Key Takeaways

• Recruitment agency fees in Vietnam in 2026 typically range from 15% to 25% of a successful candidate’s first-year salary for permanent placements.
• Executive search, RPO, and EOR pricing varies significantly, with costs influenced by seniority, hiring volume, role scarcity, service scope, and recruitment complexity.
• Employers should compare more than recruitment fees by evaluating replacement guarantees, SLAs, candidate quality, payment terms, regulatory compliance, and total cost-per-hire.

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Recruitment agencies in Vietnam typically charge employers around 15% to 25% of a successfully hired candidate’s first-year salary in 2026. Recruitment agencies calculate fees based on role seniority, hiring difficulty, service model, and recruitment volume, while executive search, RPO, and EOR services may use different pricing structures.

Understanding how much recruitment agencies charge in Vietnam in 2026 is increasingly important for companies competing for skilled professionals, technical specialists, managers, and senior executives. As Vietnam continues to attract investment across technology, manufacturing, financial services, e-commerce, logistics, and other growth industries, employers must balance recruitment speed and candidate quality against the total cost of hiring.

Also, read our article on the Top 10 Best Recruitment Agencies in Vietnam.

Recruitment agency fees in Vietnam vary considerably depending on the position, candidate seniority, industry, hiring difficulty, exclusivity, and recruitment model. For standard permanent placements, employers can generally expect contingency recruitment fees of approximately 15% to 25% of the successful candidate’s first-year salary. Executive search assignments can command higher fees because they typically require dedicated market mapping, confidential headhunting, direct approaches to passive candidates, and more extensive candidate assessment.

However, percentage-based placement fees represent only one part of Vietnam’s recruitment market. Companies hiring repeatedly or at scale may consider Recruitment Process Outsourcing (RPO), fixed-fee recruitment, embedded recruiters, or managed recruitment services. Foreign businesses entering Vietnam without their own local entity may also evaluate Employer of Record (EOR) solutions, which combine employment administration, payroll, statutory contribution management, and compliance support under a different pricing structure.

Employers should therefore look beyond the headline recruitment agency fee. Replacement guarantees, payment terms, candidate ownership clauses, Service Level Agreements, time-to-fill expectations, recruitment KPIs, and the exact definition of salary used to calculate placement fees can substantially affect the real cost and value of an agency engagement.

Vietnam’s employment and staffing regulations also make commercial due diligence important in 2026, particularly when businesses move beyond conventional permanent recruitment into labor subleasing, temporary staffing, foreign-worker hiring, or EOR arrangements. The legal structure of the service can be just as important as its price.

This guide examines recruitment agency fees in Vietnam in 2026 across contingency recruitment, retained executive search, RPO, EOR, and other hiring models. It also explores salary-based fee calculations, replacement guarantees, SLAs, statutory employment costs, and practical strategies employers can use to negotiate better recruitment agreements and calculate the true cost of hiring talent in Vietnam.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

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With over ten years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some of the top and best companies/tools in this review.

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How Much Do Recruitment Agencies Charge in Vietnam in 2026?

1. Contingency Recruitment Model
2. Retained Executive Search Model
3. Recruitment Process Outsourcing (RPO) and Managed Services
4. Employer of Record (EOR) and Labor Subleasing Models
5. Fee Structures and Quantitative Cost Benchmarks
6. Regulatory Framework Governing Agency Operations in Vietnam
7. Service Level Agreements, Guarantees, and Performance Metrics
8. Strategic Recommendations for Enterprise Hiring

1. Contingency Recruitment Model

The contingency recruitment model remains one of the most common commercial structures for professional, technical, operational, and middle-management hiring in Vietnam in 2026. Under this success-based arrangement, the employer generally pays the recruitment agency only when an introduced candidate is successfully hired and commences employment. Current agency terms show that payment may then become due within a defined period after the candidate’s first working day.

Market pricing varies by role, industry, candidate scarcity, and agency specialization. Current Vietnam recruitment sources indicate that contingency or professional headhunting fees commonly fall within approximately 15% to 25% of first-year compensation, with 18% to 25% frequently cited for professional headhunting assignments. One current agency agreement, for example, applies a 20% fee to first-year base salary plus guaranteed target bonuses.

Contingency Recruitment Element	Typical Vietnam Market Practice in 2026
Upfront Search Fee	Usually no upfront placement fee
Payment Trigger	Successful candidate placement and employment commencement
Typical Fee Range	Approximately 15%–25% of first-year compensation
Common Professional Headhunting Range	Approximately 18%–25%
Alternative Pricing Method	Multiple of the candidate’s monthly gross salary
Common Monthly Salary Benchmark	Approximately 1.5–2 months, with two months used by some providers
Search Exclusivity	Frequently non-exclusive
Replacement Protection	Often provided subject to contractual conditions

An alternative pricing structure calculates the recruitment fee as a multiple of monthly gross salary. Current Vietnam market evidence shows approximately 1.5 to 2 months of salary for some contingency assignments, while another established Vietnamese HR provider identifies two months of gross salary before tax and insurance as a common headhunting charge.

