Access hidden talent
Reach senior, niche, and hard-to-fill candidates who are not actively applying through direct relationships across IT, Manufacturing, and Banking & Financial Services.
Before you decide
Why Internal Teams Still Need a Specialist Recruitment Partner
This is not about internal HR capability. It is about access, market reach, confidentiality, and the specific work required to find candidates who are not actively looking.
Pay on successful hire
For contingency assignments, there are no upfront fees or standard retainers. You only pay when your selected candidate successfully starts.
Read on the talent market
Understand how candidates respond to your company, role, compensation, reputation, and offer before making critical hiring decisions.
Align offers with expectations
As a neutral partner, we help surface concerns, manage expectations, and close the gap between what your business needs and candidates accept.
Keep candidates engaged
A slow hiring process can cost you top talent. We help keep candidates engaged from first contact to signed offer.
DOES IT SOUND LIKE YOU?
Why roles stay open for months, even when you are doing everything right
You’ve posted the role everywhere, but the CVs coming in aren’t qualified. Your internal HR team is stretched across too many priorities. Other agencies have already tried and come back empty-handed.
3 Ways We Find People Your Team Couldn't Reach
Headhunting
We directly approach passive candidates who may never see your job post through industry-specific networks across multiple sectors.
Best for: Senior specialists, technical leads, department heads, and hard-to-fill roles.
Executive Search
We map the senior talent market, approach selected candidates, and manage the process from first contact to onboarding with clear focus on leadership fit.
Best for: C-level, Plant Director, and senior leadership roles.
Confidential Search
We manage sensitive searches discreetly, protecting your company name and role details during early candidate conversations.
Best for: Leadership transitions, restructuring, competitor-sensitive roles, and replacement hiring.
FIND YOUR SCENARIO
Cases Where Standard Hiring Wasn’t Working
When a global IT firm needed to build its Vietnam delivery team and compete against four other agencies
A French IT services company relocating operations to Vietnam needed automation testers, Java developers, and cybersecurity specialists.
Manpower submitted 140 profiles in the first month, achieved a 97% interview rate, and delivered the highest number of hires among competing vendors.
Industry: Manufacturing (Electronics) | Service: Headhunting & Executive Search
When a Taiwan-headquartered bank needed senior IT leaders for a new Vietnam tech team
A leading Taiwanese bank was establishing a new technology team in Vietnam and needed experienced team leads who weren't actively looking for new opportunities.
Manpower delivered 34 qualified profiles in the first month, achieved the highest offer conversion rate, and remained the leading placement partner throughout the project.
Industry: IT & Technology Services | Service: Headhunting
When a Chinese manufacturer needed to staff a new factory with Chinese-speaking talent
A Chinese manufacturer launching a new factory in Bac Ninh needed to fill critical technical and operational roles in a highly limited Chinese-speaking talent pool.
Manpower submitted 57 qualified CVs, the highest volume among participating agencies, and successfully placed a Production Director, multiple managers, and specialist-level talent.
Industry: Manufacturing (Electronics) | Service: Headhunting & Executive Search
When a global industrial company needed a management team before its Vietnam factory opened
A global industrial technology company needed managers, engineers, and technicians in place before launching its first manufacturing site in Vietnam, despite having no local HR presence or employer brand.
Manpower delivered 6 confirmed hires in the first month and earned preferred partner status based on speed and candidate quality.
Industry: Manufacturing (Industrial/Electronics) | Service: Headhunting
When a bank needed 500+ IT hires to support a digital transformation
A leading Vietnamese bank needed to rapidly hire developers, business analysts, and project managers to support a large-scale digital transformation.
Manpower delivered 50-80 hires per month, filling 500+ IT roles while enabling the client's HR team to focus on retention and organizational development.
Industry: Banking & Financial Services | Service: Headhunting
Why companies choose Manpower Vietnam
Global workforce expertise, local market insight, and experienced consultants for flexible workforce solutions in Vietnam.
75+
Years of global workforce expertise
70+
Countries and territories worldwide
15+
Years of recruitment and temporary staffing experience in Vietnam
120+
Experienced consultants in Vietnam
16,400+
Positions filled for our clients annually
Frequently Asked Questions About Staffing and Outsourcing Service
We've tried another agency and they couldn't find anyone. Why would Manpower Vietnam be different?
It depends on the role and where the search has been done. Before we start, we assess whether we have real access to candidates in your target industry, seniority level, and location. If we cannot credibly run the search, we will tell you upfront.
How quickly will we see the first CVs?
For most roles in IT, Manufacturing, and Banking & Financial Services: 2 to 4 working days from a confirmed brief with complete job information. For C-level or very niche technical searches, we give you a specific timeline at the briefing stage. We don't disappear for three weeks and then send you one CV.
We're not sure what to offer. What's the market salary for this role?
- We provide a market salary range before the search begins, based on recent candidate expectations and accepted offers in similar roles. If your budget is below market, we will flag it early to reduce offer-stage drop-offs.
What happens if the candidate leaves after joining?
Our standard replacement guarantee is 60 days from the candidate’s first working day. If the candidate leaves within this period for a covered reason, we will restart the search at no additional fee. Exact terms are stated in the placement agreement.
How do you assess candidates before sending them to us?
Every submitted candidate is interviewed by our consultant. We assess technical background, career trajectory, motivation, salary expectations, availability, and role fit. You receive a structured assessment alongside each CV.
Can you search without our company name being disclosed?
Yes. For confidential searches, we only share your industry and a general role description in the early stages. Your company name is disclosed only when you approve, usually at final interview stage or after initial screening.
Do you only work in certain industries?
Our consultants have spent 10+ years building specific knowledge and networks in 12 key industries.
- Manufacturing & Engineering
- Industrial Trading
- Banking & Financial Services
- Digital, IT & Technology
- Logistics & Supply Chain
- Consumer Goods & Retail
- Energy, Oil & Gas
- Healthcare & Life Sciences
- Hospitality, Travel & Tourism
- Real Estate & Construction
- Semiconductor
- Education & Professional Services