Job transitions in Asia don’t follow a uniform pattern. They cluster around specific periods influenced by bonus cycles, cultural traditions, and employment contract structures. Understanding these cycles is essential for effective recruitment timing.
Taiwan
Peak season: January to March
Taiwanese employees typically wait for year-end bonuses before Lunar New Year before resigning. The market opens up in January as candidates who received their bonus start exploring.
Strategy: Post roles early—before competitors—to attract top talent during this window.
Japan
Peak season: March to April, September
March marks the fiscal year end for most Japanese companies. April is the traditional start of the work and school year. Companies onboard new graduates in spring, creating movement throughout the market.
September sees a secondary peak as mid-year budget cycles enable new hiring.
Philippines
Peak season: January and May
The mandatory 13th-month bonus is typically paid in December. Many employees wait for this payout before resigning, leading to a January hiring surge.
School graduations in March and April create another wave of available talent in May.
Singapore
Peak season: February to April
Similar to other markets, employees exit after receiving annual bonuses, often timed around Chinese New Year. The post-bonus period sees the highest candidate availability.
Key Takeaways
Don’t apply a uniform global recruiting approach. Customize your timing around:
- Bonus cycles — When do payouts happen?
- National holidays — What cultural events affect job decisions?
- Fiscal calendars — When do budgets refresh?
Begin planning 1-2 months before peak switching periods. By the time the market opens up, you should already have your job posts live and your pipeline building.