A Recruiter’s Advice for Taiwanese Job Seekers Targeting U.S. Roles
身為一名專業獵才顧問，我的職責就是「讀人」。在多年的職涯中，我面試過數以百計來自各行各業的人才。這篇文章是專為想進入美國職場的台灣求職者所寫，我將從獵才顧問的角度出發，分享如何讓你的履歷脫穎而出，並透過有效的溝通，在面試流程中順利過關斬將。
As a professional recruiter, my profession is reading people. Over the years, I’ve interviewed hundreds of people for various roles. This article is written specifically for Taiwanese job seekers who want to work in the U.S. I want to share recruiter perspectives on how to get your resume noticed and how to communicate effectively with U.S. recruiters so you can stand out and move forward in the interview process.
第一步：理解美國招募官的角色
在美國，獵才顧問（Recruiter）的角色不只是安排面試時程，我們更是決策者。我們決定了：誰能通過初步篩選？誰會被引薦給招聘經理（Hiring Manager）？以及候選人在該職位中的排名順位。多數美國職缺的面試流程都始於短暫的電話初審（Phone Screen）或視訊面試。這場對話是用來確認你的基本資格，並評估你的溝通風格、自信度與動機。在台灣文化中，「謙遜有禮」是美德，但在美國，「表達清晰、充滿自信、準備充分」同樣重要。
First: Understand the Recruiter’s Role in the U.S.
In the U.S., recruiters are not just scheduling interviews. They are decision-makers. We decide: Who passes the initial screen; Who gets presented to the hiring manager; How candidates rank for the role. Many U.S. jobs start with a short phone screen or virtual interview. This conversation is used to confirm minimum qualifications and evaluate communication style, confidence, and motivation. Being polite is good—but in the U.S., being clear, confident, and prepared matters just as much.
1. 主動溝通（但不過度推銷）
許多台灣候選人習慣「被動等待」通知。但在美國，展現主動性（Initiative）會被視為優點。除了透過 LinkedIn 或官網投遞外，由於熱門職缺競爭激烈，你可以嘗試直接寫信給招聘經理、傳送專業訊息表達興趣，並附上精簡的求職信與履歷。這在美國並不失禮，反而展現了熱忱。最強大的敲門磚則是「內部推薦」：如果你認識該公司的員工，請他們直接向招聘經理推薦你，這會最大化你的勝算。
1. Proactive Communication (Without Being Pushy)
Many Taiwanese candidates wait to be contacted. In the U.S., initiative is viewed positively. Apply directly through LinkedIn or the company’s website, but keep in mind that roles receive hundreds of applications. What helps is emailing the recruiter directly, sending a short professional message of interest, and including a concise cover letter and resume. This shows genuine interest. Even better: Internal referrals are very powerful. If you know someone at the company, ask them to email the recruiter with their recommendation.
2. 履歷邏輯的轉型：美式履歷重「成效」
美國招聘經理期待看到的履歷特質包括：強調結果與影響力、數據化呈現（例如提升 20% 效率）、格式簡潔易讀（字體至少 11 pt），並包含完整的聯繫資訊與 LinkedIn 連結。不要只列出職責，要寫出你的「成就」。大多數美國招聘經理會立刻查看你的 LinkedIn 檔案，因此請務必附上可點擊的連結。
2. U.S.-Style Resumes Are Different from Taiwan Resumes
U.S. recruiters expect results and impact, a format that is easy to read (at least 11 font), and clear skillsets. Key tips: Focus on what you accomplished, not just what you did; use metrics to quantify achievements whenever possible. Important: Include a clickable LinkedIn profile link on your resume, as most U.S. recruiters will check LinkedIn immediately.
3. 自信是「專業」，而非「傲慢」
有些台灣候選人擔心自誇，但在美國職場，自信等同於勝任能力。招聘經理希望聽到你清晰闡述成就、多使用「我」開頭的句子（I statements），並解釋你的決策邏輯。這不是吹牛，這是展現你具備解決問題的溝通能力。
3. Confidence Is Expected, Not Arrogant
Some Taiwanese candidates worry about sounding boastful. In the U.S., confidence is interpreted as competence. You are expected to talk clearly about your achievements, use “I” statements, and explain your thought process. This is not bragging—it’s communication.
4. 把握高效率的短暫對話
初篩面試通常只有 15 到 30 分鐘，請準備好 2-3 個量化的核心成就，以及為何你契合該職位的精簡說明。接電話時請保持語調上揚、充滿能量，並確實交代工作簽證現況。回答若過於冗長或間接，即使經驗豐富也可能扣分。
4. Be Prepared for Short, High-Impact Conversations
Recruiter screens are usually 15–30 minutes. Prepare 2–3 key accomplishments with metrics and a short explanation of why your background fits the role. Keep your voice upbeat and energetic, and be honest and clear about your work authorization status. Be concise; long, indirect answers can hurt your chances.
5. 展現親和力與文化適應性
招聘經理也在觀察：這名人才是否能與美國團隊溝通？能否跨文化協作？你不需要擁有完美的英文口音，但你需要清晰的表達與溫暖、專業的態度。對於「為何對職位感興趣」或「價值觀如何與公司使命契合」等必考題，若能清晰回答，將能讓你立刻脫穎而出。
5. Be Relatable and Conversational
Recruiters evaluate: Can this person communicate with U.S.-based teams? Will they work well cross-culturally? Are they approachable? You don’t need perfect English—but you do need clarity and warmth. If you can clearly explain your motivation and alignment with the organization’s mission, you immediately stand out.
面試提問與後續追蹤
面試結束前一定要提問，例如第一年的目標或團隊協作方式。如果進展順利，請再次強調你的期待，並禮貌詢問是否可以下週追蹤進度。務必在 24 小時內寄出感謝信。若能提到面試中的小細節，會展現出你的高情商（EQ）與細心。
Asking Questions and Following Up
At the end of the call, always ask a few thoughtful questions, such as goals for the role or team collaboration. If the recruiter indicates next steps, reiterate your excitement. Ask if you can follow up via email and send a thank-you note within 24 hours. A "golden nugget" is to mention a personal detail shared by the recruiter, which shows emotional intelligence and attentiveness.
給台灣求職者的最後建議
想要獲得美國職缺，你需要清楚自己的價值、對技能有信心，並願意主動溝通。許多台灣專業人才在美國獲得成功的關鍵，並不是因為他們「嗓門大」，而是因為他們學會了如何將自己的優勢轉化為美國市場聽得懂的語言。一旦你掌握了這個技巧，招聘經理自然會注意到你。
Final Advice for Taiwanese Job Seekers
You need to be clear about your value, confident in your story, and willing to communicate proactively. Many Taiwanese professionals succeed in the U.S. not because they are louder—but because they learn how to translate their strengths into a U.S. context. Once you do that, recruiters notice and move you on in the process!
Video Source: Scott N. Lev
