We help you find your next key team member.

Recruitment for management and specialist roles. When a role stays open, the problem is not always a lack of candidates. We work with you to identify what is holding the search back, then look for people who fit the role.

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When a headhunter makes sense

The people you want are already employed

They're working elsewhere, aren't browsing job ads, and won't see yours.

Plenty of CVs, but none meets every requirement

Applicants often lack one or two essentials: enough years of experience, a certification, management scope or the right industry background.

Hiring managers want candidates pre-screened

You want the candidates who reach you to have already been checked against the role's requirements.

Several roles to fill at once

A new site or a team expansion has stretched your in-house recruiters.

When you may not need a headhunter

Working with a headhunter takes your team's time and involves a fee. In the cases below, other channels are usually better value.

Common roles that draw suitable CVs within two or three weeks of posting

General admin or retail staff, for example. Posting the job yourself is usually enough.

Many hires into the same role

Production operators or retail staff, for example. Volume hiring or a staffing agency suits this better. We don't provide short-term temporary staff.

The role isn't defined yet

If the hiring manager can't yet say what this person will be responsible for, agree that internally first, then start the search.

The salary is well below market

If the offer is clearly below comparable roles, we'll show you the gap and the kind of candidates the current package is likely to reach. Whether to adjust it is your decision.

What is holding back your search?

Here are two hiring problems we see often. If your role is different, ask us and we'll tell you directly whether we can take it on.

Management roles that shape the organisation

Typical roles: Department heads, plant or operations managers, branch heads, and leaders of overseas companies' Taiwan offices.
The usual situation: These searches often involve restructuring that can't be announced internally yet. The right people are usually employed, running a team, and not looking at job ads.
Before we search: We confirm the role's scope of authority, reporting line and team situation with you, and when candidates may learn your company's name. On first contact, we describe only the industry, company size and scope of the role.
Checked before we refer: The candidate's current employment, reasons for moving, salary expectations and availability.

Specialist roles that are hard to fill

Typical roles: Roles such as process or equipment engineers, key account managers and cost accountants. They may not manage people, but projects, production or client delivery suffer while they stay vacant.
The usual situation: You receive plenty of CVs, but candidates keep missing one essential: a technical skill, industry experience or the scale they have handled.
Before we search: We ask the hiring manager to split the requirements into essentials and nice-to-haves and rank them. The search then checks candidates against that list.
Checked before we refer: Every essential requirement is checked, along with the candidate's salary expectations and availability.

How we search

Agree the brief first, then search.

Agree the requirements first

We meet HR and the hiring manager to confirm what the role is mainly responsible for, which requirements are essential, which are flexible, and the salary range and interview process. The search then follows what we've agreed.

What candidates want from their next move

Beyond work history and skills, we ask what each candidate wants from their next move, such as a larger team, a new industry or more stability, and whether this role can offer that. If it doesn't, we flag the mismatch to you before deciding whether to put them forward.

Candidate consent before every referral

We tell the candidate which company and role we'd like to put them forward for. We send you their profile only after they have agreed to be considered.

What to prepare before you brief us

You don't need all of this before getting in touch. If you can share the main responsibilities, essential requirements and salary range, the first meeting can focus on the candidate profile.

Your current job description

An old version, or the one written for the previous holder, is fine. It doesn't need to be complete; we'll revise it with you.

What this person must achieve in six months

This is often more useful than a list of duties. For example, "take over yield improvement on two production lines" or "build a southern Taiwan sales channel within six months".

Essential and flexible requirements, listed separately

We suggest no more than three essentials, such as a certification, a specific technical skill or management scale. List the remaining requirements as nice-to-haves.

Salary range and flexibility

An outline of base salary, bonus, equity and other benefits, and the maximum package you can offer. Under the Employment Service Act, roles with regular monthly pay below NT$40,000 must advertise a salary range.

Interview process

The number of rounds, who will conduct each interview, who makes the final decision, and how long you expect the process to take.

Why the role is open

Is it a new role, a backfill, or a replacement for someone still in the job? If it's a replacement, please tell us when you first get in touch.

Our process

Six steps, from agreeing the brief to the candidate's start date. The actual pace depends on the role and interview schedule.

