How to Apply to Yuhan Corporation Korea

13 min read Last updated April 20, 2026 2 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Yuhan Corporation hires through its own custom Korean recruit portal under yuhan.co.kr/채용 — not Workday or any global ATS — with annual 신입 gong-chae cycles plus rolling 경력 (experienced) requisitions.
  • Expect a Korean-first process: the 자기소개서 essay set, the written aptitude test, and most interview rounds are conducted in Korean even for roles that work with global partners in English.
  • The Lazcluze (lazertinib) + Rybrevant (amivantamab) FDA approval in November 2024 is the most consequential commercial event in modern Korean pharma; Yuhan candidates should be able to discuss it credibly, including the $1.255B Janssen deal economics signed in 2018.
  • Founder Dr. Yoo Il-han's legacy and the Yuhan Foundation governance model are load-bearing parts of the interview and not optional cultural decoration — read his biography before applying.
  • The talent comparison set is Hanmi, Daewoong, GC Biopharma, Chong Kun Dang, Boryung, Dong-A ST, SK Bioscience, SK Biopharmaceuticals, and increasingly the Korean affiliates of MSD, AstraZeneca, Roche, and Janssen.
  • Compensation sits in the upper-mid Korean pharma tier with materially better long-tenure retention than the industry average because foundation ownership eliminates family-succession politics.
  • Manufacturing and quality roles concentrate at Ochang and Yongin and may require relocation; HQ in Daebang-dong (Dongjak-gu, Seoul) and the central R&D Center are reasonably commutable from greater Seoul.
  • ESG and ethics reputation is genuinely high — Yuhan is consistently cited as the cleanest large-cap Korean pharma name on governance and corporate-citizenship metrics, and this attracts a candidate pool that values mission alignment alongside compensation.

About Yuhan Corporation Korea

Yuhan Corporation (유한양행, KOSPI:000100) is South Korea's largest pharmaceutical company by market capitalization and one of the most culturally significant private institutions in modern Korean history. Founded in 1926 by Dr. Yoo Il-han (유일한, Ilhan New) — a Korean-American entrepreneur, philanthropist, and independence-movement figure who studied at the University of Michigan and brought modern Western pharmaceutical practice to colonial-era Korea — the company turns a full century old in 2026 with roughly 2,000 employees, headquarters in Daebang-dong, Dongjak-gu, Seoul, and an R&D center plus manufacturing footprint in Ochang and Yongin. The corporate identity is inseparable from its founder. Yoo Il-han had no descendants take operational control of the company; he willed his shares to the Yuhan Foundation (유한재단) and Yuhan Schools, which together with related entities hold roughly 15 percent of outstanding shares and prevent the kind of family-chaebol governance model that dominates the rest of Korean industry. Yuhan Corporation is consistently cited in Korean ESG, ethics, and governance rankings as the cleanest large pharma name in the country, and the founder's portrait, statue, and writings are present in nearly every corporate space the company occupies. Candidates should understand this is not marketing — the no-family-control structure, the foundation ownership, and the founder veneration are load-bearing parts of how the company recruits, promotes, and behaves. For most of the company's history Yuhan was best known domestically for over-the-counter consumer health franchises — the analgesic Antiphlamine, the digestive aid Pepup, the dental brand Yuhan Healthcare — and for in-licensing and distributing Western pharmaceutical products in Korea (the Janssen and Gilead Korean partnerships are decades old). That story changed structurally in November 2018 when Yuhan signed a global out-licensing deal with Janssen Biotech (Johnson & Johnson) for lazertinib (코드명 YH25448), a third-generation EGFR tyrosine kinase inhibitor for non-small-cell lung cancer. The deal terms — $50 million upfront and up to $1.205 billion in development, regulatory, and sales milestones, plus tiered royalties on global sales — totaled $1.255 billion at signature and instantly became the largest single licensing transaction ever executed by a Korean pharmaceutical company. The thesis crystallized in November 2024 when the U.S. FDA approved Rybrevant (amivantamab) plus Lazcluze (lazertinib) as a first-line combination therapy for adult patients with locally advanced or metastatic non-small cell lung cancer with EGFR exon 19 deletions or exon 21 L858R substitutions. Rybrevant + Lazcluze is the first major K-pharma molecule to reach FDA approval as a co-marketed global oncology brand, and it has reframed how the global pharmaceutical industry views Korean discovery science. The follow-on revenue impact is now visible in Yuhan's financials: milestone payments triggered by the FDA approval and ongoing royalty accrual have driven a step-change in 2025 R&D investment, with the company publicly committing to scale annual R&D spend toward 20 percent of revenue and to sustain a pipeline anchored by the YH series of small-molecule oncology candidates plus expansion into immunology and rare-disease assets. Culturally Yuhan operates in Korean as the working language at HQ, R&D, and manufacturing, with English required for the Janssen/J&J alliance management, FDA and EMA regulatory work, business development, and increasingly for clinical operations as the global trial footprint expands. The company runs an annual 신입 (sin-ip, new-graduate) gong-chae (公採, open recruitment) cycle for university bachelor's and master's hires alongside rolling 경력 (kyeong-ryeok, experienced) requisitions for specific functional gaps. Compensation sits in the upper-mid tier of Korean pharma — competitive with Hanmi, Daewoong, GC, and Chong Kun Dang, generally below Samsung Biologics and the largest chaebol affiliates, but with a long-term retention profile that is materially better than the industry average because of the foundation governance and the absence of family-succession politics. The talent comparison set candidates should benchmark against is Hanmi Pharmaceutical, Daewoong, GC Biopharma, Chong Kun Dang, Boryung, Dong-A ST, SK Bioscience, and SK Biopharmaceuticals — and for global oncology candidates increasingly against the Korean affiliates of MSD, AstraZeneca, Roche, and Janssen itself.

