Post Lunar New Year Job Transition Guide: From a Strategic Exit to a Strong Start

As the Lunar New Year approaches, Taiwan’s job market enters its seasonal peak, and headhunters become exceptionally busy. We’ve noticed that many professionals are eager for change yet often find themselves uncertain about what they truly want. For many workers, a job move begins as an attempt to escape the current situation. However, switching roles is not simply changing environments; it is a strategic recalibration of your market positioning.

 

The following four stages are designed to help you navigate the critical priorities of a successful post-holiday transition.

Stage 1: Motivation: Are You Escaping, or Moving Toward Growth?

One of the most common challenges in Taiwan’s job market is “emotional resignation”. The trigger may be suffocating workplace dynamics, unpleasant colleagues or managers, misaligned culture, or years of stagnant compensation. Before submitting your resignation, take time to clarify why you want to leave.

1) Push vs. Pull Factors
Push factors: excessive overtime, reduced bonuses, office politics, and unpleasant colleagues.
Pull factors: stronger industry outlook, a role where you can create impact and more competitive compensation structure.

Professionals who leave mainly due to push factors often repeat the same cycle in the next role. Ideally, your motivation should be: “My current job is acceptable, but external opportunities offer a platform I need to reach the next level.”

2) Prioritizing What Matters Most
Are you seeking work–life balance, higher pay, new learning opportunities, or clearer promotion pathways? Identifying these early ensures you remain grounded when faced with multiple offers during the peak hiring season.

 

Stage 2: Strategic Job Search: Quality Over Quantity

After the New Year, the job market becomes highly competitive. If you want to stand out among a large pool of candidates, it’s worth asking: Am I truly prepared?

1) Optimize Your Resume
A strong resume is more than clean formatting and clear structure. HR teams look closely at quantifiable achievements, willingness for learning and growth, and whether your career narrative is credible and coherent. In today’s workplace, attitude often matters more than skills.

2) Become a “Low-Risk” Candidate
Companies work with headhunters not only to shorten hiring timelines, but more importantly to reduce the risk of hiring the wrong person. Key considerations often include: whether you have relevant experience in the same industry or a similar business model, whether your reason for leaving is reasonable, and whether your job expectations are realistic, all of which can influence hiring decisions.

3) Create an Interview Process That Builds Trust
Many candidates rush to prove how capable they are. In reality, hiring managers pay closer attention to whether you can:

Clearly explain your decision-making logic, not just outcomes

1. Acknowledge weaknesses and blind spots, and describe how you addressed them
2. Reflect on failure experiences constructively, rather than interpreting them emotionally

4) Leveraging Headhunter to Increase Visibility
A headhunter understands both employer needs and your unique strengths yet act as a trusted partner to bridge the gap and significantly increase your success rate.

 

Stage 3: Strategic Departure: In a Small Industry, Reputation Is Your Second Business Card

Industries are more interconnected than they appear; leaving on good terms is a core professional competency.

1) The Notice Period
Providing notice is a legal obligation under Taiwan’s Labor Standards Act, but giving your manager adequate time and support is professional courtesy. Once you have confirmed your offer, it is best to have a one-on-one conversation with your direct manager as soon as possible. Express appreciation for past opportunities, be firm about your decision, and avoid criticizing the company. A respectful departure is always the wiser approach.

2) Thoughtful Handover
A comprehensive handover document is the final and often strongest, personal branding. Your handover list should include: progress updates on ongoing projects, contact information for key stakeholders, and cloud links to essential documents and files.

 

Stage 4: A Strong Start: The Critical First 90 Days

The real test is how well you survive and thrive in your new environment.

1) Observe More Than You Act
In your first month, avoid rushing to overturn existing processes. Listen, observe, ask questions, and understand the context behind how decisions have been made.

2) Create Quick Wins
During your probation period, identify a small pain point you can solve quickly or a short-term goal you can achieve. This helps you earn trust from colleagues and managers early.

3) Report Progress Proactively
Schedule brief weekly check-ins to ensure your understanding aligns with your manager’s expectations. This keeps projects moving smoothly and helps you build credibility.

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Career Is a Marathon, A Job Transitions Should Serve Long-Term Growth
The annual post New Year job-transition wave is a reshuffle of talents. While changing jobs carries risk, the hidden cost is often greater when you remain in an environment where growth has stalled.
If you feel stuck in your career or unclear about your market value, don’t carry the anxiety alone. A headhunter is not only a job matcher, but also a partner in your career journey. Let us help you discover the path that best aligns with your long-term aspirations.

 

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Published by iNSearch 卓恩管理顧問有限公司
© 2025 iNSearch Management Consultants Co., Ltd. All rights reserved.

 

Published by iNSearch 卓恩管理顧問有限公司
© 2025 iNSearch Management Consultants Co., Ltd. All rights reserved.