These days, with so much talk about Korea’s slowing domestic economy and the not-so-great rumors swirling around Samsung (or “the Republic of Samsung,” as many Koreans half-jokingly call it), I’ve been getting a ton of questions about how to find a job in the U.S. as an international worker. Just three to five years ago, I would’ve said it was unrealistic to land a U.S. job unless you were already physically there. But after COVID, a lot has changed.
American companies have learned to work with remote teams (though many prefer hybrid or fully onsite arrangements, as evidenced by the recent “RTO” return-to-office push). What used to be a “hack”—outsourcing work overseas—has now become pretty standard. And it’s not just for low-paying roles like basic customer service or simple coding tasks anymore. This shift has opened doors for Korean talent (and other international applicants) in ways we couldn’t have imagined a few years back.
In this article, I’ll outline 5 things you must know before applying to U.S. jobs from overseas—specifically from places like Korea. Let’s dive in.
[1] Check If They Already Have Someone in Your Time Zone
Speaking from a CEO’s perspective, we don’t like being the guinea pig when it comes to talent. We’re risk-averse, especially these days. The U.S. job market and even the Korean job market have embraced more flexible job mobility—people jump ship when better opportunities arise, and training a new hire is costly. If we invest time and resources to bring someone up to speed and they bail when they become fully productive, that’s a net loss for the company.
For you, as an international candidate, here’s what that means: remote work might be common, but it’s mostly limited to time zones that don’t cause a massive headache. The U.S. still prefers hiring leadership and key roles locally or, at least, in compatible time zones. The time difference between East Asia and the U.S. is brutal (12-14 hours), and if a company has never hired someone in your time zone before, you’ll be their first test case—the guinea pig. That’s a big risk for them, and they probably won’t bother unless you’re a total rockstar.
So, before applying, check if they already employ someone who’s working remotely from a similar time zone. If yes, great—this means they’ve already figured out how to handle the logistics and you’re not their first experiment.
[2] Choose Individual Contributor Roles Over Managerial Ones (At Least at First)
Start with an IC role, deliver stellar results, and spare yourself those vampire-like hours managers often endure.
If you think working odd hours is tough, try doing it while managing a team across a 14-hour time difference. Trust me, you don’t want that. Managerial roles require constant check-ins, status updates, and a lot of real-time communication. If you’re half a world away, this often means staying up late or getting up painfully early—all so you can spend hours in meetings rather than actually getting things done.
On the other hand, individual contributor (IC) roles generally give you more freedom and flexibility. As an IC, you’re measured more on output than face time. You can work at your own pace and schedule those few critical team sync-ups at a somewhat reasonable hour. This reduces burnout, keeps you productive, and still allows you to maintain a semblance of a normal life. Plus, once you’ve proven your value as an IC—delivering results consistently without needing hand-holding—you’ll have more leverage down the line if you ever decide to move into a leadership position or even negotiate a more favorable time zone arrangement.
[3] Don’t Be Shy: In the U.S., Showcasing Your Achievements Beats Playing Humble
In a lot of East Asian cultures, humility is a virtue. Keeping your head down and quietly doing great work might earn you respect at home, but in the U.S., it often means you’ll be overlooked. American employers want to see what you, personally, can bring to the table. They want to know what impact you’ve had, what goals you’ve crushed, and how you stand out from the next candidate.
So, don’t just say, “My team increased sales by 20%.” Own it: “I spearheaded a campaign that directly led to a 20% increase in sales.” Make sure your LinkedIn (if you don’t have a LinkedIn profile, start there) screams your accomplishments, your emails highlight what you’ve done, and your first conversation with a hiring manager leaves them with a clear picture of why you’re a star, not just part of a crowd.
Showing off doesn’t mean bragging without substance. It means presenting evidence—solid numbers, concrete examples, and clearly stated results. Think of it like marketing yourself: if you don’t tell your story, no one’s going to hear it. In the U.S. job market, blending in by being humble will only get you lost in the shuffle. Step up, show your value, and let them know exactly why you’re worth hiring.
[4] Be Prepared to Be Paid as an Independent Contractor
Don’t expect a U.S. company to set up a Korean subsidiary or figure out some complicated legal framework just to hire you full-time. It’s way easier for them to pay you as a contractor. From the U.S. side, issuing a monthly invoice and paying you is straightforward. From your side, sure, you’ll have to handle your own health insurance, benefits, and maybe register an LLC, but you can use this as leverage to negotiate a higher rate.
Think about it: you’re saving them money compared to hiring a local candidate with hefty salary expectations. Don’t be shy about asking for an extra 10-15%. If they’ve already invested time in interviewing you and you’re a good fit, they’re not going to walk away over a small percentage bump. Hiring is expensive and time-consuming; companies won’t throw away a good candidate over minor cost differences.
[5] Target Smaller Companies If You Ultimately Want to Move to the U.S.
In a smaller company, it’s easier to get noticed by leadership, and if you prove your worth, you can have a meaningful conversation about visas and sponsorship.
If your real dream is to move stateside, aim for smaller companies (less than 250 employees, the smaller the better). Larger companies have more rigid rules, bigger budgets, and less incentive to go through the hassle of relocating you. Smaller companies, on the other hand, might be more open to creative solutions—especially if you become essential to their growth.
In a smaller company, it’s easier to get noticed by leadership, and if you prove your worth, you can have a meaningful conversation about visas and sponsorship. Contrary to popular belief, sponsoring someone isn’t that complicated or expensive (and when the right time comes, companies like us or other service providers can help you), and if you’re making a real impact on their bottom line, they’ll be more inclined to help bring you over. I’ve seen it happen: when you’re crucial to their success, they’ll figure out the immigration piece—especially if you walk them through the process.
Final Notes
The U.S. job market is evolving, and opportunities for international candidates—especially those working remotely—are more abundant than ever. But don’t forget the fundamentals: make life easy for the employer, stand out from the crowd, and if you’re thinking long-term, choose companies that’ll help you reach your ultimate goal of working on American soil.
Good luck, and as always, I’ll keep sharing more insights and tips in future articles.
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