Application Process

  1. 1
    Identify open roles on the Yuhan Corporation custom recruit portal

    Identify open roles on the Yuhan Corporation custom recruit portal — the company runs its own Korean-primary recruiting site rather than using Workday, Greenhouse, or any global ATS, with cycle announcements posted on the corporate site at yuhan.co.kr under the 채용 (chae-yong, recruitment) section and amplified through SaraminJobKorea, and Wanted in Korean.

  2. 2
    Decide which track applies: the annual 신입 gong-chae (new-graduate open recruitme

    Decide which track applies: the annual 신입 gong-chae (new-graduate open recruitment) typically runs once per year on a published schedule with a unified application window and synchronized start date, while 경력 (experienced hire) reqs are posted on a rolling basis as specific R&D, regulatory, alliance management, or commercial teams open headcount; the document burden, the aptitude test requirement, and the interview structure differ between the two.

  3. 3
    Prepare the 자기소개서 (jagi-sogaeseo) essay set in Korean

    Prepare the 자기소개서 (jagi-sogaeseo) essay set in Korean — typically four to five prompts of 700 to 1,500 characters each covering motivation for Yuhan specifically (interviewers expect substantive engagement with the founder's legacy and the foundation governance model), a technical or academic project depth story, a failure-and-recovery narrative, and a values-fit prompt that maps to the company's published 기업이념 (corporate philosophy) and ESG commitments; recycled essays from other Korean pharma applications read as low-effort and are filtered out at the document screen.

  4. 4
    Submit your CV (이력서), academic transcripts (성적증명서), graduation certificate or ex

    Submit your CV (이력서), academic transcripts (성적증명서), graduation certificate or expected graduation document (졸업증명서), and English-proficiency score (TOEIC, OPIc, or TOEIC Speaking are all accepted) before the cycle deadline; for R&D roles attach a publication list, conference abstracts, and a one-page research summary that maps your bench skills to small-molecule discovery, medicinal chemistry, oncology biology, or the YH-series pipeline work the company actually performs.

  5. 5
    Sit Yuhan's written aptitude test

    Sit Yuhan's written aptitude test — typically a competency examination covering verbal reasoning, numerical reasoning, problem-solving, and Korean general-knowledge sections; for R&D and technical roles a job-specific written component (written technical exam, statistics short-answer, or chemistry case) is added on top of the general aptitude module. Weak aptitude scores gate candidates out before any human reads the essays.

  6. 6
    Pass the document and aptitude screen, then prepare for a multi-round interview

    Pass the document and aptitude screen, then prepare for a multi-round interview sequence: a 1차 (first-round) practical or technical interview with the hiring team where R&D candidates present and defend a science topic in Korean, followed by a 2차 (final-round) executive interview with senior leadership focused on values fit, English capability for global-alliance roles, willingness to commit to long-tenure Korean pharma career arcs, and substantive engagement with the founder's legacy and the company's mission.