Monthly Salary Multiple	Approximate Equivalent of 12-Month Salary
1.5 months	12.5%
2.0 months	16.7%
2.5 months	20.8%
3.0 months	25.0%

The contingency structure transfers much of the initial search-cost risk to the recruitment agency. Recruiters typically invest resources in candidate identification, outreach, screening, qualification, interview coordination, and placement administration without certainty that a particular search will generate revenue.

For employers, the model provides relatively low financial commitment before a successful hire. It also makes it practical to engage multiple agencies for non-exclusive vacancies. However, a multi-agency strategy can increase the risk of duplicate candidate submissions, inconsistent candidate communication, and disputes over which agency owns a candidate introduction.

Employer Advantages	Potential Limitations
Little or no upfront placement cost	Agencies compete for the same candidates
Payment linked to successful hiring	Duplicate candidate submissions can occur
Access to multiple candidate networks	Search effort may be less dedicated than retained search
Suitable for multiple simultaneous vacancies	Candidate ownership disputes may arise
Lower financial risk if no hire occurs	Candidate experience can become fragmented

Employers should therefore examine more than the headline percentage when negotiating contingency recruitment agreements. Important provisions include the precise definition of first-year compensation, payment timing, candidate ownership, duplicate-submission rules, replacement guarantees, taxes, and circumstances that invalidate replacement protection. Current Vietnam agency terms demonstrate, for example, 90-day replacement protection in some contingency agreements, while other providers offer 60-day guarantees.

Overall, contingency recruitment remains particularly suitable for employers seeking professional talent without committing to substantial upfront search fees. For highly confidential, executive, exceptionally scarce, or business-critical appointments, however, retained executive search may provide a stronger level of dedicated market research and search accountability.

2. Retained Executive Search Model

Retained executive search represents the higher-commitment recruitment model used in Vietnam for C-suite executives, country heads, directors, senior functional leaders, confidential replacements, and strategically critical positions. Unlike contingency recruitment, retained search normally gives one recruitment firm an exclusive mandate and dedicated resources to conduct structured market mapping, direct sourcing, candidate assessment, and confidential outreach.

Current Vietnam market evidence suggests that retained executive search fees commonly fall around 20% to 30% of the successful candidate’s first-year compensation. One 2026 Vietnam market source places retained search at approximately 20% to 25% of annual income, while another current agency agreement applies a 30% fee to first-year base salary plus guaranteed target bonuses. This indicates that there is no single standardized percentage across the Vietnamese market.

Retained Search Element	Typical Vietnam Market Practice in 2026
Primary Roles	C-suite, Country Head, Director and critical specialist positions
Engagement Structure	Usually exclusive
Typical Fee Range	Approximately 20%–30% of first-year compensation
Payment Method	Usually three milestone-based installments
Initial Payment	Approximately 30%–33% at engagement
Second Payment	Approximately 30%–40% around shortlist or advanced candidate stage
Final Payment	Remaining balance at offer acceptance or commencement
Search Method	Market mapping, direct sourcing and passive candidate outreach
Recruitment Resources	Dedicated consultant and research capacity
Confidentiality	Higher than standard contingency recruitment

Retained Search Payment Structure

Rather than waiting until a candidate starts work, retained search distributes the recruitment fee across the search process. This structure financially commits the employer to the assignment while allowing the recruitment agency to allocate dedicated research and consulting resources from the beginning.

A broadly observed structure involves three installments, although the percentages and precise milestones vary between agencies. Vietnam-based examples include 30%-33% at project commencement, another 30%-40% around shortlist delivery, and the remaining balance following offer acceptance or commencement.

Search Milestone	Illustrative Fee Allocation	Purpose
Engagement and Project Launch	30%–33%	Search strategy, market mapping and initial outreach
Qualified Shortlist	30%–40%	Candidate identification, assessment and shortlist delivery
Offer Acceptance or Commencement	Remaining 30%–40%	Completion of the executive appointment

Some firms use approximately equal thirds, while others adopt structures such as 30%-40%-30% or 30%-30%-40%. Talentnet Vietnam also confirms the broader three-installment approach, with payments associated with assignment, candidate progression, and acceptance of the role.

Fee Calculation Example

For an executive receiving VND 2.4 billion in qualifying first-year compensation, a 25% retained-search fee would equal VND 600 million.

First-Year Compensation	Retained Fee Rate	Illustrative Search Fee
VND 1.2 billion	20%	VND 240 million
VND 1.8 billion	25%	VND 450 million
VND 2.4 billion	25%	VND 600 million
VND 3.0 billion	30%	VND 900 million
VND 4.0 billion	30%	VND 1.2 billion

These calculations are illustrative because agencies differ in whether the fee base includes only salary or also guaranteed bonuses and other components of first-year remuneration. Employers should therefore define the compensation base explicitly before signing the engagement.

Minimum Retainer Requirements

Minimum fees can apply to retained executive searches, particularly where extensive research is required despite the candidate’s eventual compensation level. However, the proposed benchmark of EUR 10,000 to EUR 30,000 should not be presented as a standard Vietnam-wide minimum without qualification.

Current published Vietnam terms vary substantially. For example, one 2026 provider publishes a substantially higher minimum retained engagement fee, demonstrating that minimum fees are agency-specific rather than a uniform market convention.

