Translate the investment into real work
Start with the roles the project actually needs, their location, recruitment timing and training arrangements. Separate confirmed vacancies from long-term scenarios. A large capital-expenditure figure does not tell applicants whether they can build a career at the site. Explain the types of work, required experience and how European and Taiwanese teams will collaborate, using information approved by human resources.
Use public examples without borrowing their credentials
The 2024 ESMC groundbreaking announcement in Dresden illustrates how an industrial investment can involve several corporate partners and a specific territory. It is an external example, not a Belief System client reference. A different investor must establish its own evidence. Avoid implying comparable scale, public support or employment effects merely because both projects concern semiconductors.
Make the cross-border working model explicit
Applicants may want to understand reporting lines, training in Taiwan, language expectations, relocation support and career progression. Explain which arrangements are agreed and which remain under discussion. Prepare managers to answer consistently. A bilingual recruitment brochure cannot repair uncertainty about who makes employment decisions or how daily work will be organised.
Build relationships before collecting endorsements
Where appropriate, discuss skills needs with training institutions, universities and local employment stakeholders. A meeting is not a partnership, and a memorandum is not a completed programme. Publish only the agreed scope with partner consent. Give prospective recruits a clear route to real opportunities rather than sending them to a general investment press release.
Prepare the questions that make the story credible
Ask what happens if construction slips, initial roles change or the first recruitment wave is smaller than expected. Identify who will explain those changes and how candidates already in the process will be informed. Include practical questions about transport, shift patterns and onboarding where relevant. These details show respect for the people whose decisions the announcement may influence.
Measure the quality of the employment conversation
Look beyond impressions and application volume. Review whether applicants understand the roles, whether repeated questions reveal missing information and whether hiring teams use consistent materials. Deliverables can include an employer narrative, recruitment FAQ, manager briefing and local engagement plan. Belief System helps align the public story with the actual employment proposition, alongside the company's HR and project teams.
Sources and reference points
Reference sources checked on 9 October 2026. The proposed methods and hypothetical situations are Belief System analyses. Your advisers determine the rules applicable to your project.
Continue your preparation
- Selling Taiwanese industrial AI in Europe: the evidence a buying committee needs
- Opening a European research centre: communicating a Taiwanese technology partnership responsibly
- Taiwanese AI hardware in Europe: proving supply-chain claims without overpromising
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