5. 5
    Pass the document screen (서류전형)

    Pass the document screen (서류전형). Daekyo's HR team manually reviews 자기소개서 essays and screens for relevant education, language scores (TOEIC 700+ is a common implicit floor for corporate roles, 800+ for marketing/strategy, business-level English for Eye Level Global), and any prior education-industry experience. Expect the document screen to take 2-4 weeks. Many candidates are filtered here for weak essay responses to the Daekyo-specific 'why this company' question.

  6. 6
    Complete the written test or assessment if required (필기시험/인적성검사)

    Complete the written test or assessment if required (필기시험/인적성검사). For new-graduate 공채 (open recruiting) cohorts, Daekyo may administer an aptitude test (인적성검사) covering language reasoning, numerical reasoning, and personality screening. Mid-career 수시채용 hires usually skip this and go straight to interviews. The test is Korean-language and roughly aligned with the SK or LG-style aptitude assessments common in Korean conglomerates, though less standardized.

  7. 7
    Interview rounds (면접전형)

    Interview rounds (면접전형). Expect 1-2 interviews for mid-career roles and 2-3 interviews for new-graduate roles. The first round is typically a working-level panel (실무진 면접) with the hiring team, focused on functional skills and culture fit. The final round is an executive interview (임원 면접) with senior leaders and potentially a member of the founding family for senior corporate hires. For Eye Level Global, expect at least one English-language interview with the regional or global Eye Level leadership.

  8. 8
    Reference checks, health check, and offer (처우협의 및 입사)

    Reference checks, health check, and offer (처우협의 및 입사). After final interview pass, Daekyo conducts reference checks (mid-career), requests a health certificate (건강진단서), and proceeds to compensation negotiation (처우협의). Total elapsed time from application to offer is typically 6-10 weeks for corporate roles, 2-4 weeks for visiting-teacher roles, and 4-8 weeks for Eye Level Global roles. Korean labor practice means salary bands are tighter than U.S. negotiation norms; expect a single counter-offer at most, with bonus and 직급 (job-grade) the more flexible variables.

Resume Tips for Daekyo (Eye Level)

recommended

Use the Korean resume conventions for HQ roles

Use the Korean resume conventions for HQ roles. Korean corporate resumes (이력서) follow a standard format with a photo (사진) in the top-right corner, personal information (성명, 생년월일, 주소, 연락처), education in reverse chronological order from high school onward, military service status (병역) for Korean men, language scores with dates and proficiency levels, certifications (자격증), and work history. The 자기소개서 is a separate document with prompted essay questions. Western-style one-page resumes will look incomplete to Korean recruiters.

recommended

Write the 자기소개서 essays with care and specificity

Write the 자기소개서 essays with care and specificity. Daekyo's prompts typically include (a) growth background and values, (b) why the education industry, (c) why Daekyo specifically over Kumon Korea, JEI, or Megastudy, and (d) a specific achievement that proves your fit. The 'why Daekyo' question is the single most important filter. Generic answers about 'love of teaching' get cut. Strong answers reference specific Daekyo programs (Nun-nopi pedagogy, Eye Level critical-thinking method, Soluni reading method), recent company moves (the EdTech digital push, Eye Level expansion in India or Mexico), or candid engagement with the demographic challenge.

recommended

List Korean and English proficiency precisely with dated test scores

List Korean and English proficiency precisely with dated test scores. For HQ roles, TOEIC, TOEIC Speaking (Lv 6+), OPIc (IM2+), or TEPS scores from within the last two years are standard. For Eye Level Global roles, English business fluency is mandatory and Korean is a strong plus. Bilingual Korean-English candidates are highly valued for the bridging roles between Seoul HQ and the Eye Level Global team. Mandarin, Spanish, or Hindi help for specific country-expansion roles.

recommended

For 학습관리사 visiting-teacher roles, lead with teaching aptitude and reliability ev

For 학습관리사 visiting-teacher roles, lead with teaching aptitude and reliability evidence. Tutoring experience (private tutoring, after-school program staff, kindergarten or elementary teaching), volunteer education work, education-related university coursework, valid driver's license with no accidents, and stable residential history all matter. This is a route-based, customer-facing field role with weekly home visits, so household-trust signals are screened heavily.

