10 Years in India: Why We Turned Our Focus to Cross-Border Recruitment

Let's explore the interview with Yong-Joo Yoo, CEO of Duru Cooperation

Hello. I am Yong-Joo Yoo, CEO of Duru Cooperation. Over the past decade operating in India, I have supported numerous Korean companies entering and navigating the local market. After gaining hands-on global experience at Samsung Engineering, I established Duru Cooperation in Bengaluru in 2017. To date, we have grown alongside more than 100 client companies across diverse industries, including IT, manufacturing, healthcare, and construction. Many talk about India as a massive market or a country with immense future potential. I, too, arrived here believing in that promise. However, experiencing the market firsthand revealed that India cannot simply be summarized as a "land of opportunity." Today, I would like to share a few insights gained from running a business in India over the past 10 years. The Greatest Barrier to Entering India: Information Uncertainty When preparing to expand into India, many companies worry about cultural differences, language barriers, and regulations. Surprisingly, the obstacle I encountered most frequently on the ground was information uncertainty. Asking multiple experts about the same subject often yields completely different answers. Interpretations of regulations vary by person, and practical application differs by region and circumstance. On numerous occasions, I had to visit government agencies directly alongside clients to verify the facts. Thus, I believe that the key to entering the Indian market is not speed, but precise information and trusted, proven partners. Our Core Focus: Business Operations Support & Global Talent Mobility Duru Cooperation focuses on two primary business pillars: Business Operations Support for Korean Companies : We provide end-to-end operational support—including corporate incorporation, accounting, tax, compliance, license management, and local talent acquisition—ensuring companies can settle in stably. Cross-Border Recruitment : Connecting talent between Korea and India. Through this work, one realization became clear: globally, talent shortages and talent surpluses are occurring simultaneously. Korea faces a severe labor shortage, whereas India consistently produces a vast pool of qualified, young talent. To address this structural challenge, we committed ourselves to bridging businesses and talent across borders. India Seeks 'People' Over Technology Recently, Korean companies have shown intense interest in sectors such as AI, semiconductors, and robotics. While these sectors are undeniably critical, approaching the Indian market requires a slightly different perspective. What India genuinely seeks is not merely tech transfers, but using technology to nurture local talent, create high-quality jobs, and enhance national industrial competitiveness. Rather than asking "What can we sell?" , Korean businesses should first consider "What does India need?" Starting from this viewpoint enables long-term, sustainable business opportunities. Common Traits of Companies That Survive Long-Term in India I also faced severe hurdles during the early stages of my business. Operating as a local entity in India, we were initially excluded from the support systems of both Korea and India. Securing government aid was difficult, and raising capital was equally challenging. Looking back, those initial financial strains were the toughest period. What allowed us to endure was choosing the path of integrity and proper fundamentals ( Jeong-do ). During our first year post-incorporation, we invested more time into building management systems than pushing aggressive sales. Structuring our accounting, tax, HR, and compliance systems was far more vital than immediate revenue. Ultimately, that choice served as the foundation for our steady growth. Recruiting in India Requires a Tailored Approach Recruiting in India has taught us invaluable lessons: Rather than spending excessive time searching for the "perfect" candidate, it is far more effective to clearly define the required roles and qualifications, hire suitable talent swiftly, and assess further training or redeployment based on actual performance. Korean companies often overlook organizational design differences. While a single employee might cover a specific workload in Korea, it is realistic to plan for at least 1.5 headcount equivalents in India due to differing organizational structures and delegation methods. The Future We Aim to Build Duru Cooperation is more than just a firm helping businesses expand overseas. We are building a platform that makes cross-border talent mobility safer and more efficient. Recently, we have also been preparing digital solutions designed to resolve the recruitment and management bottlenecks Korean companies face. Ten years of business in India taught me one major lesson: India is by no means an easy market. However, systems built on adherence to principles never betray you. Duru Cooperation will continue to connect Korea and India, bridge companies with talent, and build a healthier global recruitment ecosystem. ※ This article was adapted from an interview with the Korea Institute of Startup & Entrepreneurship Development (K-Startup).