  7. 7
    Complete a pre-employment health check (건강검진) and reference verification after t

    Complete a pre-employment health check (건강검진) and reference verification after the conditional offer is extended; for manufacturing and quality roles based at Ochang or Yongin, plan for relocation or long commute logistics, while Daebang-dong HQ and the central R&D Center are reasonably accessible from greater Seoul.

  8. 8
    Onboard through the Yuhan new-hire orientation that introduces founder Yoo Il-ha

    Onboard through the Yuhan new-hire orientation that introduces founder Yoo Il-han's writings, the corporate ethics and compliance framework, and your function-specific induction; new gong-chae hires are typically rotated through an immersion period that includes a visit to the founder's memorial and the Yuhan Schools campus before taking ownership of independent project work.

Resume Tips for Yuhan Corporation Korea

recommended

Lead with quantified small-molecule, oncology, or pharmaceutical-development exp

Lead with quantified small-molecule, oncology, or pharmaceutical-development experience — synthetic yields, hit-to-lead progression, IC50 and selectivity data, animal model results, formulation work, regulatory submissions filed, and platforms operated (NMR, LC-MS, HPLC, flow chemistry, cell-based assays, in vivo PK/PD) signal genuine bench fluency to Yuhan R&D screeners.

recommended

Mirror the Korean job-description vocabulary in your 자기소개서 and CV — terms like 신

Mirror the Korean job-description vocabulary in your 자기소개서 and CV — terms like 신약개발, 합성, 약리, 비임상, 임상개발, GMP, validation, characterization, and stability mapped to the posting language demonstrate that you understand the role rather than pasting a generic biotech résumé.

recommended

List English proficiency scores explicitly (TOEIC ≥850, OPIc IH+, TOEIC Speaking

List English proficiency scores explicitly (TOEIC ≥850, OPIc IH+, TOEIC Speaking 7+, or TOEFL iBT 100+) — Janssen alliance management, global regulatory submissions, FDA interactions, and increasing clinical-operations work will not advance without documented English capability.

recommended

Highlight any prior contact with Janssen, Johnson & Johnson, or other Yuhan part

Highlight any prior contact with Janssen, Johnson & Johnson, or other Yuhan partners (Gilead, Boehringer Ingelheim, Pfizer, MSD) — the company values candidates who already understand its alliance topology and can land productively in cross-company workstreams.

recommended

Demonstrate substantive engagement with the founder's legacy in your motivation

Demonstrate substantive engagement with the founder's legacy in your motivation essay — Dr. Yoo Il-han's biography, the founding of the Yuhan Foundation and Yuhan Schools, and the no-family-succession governance model are not optional cultural decoration; recruiters explicitly screen for whether candidates have read and understood this history.

recommended

Localize for the Korean labor market — list military service status (병역) for mal

Localize for the Korean labor market — list military service status (병역) for male candidates, Korean residency status, and any 정규직 versus 인턴 distinctions clearly, because Yuhan reviewers scan for these signals to assess long-term retention and onboarding planning.

recommended

Trim Western résumé puffery — superlatives like 'leading,' 'world-class,' and 't

Trim Western résumé puffery — superlatives like 'leading,' 'world-class,' and 'transformational' read as low-credibility in Korean corporate screening; substitute concrete artifacts and verifiable metrics every time, and prefer understated, evidence-led phrasing aligned with Yuhan's institutional voice.

recommended

Tailor the closing motivation paragraph specifically to Yuhan's actual portfolio

Tailor the closing motivation paragraph specifically to Yuhan's actual portfolio — the Lazcluze + Rybrevant launch and the EGFR-mutant NSCLC franchise, the YH-series oncology pipeline, the consumer-health flagships (Antiphlamine, Pepup), or the immunology and rare-disease expansion thesis — generic 'I want to contribute to Korean pharma' essays are filtered out as boilerplate.

ATS System: Yuhan Corporation custom Korean recruit portal (yuhan.co.kr)

Yuhan Corporation operates its own custom-built Korean-primary recruiting portal under the 채용 (chae-yong, recruitment) section of the corporate site at yuhan.co.kr — it is not Workday, Greenhouse, Lever, iCIMS, or any global ATS. The portal handles cycle announcements, essay submission, document upload, aptitude-test scheduling, and interview status updates. Outside of formal gong-chae cycles, Yuhan also posts senior 경력 (experienced hire) requisitions on Saramin (saramin.co.kr), JobKorea (jobkorea.co.kr), Wanted (wanted.co.kr), and increasingly LinkedIn for English-language and global-alliance roles, with most postings routing back to the Yuhan corporate site for the actual application. The interface is Korean-first; English-language support is partial and primarily targeted at the small subset of roles explicitly designated as English-primary.

