An IT job in China for foreigners is best assessed through the written offer, not just a company’s reputation or a recruiter’s description. Before resigning or relocating, clarify your duties, schedule, full compensation, contract terms, and who will handle your work authorization.
Get the real job description
Titles such as “solutions architect” or “technical lead” can cover very different work. Ask what you will build or maintain, which team you report to, who sets priorities, and how much of the role involves coding, customer support, sales, or travel. Request typical weekly tasks and objectives for your first three months.
Clarify the working language, too. A team may use English for code reviews but Chinese for meetings, documents, or local clients. Ask whether Mandarin is required from the start, expected later, or simply helpful. If you will work with customers or overseas teams, confirm travel expectations and time-zone coverage.
To understand China tech company work culture, ask to speak with your future manager and, if possible, a future teammate. Ask how priorities are set and how often they change. Practices vary by company and team, so concrete examples are more useful than broad descriptions.
Confirm hours, overtime, and on-call duties
Ask about normal working hours, core hours, and how often evening or weekend work occurs. “Flexible” can mean control over your start time, or it may involve being available late. Ask for a recent example of a release weekend and how extra work was handled.
For an IT role, find out whether on-call work is included. Ask how often you would be on call, the expected response time, whether there is a rotation, and whether incident work is compensated or offset with time off. A role supporting overseas teams may require a different schedule from one serving only local users.
Compare HR’s answers with the manager’s and request the expected schedule and overtime arrangements in writing. Employment rules and their application may depend on the circumstances and locality, so check the current local requirements rather than relying on an informal promise.
Compare the full compensation package
Confirm the gross annual salary, payment currency and schedule, and whether the quoted amount includes a bonus. Ask whether bonuses are guaranteed, discretionary, or performance-based, and what happens to an unpaid bonus if you leave. Compare monthly and annual figures only after confirming what each includes.
Ask HR to itemize housing support, relocation costs, flights, medical coverage, and meal or transport allowances. Find out whether each benefit is paid in cash, reimbursed against receipts, or subject to conditions. If housing support is offered, for example, ask whether it continues during probation or if your work location changes.
Ask how payroll tax and social insurance may apply to your situation. Details can depend on location, employment arrangement, and personal circumstances. Request a written explanation and consider independent tax advice if the package is complex. If the company promises a “net salary,” clarify what that means and how differences in deductions or tax treatment would be handled.
Review the contract before relocating
Use a China employment contract checklist: the employer’s full legal name, work location, duties, contract term, salary and payment schedule, hours, benefits, probation, leave, termination terms, and confidentiality or intellectual-property clauses. Check that the employer named in the offer is the entity that will employ you and support your permit process.
Ask for the contract in English and Chinese if available. If the versions differ, clarify which one controls and consider having important terms reviewed by a qualified local professional. Check probation terms against current local requirements. Pay particular attention to any repayment clauses for relocation, training, bonuses, or equipment if you resign.
Keep copies of the signed contract, offer letter, and written promises about benefits or working arrangements. If HR says a benefit will be added later, ask for written confirmation before relying on it.
Confirm the work-permit plan
For a China work permit for IT jobs, the employer usually needs to support the relevant process, but requirements and steps may vary by city and individual case. Ask which legal entity will employ you, who will handle the application, what documents you need to provide, and who pays related costs. Check the current local requirements for your situation.
Request a realistic timeline and a named contact for updates. The process may involve employer-side work authorization, an appropriate entry visa, and local formalities after arrival; confirm the sequence for your case. A tourist or business visit visa should not be treated as permission to begin regular employment. Avoid relocating or starting work based only on a promise that paperwork can be resolved later.
Ask what happens if the permit is delayed or refused: whether your start date will move, whether agreed relocation costs are covered, and whether remote work from your current country is possible. Get the arrangement in writing. Do not assume authorization connected to one employer automatically covers another.
What People Usually Miss
Check that the offer and permit application describe a compatible arrangement. Differences in employer name, job title, work location, or duties may raise questions or cause delays. If the sponsoring company is an affiliate rather than the company you interviewed with, ask why and request a written explanation of the relationship.
Plan for what happens if the job ends. Ask about notice expectations, unpaid salary, approved expenses, and steps that may be needed for your work and residence status. Procedures may depend on local rules and your circumstances, so check current guidance before moving or changing employers.
Before accepting, make sure you can explain the role, realistic schedule, compensation assumptions, contract terms, and permit plan without relying on verbal assurances.
Quick Takeaways:
- Get duties, reporting lines, working language, and first-quarter goals in writing.
- Ask about overtime frequency, on-call expectations, and how extra work is handled.
- Compare salary, bonus conditions, allowances, benefits, and likely deductions.
- Review the employer name, probation, termination, and repayment clauses.
- Confirm the permit sponsor, process, timeline, and delay plan before relocating.
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