Retained Search Service Scope

The higher commercial commitment is intended to purchase a substantially deeper search process rather than merely priority access to an agency database. Current Vietnam providers describe retained assignments as involving dedicated researchers, confidential market mapping, passive-candidate identification, structured assessment, benchmarking, and direct approaches to senior executives.

Service Component	Retained Executive Search
Target-company mapping	Extensive
Passive candidate sourcing	Core component
Direct executive outreach	Extensive
Candidate assessment	Structured and detailed
Market intelligence	Commonly included
Search confidentiality	High
Dedicated research resources	Usually provided
Competitor talent mapping	Common
Client reporting	Structured milestone or progress reporting
Offer management	Usually supported

Retained Search Versus Contingency Recruitment

Commercial Factor	Retained Executive Search	Contingency Recruitment
Employer Commitment	High	Lower
Upfront Payment	Required	Usually none
Exclusivity	Usually exclusive	Frequently non-exclusive
Payment Basis	Search milestones	Successful placement
Typical Target Roles	Executive and strategic	Professional and operational
Market Mapping	Extensive	Limited to moderate
Passive Candidate Outreach	Intensive	Varies
Dedicated Research Team	Common	Not always
Confidential Search	Highly suitable	Less suitable
Search Accountability	High	Placement focused

Overall, retained executive search in Vietnam in 2026 is best understood as a dedicated advisory and search mandate rather than simply a more expensive version of contingency recruitment. Employers pay progressively for research, market coverage, assessment, confidentiality, and dedicated search capacity. For C-suite, Country Head, Board, confidential replacement, and exceptionally scarce leadership appointments, these characteristics can justify the higher commercial commitment.

3. Recruitment Process Outsourcing (RPO) and Managed Services

Recruitment Process Outsourcing is becoming an increasingly relevant hiring model in Vietnam in 2026 for enterprises with sustained or rapidly expanding recruitment requirements. It is particularly suited to manufacturers establishing or expanding production facilities, technology companies building engineering centers, shared-service operations, and businesses undertaking large-scale workforce expansion.

Unlike traditional recruitment agencies that primarily deliver individual candidates against individual vacancies, an RPO provider assumes responsibility for part or all of the employer’s recruitment function. Current Vietnam providers offer on-site, off-site, and hybrid arrangements in which dedicated recruitment professionals can operate as an extension of the client’s internal talent acquisition team.

RPO Component	Typical Service Structure in Vietnam
Recruiter Capacity	Dedicated or embedded recruitment professionals
Candidate Sourcing	Managed by the RPO provider
Screening	Integrated into the client’s recruitment workflow
Interview Coordination	Managed or supported by the RPO team
Employer Branding	Recruiters may operate under the client’s brand
Recruitment Technology	Client or provider systems may be integrated
Reporting	Regular recruitment and pipeline reporting
Performance Management	SLA and KPI-based
Scalability	Recruitment capacity adjusted to hiring demand

RPO Pricing Structures

RPO pricing differs substantially from conventional contingency recruitment. Rather than applying a percentage of annual salary to every successful placement, providers can charge a monthly retainer, fixed project fee, per-hire charge, or hybrid combination.

Current Vietnam market evidence confirms all of these structures. Functional RPO can operate through monthly engagements, Project RPO through defined project fees, and Enterprise RPO through hybrid arrangements combining retainers with per-hire charges. Some Vietnam providers also offer fixed monthly RPO pricing with no separate recruitment fee for each successful hire.

RPO Pricing Model	Commercial Structure	Best Application
Monthly Retainer	Fixed recurring management fee	Continuous recruitment
Cost Per Hire	Predetermined charge for each hire	High-volume measurable hiring
Project Fee	Fixed cost for defined recruitment scope	Factory, office or team launches
Hybrid Model	Monthly retainer plus per-hire fee	Enterprise recruitment programs
Embedded Recruiter	Fee based on dedicated capacity	Internal TA team augmentation

The monthly component typically purchases dedicated recruitment capacity and ongoing management of the hiring process. Depending on the engagement, this can encompass sourcing, screening, candidate management, reporting, employer-brand representation, technology integration, and process governance.

RPO Versus Contingency Recruitment Economics

The financial advantage of RPO generally becomes stronger as hiring volume increases. Traditional contingency recruitment commonly charges approximately 15% to 25% of first-year salary for each successful placement in Vietnam, whereas RPO spreads dedicated recruitment resources across multiple vacancies.

One Vietnam RPO provider illustrates this effect by comparing a hypothetical USD 4,000 contingency fee per placement with a USD 2,000 monthly enterprise RPO plan. Under that provider’s simulation, three hires would cost USD 12,000 through contingency recruitment versus USD 2,000 under its RPO model. This is a provider-specific illustration rather than an industry-wide cost guarantee.

Hiring Characteristic	Contingency Agency	RPO
Commercial Basis	Fee for each placement	Capacity, project or hybrid fee
Cost Behavior	Increases with each hire	Can produce economies of scale
Dedicated Recruiters	Not necessarily	Common
Employer Integration	Limited	High
Recruitment Technology	Agency controlled	Can be integrated
Employer Branding	Agency-led interaction	Can operate under client brand
SLA Management	Placement focused	Program and KPI focused
Scalability	Add more assignments	Adjust recruitment capacity

The claim that RPO routinely reduces recruitment expenditure by more than 50% should therefore be treated cautiously. Substantial savings are possible at sufficient hiring volumes, but there is no reliable Vietnam-wide benchmark establishing a universal 50% reduction. Actual savings depend on salary levels, recruitment volume, recruiter productivity, role complexity, technology costs, contract structure, and the employer’s existing talent acquisition capabilities.

