People & Talent
RPO Services Vietnam
Embedded recruitment teams for plant, volume and multi-site hiring in Vietnam
Recruiters placed inside your team, covering sourcing, screening, candidate management and the handover into onboarding. The shape follows the problem: a volume intake, a set of roles nobody has been able to fill, or the entire talent acquisition function. Run from our Vietnamese entity and across four other markets in the region.
24+ years
of regional HR experience
Licensed
Recruitment Licence 6208/2024/20/SLĐTBXH-VLATLĐ
15 industries
Specialist sector coverage
5 markets
VN · SG · MY · TH · ID
How it works
1
Scope
Define hiring volume, role categories, timeline, and the depth of integration with your in-house TA team.
2
Embed
Deploy a scoped recruitment team - sourcing, screening, coordination - operating under your brand and process.
3
Deliver
Pipeline candidates against agreed SLAs for time-to-shortlist, cost-per-hire, and quality benchmarks.
4
Iterate
Regular performance reviews, sourcing channel optimisation, and capacity adjustments as your hiring needs flex.
RPO in Vietnam, backed by 24+ years and a recruitment licence
Most RPO demand in Vietnam comes from one of two shapes. A factory or electronics plant in Bac Ninh, Bac Giang, Binh Duong or Dong Nai staffing hundreds of operators and technicians against a production start date, or a technology and shared-services build in Ho Chi Minh City filling engineering and back-office seats faster than an internal team can absorb. They look different but fail the same way: a pipeline that fills and then leaks, because candidates here hold several conversations at once and an employer who takes a week to give feedback loses people faster than a recruiter can source them. Our embedded recruiters work under your employer brand through People Profilers Services Vietnam Company Limited under Recruitment Licence 6208/2024/20/SLĐTBXH-VLATLĐ, with a sourcing playbook proven across our 15 industries and capacity that flexes with the intake curve.
How our RPO engagements are structured
The engagement is built from volume, role mix, and how deeply the recruiters sit inside your organisation. Whether that is billed as a retainer, per hire, or a combination is a conclusion of scoping rather than an assumption going in, and it is fixed in the engagement letter before recruiting starts.
Project RPO
- ✓Time-bounded engagement (e.g., 6-month hiring sprint, regional office launch)
- ✓Scoped recruiter capacity, defined SLAs
- ✓Per-engagement commercial
- ✓Suitable for growth bursts and one-off hiring campaigns
Functional RPO
- ✓Ongoing coverage of a specific function (e.g., volume hiring, tech recruitment)
- ✓Embedded recruiter capacity, monthly engagement
- ✓SLA-backed delivery on cost, time, and quality
- ✓Flex up or down quarterly based on hiring forecast
Enterprise RPO
- ✓Full-function recruitment partnership
- ✓Multi-year engagement with dedicated team
- ✓Hybrid commercial (retainer + per-hire)
- ✓Full talent acquisition operations transformation
Time to shortlist, shortlist quality and cost per hire are written into the engagement letter rather than agreed by handshake. So are the commercial terms, under whichever model applies.
What makes RPO work in Vietnam
Embedded hiring programmes work or falter for fairly repeatable reasons. Three explain most of the variation.
Hiring managers who move at pipeline speed
Whether hiring managers treat the embedded recruiter as one of their own. Calendar access, honest context about the team, decisions made at the speed they would make them for their own staff. Kept at a distance as a vendor, the same recruiter delivers a thinner pipeline on identical effort.
Targets set for the right city and the right pool
Whether the targets came from your own roles. Filling a line supervisor vacancy in Binh Duong and filling a backend engineering vacancy in Ho Chi Minh City do not share a timeline, and a benchmark lifted from a capability deck will be wrong for both.
An intake curve planned around Tet
Whether the method is written down. Channels, screening standards and how candidates are handled belong in a document, so the programme does not restart when a recruiter leaves. Knowledge held in one head is a cost you are paying without seeing it.
