Hiring in Taiwan: Guide and Trends in 2026

• 63% of employers in Taiwan report that geopolitical and trade risks are having impact on their industry, while 33% say trade-related factors are directly influencing their hiring strategies.
• 90% of employers expect to increase salaries in 2026, with 60% planning increments of between 3–6%.
• 40% of employers anticipate expanding permanent headcount in 2026.
• 57% of professionals are considering a job move in 2026.
• 40% of professionals feel confident about job opportunities in their sector.

Amid heightened geopolitical tensions and continued uncertainty surrounding global economy, Taiwan’s hiring market has entered a more cautious phase in 2026. According to the latest research from Robert Walters, the world’s most trusted talent solutions firm, only 40% of employers plan to increase hiring this year, with just 9% expecting headcount growth of more than 10%. This reflects a broad shift towards workforce stability amid heightened external uncertainty. Market sentiment mirrors this cautious outlook, with just 40% of professionals expressing optimism about overall job market conditions.

However, a more cautious hiring environment has not dampened talent mobility. The report shows that 57% of professionals are actively exploring new career opportunities, while employers continue to face persistent talent mismatches, with 69% reporting difficulty finding candidates with the right mix of skills and experience.

Commenting on the findings, John Winter, Country Manager at Robert Walters Taiwan, said:

As external uncertainty persists and AI adoption accelerates, organisations are re-shaping their structures and redefining roles. Expectations around skill depth and practical experience have risen sharply. While talent remains mobile, employers are increasingly struggling to secure candidates who genuinely meet evolving business needs — signalling a more structural skills and talent shortage in Taiwan’s labour market.

The Robert Walters Salary Survey 2026 recommends that organisations adopt a more forward-looking workforce strategy. This includes sustained investment in internal capability-building and upskilling, alongside more flexible and innovative hiring approaches to address long-term talent gaps and support future growth.

Read on to find out more about Taiwan’s hiring market in 2026.

Geopolitical and trade uncertainty impacts 63% of employers, shifting local hiring priorities to strategic roles

Amid heightened geopolitical tensions, employers in Taiwan are adopting a more cautious approach to hiring. According to the latest research from Robert Walters Taiwan, 63% of employers say geopolitical and economic uncertainty is having a material impact on their industry, while 33% report that tariff policy directly influencing recruitment decisions. Only 8% indicate that their business has remained unaffected.

In response, many employers are taking a cautious stance on hiring, with 44% maintaining existing headcount plans and 16% reducing or pausing recruitment. As part of broader risk management and efforts to enhance operational flexibility, 47% of organisations have shifted part of their hiring focus to Southeast Asia or other regional markets.

At the same time, organisations are prioritising operational efficiency and cost control, driving a clear shift in both salary strategies and talent management approaches. Research shows that 86% of employers expect salary increases in 2026 to remain below 6%, reflecting a cautious approach to overall resource allocation.

About the talent strategy, employers are increasingly turning to internal mobility and upskilling to address capability gaps, while outsourcing or relocating execution-focused roles to regional hubs. As organisational structures become leaner and flatter, local hiring is increasingly concentrated on senior leadership and strategic roles.

John Winter, Country Manager of Robert Walters Taiwan, said: 

In 2026, talent strategies will be defined by focus rather than scale. Organisations are prioritising investment in roles that support transformation and operational efficiency. For professionals with in-demand, critical skill sets, job moves can still deliver salary increases of around 10–20%. Ultimately, the ability to convert expertise into measurable business outcomes will define long-term career value.

Geopolitical and trade uncertainty impacts 94% of Taiwan tech employers, driving changes in hiring focus

As a critical player in the global semiconductor — particularly AI — supply chain, Taiwan’s technology sector is among the industries most directly exposed to geopolitical tensions and U.S tariff policy. The survey shows that 94% of tech employers report their operations have been affected to varying degrees, with more than one in five citing a significant impact, prompting a more cautious approach to both business planning and hiring decisions.

In terms of hiring intentions, 44% of technology employers plan to maintain current headcount levels, while 19% expect to reduce or pause recruitment activity. At the same time, 56% have shifted part of their hiring focus to Southeast Asia or other regional markets in response to cost pressures and supply chain realignment. Roles most impacted by these adjustments are concentrated in research and development (60%), followed by export and sales functions (40%) and manufacturing-related positions (33%), reflecting how workforce priorities are evolving in line with external market conditions.

Salary trends reflect a similarly cautious stance. Only 7% of technology employers expect salary increases above 6%. In contrast, 36% of technology professionals expect pay growth above 6%, underscoring a widening expectation gap between employers and talent.

Despite this mismatch, continued growth in AI adoption and demand for critical technologies means opportunities remain strong for in-demand talent. Engineers with highly sought-after skills and hands-on experience could still secure salary increases of up to 20% when changing roles. The report also finds that 59% of tech professionals plan to change jobs in 2026, while 48% feel optimistic about job opportunities in their field—slightly above the overall market average—indicating relatively high mobility and confidence among technology talent.

According to the Robert Walters Salary Survey 2026, Taiwan’s technology sector is entering a new phase of “measured allocation and targeted competition.” Employers are slowing overall hiring and pay growth to navigate external uncertainty, while continuing to invest in AI and critical capabilities. Salary growth is becoming increasingly selective, concentrated on professionals with scarce skills and immediate impact, reinforcing their importance to long-term business competitiveness.

AI reshapes workforce strategy as over 70% of employers adopt AI and 53% anticipate large-scale reskilling

As AI capabilities continue to advance, Taiwan’s workplace is undergoing rapid transformation, with AI becoming a central pillar of workforce strategy. The Robert Walters Taiwan research shows that more than half of employers have already adopted AI tools, with 34% using them to optimise workforce allocation. A further 22% plan to implement AI in the near term, meaning over 70% of organisations are expected to formally integrate AI into operations and people management within the next year.

Employers also anticipate significant changes to job design and skills requirements. Over half (53%) believe that more than a quarter of their workforce will need reskilling or upskilling within the next five years, while 17% expect this to apply to over half of employees.

From a talent perspective, AI is increasingly viewed as an enabler rather than a threat. The research shows that 79% of professionals believe AI will have a positive impact on their careers, with 92% already taking – or planning to take – action to prepare for AI-driven change.

Overall, the message from both employers and professionals is clear: sustained skills development, cross-functional capability building and lifelong learning will be fundamental to organisational resilience and long-term career success.

2026 Job Market Outlook: From headcount growth to precision workforce planning, with talent structure driving resilience

Overall, the Robert Walters Salary Survey 2026 indicates that Taiwan’s labour market is entering a structural transition shaped by persistent uncertainty. Employers are moderating overall hiring and salary strategies, shifting their focus towards efficiency, risk management and long-term resilience. At the same time, investment in critical skills, strategic roles and AI-related capabilities continues to deepen.

Looking ahead, competitive advantage will be defined less by workforce scale and more by the ability to deploy talent precisely, accelerate skills development and build organisational structures that can support transformation and sustainable growth. For professionals, opportunities remain, but are increasingly concentrated among those with in-demand skills, strong practical experience and high adaptability—capabilities that enable them to create value in a rapidly changing environment.

Find out more

Request access to our 2026 Salary Survey to benchmark salaries and to find out more about key hiring trends in Taiwan.