RPO Service Level Agreements

One of the most important distinctions between RPO and transactional agency recruitment is the greater emphasis on measurable recruitment performance.

Vietnam RPO providers explicitly structure engagements around agreed service levels covering areas such as time-to-shortlist, candidate quality, cost-per-hire, recruitment capacity, and hiring targets.

RPO Performance Metric	Typical Measurement Objective
Time-to-Shortlist	Speed of qualified candidate delivery
Time-to-Hire	Total recruitment cycle duration
Cost-per-Hire	Recruitment expenditure per successful hire
Candidate Quality	Compliance with agreed role requirements
Hiring Target Achievement	Hires completed against workforce plan
Pipeline Conversion	Candidates progressing through recruitment stages
Offer Acceptance	Percentage of offers successfully accepted
Candidate Experience	Consistency and responsiveness of recruitment process
Reporting	Regular operational and management visibility

When RPO Makes Commercial Sense

RPO is generally most compelling when recruitment demand becomes sufficiently predictable or substantial to justify dedicated recruiting capacity. One Vietnam provider positions Functional RPO from approximately 30 hires annually and Enterprise RPO from around 80 hires annually, while another 2026 market guide identifies RPO as potentially suitable from around ten similar hires. These should be regarded as provider-specific decision benchmarks rather than universal thresholds.

Hiring Situation	RPO Suitability
One specialist vacancy	Low
Several unrelated vacancies	Low–Medium
Recurring recruitment throughout the year	High
New manufacturing facility	Very High
Large technology team expansion	Very High
Seasonal recruitment surge	High
New regional office	High
High-volume operational recruitment	Very High
Enterprise-wide TA transformation	Very High

For employers expanding aggressively in Vietnam in 2026, RPO therefore represents more than discounted recruitment agency fees. It provides an outsourced recruitment infrastructure that can combine dedicated recruiters, sourcing capabilities, recruitment technology, reporting, process governance, and measurable SLAs.

The strongest economic case emerges when hiring volume is sufficiently high that paying conventional placement fees repeatedly becomes more expensive than maintaining dedicated outsourced recruitment capacity. Employers should nevertheless model the total annual cost of each option rather than assuming a fixed 8%–12% RPO success fee or a guaranteed 50% saving, as current Vietnam market evidence supports a much wider range of RPO pricing structures.

4. Employer of Record (EOR) and Labor Subleasing Models

Employer of Record services have become an important market-entry option for foreign companies seeking to hire employees in Vietnam without immediately establishing their own local legal entity. Under a typical EOR arrangement, a locally established provider becomes the legal employer while the overseas client directs the employee’s day-to-day commercial activities. Current providers describe EOR services as covering employment contracts, payroll, personal income tax withholding, statutory insurance administration, onboarding, offboarding, and ongoing employment compliance.

EOR Responsibility	Typical Service Coverage
Local Employment Contract	Prepared and executed through the local employer
Monthly Payroll	Gross-to-net payroll calculation and payment
Personal Income Tax	Withholding and required payroll-related administration
Statutory Insurance	Registration, calculation and contribution administration
Employee Onboarding	Employment documentation and payroll registration
HR Administration	Employment records and ongoing support
Compliance	Monitoring of Vietnamese employment requirements
Offboarding	Termination, final payroll and applicable severance administration

EOR Pricing Models in Vietnam

Current 2026 market evidence indicates that flat monthly management fees are considerably more common and transparent than an 18% to 25% annual-salary markup. Published Vietnam-specific EOR pricing currently starts around USD 199 per employee per month at some providers, while other services publish starting prices of USD 349 or fixed fees around USD 399 to USD 499 per employee per month.

Percentage-based pricing also exists. One Vietnam EOR provider, for example, charges 10% of total monthly employment cost subject to minimum and maximum fees. Consequently, employers should not treat either 18% to 25% of annual salary or USD 150 to USD 500 monthly as universal Vietnam industry standards.

EOR Pricing Structure	Typical Calculation	2026 Market Characteristics
Fixed Monthly Fee	Salary + statutory costs + EOR fee	Widely used
Percentage Model	Percentage of employment cost	Available from some providers
Volume Pricing	Lower fee at higher headcount	Available from some providers
Custom Enterprise Pricing	Negotiated according to workforce	Common for larger teams
Expatriate EOR	Base fee plus immigration costs	Usually more expensive

Cost-Plus Fixed Monthly Fee Model

The cost-plus structure provides particularly clear financial visibility. Under this model, the client funds the employee’s gross salary and applicable employer statutory costs while paying the EOR provider a separate management fee.

For example, current published Vietnam pricing includes USD 199, USD 349, USD 399 and USD 499 starting or fixed monthly charges depending on the provider and service scope. Volume discounts can reduce the per-employee fee, while expatriate employment, immigration requirements, complex benefits, or customized administration can increase it.