  • Watch the Yuhan corporate site 채용 section directly during the late summer to early autumn window when the annual 신입 gong-chae cycle most commonly opens, and subscribe to Saramin and JobKorea alerts for 'Yuhan' or '유한양행' to catch rolling 경력 reqs as they appear.
  • Create your portal account well before the cycle deadline — server load on the application closing night is significant for any large-cap Korean pharma cycle, and last-minute registration has cost candidates their submission window in past cycles.
  • Save every essay locally as you draft it; Korean recruit portals as a category have inconsistent autosave and session-timeout behavior, and there is no recovery once a deadline passes.
  • Upload PDFs with embedded fonts and selectable text — image-only scans of transcripts or certificates fail the document screen and trigger a request-for-resubmission that can miss the cutoff for tightly scheduled cycles.
  • Reuse your single Yuhan account across cycles so recruiters can see continuity, but never reuse essay content from other Korean pharma applications (Hanmi, Daewoong, GC, Chong Kun Dang, SK Biopharmaceuticals) — recruiters screen for recycled answers and treat them as a negative signal.
  • If a posting asks for an English résumé alongside the Korean CV, submit both — the Korean CV is graded by HR screeners and the English version is read by global-alliance stakeholders, including potential Janssen counterparts for relevant roles.

Interview Culture

Yuhan Corporation interviews follow a multi-stage Korean pharma architecture — a document and aptitude screen, a 1차 (first-round) practical or technical interview with the hiring team, and a 2차 (final-round) executive interview with senior leadership and sometimes a member of the C-suite. The technical round for R&D and clinical candidates is rigorous and Korean-medium by default. Discovery and medicinal chemistry candidates should expect to defend a synthesis scheme, explain a mechanism-of-action hypothesis, and discuss why specific structure-activity relationship choices were made; oncology biology candidates should be ready for detailed questions on EGFR signaling, resistance mutations (T790M, C797S, MET amplification), and where lazertinib differentiates from osimertinib. Clinical operations and regulatory candidates get scenario questions on FDA Type B meetings, integrated summary of safety construction, ICH-compliant submission planning, and risk evaluation and mitigation strategies. Behavioral questioning maps to Yuhan's published corporate philosophy, which centers on the founder's principles — 정직 (honesty), 성실 (integrity), 봉사 (service), and the responsibility to use commercial success in service of broader Korean society — so prepare structured stories with a clear obstacle, your specific actions, the result, and what you learned, framed in language that resonates with these values rather than generic Western competency-interview rubrics. The executive interview is where Yuhan diverges most sharply from peer Korean pharma. Senior interviewers will probe whether you actually understand and embrace the founder's legacy and the foundation governance structure. Candidates who treat the founder narrative as ceremonial and pivot quickly to commercial topics consistently underperform candidates who can speak credibly and specifically about Dr. Yoo Il-han's biography (Michigan-trained pharmacist, independence-movement participant, return to colonial Korea to found the company in 1926, decision to will his shares to public foundations rather than family heirs), why this governance model produces a different long-run incentive structure than family-controlled chaebol pharma, and how it has historically attracted ESG-conscious investors and partners. English capability is tested directly for any role touching the Janssen alliance, FDA submissions, or EMA work — typically a 5 to 10 minute English segment within the executive interview where you answer questions about your motivation, your relevant experience, and a scenario question in English without translation support. Dress is conservative business formal, slightly more traditional than tech or chaebol holding-company peers. Punctuality and the Korean greeting protocol carry weight. Candidates report that follow-up timelines after the executive interview can stretch two to four weeks, particularly during gong-chae cycles when large cohorts are processed in parallel; silence is not necessarily a rejection, but it is reasonable to email the recruiter for a status update at the two-week mark. Offers are typically extended in writing through the recruit portal with a synchronized start date for new-graduate cohorts and individually negotiated start dates for experienced hires.

