TAIWAN. The number of visitors to Taiwan from mainland China increased SUMMARY

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1 TAIWAN SUMMARY Economic conditions improved in Taiwan in Throughout the year, domestic manufacturing (which accounts for 75% of GDP), increased due to improved international demand, as evidenced by 7.7% growth levels in July and August. Demand for electronic consumer products also went up, driving recruitment volumes in manufacturing, technology and engineering. The number of visitors to Taiwan from mainland China increased during the year, stimulating hiring activity within FMCG and luxury retail. Visitor restrictions are being further alleviated in 2015, which bodes well for these sectors and for the Taiwanese travel industry. Taiwan is still a relatively candidate-short market and skilled professionals with the right balance of technical capabilities, English language skills and industry experience are in strong demand, especially among multinationals. However, they proved challenging to source. This trend looks set to slow, with a reduced outflow of domestic professionals due to the high cost of living overseas. Promising business opportunities back home are also encouraging more overseas-based Taiwanese to return, which will help to enlarge the talent pool.

2 TAIWAN COUNTRY OVERVIEW As hiring increased in Taiwan, salaries went up generally between 10-20% for candidates moving roles. Those who were able to command increments in the higher end of this range typically worked in areas of high demand, such as the technology, pharmaceutical, tobacco and beverage industries. Nonmovers, meanwhile, received minimal increases of 2-5%. We expect these trends to continue in ACCOUNTING & FINANCE We saw increased levels of hiring activity across the accounting and finance function, both for new and replacement positions. Demand was driven by growth in a number of areas, most notably the consumer, technology and pharmaceutical industries. The majority of roles becoming available during the year were for mid to senior level candidates. However, among smaller organisations and limited franchise multinationals, there were also requests for sole contributors well-rounded candidates who could fulfil multiple functions and add commercial value outside of their core finance responsibilities. We expect consistent hiring levels in 2015, provided economic conditions remain stable. Candidates who are able to think laterally and combine core accounting ability with good commercial acumen and communication skills will be in high demand. As a result, hiring managers may want to take a slightly more flexible approach to their hiring criteria, such as looking at core attributes, rather than specific industry experience. BANKING & FINANCIAL SERVICES After a slow start to the year, front-office hiring picked up in quarter three as financial institutions displayed a renewed appetite for filling senior-level positions. However, recruitment was largely replacement-based, with asset management firms hiring more actively than banks. For middle and back-office roles, growth hiring was more prevalent. In order to meet changing regulatory requirements, organisations were keen to recruit professionals specialising in internal audit, legal, risk and control. We expect the demand for these candidates to continue in 2015, as the regulatory environment evolves further. However, due to skills shortages, companies may want to consider recruiting less experienced candidates who they can develop internally. INFORMATION TECHNOLOGY Professionals with experience in cloud, network and software engineering were popular hiring options in 2014, with demand driven by a resurgence among local organisations and start-ups. As mobile devices continue to develop, we are seeing hiring needs in Taiwan shift from hardware to software, and software developers with at least eight years experience will be highly sought-after in Research and development specialists with good English language skills will also be in demand as international companies continue to invest in R&D centres in Taiwan. However, a shortage of software engineers and professionals with solid technical experience and skills may frustrate companies recruitment ambitions in Opportunities for career progression, as well as attractive salary packages, where possible, will be vital to attracting top-tier talent. SALES & MARKETING Recruitment levels in sales and marketing remained relatively buoyant in Demand was largely driven by the consumer and FMCG sectors, while luxury retail also picked up as visitor numbers to Taiwan rose during the year a trend we expect to continue in Demand for senior marketing professionals increased in the second half of the year, while senior sales directors were sought-after throughout the year as many of the major consumer companies underwent personnel changes. We anticipate similar trends in 2015, with sales and marketing professionals remaining a key recruitment focus for many organisations, given the continued positive market conditions. Looking ahead, individuals with strong English skills and digital marketing experience will be key hiring priorities. To attract the best, hiring managers should focus on promoting their company culture to secure good personality fits as culture-compatible candidates also tend to have much lower attrition rates.

3 ACCOUNTING & FINANCE Commerce & Industry Chief Financial Officer m m+ Finance Director m m+ Finance Manager m m+ FP&A Manager m m Pricing Manager m m Cost Accounting Manager m m Internal Audit Manager m m Tax Director m m Tax Manager m m Financial Analyst 600k - 1.5m 600k - 1.5m Accounting Manager 840k - 1.8m 840k - 1.8m Accountant 500k - 1.1m 500k - 1.1m NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified. 457 Robert Walters Global Salary Survey 2015

4 BANKING & FINANCIAL SERVICES 1-4 YRS' EXP 5-8 YRS' EXP 8+ YRS' EXP Banking Front Office Investment Consultant k k m m 1.4m+ 1.4m+ RM - Corporate Banking k k 900k - 1.3m 900k - 1.4m m m+ RM - Financial Institutions k k 950k m 950k m m m+ RM - Retail Banking k k 700k - 1.1m 750k - 1.1m m m Sales - Transaction Banking k k 1.2m m m m m Banking Back Office AML/Financial Crime k k m m m m Compliance k k m m m m Financial Reporting k k 800k - 1.3m 900k - 1.3m 1.45m+ 1.5m+ Human Resources k k 800k - 1.3m 900k - 1.3m 1.5m - 2.0m m Internal Audit k k 700k - 1.1m 800k - 1.1m m m Legal k k m m 2.7m+ 2.7m+ Risk k k 970k - 1.3m m 1.7m+ 1.8m+ Operation/KYC k k 950k - 1.2m m m m+ Asset Management Client Services k k 800k - 1.3m 900k - 1.3m m m Compliance m m m m m m Internal Audit 900k - 1.2m m m m m m Legal m m m m m m+ Sales 870k - 1.1m 900k - 1.2m m m m m NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified. RM = Relationship Manager Robert Walters Global Salary Survey

5 INFORMATION TECHNOLOGY Electrical/Electronic Manufacturer Engineering Manager m m Product Marketing Manager m m Program Manager m m Senior Hardware Engineer m m Senior Software Engineer m m Semiconductor/IC Design House Regional Sales Director m m Business Development Manager m m Key Account Manager m m Product Marketing Manager m m Senior ASIC Engineer m m Senior Firmware Engineer m m Field Application Engineer m m Telecommunications Sales Director m m Sales Manager m m Technical Consultant m m NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified. 459 Robert Walters Global Salary Survey 2015

6 SALES & MARKETING FMCG General Manager m m Commercial Head m m Sales Director m m Category Manager m m Channel Sales Manager m m Marketing Director m m Marketing Manager m m Brand Manager m m National Sales Manager m m Trade Marketing Manager m m Key Account Manager m m Retail Cosmetics Brand General Manager m m Area Manager m m Brand Manager m m Product Manager m m Sales Manager m m Marketing Manager m m Luxury General Manager m m Retail Head m m Boutique Manager m m Marketing Manager m m PR Manager m m NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified. Robert Walters Global Salary Survey

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