Monthly Cost Component	Commercial Treatment
Employee Gross Salary	Funded by client
Employer Statutory Costs	Funded by client and administered by EOR
EOR Management Fee	Fixed or percentage-based provider charge
Work Permit and Immigration	Usually additional where applicable
Optional Employee Benefits	Additional according to benefit package
Recruitment Fee	May be separate unless specifically bundled

Recruitment and EOR Fees Should Be Distinguished

Employers should distinguish recruitment from employment administration when evaluating EOR quotations.

An EOR provider can employ a candidate identified by the client without necessarily providing recruitment services. If the provider also sources and recruits the employee, recruitment may be bundled into the commercial package or charged separately.

Service	Recruitment Agency	EOR Provider
Candidate Sourcing	Core service	Optional
Candidate Screening	Core service	Optional
Legal Employer	No	Yes
Payroll Administration	Usually no	Core service
Tax Withholding Administration	Usually no	Core service
Statutory Insurance Administration	Usually no	Core service
Employment Compliance	Limited to recruitment	Core service
Work Permit Support	Sometimes	Frequently available

EOR Versus Labor Subleasing in Vietnam

A critical distinction for employers in 2026 is that EOR and labor subleasing should not automatically be treated as interchangeable commercial models.

Vietnamese labor law specifically regulates labor subleasing. A labor-subleasing enterprise recruits and employs workers and subsequently assigns them to work under another organization’s management while maintaining the original employment relationship. The activity requires a labor-subleasing license and is restricted to permitted categories of work.

Current administrative requirements also include a VND 2 billion deposit for enterprises conducting regulated labor-subleasing activities.

Compliance Factor	EOR Arrangement	Regulated Labor Subleasing
Local Legal Employer	EOR provider	Subleasing enterprise
Client Directs Daily Work	Common operational feature	Explicit feature
Regulatory Classification	Depends on arrangement	Specifically regulated
Special License	Structure requires legal assessment	Required
Permitted Job Restrictions	Depends on structure	Restricted to permitted jobs
Regulatory Risk	Requires careful structuring	Clearly regulated
Employment Contract	Local employer contracts employee	Subleasing company contracts employee

This distinction is particularly important because describing an arrangement as an “EOR service” does not by itself determine its legal classification. If the commercial substance resembles regulated labor subleasing, licensing and permitted-work requirements can become relevant. Government guidance has confirmed that labor subleasing is restricted to specified occupations and cannot simply be reclassified contractually as another type of service to bypass those requirements.

EOR Cost Structure for Employers

Employers should therefore calculate the total cost of an EOR employee rather than comparing providers solely on their advertised management fees.

Total Employment Cost	Included Cost Components
Gross Compensation	Salary and agreed contractual compensation
Employer Contributions	Applicable statutory employer obligations
EOR Management	Monthly or percentage-based service fee
Benefits	Supplemental insurance and other optional benefits
Immigration	Work permit and related costs where applicable
Recruitment	Separate or bundled depending on provider
Termination	Potential severance and offboarding liabilities

Published 2026 Vietnam EOR services estimate employer statutory insurance-related costs at approximately 21.5% of the applicable contribution base, with some cost calculations adding a 2% trade-union-related contribution. Actual liabilities are subject to statutory bases, ceilings, employee status, and applicable rules.

EOR Commercial Model Selection Matrix

Employer Situation	EOR Suitability	Alternative to Consider
Testing Vietnam with 1–3 employees	Very High	None initially
Hiring before entity incorporation	Very High	Establish local entity
Short market-entry phase	High	Contractor where legally appropriate
Small permanent local team	High	Compare with entity costs
Large long-term workforce	Medium	Local entity plus payroll outsourcing
High-volume factory workforce	Requires legal review	Licensed labor solutions
Expatriate requiring work authorization	High	Direct employment through local entity
Restricted labor-subleasing occupation	Requires legal review	Licensed subleasing arrangement

For foreign companies entering Vietnam in 2026, EOR can therefore provide a relatively fast route to compliant local employment without the immediate administrative burden of establishing and operating a Vietnamese entity. However, the commercial model should be presented as salary and statutory employment costs plus an EOR service charge rather than assuming that all providers use an 18% to 25% salary markup.

More importantly, companies should conduct appropriate legal due diligence where an EOR arrangement could resemble labor subleasing. Vietnam specifically regulates labor-subleasing activities, including licensing and permitted job categories, making the contractual and operational structure of the employment relationship just as important as the headline EOR fee.

5. Fee Structures and Quantitative Cost Benchmarks

Evaluating recruitment costs in Vietnam in 2026 requires employers to separate three different financial components: the recruitment agency fee, the employee’s contractual compensation, and the employer’s statutory employment costs. These amounts should not be combined indiscriminately because recruitment fees and statutory contributions can be calculated against different compensation bases.

Current market evidence indicates that permanent recruitment fees in Vietnam commonly fall around 15% to 25% of first-year gross salary, although actual rates depend on seniority, specialization, search difficulty, and the commercial model used.

Placement Percentage and Compensation Calculation

For a straightforward contingency agreement calculated against 12 months of gross base salary, the placement fee can be expressed as:

F contingency = Annual Gross Salary × Recruitment Fee Rate

Where:

Annual Gross Salary = Monthly Gross Salary × 12

For example, an employee earning USD 2,500 per month has a 12-month annual gross salary of USD 30,000. At a 20% placement fee, the recruitment charge would be USD 6,000.