recommended

For corporate marketing, planning, or strategy roles, quantify in Korean educati

For corporate marketing, planning, or strategy roles, quantify in Korean education-industry terms. Numbers that resonate include enrolled student count (회원수), branch (지점) or franchise count, monthly recurring revenue per student (월 수강료), retention or churn percentages, and content-development throughput (workbook units per quarter). Generic 'increased revenue 20%' bullets without context underperform.

recommended

For digital-product, AI, or data-science roles in the EdTech push, frame your wo

For digital-product, AI, or data-science roles in the EdTech push, frame your work as adaptive-learning, recommendation systems, learning analytics, or content delivery at scale. Daekyo's 2024-2025 strategy invests heavily in tablet-delivered adaptive learning to compete with Megastudy's tech edge. Candidates with EdTech, B2C subscription, K-12 ed-tech, or recommendation-engine experience are scarce in this corner of Korea Inc and command attention.

recommended

Use Korean honorifics and formal language in cover letters and emails

Use Korean honorifics and formal language in cover letters and emails. Address recruiters as 채용 담당자님 or 인사팀장님. Sign off with 감사합니다. Avoid the casual register that works in Korean tech-startup hiring; Daekyo is a 50-year-old legacy company and HR norms reflect that. For English-language Eye Level Global applications, standard professional Western tone is appropriate.

recommended

Mention any connection to the education industry, Korean private education in pa

Mention any connection to the education industry, Korean private education in particular, or international franchise operations. Family members who taught, prior work at hagwons or publishers, study-abroad experience that exposes you to global English-tutoring markets, and any direct exposure to Eye Level or Nun-nopi programs as a student or family member are all worth surfacing in the 자기소개서. Authentic personal connection matters in a culture that prizes loyalty.

ATS System: Daekyo Custom Korean Recruit Portal (recruit.daekyo.com)

Daekyo operates its own custom Korean-language recruiting portal at recruit.daekyo.com rather than using a global ATS like Workday, Greenhouse, or SuccessFactors. This is typical of mid-sized Korean conglomerates that prefer to control the candidate-data layer in-house and integrate with the Korean resident-registration-number (주민등록번호) authentication system that underpins identity verification for Korean job applicants. The portal supports account creation with either Korean RRN or foreigner Alien Registration Card numbers, structured profile creation, role browsing by function and location, application submission with required documents (이력서, 자기소개서, certificates), application-status tracking, and notifications via SMS and email. It is Korean-language only with no official English version, although Eye Level Global hiring takes place outside this portal in English. The portal does not perform sophisticated keyword matching or AI-based resume parsing the way Workday or Greenhouse do; instead, the document-screening stage is a manual review by Daekyo HR staff who read the structured profile fields and the 자기소개서 essay responses. This makes the essays disproportionately important and means tailoring your 자기소개서 to the specific Daekyo role and brand (Nun-nopi vs Eye Level vs Soluni vs corporate strategy) is the single highest-leverage action a candidate can take. The portal also handles 학습관리사 visiting-teacher applications through a separate section, with regional branch offices doing local interview scheduling. For Eye Level Global roles, applications flow through eyelevel.com or country-specific Eye Level franchise sites, often via direct email to regional HR contacts, with no centralized ATS.

  • Create your account once and reuse the profile. The portal saves your structured ipsajiwonseo data and lets you reuse it for multiple postings, but each posting still requires a tailored 자기소개서.
  • Complete every field in the structured profile, including military service (Korean men), languages with dated test scores, certifications, and family information. Empty fields are read as low effort.
  • Tailor the 자기소개서 to the specific brand and role. A Nun-nopi planning-team essay should reference Nun-nopi pedagogy by name; an Eye Level Global essay should reference critical-thinking methodology and global expansion strategy.
  • Submit Korean-language documents for HQ roles. English-only resumes will not be screened favorably for Seoul HQ corporate positions, even from foreign nationals.
  • Watch deadlines (마감일) carefully. Korean 공채 (open recruiting) windows close strictly at the posted time, and late submissions are not accepted regardless of reason.
  • Use the SMS notification setting. Many interview invitations and document requests come via Korean-language SMS, not email.
  • For 학습관리사 roles, follow up directly with the local branch office (지점) after submitting through the portal. Branch managers do hands-on hiring and respond to proactive candidates.
  • For Eye Level Global, do not apply through the Daekyo Korean portal. Use eyelevel.com careers or the relevant country-site contact email; the two systems are not connected.

