Industry

Technology and IT talent

From firmware teams inside semiconductor companies to software groups in system makers and pure software or SaaS firms. Engineering pay moves fast in this market, and we recalibrate every quarter.

Functions we cover

Firmware & Embedded

  • Drivers, BSP and RTOS development
  • Linux kernel and system software
  • Hardware integration and bring-up
  • Automotive, industrial and consumer applications

Backend & Cloud

  • Java, Go, Python and Node.js backend
  • Microservice architecture and API design
  • DevOps, SRE and cloud infrastructure
  • Databases and performance tuning

Data & AI

  • Data engineering and platform build-out
  • Machine learning and model deployment
  • Shop-floor analytics and AOI applications
  • BI and business analysis

Security

  • Security architecture and penetration testing
  • SOC monitoring and incident response
  • Product and firmware security
  • Security governance, audit and compliance

Product & Programme

  • Product managers and product owners
  • Technical programme managers and PMO
  • UX design and research
  • Solution architecture and pre-sales engineering

Engineering Leadership

  • Team leads, engineering managers and R&D directors
  • Architects and CTOs
  • Roles that stand up a new team from zero
  • Engineering leadership across multi-site teams
Market reality

Engineers are not short of jobs — they are short of reasons

A capable senior engineer in Taiwan usually has two or three live options. What decides a move is rarely a few thousand more per month — it is whether the technical problem is interesting, whether the manager can actually lead, and how deep the team's technical debt runs.

So when we present your role we will ask you to be specific: what the team really builds, who makes the technical calls, the release cadence and the on-call load. Candidates will ask all of it, and vagueness just wastes an interview slot.

What we prepare for you

  • Market salary ranges for the level, and what offers have actually closed recently
  • Comparable roles your competitors have open, and what they are offering
  • The concerns candidates raise about your role, including why some decline
  • Concrete feedback where a long interview process cost you a candidate