What Yuhan Corporation Korea Looks For

  • Demonstrated wet-lab or development depth in pharmaceutically relevant disciplines — synthetic and medicinal chemistry, oncology biology, ADMET and pharmacology, formulation, analytical method development, biostatistics, or clinical operations with concrete project artifacts.
  • Regulatory literacy across at least one major framework (KMFDS, FDA 21 CFR, EMA CTD, ICH Q-series) with concrete examples of submissions, audits, or deviation investigations you participated in or supported.
  • Korean professional fluency for HQ, R&D, and manufacturing roles, plus business-grade English for any role touching the Janssen alliance, FDA, EMA, business development, or global clinical operations — bilingual capability is a real differentiator and is tested in interview rather than assumed from a TOEIC score.
  • Substantive engagement with founder Dr. Yoo Il-han's legacy and the Yuhan Foundation governance model — this is a load-bearing values screen, not ceremonial decoration, and candidates who treat it as the latter are filtered out.
  • Clear long-term commitment signal — Yuhan is known for unusually long average tenure within the Korean pharma sector, and the company invests heavily in onboarding, so candidates who read as flight risks toward Samsung Biologics, foreign Big Pharma Korean affiliates, or US biotech are screened down.
  • Quantitative problem-solving and aptitude-test performance — the written competency exam is weighted in screening and weak scores end candidacies regardless of CV strength.
  • Cultural alignment with Yuhan's published corporate philosophy — 정직 (honesty), 성실 (integrity), 봉사 (service), and a stated commitment to commercial success in service of social responsibility — expressed through specific past examples rather than rehearsed slogans.
  • Realistic understanding of the company's current commercial position — candidates who can speak credibly about the Lazcluze + Rybrevant FDA approval, the milestone-payment economics of the J&J deal, the YH-series follow-on pipeline, and the consumer-health franchise stability signal that they have done their homework rather than reciting marketing language.

