There are 16 Companies in Vietnam
that provide Recruiting Services!

As Vietnam moves from low-tech manufacturing to a service-oriented economy, the country’s information technology (IT) market is increasingly gaining traction, giving competition to IT firms in China and India. This has partly been encouraged by the growth of Vietnam as a regional market for domestic enterprises and global technology vendors.

Why You Should Work With Vietnamese IT Companies

Local software producers mostly provide their products to the government and small and medium-sized enterprises, while larger Vietnamese companies generally look to multinationals for software. As internet infrastructure starts to improve, more demand for areas such as software as a service (or, on-demand software) and other cloud-computing services should pick up. 

What You Should Pay Attention to When Working With Vietnamese IT Companies

The underdeveloped IT sector and infrastructure, as well as a relatively low level of education in IT, make Vietnamese companies less attractive to foreign customers. Additionally, IT companies and web agencies from Vietnam face systemic problems with cybersecurity, piracy rate, and efficient communication, among others.  

Cybersecurity is a particular vulnerability for Vietnam, and one of the most notable cases happened in 2016, when an alleged Chinese hacker group, 137CN, carried out some cyberattacks on Vietnam’s airports as well as the official website of the national flag carrier Vietnam Airlines, in which the airline’s customer database was stolen and made public on the internet.

In 2019, there were a total of 31,500 security incidents in the country, according to the Vietnam Computer Emergency Response Team. In the first half of 2020 alone, the number of incidents was 4.4 times higher compared with a year earlier. In 2025, the cyberattacks continued with 179 more attacks, mostly attributed to the group Anonymus VNLBN.

How Reliable Are Vietnam-based IT Companies 

Under the strongly growing digital economy, major opportunities are opening for investors, especially those who want to provide products and services based on new technologies. Combining this and the cheap market price, investors rely on Vietnamese IT companies to provide the needed digital services. 

But the situation is different in the regional market, where potential clients have a wide range of countries and companies to choose from for their web or software projects. 

Why Outsource Software/Web Development to Vietnam?

Vietnam is an appealing destination for outsourcing software and web development due to the various perks it provides. It has a fast-growing tech sector with more than 1.2 million workers in over 74,000 IT companies. It is cost-effective to outsource web and software development in Vietnam, with hourly prices of $20-$45, compared to the US costs $65-$130. The country’s rich talent pool has over 560,000 new employees in 2024-2025, and between 50,000-60,000 students who choose to learn computer science or other IT domains. Additional benefits include a stable government and a favorable investment ecosystem.

How Does the Vietnamese IT Industry Relate to the Neighboring Countries

IT Outsourcing services generate around $777.36 million by 2025, Statista reports. However, Vietnam is still a boutique market when it comes to outsourcing and lags behind its regional peers, such as India and the Philippines, which earned $12.41 billion and almost $800 million, respectively, from providing IT services the same year. 

During the re­cruitment stage of the e­mployee life cycle­, organizations search for and evaluate pote­ntial candidates to find the best fit for a job ope­ning. This involves assessing require­d skills, relevant expe­rience, and cultural compatibility with the organization. Esse­ntially, it's about identifying people who possess the ne­cessary qualifications and align with the company's values.

Recruitment is currently going through many changes. A survey shows that 70% of companies reported that at least half of their recruitment and onboarding process is conducted virtually.

Recruiting typically follows this process: 

• Job analysis - Conducted to docume­nt the necessary knowle­dge, skills, abilities, and other characte­ristics required or desire­d for the position. This information is then included in a pe­rson specification.

• Sourcing - Attracting or identifying candidates.

• Screening & Sele­ction - Involves carefully choosing, intervie­wing, and hiring the most suitable candidate for a position.

Let's explore­ the benefits of impleme­nting a strategic recruitment process:

• Hiring the right fit: The­ key to finding the ideal candidate­s lies in dedicating time and e­ffort to a well-organized recruitme­nt process. This ensures that you bring onboard individuals who are­ perfectly suited for the­ job at hand.

• Efficient re­source allocation: Implementing a standardize­d process for all potential candidates can re­sult in significant time and cost savings over time.

• Avoiding legal issue­s: Using a consistent recruitment proce­ss for all candidates can help safeguard against accusations of bias or le­gal complications related to hiring.

There are over 600 recruitment service providers on the TechBehemoths. You can use the smart filters to pick the companies you need and view their profiles. Feel free to reach out to them to start cooperating or submit your project. TechBehemoths team will help you find your matching recruiting service provider. 

Hirig talent in 2026: challenges and how to adapt 

According to World Economic Forum reports, by 2030, it is estimated that 170 million jobs will be created globally due to structural transformations of the labor market.

This represents approximately 14% of all existing jobs, and the main factors determining this change are:

• Digitalization

• Automation

• Green transition

A major factor that is worth mentoning is the current trend in implementing AI and automating processes in companies, that can lead to layoffs, but at the same time can create new hiring opportunities in the long term.

How can businesses adapt and hire efficiently?

Here are some key strategies to consider:

• Prioritize AI and specialized job roles - prioritize strategic and AI-focused roles over administrative and support ones

• Implement AI-driven hiring - use AI to automate technical and/or administrative HR tasks.

• Adopt skills-based hiring - don't solely rely on traditional CVs. Use practical assessments and skill tests to evaluate the actual competence of candidates.

• Encourage adaptability and learning - these days, competitive advantage is no longer just the technology adoption - it’s the speed at which a team can learn and adapt.

• Consider remote and hybrid work - according to Zoom, 84% of employees express a preference for a hybrid or fully remote work model, they also feel much more productive in these work settings.

• Focus on on data-driven decision making - according to IBM reports, companies that widely implement DDDM achieve an average of 19% increase in profitability and a 16% reduction in operational costs.

Common mistakes to avoid when hiring tech talent/providers

Try to avoid these common mistakes that may put at risk your project’s success. Otherwise, you can have significant challenges like money and time waste, frustration, and high employee turnover. 

1. Trusting the CV too much

How to avoid? Evaluate the skills of candidates by using practical tests, collaborative interviews, and soft-skills analysis.

2. Too much focus on tech skills

How to avoid? Provide tasks that are close to real work, let someone from the team observe the real-time work/problem solving skills based on real scenarios.

3. Not including exact job requirements

How to avoid? Specify exactly what skills, experience, and level of education will be required for the job, so you hire the right professionals and don't waste your and their time.

4. Choosing cost over quality

How to avoid? Try to find a balance between budget and quality to make sure your project’s outcome is successful.

5. Ignoring soft skills

How to avoid? During the interview, use the opportunity to study the candidate's soft skills to determine whether they can meet the requirements from this perspective.

6. Selection process is too long

How to avoid? Define the required skills precisely, keep applicants updated, provide real-life questions/tasks and try to move fast though the recruitment stages.

7. Ignoring the cultural aspect

How to avoid? Make sure that candidate follows the cultural/local values, communication skills, and the work ecosystem that your company provides.

8. Remuneration is too low

How to avoid? Research the local rates and offer a salary that is not below average, provide additional benefits like holiday bonuses, remote work possibilities, annual training, etc.

9. Ignoring time zone differences

How to avoid? Employ professionals or companies from your location or a place with similar time zones. Don't go too far, as a 6-8 hour difference can be disruptive for your team.

10. Not providing training

How to avoid? Providing trainings that are a good way to help new employees get used to their new roles and increase the productivity of the team.