In the era of global job platforms and LinkedIn, switching roles abroad looks easy. After the first rush of excitement, reality bites: family logistics, visas, skill relevance, long-term growth… Once past 30, you can’t hop from job to job on a whim.
After fifteen years inside multinationals and now as a professional coach, I frequently support managers—Taiwanese or not—who want to relocate to a new country or simply rebound on the local market. Mistakes are costly: botched immigration, wrong timing, painful back-pedalling. Below are reference points to secure and accelerate your transition.
1 | First, answer the question: “Who am I?”
On a global market the pool of competitors explodes. Diplomas and hard skills are easy for recruiters to benchmark; the true differentiator is who you are:
- Life vision: what does a fulfilled life look like for you?
- Values & decision compass (ethics, leadership).
- Distinctive traits: what makes you naturally effective.
- Highlights: projects or results bankable in the current market.
Clarifying these points provides the anchor by which you will judge any opportunity: compatible culture? useful step? Without an identity compass you end up fleeing one job rather than creating the next—and accumulate trial-and-error moves.
2 | Your value as an expatriate
Physical relocation isn’t enough to be “international”. The market pays top dollar for a profile that, beyond technical expertise, can:
- Quickly decode the implicit rules of a new ecosystem (business, legal, culture).
- Build bridges across multilingual, multicultural teams.
- Negotiate or deliver despite complexity (time zones, local processes).
To break the “Asian specialist” glass ceiling, develop your new value: cross-cultural leadership, command of the local language, understanding of HQ strategy. Painful—new muscles to build—but that’s how salaries—and vertical mobility—skyrocket.
3 | From “candidate” to “business partner”
Many applicants roll out their CV; the recruiter wants a solution to a business problem. Position yourself as a partner:
| Step | Questions / actions |
|---|---|
| Understand origin of the role | New position? Replacement? Re-organisation? |
| Industry mapping | 12-24-month challenges, visa policy, quota constraints |
| Mini business case | Hypotheses, quick wins, risks. Goal: show your reasoning, not deliver perfection. |
The more your pitch addresses the employer’s pain, the less they compare you on pure cost/competence with other nationalities. They buy the knowledge gap you fill, not merely your hours.
4 | Before you resign
An overseas switch often affects work permit, social cover, unemployment rights. Launch this checklist as soon as the idea appears:
- Re-read your contract: notice period, non-compete, visa sponsorship.
- Consult HR or legal counsel on local rights.
- Build a support system: professional network, mentor, coach, lawyer, possibly therapist.
- Set a realistic budget and timeline (6–12 months).
Timing is key: a hasty resignation without plan B triggers domino effects—loss of status, income stress… Secure the back-office first.
5 | “Know when to charge” but also “know when to protect”
Expat talents often carry warrior mind-sets; but lasting success abroad relies on energy and risk management. When was your last physical and mental health check?
- Accept help (expat communities, coaches, lawyers, public bodies).
- Plan pit-stops to breathe and recalibrate goals.
- Keep financial and emotional reserves.
You can safeguard well-being without slowing your career—indeed, it’s the pre-condition for longevity.
Useful resources
- Free “10-minute LinkedIn checklist” – optimise your profile for global visibility.
- Related post: “Structuring your pitch when applying abroad”.
Ready to go further?
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* Situation diagnosis (current role, visa, goals)
* Best-fit support formula
* Clarify your “Who am I?” positioning
* First feedback on CV or LinkedIn profile
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