(This article is an edited excerpt from the WE BETTER WORK podcast featuring JK.)

Talent Shortage Is Escalating—Hard Data, Not Just Headlines

According to Taiwan’s Directorate-General of Budget, Accounting & Statistics, the number of vacancies in industry and services reached 247,000 by the end of 2024—an increase of 21,000 year-on-year. The manufacturing vacancy rate climbed to 3.04 percent, the highest in two years. NVIDIA CEO Jensen Huang sounded a global alarm at COMPUTEX 2025, warning that by 2030 the world will be short 30 to 50 million workers. For Taiwanese SMEs, this is no distant scenario; it is a daily reality on the factory floor.

Beyond low birth-rates and an aging population, Gen Z (born 1997-2012) is further reshaping the labour market. Digital natives gravitate toward freelancing, side gigs and content creation rather than traditional full-time roles. Even when they take full-time jobs, average tenure is shorter; job-hopping is viewed as a skills upgrade, not a risk. In short, the “traditional” labour pool can no longer refill the talent gap.

Who Do Headhunters Actually Hunt?

Executive search is often associated with C-suite, seven-figure earners, yet high-potential candidates are not limited to that tier. Professional recruiters focus on people who have reflected on their career direction, maintain a strong reputation, possess solid skills and, most importantly, share values that match a client’s culture and role requirements.

As LRS founder JK puts it, “Not everyone pursues the same career height. At different life stages, priorities and motivations shift.”

A forty-something with a family may value stability and balance, while a young, ambitious professional may seek overseas challenges. Modern headhunters therefore work as both career coaches and market strategists, aligning personal drivers with business needs and presenting employers with candidates whose trajectory truly fits the role.

Choosing the Right Talent Model—Search, Staffing or EOR?

Business scenarios vary; talent solutions must follow suit. LRS, our flagship brand for mid- to senior-level search, secures core specialists and leadership roles. When permanent search would inflate cost, we guide clients to ConBiz, our flexible-work arm that covers
• seasonal or high-volume hiring,
• Employer-of-Record programmes for new-market pilots, and
• short-term, project-based assignments.

The guiding principle is simple: the best HR solution balances organisational need with cost efficiency—never a one-size-fits-all template.

Expanding Together—Building Cross-Border Talent Ecosystems

More Taiwanese firms are relocating production and R&D overseas, and “people” issues often draw the first red line. When Taiwan’s semiconductor champion built its US fab, local employees balked at the high-intensity process culture. Many jurisdictions also impose local-hire ratios and licence requirements; missteps can quickly become legal breaches. Backed by an international partner network, LRS offers real-time market intel and cultural-fit advice while providing compliant EOR and staffing modes to secure local talent quickly and legally. Because we understand the Taiwanese focus on speed, cost and IP security, we can bridge strategy and execution—getting critical teams on the ground. We also help outstanding Taiwanese professionals access a bigger global stage, turning cross-border mobility into a win-win for companies and talent alike.

Value-Added Assurance—Reference Checks That De-Risk Hiring

Under intense talent pressure, résumé inflation is common—exaggerated duties, misstated tenure, inaccurate reasons for leaving. Left unchecked, such hires drain management bandwidth and erode trust. LRS conducts comprehensive reference checks—verifying actual responsibilities, peer and supervisor feedback, departure rationale, work behaviour, any major disputes and additional client-specific concerns. The stakes are highest for mid- to senior-level roles, but we can scale checks for contingent staff as well.

To reinforce hiring confidence, we offer a three- to six-month replacement guarantee for most senior placements. If a hire departs for justified reasons not caused by employer breach or major role change, LRS will refill the position at no extra cost. Our consultants also conduct monthly post-placement check-ins with both client and candidate, intervening early if issues arise.

Recruitment is not a single transaction; it is the start of a long-term partnership. Through layered vetting and ongoing support, we aim to make every hiring decision sound and every working relationship secure.

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For the full interview, please refer to the WE BETTER WORK link.

想被高薪挖角上班得這樣表現？！靠跳槽升遷會影響個人職場形象？！ FT.LRS暨ConBiz創辦人陳浩華 | 吾二會社EP31 | 小馬/馬哥&米姐 | Podcast 斜槓 職業 打工 演藝圈 人才