New Era of Salary Negotiation: Talent Cares Not Only About Pay, But Also About Time Autonomy

The entire world witnessed a seismic shift toward remote work, accelerated in large part due to the COVID-19 pandemic. This shift has impacted the experience of the full-time worker, further boosting the population of digital nomads. The pandemic forced many people to work from home, and some never returned to the office. They are the “Time Nomads” a steadily growing group of workers who prioritize time autonomy. This group of workers is mainly composed of freelancers and remote employees. They have broken the mold of the “nine-to-five” job, no longer adhering to a strict schedule, and are redefining the boundaries and priorities of “work and life.”

In recent years, we have observed a significant shift in the negotiating power of high-level talent. While candidates historically focused on salary, title, and promotions, they are now highly concerned with: “What is the flexibility of the work arrangement for this position?”

Reports in the U.S. indicate that the number of freelancers continues to grow steadily, with estimates projecting they will account for nearly half of the American workforce by 2027. Given the increasing autonomous working opportunities in Taiwan and the growing corporate acceptance of flexible work models, it is clear that Time Nomads are emerging in Taiwan.

Redefining “A-Tier Talent”

The traditional criteria for A-Tier Talent involved a top-tier education, experience at large corporations, long-term stability, and high compliance. However, the traits of the most sought-after talent in the market are shifting. They may not possess the conventional “perfect resume” but instead boast strong project management skills and critical thinking that allows results to speak for themselves.

The common characteristic of these professionals is that they clearly state: “This is what I can deliver, when will I deliver, and what resources I need,” rather than “I will work hard, be highly cooperative and obedient.” From a headhunter’s perspective, such candidates are often more likely to succeed because they have a clear understanding of their own abilities and market value.

 

The rise of the Time Nomads has also changed the logic of salary negotiation. They no longer focus solely on “What is the monthly salary?” but instead calculate their “hourly value.” This mindset has begun to influence the entire talent market. In today’s highly competitive business environment, companies are realizing the profound impact of employee autonomy and are constantly looking for effective ways to improve performance.

Polarized Reactions from Corporate

Our corporate clients have shown a polarized reaction to Time Nomad talent. Conservative companies worry that this talent is “too dynamic and difficult to manage,” “lacks loyalty,” and “is prone to jumping ship at any time,” labeling them as “individualists.”

On the other hand, forward-looking companies—like Google, which built an autonomous management model through flexible working hours, a flat organizational structure, and an open and inclusive culture—find that autonomy significantly improves employee innovation, enhances satisfaction and loyalty, and has a positive impact on a company’s financial performance.

Opportunities and Challenges in the Taiwanese Market

Flexible work models are relatively common abroad. While relevant survey data is not yet widely available in Taiwan, we can still observe a growing emphasis on work autonomy within society and corporations, evidenced by the government’s active promotion of the Digital Nomad Visa policy and the gradual corporate adoption of hybrid work models. Companies willing to be pioneers in embracing flexible work systems can attract high-quality talent at a relatively lower cost.

The rise of the Time Nomads is fundamentally redefining the standards for a “good job” and “good talent.” Companies must find a crucial balance between offering flexibility and maintaining organizational efficiency and team cohesion to succeed in this competitive environment. The winners of the future will be the professional workers who are best at using time to create value, and the forward-thinking companies that are best at utilizing this talent!

 

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