01
Briefing
What happens
We meet HR and the hiring manager to cover responsibilities, essential and flexible requirements, salary range and interview process.
02
Quote and agreement
What happens
Once the role and the main contacts on both sides are confirmed, we send a written quote and agreement for signature.
Typical timing: Depends on your internal sign-off process
What you receive
Written quote and agreement
03
Search and first conversations
What happens
We identify and approach candidates based on the agreed requirements, and discuss the job, their reasons for moving, salary expectations and availability.
What you receive
Progress updates: whether candidates are open to the role, and the most common reasons for saying no. If feedback keeps pointing to the same problem (for example, most candidates find the salary low), we share it with you and discuss whether to adjust the brief.
04
Shortlist
What happens
Once a candidate agrees to be considered for the role, we put them forward.
Typical timing: Depends on candidate availability
05
Interviews and offer
What happens
We schedule interviews. After each round, we follow up separately on your concerns about the candidate and the candidate's concerns about the role, manager and terms. Before the offer, we help confirm salary and start date.
What you receive
Feedback from both sides and next steps after each round
06
Through to start date
What happens
We stay in touch while the candidate resigns and hands over. If the start date changes, or the two sides have different understandings of the role or pay, we help clarify things.
Typical timing: Employees in Taiwan must give 10 to 30 days' notice, depending on length of service
What you receive
Updates until the candidate starts

Not sure yet whether you need a headhunter?

Tell us about the role first. You can then decide whether to go ahead.

Request a call back

Frequently asked questions

How is a headhunter different from a job board?

A job board publishes your vacancy and waits for applicants. A headhunter is engaged by the employer to find people who fit the role, including those who aren't looking for a job, and puts them forward. You can use both at the same time.

How soon will we see the first candidate?

It depends on the requirements and how many people with that profile are in the market. Before we start, we'll explain where we plan to look and when to expect our first update. We don't promise a candidate within a set number of days.

Can a vacancy specify gender or an age limit?

No. Article 5 of Taiwan's Employment Service Act prohibits discrimination against job seekers on grounds including gender, age, marital status and appearance, unless another law specifically provides otherwise. When we discuss the brief, we'll help you rewrite such conditions as the skills, experience or working conditions the job actually requires.

Will you ever send a CV without the candidate's consent?

No. Before putting anyone forward, we tell the candidate the company and the role. We put them forward only once they agree.

What do we need to prepare before briefing you?

Not everything. The job title, what the person will be responsible for and a rough salary range are enough to start. For more, see "What to prepare before you brief us".

Can we still advertise the role ourselves?

Yes. If a candidate has already applied to you directly, let us know and we won't put them forward again.

What happens if a candidate isn't right after the interview?

Tell us where the mismatch was, for example technical depth, the scale of their management experience, or salary expectations. We'll use that feedback to adjust the search and look for further candidates.

Can we ask for advice without committing to a search?

Yes. We'll look at the role requirements, salary range and target start date, and point out which conditions are likely to narrow the candidate pool. You then decide whether to go ahead.

Hiring managers and specialists in Taiwan: five things to know

Notice periods, salary disclosure and other factors that affect hiring timelines in Taiwan.

Updated October 2026

How long does it take an employed candidate to start after accepting?

Under Articles 15 and 16 of the Labor Standards Act, employees who resign must give notice based on length of service: 10 days after three months to one year, 20 days after one to three years, and 30 days after three years or more. Managers also need to hand over, and some wait for a year-end bonus or share payout, so in practice it often takes one to two months. Build this into your hiring timeline.

Source: Labor Standards Act, Article 16

Why do candidates pull out at the final round, or after receiving an offer?

Common reasons include a counteroffer from their current employer, family concerns about the commute or location, or finding at interview that the manager or team isn't what they expected. That's why we ask about new concerns after every interview round.

Should a job ad show the salary range?

For roles with regular monthly pay below NT$40,000, the Employment Service Act requires it. Above that, it isn't mandatory, but pay is usually the first thing employed candidates ask about. Stating the range upfront avoids interviews that fall apart over terms.

Source: Employment Service Act, Article 5

What happens when the list of must-haves gets too long?

Each added requirement shrinks the pool you can reach. Require a specific industry, seniority level, software and certification all at once, and you may be left with a handful of people, some of whom won't want to move. Make something essential only if the job can't be done without it, and list the rest as nice-to-haves.

When is the best time to hire?

In Taiwan, job moves tend to peak after Lunar New Year, since many people wait for their year-end bonus before resigning. If you open a role late in the year, candidates will often ask to start after the holiday. If you need someone in place before Lunar New Year, allow time for interviews, the notice period and handover.

Contact us

Ready to start a search, or still deciding whether you need a headhunter? Leave your details and we'll get back to you.

Email: support@pelift.app
Phone: 03-6129003