2026 Hiring Trend: Dynamic hiring market set for Healthcare industry

2025 was a year marked by new beginnings and continued change for Taiwan’s Healthcare industry.

Several multinational medical devices companies initiated or completed portfolio separations and spin-offs. These new entities ushered in fresh air for parts of the industry, creating new leadership positions, regional roles and cultural shifts in the workplace. Drawn by growth prospects, many ambitious candidates vied for openings in these organisations.

Ongoing National Health Insurance (NHI) policy reforms and reimbursement constraints have continued to influence market access strategies. Pharmaceutical and medical device companies devoted considerable effort towards finding the right balance for market entry and pricing.

“We saw more pharmaceutical professionals moving into other sectors like medical devices, diagnostics and even tech health startups. Commercial employees transitioned into medical or market access roles,” reports Chuan Chang, Manager at Robert Walters Taiwan.

Overall, talent movement was more fluid, which made for a vibrant hiring market.

Read on to find out more about the labour market and hiring trends for Taiwan’s Healthcare professionals in 2026.

Employers want talent from multi-faceted backgrounds

Tightening NHI regulations and growing self-pay markets will continue to be a pressure point for businesses in the industry. As such, there will be an upswing in demand for candidates who can bridge commercial, medical and market access functions and influence policy decisions.

More broadly, the hiring market will favour diverse, hybrid skill sets, with Chuan noting that talent who can combine scientific depth and digital fluency have a distinct edge. Some examples include marketers and medical science liaisons who can use AI tools, data insights and omnichannel engagement to improve outcomes.

The market is quickly entering an era where demand for qualified talent outstrips supply. Industry professionals will focus more on progression and visibility in their careers in the coming year, instead of chasing pure salary growth to build stronger long-term prospects.

Most in-demand positions and skills

The commercial roles that will see strong demand in the coming year call for a blend of strategic and leadership chops.

Within pharmaceuticals and medical devices, business unit managers are highly sought after. Multinational corporations are behind this demand as they push for regional alignment and profit and loss accountability. They will seek out mid- to senior-level leaders, who will be expected to manage cross-functional teams, launch new portfolios and localise Asia Pacific strategies.

District sales managers or territory managers will also be in tremendous demand among companies that are expanding product portfolios and strengthening market coverage beyond Tier 1 hospitals. Candidates will need to be able to serve as strong frontline commercial leaders who can manage direct sales teams and distributors.

Hiring volumes will also go up for marketing managers and product managers. Those who can lead go-to-market strategies, omnichannel campaigns and cross-functional launches are well-positioned, as there will be more product launches in oncology, ophthalmology and interventional therapy.

The attributes and areas of experience that are most valuable for these positions are cross-functional communication, ability to deliver business impact, policy shaping, reimbursement, oncology or rare disease within pharmaceuticals, and capital sales for medical devices.

Meanwhile, the most high-demand non-commercial positions are communicative and strategic in nature.

Businesses will tap on market access and reimbursement managers to manage shifts related to NHI reimbursement and the self-pay market. Professionals will need to demonstrate fluency in pricing, policy and business strategy.

Medical science liaisons and medical advisors will also feature in the hiring market. As the industry shifts towards evidence-based and value-driven care, these experts will serve as go-between between companies and the larger medical community.

The skill sets and areas of experience that employers will value the most when hiring for these positions are cross-function and strategic communication, regulatory and clinical expertise for new modalities, data analytics and digital literacy.

Candidates seek firm ground to grow careers

This enthusiasm for progress is balanced by a need for stability. When deciding whether or not to take on a new role, industry talent are more willing to join companies they can see themselves with for the long haul. Besides the company’s long-term development, candidates look out for mentorship support, and weigh whether the role offers expanded portfolio or regional exposure in future. They also ask about turnover rates and leadership styles to assess organisational stability.

Advice for talent attraction and retention

By addressing candidate preferences for growth and stability, companies develop a well-rounded approach for appealing to talent in the industry.

“Employer branding sits at the heart of all recruitment efforts,” says Chuan. “Showcase internal promotions and career growth so candidates can see how they can advance their careers. At the same time, highlight hybrid or flexible work arrangements and culture as these are indicators of a positive, supportive work environment.” These success stories and features should be placed on digital platforms like LinkedIn to engage passive candidates.

In addition, companies are advised to keep the recruitment process fast and transparent so candidates know what to expect at every stage.

Chuan also recommends putting structured talent development programs in place. This could mean rotations to different departments, or offering leadership tracks. Meanwhile, portfolios with regional exposure or short-term overseas assignments go a long way in keeping high performers engaged. Where this is not possible, companies should ensure that there are clear promotion pathways and opportunities for employees to keep learning. 

Finally, leaders set the tone for culture, that starts with transparency, strong communication and recognising employee contributions.

Stable rise in salaries

In 2026, industry professionals can expect salaries to increase by 15 – 20% when moving jobs. Positions that are hard to fill – like business unit manager, market access lead or product manager for new indications – may command increments up to 30%.

Professionals staying in the same role will see moderate increments of 5 – 10%. This growth is supported by a steady slate of product launches, ongoing demand for bilingual talent and competition for niche expertise.

Find out more

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