In South Korea, job seekers often base their choices on organizational categories, contributing to labor market imbalances. This study explores this bias through the lens of intergroup relations, specifically using the stereotype contents model. The results across two samples with different organizational category lists explored the warmth and competence stereotypes associated with those categories, and how those stereotypes are related to job pursuit intentions. Results showed that warmth and competence differentiated perceptions of organizational categories, clustering into three to four groups characterized by high or low levels of each dimension, consistent with the stereotype contents model. These clusters also differed in job pursuit intentions, suggesting that discriminatory job pursuits are partly based on stereotypes of organizational categories. In addition, competence had a greater impact on job pursuit intentions than warmth, but the effect of warmth varied across the clusters and between the samples. This suggests that job pursuits toward an organizational category are primarily influenced by the instrumentality of the category, but they may reflect prosocial intentions toward the category in some contexts. This study demonstrates the applicability of the intergroup relations perspective to understanding category-based job pursuits. Organizations should consider their stereotypes when developing employer image strategies.