Monthly Gross Salary	12-Month Annual Salary	18% Fee	20% Fee	25% Fee
USD 1,000	USD 12,000	USD 2,160	USD 2,400	USD 3,000
USD 1,500	USD 18,000	USD 3,240	USD 3,600	USD 4,500
USD 2,500	USD 30,000	USD 5,400	USD 6,000	USD 7,500
USD 3,500	USD 42,000	USD 7,560	USD 8,400	USD 10,500
USD 5,000	USD 60,000	USD 10,800	USD 12,000	USD 15,000

Employers should confirm the contractual definition of “annual salary” before applying this calculation. Depending on the recruitment agreement, guaranteed bonuses or allowances may form part of the fee base.

The 13th-Month Salary Requires an Important Qualification

A significant correction is necessary when calculating Vietnamese recruitment costs: a 13th-month salary is not a universal statutory requirement that must automatically be added to every employee’s annual salary.

It is widely used as a contractual or customary benefit, particularly by established employers, but its inclusion depends on employment contracts, collective arrangements, company policies, and bonus rules.

Therefore, the safest base calculation is:

Annual Gross Base Salary = Monthly Gross Salary × 12

Where a guaranteed 13th-month payment is contractually included and the recruitment agreement treats it as qualifying compensation:

Adjusted Annual Compensation = Monthly Gross Salary × 13

Compensation Structure	USD 2,500 Monthly Salary
12-month base salary	USD 30,000
Guaranteed additional month	USD 2,500
Adjusted annual compensation	USD 32,500
Recruitment fee at 20% on 12 months	USD 6,000
Recruitment fee at 20% on 13 months	USD 6,500

This distinction can materially affect recruitment budgets, particularly for senior employees.

Monthly Salary Multiple Method

Some recruitment agencies use monthly salary multiples instead of annual percentages.

A two-month fee can be calculated as:

Placement Fee = 2 × Monthly Gross Salary

A two-month placement fee is mathematically equivalent to approximately 16.7% of a 12-month salary.

Monthly Salary Multiple	Equivalent Percentage of 12-Month Salary
1.5 months	12.5%
2.0 months	16.7%
2.5 months	20.8%
3.0 months	25.0%

This conversion provides employers with a more accurate method of comparing proposals from agencies using different fee structures.

Vietnam Salary Benchmarks in 2026

Salary data should be treated as market ranges rather than fixed national benchmarks. Compensation differs considerably by experience, employer type, industry, language capability, technical specialization, and location.

The Adecco Vietnam Salary Guide 2026, for example, reports gross monthly Software Engineer salaries in Ho Chi Minh City at VND 20–70 million for approximately one to five years of experience and VND 70–130 million for more experienced professionals. Hanoi ranges are lower in the same dataset at VND 35–45 million and VND 40–80 million respectively.

Role	Ho Chi Minh City Monthly Gross Salary	Hanoi Monthly Gross Salary
Software Engineer, 1–5 Years	VND 20–70 million	VND 35–45 million
Software Engineer, 5+ Years	VND 70–130 million	VND 40–80 million
Business Development Manager, 1–5 Years	VND 40–60 million	VND 30–60 million
Business Development Manager, 5+ Years	VND 60–120 million	VND 60–120 million
Finance Manager, 1–5 Years	VND 55–80 million	VND 45–70 million
Finance Manager, 5+ Years	VND 70–100 million	VND 60–90 million
IT Manager, 1–5 Years	VND 70–90 million	VND 40–70 million
IT Manager, 5+ Years	VND 100–180 million	VND 60–100 million

These 2026 figures demonstrate that Ho Chi Minh City can command substantial salary premiums for certain positions, but a blanket assertion that salaries are always 10% to 20% higher than Hanoi would be misleading. The difference varies significantly by occupation and experience.

Illustrative Recruitment Fees Based on 2026 Salary Benchmarks

Applying an illustrative 18% to 25% recruitment fee to selected 12-month salary ranges demonstrates how rapidly placement costs increase for experienced talent.

Role and Market	Monthly Salary	12-Month Salary	Illustrative 18%–25% Placement Fee
HCMC Software Engineer, 1–5 Years	VND 20–70m	VND 240–840m	VND 43.2–210m
HCMC Software Engineer, 5+ Years	VND 70–130m	VND 840m–1.56bn	VND 151.2–390m
HCMC Business Development Manager, 1–5 Years	VND 40–60m	VND 480–720m	VND 86.4–180m
HCMC Finance Manager, 1–5 Years	VND 55–80m	VND 660–960m	VND 118.8–240m
Hanoi Finance Manager, 5+ Years	VND 60–90m	VND 720m–1.08bn	VND 129.6–270m

These calculations are illustrative rather than quoted agency prices. They show the financial implications of applying common recruitment percentages to current market salaries.

Mandatory Employer Insurance Contributions

Vietnamese employers also incur statutory employment costs independently of recruitment fees.

For Vietnamese employees in 2026, the standard employer-side insurance contribution totals 21.5% of the applicable salary base: 17.5% for social insurance, 3% for health insurance, and 1% for unemployment insurance.