Frequently Asked Questions

What ATS does Yuhan Corporation use to manage applications?
Yuhan operates its own custom-built Korean-primary recruiting portal under the 채용 (chae-yong, recruitment) section of the corporate site at yuhan.co.kr. It is not Workday, Greenhouse, Lever, iCIMS, or any global ATS. The portal handles cycle announcements, essay submission, document upload, aptitude-test scheduling, and interview status updates. Outside of formal gong-chae windows the company also posts on Saramin, JobKorea, Wanted, and LinkedIn, with most postings routing back to the corporate site for the actual application. The interface is Korean-first; English support is partial.
Do I need to be fluent in Korean to apply to Yuhan?
Practically yes for HQ, R&D, manufacturing, and most commercial roles. The application essays, the written aptitude test, and most interview rounds are in Korean. English is required on top of Korean for any role touching the Janssen and Johnson & Johnson alliance, FDA and EMA regulatory submissions, business development, and increasingly for global clinical operations as the post-Rybrevant trial footprint expands. A small number of senior global-facing roles can run primarily in English, but those are exceptions and they still expect Korean working exposure.
When does Yuhan run its 신입 gong-chae new-graduate cycle?
Yuhan runs an annual 신입 gong-chae cycle on a published schedule that is announced through the corporate site, Saramin, and JobKorea. The exact timing varies year to year but historically clusters in the late-summer to autumn window for an early-spring synchronized start. Outside the gong-chae window, 경력 (experienced) requisitions are posted on a rolling basis as specific teams open headcount, and there is no fixed annual cadence for those. Watch the corporate site directly and set Saramin and JobKorea alerts for 'Yuhan' or '유한양행'.
How important is the founder Yoo Il-han story in interviews?
Genuinely important and not ceremonial. Dr. Yoo Il-han's biography — Michigan-trained pharmacist, Korean independence-movement figure, founder of Yuhan in 1926, decision to will his shares to the Yuhan Foundation and Yuhan Schools rather than to family heirs — is a load-bearing part of the company's identity and recruiters explicitly screen for whether candidates have read and understood it. Candidates who pivot quickly past the founder narrative to commercial topics consistently underperform candidates who engage with it substantively. Read the founder biography and the foundation governance structure before applying.
What is the Lazertinib / Rybrevant deal and why does it matter to candidates?
In November 2018 Yuhan out-licensed lazertinib (a third-generation EGFR tyrosine kinase inhibitor for non-small-cell lung cancer, then coded YH25448) to Janssen Biotech, the J&J pharmaceutical subsidiary, for $50 million upfront and up to $1.205 billion in development, regulatory, and sales milestones plus tiered royalties — totaling $1.255 billion at signature, the largest single licensing deal ever executed by a Korean pharma. In November 2024 the FDA approved Rybrevant (amivantamab) plus Lazcluze (lazertinib) as a first-line combination therapy for EGFR-mutant locally advanced or metastatic NSCLC. This is the first major Korean-discovered molecule to reach FDA approval as a co-marketed global oncology brand, and the milestone economics plus royalty accrual are funding a meaningful step-change in 2025-2026 R&D investment. Candidates should be able to discuss this clearly in interviews.
Where is Yuhan located and will I need to relocate?
Headquarters is in Daebang-dong, Dongjak-gu, Seoul, and the central R&D Center is in the Greater Seoul / Yongin area, both reasonably commutable from most of metropolitan Seoul. Manufacturing and quality operations concentrate at the Ochang plant in North Chungcheong Province. Process-engineering, manufacturing, and QC roles based at Ochang typically require relocation or significant commute logistics; the company supports relocation for these roles. R&D and HQ roles do not require relocation outside the Seoul Capital Area.
How does Yuhan compensation compare to other Korean pharma?
Yuhan compensation sits in the upper-mid tier of Korean pharma — competitive with Hanmi, Daewoong, GC Biopharma, and Chong Kun Dang, generally below Samsung Biologics and the largest chaebol affiliates, with structured base, performance bonus, and benefits that reflect KOSPI large-cap norms. The company does not publish bands publicly. Where Yuhan materially outperforms peers is on long-tenure retention economics — average tenure is unusually long for the sector because foundation ownership eliminates family-succession politics and produces a more predictable promotion and rotation environment. Total-comp transparency is provided once an offer is extended.
Does the Yuhan Foundation ownership actually change anything about working there?
Yes, materially and concretely. The Yuhan Foundation and related public-interest entities together hold roughly 15 percent of outstanding shares, and there is no founder-family bloc directing the company through inheritance succession. This produces three practical differences candidates feel internally: professional management decisions tend to be made on long-horizon merit rather than family-political logic; ESG, ethics, and compliance posture is genuinely tighter than peer chaebol pharma rather than a marketing layer; and high-potential employees are not capped under a permanent family ceiling for senior management. The foundation also funds Yuhan Schools and other public-interest activities tied to the founder's original mission.
Does Yuhan hire international candidates without Korean work eligibility?
Selectively, primarily for senior R&D, regulatory affairs, business development, and Janssen alliance management roles where the company actively benefits from international background. The default expectation is that candidates either hold Korean work authorization (F-series visa, permanent residency, or Korean citizenship) or qualify for a sponsored E-7 specialty work visa. The application essays and interviews still default to Korean unless the specific role is explicitly designated as English-primary. Foreign candidates without Korean professional fluency should target the small number of explicitly English-primary global-alliance roles rather than the general gong-chae cycle.
What pipeline assets beyond lazertinib should I know about for the interview?
Candidates interviewing for R&D, clinical, business-development, or commercial roles should be familiar with the YH-series small-molecule oncology pipeline (Yuhan's internal discovery codes), the company's expansion into immunology and rare-disease assets, the in-licensed and co-developed clinical-stage programs with international partners, and the consumer-health flagship franchises (Antiphlamine, Pepup, Yuhan Healthcare brands) that continue to anchor the domestic top line. For oncology candidates specifically, fluency in EGFR resistance biology, the differentiation thesis between lazertinib and osimertinib, the rationale for combination therapy with amivantamab, and the post-Rybrevant clinical-trial roadmap is the minimum bar for credible discussion.

Open Positions

Yuhan Corporation Korea currently has 2 open positions.

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Related Resources

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Sources

  1. Yuhan Corporation Corporate Site (Korean) —
  2. Yuhan Corporation Corporate Site (English) —
  3. Yuhan Corporation Recruitment Section (채용) —
  4. FDA Approval — Rybrevant (amivantamab) plus Lazcluze (lazertinib) for First-Line EGFR-Mutated NSCLC, November 2024 —
  5. Janssen / Johnson & Johnson Press Release on Lazertinib Licensing Agreement with Yuhan, November 2018 —
  6. Yuhan Foundation (유한재단) — Founder Legacy and Governance —
  7. KOSPI Listing — Yuhan Corporation (000100) —
  8. Saramin — Yuhan Corporation Job Postings —
  9. JobKorea — Yuhan Corporation Hiring Page —