Interview Culture

Interviewing at Daekyo follows the rhythms of established Korean corporate hiring rather than Silicon-Valley-style technical loops or American consulting-style case interviews.

Expect formality, hierarchy awareness, and a heavy emphasis on cultural fit (조직 적합성) alongside functional capability. Show up at least 15 minutes early in conservative business attire (dark suit, white shirt, conservative tie or blouse). Bow on entering and exiting the interview room. Use formal Korean (-ㅂ니다/-습니다 endings) for HQ interviews; for Eye Level Global interviews conducted in English, standard professional register is appropriate. The working-level panel interview (실무진 면접) is typically 30-60 minutes with 2-4 interviewers from the hiring team. Expect functional questions specific to the role (curriculum design for content roles, market analysis for strategy roles, channel and franchise dynamics for Eye Level Global), behavioral questions tied to the 자기소개서 essays you submitted (interviewers will reference specific paragraphs), and at least one question testing your understanding of Daekyo's business model and competitive position versus Kumon Korea, JEI, Eduwill, Megastudy, and Woongjin. Honest, candid engagement with Korea's demographic decline and the company's response strategy reads as serious; pretending the market is still growing reads as unprepared. The executive interview (임원 면접) is typically 30-45 minutes with senior leadership, sometimes including an executive close to the founding family for senior corporate roles. This round is less about functional skills and more about character (인성), long-term commitment intent, deference to organizational hierarchy, and what Korean HR culture calls 인품 (in-pum, personal character). Expect open-ended questions like 'tell us about your life so far,' 'what kind of person do you want to become in 10 years,' 'what do you do when you disagree with your supervisor,' and 'why do you believe Daekyo specifically deserves your career.' The correct posture is respectful confidence, not aggressive self-promotion. Korean executive interviewers are often allergic to candidates who appear to be using Daekyo as a stepping stone to a more prestigious chaebol or to a startup. For 학습관리사 visiting-teacher interviews, the format is much more practical. Expect a branch-manager interview at the local 지점 office, followed by a teaching demonstration in front of branch staff (deliver a sample lesson to a fictitious 8-year-old student using a Nun-nopi or Eye Level workbook), and a discussion of route logistics, weekly hours commitment, and your willingness to work evenings and weekends when families are home. The selection criteria are reliability, warmth with children, parent-trust signals, and willingness to commit to at least one full year. Career changers from teaching, social work, or stay-at-home parenting are the typical successful profile. For Eye Level Global interviews, the format is closer to Western international-business hiring. Expect English-language video calls with global headquarters staff in Seoul or with regional Eye Level leadership (U.S., Canada, India, Australia). Questions cover franchise-development experience, K-12 education-market knowledge, multi-country operating experience, and willingness to work across Korea Standard Time and your local time zone. A final interview may include a member of the founding family if the role is country-manager level or above. Across all tracks, do not ask about salary, vacation, work-from-home policy, or sabbatical leave in early rounds. Daekyo follows traditional Korean labor norms: full-time office attendance at HQ, limited remote work, and benefits that are negotiated only after the offer stage. Do prepare informed questions about Daekyo's EdTech digital strategy, the Eye Level country-expansion roadmap, and the team's specific priorities for the coming year.