Employer Contribution	Standard Employer Rate
Social Insurance	17.5%
Health Insurance	3.0%
Unemployment Insurance	1.0%
Total Insurance Contributions	21.5%

The 21.5% figure should not automatically be applied to the employee’s entire gross salary because statutory contribution bases and ceilings can apply. Consequently, simple calculations using 21.5% of unrestricted gross compensation can substantially overstate statutory costs for highly paid employees.

Trade Union Contribution

The employer-side trade union contribution adds another important cost consideration. Where applicable under the relevant regulatory framework, the contribution is generally calculated at 2% of the salary fund used as the basis for compulsory social insurance contributions.

Accordingly, describing total employer statutory costs as a universal 23.5% of unrestricted gross salary is too simplistic.

Cost Category	Headline Rate	Important Qualification
Social Insurance	17.5%	Applied to statutory contribution base
Health Insurance	3.0%	Applied according to statutory rules
Unemployment Insurance	1.0%	Subject to applicable contribution base
Insurance Subtotal	21.5%	Not necessarily 21.5% of full gross salary
Trade Union Contribution	2.0%	Separate contribution with applicable base

Total Employer Cost Modeling

For budgeting purposes, employers can begin with the following conceptual model:

Total Employer Cost = Base Compensation + Employer Statutory Contributions + Contractual Bonuses + Benefits + Recruitment Cost

This is more accurate than applying a single percentage to gross salary because several components have different calculation bases.

For a USD 2,500 monthly employee, a simplified model that assumes the entire USD 2,500 is subject to the 21.5% insurance rate produces the following illustration:

Cost Component	Illustrative Amount
Monthly Gross Salary	USD 2,500
Employer Insurance at 21.5%	USD 537.50
Simplified Monthly Employment Cost	USD 3,037.50
12-Month Gross Salary	USD 30,000
12-Month Employer Insurance	USD 6,450
Illustrative 20% Recruitment Fee	USD 6,000

However, this example is deliberately simplified. Actual statutory contributions must be calculated using the applicable Vietnamese contribution bases and ceilings rather than automatically multiplying the employee’s full salary by 21.5%.

Recruitment Cost Versus First-Year Employment Cost

Employers should ultimately distinguish between the cost of acquiring an employee and the cost of employing that individual.

Cost Layer	Examples
Recruitment Cost	Agency placement fee, advertising, assessment
Compensation	Base salary, guaranteed contractual payments
Statutory Employment Cost	Employer insurance and applicable contributions
Benefits	Healthcare, allowances, welfare programs
Variable Compensation	Performance and annual bonuses
Internal Hiring Cost	HR time, interviews and onboarding
Vacancy Cost	Lost productivity while the position remains open

Performance bonuses of one to three months, annual welfare budgets, private healthcare, and similar benefits may be common in particular companies or industries, but they should not be presented as mandatory nationwide employment costs.

Likewise, annual health examinations are part of Vietnam’s occupational health framework for employees, but actual employer expenditure varies significantly according to workforce characteristics, provider, examination package, and occupational requirements.

Practical Cost Benchmark for 2026

For recruitment budgeting, a more defensible framework is therefore:

Cost Item	Recommended Budgeting Treatment
Base Salary	Use current role and location benchmarks
Recruitment Agency Fee	Commonly approximately 15%–25% for permanent recruitment
Guaranteed 13th-Month Payment	Include only where contractually applicable
Employer Insurance	Calculate using 2026 statutory bases and ceilings
Trade Union Contribution	Calculate separately where applicable
Performance Bonus	Model separately as variable compensation
Health and Welfare Benefits	Use company-specific assumptions
Recruitment Technology	Include where borne internally
Vacancy Cost	Model according to time-to-fill and role impact

The central lesson for employers hiring in Vietnam in 2026 is that a recruitment fee percentage cannot by itself represent the total cost of hiring. Compensation, statutory contributions, contractual bonuses, employee benefits, and recruitment fees must be modeled separately. This produces a significantly more reliable cost-per-hire calculation and prevents common budgeting errors such as treating the 13th-month salary as universally mandatory or applying the full 21.5% insurance contribution rate to unrestricted gross salary.

6. Regulatory Framework Governing Agency Operations in Vietnam

Vietnam’s recruitment and staffing market in 2026 operates under several overlapping regulatory regimes. Traditional recruitment and employment-service businesses, labor-subleasing companies, Employer of Record arrangements, and agencies supporting foreign workers do not necessarily fall under identical requirements.

The Labor Code remains a central legal foundation, while Decree 145/2020/ND-CP governs important aspects of labor relations and labor subleasing. However, the regulatory environment changed materially in 2026 following Resolution No. 66.18/2026/NQ-CP, effective from July 1, 2026, which simplifies and restructures administrative and business conditions across several sectors, including labor and employment.

Regulatory Area	Principal 2026 Framework	Primary Relevance
Recruitment and Employment Services	Labor and employment legislation	Recruitment agencies
Labor Subleasing	Labor Code and modified Decree 145 framework	Staffing and temporary labor providers
2026 Administrative Reform	Resolution 66.18/2026/NQ-CP	Licensing and administrative procedures
Foreign Employees	Decree 219/2025/ND-CP	Foreign-worker authorization
EOR Arrangements	Multiple employment and labor regulations	International workforce providers

Labor Subleasing Under Decree 145/2020/ND-CP

Labor subleasing is legally distinct from ordinary permanent recruitment. A conventional recruitment agency introduces a candidate who subsequently becomes an employee of the client. Under labor subleasing, the worker remains employed by the supplying enterprise while performing work for another organization.

