[Coupang Pay] Principal, Payment Fraud Prevention

Company Introduction 

Team Description

Coupang Pay's Payment Fraud Detection and Response team (PFDR) is in charge of preventing payment service misuse or fraudulent transactions, and preventing losses to customers and the company through prompt and active response to abnormal transactions. The PFDR team is looking for professionals with excellent data analysis skills and an interest in payment fraud detection and prevention.

What You Will Do 

• Through data analysis, assess existing payment fraud risks and identify unknown / hidden fraud cases.
• Identify, analyze, categorize, report, and remediate fraud vulnerabilities in Coupang Pay payment services reflecting fraud intelligence and trends.
• Through payment data analysis, establish preemptive detection/prevention measures in terms of responding to fraud and support the establishment of anti-fraud policies.
• Establish preemptive detection/prevention measures in terms of countermeasures against fraud using payment data and support the establishment of anti-fraud policies.
• Establish a process system to detect fraudulent transactions and abnormal signs and collaborate with relevant departments.
• respond to and analyze issues related to payment method fraud and misuse cases

Basic Qualifications

• a bachelor's degree or higher
• Hands-on data analysis competency using Python, Hive/SQL, etc.
• 7+ years of work experience including data analytics or anti-fraud/abusing detection and prevention
• Have knowledge of related regulations such as FDS, Abusing, and Fraud.
• Have flexible communication skills

Preferred Qualifications

• Excellent data analysis skills using Python, Hive/SQL, etc.
• Experience in collecting and utilizing fraud-related intelligence.
• experience in visualization through large-scale data analysis, quantifying fraud risk, and risk modeling
• Experience in leading or participating in the development of FDS or similar systems.
• Fluent English communication skills (not requirement)

Recruitment Process and Others  

Recruitment Process  

• Application Review - Phone Interview - Onsite (or Virtual Onsite) Interview – Offer  

• The exact nature of the recruitment process may vary according to the specific job and may be changed due to scheduling or other circumstances.  

• Interview schedules and the results will be informed to the applicant via the e-mail address submitted at the application stage.  

Details to Consider  

• This job posting may be closed prior to the stated end date for application if all openings are filled.  

• Coupang has the right to rescind an offer of employment if a candidate is found to have submitted false information as part of the application process.  

• Coupang does not discriminate against disabled applicants or those with veteran status.  

• We are proud to offer equal opportunities for all applicants.  

• Hiring may be restricted in case the legal qualifications required for hiring and work performance is not met.  

• (Recruiter Note: add in the case of full-time regulars) This is a full-time regular position and includes 12 weeks of probation period; provided, however, the probationary period may be either skipped, shortened or extended if necessary for business purposes. 
• (Recruiter Note: add if probation period is applicable, for example in the case of contract position of 3 months or longer) This is a contract position and includes 12 weeks of probation period; provided, however, the probationary period may be either skipped, shortened or extended if necessary for business purposes. 

Privacy Notice  

• Your personal information will be collected and managed by Coupang as stated in the Application Privacy Notice is located below.  https://privacy.coupang.com/en/land/jobs/  

Document Return Policy  

• This notification is given pursuant to Article 11 (6) of the Fair Hiring Procedure Act.  
• A job applicant, who has applied but not been finally selected for a position at Coupang (the “Company”), may request the Company to return his/her hiring documents submitted pursuant to the Fair Hiring Procedure Act. However, this will not apply where the hiring documents were submitted via the website of the Company or e-mail, or where the job applicant submitted those documents voluntarily without a request from the Company. In addition, if the hiring documents were destroyed due to a natural disaster or any other reasons not attributable to the Company, such documents will be deemed to have been returned to the job applicant.  
• A job applicant who wishes to request the return of his/her hiring documents pursuant to the main sentence of paragraph 2 above should fill out a “Request for Return of Hiring Documents” [Annex Form No. 3 in the Enforcement Rule of the Fair Hiring Procedure Act] and submit It by email ([email protected]). In such case, within fourteen (14) days from the date of identifying the receipt of the request, the Company will send the hiring documents to the job applicant’s designated address via registered mail. Please be informed that the job applicant is required to pay the postage on the registered mail.  
• In preparation for a job applicant’s request for the return of hiring documents pursuant to the main sentence of paragraph 2 above, the Company shall retain the original hiring documents submitted by the job applicant for 180 days from the completion of the recruiting process. If no request is made until the end of this period, all his/her hiring documents will be destroyed immediately in accordance with the Personal Information Protection Act.  
• The above paragraphs 1 - 4 shall only apply when the labor-related laws of Korea govern the application. They are otherwise not applicable.