What Daekyo (Eye Level) Looks For

  • Long-term commitment intent — Daekyo's culture rewards multi-year tenure, and interviewers screen aggressively against candidates who appear to be using the company as a bridge to a chaebol, foreign multinational, or startup. Demonstrating genuine multi-year career intent at Daekyo is the single most important culture signal.
  • Authentic engagement with the education mission — candidates who can speak with specificity about pedagogy, child development, K-12 curriculum design, or the social value of educational access score higher than candidates pitching generic corporate ambition. The founding family is genuinely education-mission-driven.
  • Korean-language fluency for HQ roles — business-level Korean (reading, writing, speaking) is required for almost all Seoul HQ positions. Foreign nationals without Korean proficiency are channeled toward Eye Level Global roles, not corporate strategy or planning.
  • Honest acknowledgment of the demographic challenge — Korea's birthrate collapse is the existential business issue. Candidates who pretend the domestic market is healthy fail the strategic-judgment screen. Candidates who articulate the shift to digital, premium, and international as a coherent response are taken seriously.
  • Hierarchy and seniority awareness — Daekyo is a 50-year-old family-controlled Korean education company, not a flat startup. Comfort with formal Korean honorifics (존댓말), 직급 (job-grade) structures, and senior-junior dynamics is non-negotiable for HQ roles.
  • For 학습관리사 visiting-teacher roles — warmth with children, parent-trust profile, reliability and route discipline, willingness to commit to a one-year contract minimum, and a clean driving record. Corporate-track ambition is not selected for in this role; vocational teaching aptitude is.
  • For Eye Level Global roles — international franchise or K-12 education-market operating experience, multi-country business exposure, willingness to work across Korea Standard Time and your local time zone, and the ability to bridge Korean HQ decision-making with on-the-ground country execution.
  • Digital and EdTech literacy — for corporate roles, especially in product, content, and data, exposure to adaptive-learning platforms, recommendation systems, K-12 ed-tech, B2C subscription mechanics, and content-delivery infrastructure is increasingly screened for as the company executes its 2024-2025 digital push.
  • Network or connection to the company — candidates with prior exposure to Daekyo programs as a student, parent of a Daekyo-enrolled child, or family connection to a current or former employee are treated favorably. This is not nepotism so much as a Korean cultural preference for trusted referrals.