EMBEDDED RECRUITMENT
A recruitment function inside your business, not a vendor outside it
Recruiters work under your employer brand · Recruitment Licence No. 6208/2024 · Priced per engagement, not per placement
Industries & Functions We Cover
Hiring volume behaves differently by sector. An electronics manufacturer staffing a new line against a commissioning date, a bank filling regulated roles where screening sits in the critical path, a software firm competing for engineers against three other offers: each needs a different pipeline and a different definition of a good week. Our recruiters come from those industries rather than learning them on your programme.
Aerospace & Aviation
Aircraft maintenance technicians, avionics and component specialists, ground operations and aviation supply chain roles around Tan Son Nhat, Noi Bai and Long Thanh.
Automotive
Production and quality engineers, supplier development, sales and aftersales management for assemblers and the growing EV and component base.
Banking & Financial Services
Relationship managers, credit and risk analysts, compliance and AML officers and operations specialists across Vietnamese commercial banks, insurers and securities firms.
Biotechnology & Pharmaceutical
Regulatory affairs, QA and validation, medical representatives and market access roles for manufacturers, importers and distributors.
Chemical
Process and production engineers, plant supervisors, HSE officers and technical sales across the southern and central industrial zones.
Construction & Civil Engineering
Project and site managers, civil, structural and M&E engineers, quantity surveyors and safety officers on Vietnamese infrastructure and property projects.
FMCG & Retail
Brand and trade marketing managers, key account and modern trade specialists, and retail operations across a fast-growing national footprint.
Healthcare
Clinical operations, nursing leadership, medical representatives and regulatory specialists for private hospital groups and device companies.
IT & Telecommunication
Software engineers, DevOps, product managers and data specialists across the Ho Chi Minh City, Hanoi and Da Nang development centres and outsourcing firms.
Logistics & Transportation
Freight forwarding, customs and import-export specialists, warehouse and distribution managers around Cat Lai, Hai Phong and the border crossings.
Marine & Offshore Engineering
Marine and subsea engineers, yard and vessel operations, project managers and HSE specialists across shipbuilding and offshore support.
Media & Publishing
Account management, content and performance marketing, creative and production roles across agencies, platforms and publishers.
Oil & Gas
Process, drilling and project engineers, HSE coordinators and commercial analysts for upstream operators, service companies and refineries.
Real Estate & Property
Development and project managers, leasing and property managers, facilities leads and investment roles for Vietnamese developers and funds.
Semiconductor
Process, test and packaging engineers, equipment and production specialists across the assembly and testing plants in the northern and southern parks.
Frequently asked questions
Who provides the RPO service?
RPO engagements are operated through People Profilers Services Vietnam Company Limited under Recruitment Licence 6208/2024/20/SLĐTBXH-VLATLĐ. The recruiters deployed are People Profilers employees acting under our recruitment licence, operating within your hiring process and using your tools and employer brand where appropriate.
What hiring volumes does RPO make sense for?
The threshold that matters is continuity, not a headcount figure. Twenty scattered hires across unrelated functions are better handled role by role. Steady hiring into the same families of roles, where the pipeline never actually empties, is where an embedded programme repays itself.
Below that, contingent recruitment costs less and commits you to nothing. We would rather say so than scope a programme you do not need.
How is RPO priced?
Three shapes. A retainer where recruiter capacity is dedicated to you and volume is predictable. A per-hire fee where volume is lumpy and you would rather pay on results. Or a combination, a smaller retainer for the embedded capacity plus a reduced fee per hire. Scoping decides which, and the fee schedule enters the engagement letter before recruiting begins.
Do RPO recruiters operate under our employer brand?
Yes, where that helps you. Embedded recruiters can work under your name and your email domain, so candidates experience your company rather than an agency. For volume hiring that is almost always the right call.
Some clients prefer the reverse, particularly for confidential or senior hiring where an agency approach reads more naturally. It is settled at the start rather than improvised later.
What SLAs do you commit to?
Time to shortlist, shortlist quality measured by how many candidates reach interview, and cost per hire. Those three, calibrated to your role mix during scoping and written into the engagement letter.
A fill date is not one of them, because an offer depends on your interview cadence and the candidate's decision. When a target slips, the quarterly review establishes why, and the cause is an internal bottleneck at least as often as a sourcing one.
Explore our other services
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