Why Global Employers Are Expanding to Vietnam — And Why They Struggle to Hire Right the First Time

Why does this happen? Here are three critical market insights that INT has identified.

1. The Competition for Talent Outpaces Your Office Setup

Many foreign companies view Vietnam as an "emerging market with an endless labor supply." This is a dangerous misconception.

The Reality:

• Top-tier technical talent is scarce. High-performing candidates often receive offers before you even have the chance to approach them.
• You face "invisible" competitors. You are not just competing with local firms; you are competing with other global brands and established product companies already present in the market.
• The "Global Brand" trap. Relying solely on your international brand name is no longer enough. Top candidates prioritize transparency, agility in the hiring process, and a clear long-term vision over a fancy logo.

The Insight: Speed and clarity are your greatest assets. If your hiring process is sluggish, you will lose the best people to competitors who move faster.

2. Cultural Misalignment Drives High Offer Rejection Rates

One of the most prominent trends INT has tracked in 2024–2025 is the shift in candidate psychology.

Vietnamese professionals—especially in tech and specialized fields—are increasingly selective. They prioritize supportive leadership, work-life balance, and a civilized team culture. They will hesitate, or outright reject an offer, if:

• The interview process lacks structure or clarity.
• The company’s commitment to the Vietnam market feels temporary.
• They perceive the role as merely "outsourced labor" rather than a core part of the product team.

The Insight: International firms often fail to communicate their "Employer Value Proposition" in a localized context, leading to a frustratingly high drop rate at the offer stage.

3. Cross-Border Operations Demand "Unicorn" Soft Skills

Hiring for a local office is one thing; hiring for a remote or hybrid cross-border team is entirely different.

Candidates working with HQ in Singapore or Europe require a specific, hard-to-find skill set:

• Professional English Proficiency: Beyond basic communication, they must articulate complex ideas clearly.
• Ownership Mindset: The ability to report proactively and manage their own workflow.
• Self-Discipline: The capacity to solve problems independently without micromanagement.

The Insight: Finding a candidate who possesses strong technical skills and this level of soft-skill maturity is significantly harder than filling five standard local positions. This is where most generic recruitment strategies fail.

The INT Difference: Local Intelligence for Global Success

This is why INT exists. We are not just a headhunting agency; we are your strategic partner on the ground.

We help international clients navigate the nuances of the Vietnamese market by:

• Decoding Candidate Behavior: Helping you understand what truly motivates top Vietnamese talent.
• Optimizing Recruitment Flows: Tailoring your hiring process to meet local standards of speed and professionalism.
• Bridging the Gap: Connecting you with candidates who are not just technically proficient, but culturally ready for a global environment.
• Providing Real-Time Data: Offering market insights based on hundreds of successful cross-border placements.

"Hiring in Vietnam is easy. Hiring the right people in Vietnam requires local intelligence — and that’s what INT delivers."

Ready to Build Your Dream Team in Vietnam?

Don't let market complexities slow down your expansion. Contact INT via [email protected] for a consultation on your hiring strategy.

(Insights for International Clients of INT – International Talent Agent)