Frequently Asked Questions

Do I need to speak Korean to work at Daekyo?
For Seoul HQ corporate roles, yes — business-level Korean (reading, writing, speaking) is required for nearly every position. The recruit portal at recruit.daekyo.com is Korean-only, the 자기소개서 essays must be written in Korean, and interviews are conducted in Korean. For Eye Level Global roles posted at eyelevel.com or via country-specific Eye Level sites, English business fluency is required and Korean is a strong plus but not always mandatory. Bilingual Korean-English candidates are highly valued as bridges between Seoul HQ and the Eye Level Global team.
What is the difference between Nun-nopi (눈높이) and Eye Level?
Nun-nopi (눈높이, literally 'eye level' in Korean) is Daekyo's original Korean-domestic at-home tutoring brand for children ages 4-15, delivered weekly by a 학습관리사 visiting teacher in the child's home, primarily covering Korean, math, English, and Chinese characters. Eye Level is the global English-language adaptation of the same critical-thinking methodology, operating in approximately 18 countries through a master-franchisee model with both at-home and learning-center delivery. They share pedagogical roots but operate as separate brands with different organizations, and a candidate typically applies to one or the other, not both.
What is a 학습관리사 (Hagseupgwanlisa) and how is the job structured?
학습관리사, literally 'learning management teacher,' is the field-based visiting teacher who travels weekly to children's homes to deliver Nun-nopi or Eye Level lessons. The role is typically structured as a quasi-independent contractor relationship with commission-based compensation tied to enrolled student count, weekly route management of 30-60 students across a defined territory, and direct parent-relationship management. It is the largest single hiring channel at Daekyo. The role suits candidates who want flexible scheduling, direct teaching contact with children, and willingness to work evenings and weekends when families are home. It is not a salaried HQ corporate position and does not lead to corporate-track promotion.
How competitive is hiring for corporate Seoul HQ roles?
Competitive but not at chaebol-flagship levels. Daekyo HQ corporate roles draw fewer applicants than Samsung Electronics, SK Hynix, or Naver, but the company runs a tight HR function with high standards for the 자기소개서 essays and the executive interview. New-graduate 공채 cohorts typically see acceptance rates in the low single digits. Mid-career 수시채용 hiring is more selective per role but moves faster, with 6-10 weeks from application to offer typical.
Is Daekyo a stable employer given the declining Korean private education market?
Daekyo has real financial cushion (it is profitable, KOSPI-listed, and family-controlled with conservative capital allocation), but the domestic business is structurally challenged by the world's lowest birthrate and intense hagwon competition. The company has responded with the EdTech digital push (tablet-based adaptive learning) and aggressive Eye Level Global expansion in markets like India and Mexico. Roles tied to digital transformation and global expansion are growth roles; roles tied to traditional paper-workbook editorial or to mature domestic territories carry more risk. Honest awareness of which side of this transition your role sits on is important.
How does Daekyo compensation compare to Korean tech companies or chaebol?
Below chaebol flagships (Samsung, Hyundai, LG) and well below Korean tech (Naver, Kakao, Coupang), in line with mid-sized Korean services companies. Base salary for new-graduate corporate hires is competitive within the Korean education industry but trails the technology and finance sectors. Mid-career salary bands are tight by Korean labor norms; expect a single counter-offer at most during 처우협의. Bonuses are smaller and more discretionary than at chaebol. Eye Level Global country-management roles are paid on local-market norms in the relevant country (U.S., Canada, India, Australia, etc.).
What is the work-life balance like at Daekyo?
Better than chaebol and Korean Big Four consulting, worse than Western multinationals or Korean tech. HQ standard work hours are typically 9 a.m. to 6 p.m. with limited mandatory overtime, but expectations around face time and senior-junior socializing (회식 dinners) remain part of the culture. Remote work is limited and primarily reserved for digital and product teams. The 학습관리사 visiting-teacher role has fundamentally different rhythms with evening and weekend home visits. Eye Level Global roles often involve early-morning or late-evening calls across time zones with Seoul HQ.
Does Daekyo hire foreign nationals?
Yes, but mostly into Eye Level Global roles where English is the working language and Korean is not required. Hiring foreign nationals into Seoul HQ corporate roles is rare and typically requires Korean business-level fluency, an F-series visa (F-2, F-4, F-5, or F-6) that does not require employer sponsorship, and a specialized skill (often digital-product, data-science, or international-strategy). E-7 specialized-employment visa sponsorship is theoretically available but uncommon in practice for Daekyo HQ roles.
Is there a labor union at Daekyo?
Yes. Daekyo employees are represented by a union affiliated with 한국노총 (Federation of Korean Trade Unions). The union has periodically clashed with management over visiting-teacher commission structures, digital-transition layoffs, and compensation policy. Union membership is most relevant for HQ rank-and-file employees and visiting teachers; senior management roles are non-union. Candidates joining the company should expect a structured Korean industrial-relations environment with periodic collective bargaining.
What signals predict success in a Daekyo interview?
First, demonstrating genuine long-term commitment intent rather than positioning Daekyo as a stepping stone. Second, articulating an honest, specific view of Daekyo's competitive position versus Kumon Korea, JEI, Megastudy, and Woongjin, and an honest engagement with the demographic challenge. Third, naming specific Daekyo programs (Nun-nopi pedagogy, Eye Level critical-thinking method, Soluni reading method, the EdTech digital push) rather than speaking in generalities. Fourth, deference to Korean corporate norms around hierarchy, formal language, and senior-junior dynamics. Fifth, for technical roles, evidence of K-12 ed-tech, adaptive-learning, or recommendation-system experience that is scarce in the Korean education industry.

Current Role Context

ResumeGeni currently tracks 1 role for Daekyo (Eye Level). Use the company profile for current role context before tailoring your resume.

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Sources

  1. Daekyo Co Ltd Official Recruit Portal (recruit.daekyo.com) — Daekyo Co Ltd
  2. Daekyo Co Ltd Corporate Site (대교) — Daekyo Co Ltd
  3. Eye Level Global Official Site — Daekyo America (Eye Level Global)
  4. Daekyo Co Ltd (KOSPI: 019680) Investor Relations — Daekyo Co Ltd Investor Relations
  5. South Korea Total Fertility Rate Statistics — Statistics Korea (KOSTAT)
  6. Federation of Korean Trade Unions (한국노총) Overview — Federation of Korean Trade Unions
  7. Korean Private Education Industry Outlook — Ministry of Education, Republic of Korea
  8. Eye Level Learning Centers United States — Eye Level Learning Centers (Daekyo America)
  9. KOSPI Listed Company Disclosure: Daekyo Co Ltd — Korea Exchange (KRX) KIND Disclosure System