Taiwanese companies are recruiting mid-to-high-level professionals from India.
Taiwanese businesses or multinational corporations recruiting Taiwanese managers in India
Matching local professional and managerial talent in India
Recruitment of talent for overseas site establishment, operations, procurement, supply chain and business development
Settlement, hiring process and retention support for foreign talent
Attracting local foreign talent
Recruiting truly capable multinational talent for businesses
More than just a headhunter, we are a strategic partner for companies seeking multinational talent.
Bilateral talent matching positioning
More than just headhunters, we are multinational employer branding and local recruitment consultants. We have in-depth knowledge of talent flow trends in India's tech clusters and major business cities, and can plan talent acquisition strategies in Taiwan or local recruitment in India based on your company's needs.
Cross-industry service capabilities
In addition to electronics, semiconductors and ICT, it can also support other key job categories such as manufacturing, supply chain, procurement, operations management, business development, logistics and shared services.
Rigorous screening mechanism
The "dual-track assessment of technology and culture" is implemented. In addition to professional skills tests, management maturity, communication skills and organizational fit are also assessed based on whether the employee works in Taiwan or India.
One-stop appointment and implementation support
The Taiwan side offers specialized work permit application guidance, Employment Gold Card application assistance, and settlement services such as local housing and bank account opening; the India side provides support for recruitment process planning, interview coordination, employment advice, and onboarding coordination.
What industries and job categories are suitable for importing professionals from Taiwan and India?
Semiconductor and IC Design
Firmware Engineer
Digital/Analog IC Engineer
Chip architect
ICT and AI
AI Algorithm Engineer
Full-Terminal Software Development Manager
Data Scientist
Product Manager
Other manufacturing industries
Process Engineer
Quality Supervisor
Equipment Supervisor, Automation Engineer
Factory management talent
Supply Chain, Procurement and Regional Operations
Purchasing Manager
Supply Chain Manager
Logistics Management
Regional Operations Manager
Other industries
Business Development
Financial Management
HRBP
Customer service operations
Shared service center management talent
Analysis of common customer pain points
The lack of accurate resume sources
Whether recruiting Indian professionals to work in Taiwan or recruiting Taiwanese and Indian employees in India, companies often lack reliable sources of talent and local search networks.
Difficulties in cross-border interviews and assessments
The candidate's technical background is a good match, but the company finds it difficult to assess their cross-cultural communication skills, management maturity, stability during their overseas assignment, and actual work performance.
The rules and procedures for employing people in two different locations are complex.
In Taiwan, the issues involve work permits, visas, and employment compliance; in India, the issues involve local salary structures, recruitment pace, organizational management, and the design of employment conditions. Companies often prolong the recruitment cycle due to unfamiliarity with these aspects.
Industrial expansion is not limited to the electronics industry, but there is a lack of corresponding recruitment methods.
Many other manufacturing and other industries, while already having demand in the Indian market, lack experience in cross-border recruitment and replicable talent deployment methods.
Risks of landing and retention
Foreign talents face challenges in adapting to life in Taiwan, such as housing, medical care, and the resettlement of their families; newly recruited teams in India may also experience higher turnover rates due to insufficient management integration.
Import process and cooperation mechanism
We employ a standardized and transparent import process to ensure that the recruitment progress is clear and controllable.
Demand Alignment and Strategy Formulation
Precise talent search and initial screening
Company interviews and salary verification
Regulatory compliance and visa processing
Arrival and Settlement Plan
KPIs and performance measurement indicators
Recruitment efficiency
Resume submission time (Time to Submit)
Once the project is launched, the timeline for submitting the first batch of candidates will be planned according to the scarcity of the positions, and progress will be reported weekly.
Recruitment accuracy
Interview invitation rate (InterviewRate)
With the goal of improving the alignment between the recommended list and job requirements, we work with companies to define eligibility criteria when the project is launched.
Compliance progress
Visa application approval rate
With all required documents prepared, the goal is to achieve a high approval rate and controllable timelines, with dedicated personnel tracking the progress of each application.
Talent retention
First-year retention rate
Through a comprehensive on-the-ground guidance and support mechanism, first-year retention performance will be a key focus of collaborative evaluation, and target values will be jointly established in pilot projects.
Pricing Logic and Cooperation Model
Success-based compensation system
Applicable scenarios: Recruitment for a single mid-to-high-level position, initial collaboration to test the waters; suitable for key positions in Taiwan or India.
Fee structure and explanation: A service fee will be charged based on a certain percentage of the employee's guaranteed annual salary for the first year after they report for duty. A standard warranty period can be agreed upon.
Project Recruitment System
Applicable scenarios: When there is an urgent need for a large number of specific professionals, or when there is a need to simultaneously support cross-departmental recruitment in the electronics industry, other manufacturing industries, and other sectors.
Fee structure and explanation: Fees are divided into three stages: start-up fee, list submission fee, and final payment upon registration. Enjoy a dedicated recruitment consultant team, priority resource allocation, and periodic project management.
Indian outpost staffing plan
Applicable scenarios: Taiwanese businesses or multinational corporations that need to recruit Taiwanese managers and Indian professionals in India to support their factory, operations, sales, procurement, finance, or logistics teams.
Pricing Logic and Explanation: Prices are quoted individually based on job level, number of vacancies, work location, and whether services such as on-site interview coordination and salary advice are included.
Landing support package
Applicable scenario: Companies recruit foreign talent on their own, but require visa and settlement assistance.
Pricing Logic and Explanation: Pricing is based on a per-item fee structure, depending on the service module (work permit application, employment gold card consultation, finding rental housing, and settling in).
Why choose our company?
Our company has a deep understanding of the talent structure of Taiwanese enterprises, the staffing logic of multinational locations, and the local talent market and management needs in India:
Launch the "Taiwan-India Two-Way Talent Development Pilot Program" immediately.
While competitors are actively expanding their overseas capabilities and regional presence, establishing your company's dual talent pool in Taiwan and India early on will be key to securing success in the next golden decade. We sincerely suggest that your company select one or two of the most difficult-to-fill key positions, or the core staffing needs of a local Indian location, to launch a pilot project with us. Regardless of whether you belong to the electronics industry, other manufacturing sectors, or other industries, we can first verify recruitment efficiency, candidate quality, and process feasibility on a single department, job category, or location before gradually expanding to an annual talent strategy. We look forward to the opportunity to provide your company with a professional presentation and in-depth discussions.
Thank you for submitting your hiring request.
We have received your inquiries regarding the recruitment of foreign talent. Based on the industry category, job title, talent needs, and cooperation direction you provided, ShengTuo International will conduct an initial assessment of suitable international headhunting, Taiwan-India bilateral talent matching, or local recruitment programs in India.
A specialist will contact you subsequently to further understand the job requirements, expected timeline, and cooperation needs.
Step 2 | Understanding the trainees and their language proficiency: Please help us understand the trainees' backgrounds so that the courses can be more relevant to actual work and life situations.