Historically, Decree 145/2020/ND-CP imposed licensing requirements on enterprises conducting labor-subleasing activities. Among the core requirements were a substantial financial deposit and experience requirements for the enterprise’s legal representative.

Traditional Requirement	Regulatory Standard
Required Deposit	VND 2 billion
Deposit Location	Qualifying commercial bank or foreign bank branch in Vietnam
Legal Representative	Must qualify as an enterprise manager
Criminal Record	Must have no criminal conviction
Relevant Experience	At least 36 months
Experience Reference Period	Previous five consecutive years
Permitted Activity	Labor subleasing within regulated occupations

Government administrative guidance confirms the VND 2 billion deposit and the requirement that the legal representative possess at least 36 months of direct professional or management experience in labor subleasing or labor supply during the preceding five years.

The original text should therefore avoid describing the VND 2 billion amount as general “capital.” It is more accurately characterized as a statutory deposit associated with labor-subleasing operations.

Major 2026 Regulatory Change

A particularly important update for employers and staffing companies is Resolution No. 66.18/2026/NQ-CP.

Effective July 1, 2026, the Resolution introduces temporary administrative simplifications that apply through February 28, 2027. Among its labor provisions, the Resolution removes several previous administrative procedures relating to the issuance, renewal, reissuance and revocation of labor-subleasing licenses. It instead establishes an operating framework centered on required deposits and notification obligations.

Regulatory Position	Earlier Framework	From July 1, 2026
Labor Subleasing License	Formal licensing regime	Relevant procedures discontinued under Resolution 66.18
Statutory Deposit	Required	Continues to be required
Commencement Administration	Licensing process	Notification-based framework introduced
Government Oversight	Licensing and supervision	Notification, disclosure and supervision
Existing Valid Licenses	Required for operation	Existing operators receive transitional treatment

This change is significant for any 2026 discussion of recruitment regulation. It would therefore be inaccurate to state without qualification that every labor-subleasing company must obtain and maintain the traditional license throughout 2026.

The Resolution also provides transitional treatment for businesses holding valid labor-subleasing licenses when the new provisions take effect.

Permitted Labor-Subleasing Activities

Labor subleasing remains a regulated activity rather than a general mechanism allowing agencies to supply workers for every occupation.

One correction is particularly important: Decree 145/2020/ND-CP originally provided a list of 20 jobs for which labor subleasing could be conducted, rather than 17. Government guidance explicitly identifies 20 permitted categories under Appendix II.

Compliance Question	Regulatory Consideration
Can any worker be subleased?	No
Are permitted activities defined?	Yes
Can ordinary recruitment be treated automatically as subleasing?	No
Can a client re-sublease workers to another employer?	No
Is the supplying entity responsible for employment?	Yes
Does government oversight remain after 2026 reform?	Yes

Resolution 66.18 also expressly reinforces that the receiving enterprise cannot transfer a subleased employee to another employer and cannot use subleased workers supplied by an entity that does not qualify to conduct the activity under the applicable framework.

Labor Subleasing Versus Recruitment

The regulatory distinction is particularly important for recruitment agencies expanding into staffing, outsourcing, or EOR services.

Commercial Arrangement	Employee’s Legal Employer	Regulatory Complexity
Permanent Recruitment	Hiring client	Lower
Contingency Recruitment	Hiring client	Lower
Executive Search	Hiring client	Lower
Labor Subleasing	Staffing provider	High
EOR	EOR provider	High and structure-dependent
Recruitment Process Outsourcing	Usually client	Depends on service scope

A recruitment company should therefore not assume that its ordinary recruitment business automatically authorizes it to provide temporary staffing or labor-subleasing services.

Foreign Worker Authorization in Vietnam

Foreign-worker regulation also changed before the 2026 hiring cycle.

Decree 219/2025/ND-CP took effect on August 7, 2025 and now provides the principal regulatory framework governing foreign employees working in Vietnam. It replaced the relevant foreign-worker provisions of the previous Decree 152/2020/ND-CP framework.

This means recruitment agencies, EOR providers, and multinational employers should use Decree 219/2025 rather than relying primarily on older foreign-worker procedures when planning 2026 assignments.

Foreign Worker Area	2026 Position
Primary Regulation	Decree 219/2025/ND-CP
Effective Date	August 7, 2025
Work Permit	Required unless an exemption applies
Exemptions	Defined categories and conditions
Administrative Procedures	Permit, reissuance, extension and exemption procedures
Employer Responsibility	Compliance before lawful employment

Short-Term Foreign Specialists

The original assertion that exemptions simply apply to technical experts staying fewer than 30 days or intra-company transferees staying fewer than 90 days should also be revised.

Under Decree 219/2025, foreign managers, executive directors, experts, and technical workers entering Vietnam to work for a total period of less than 90 days within a calendar year can fall within a work-permit exemption category.

For this category, a separate exemption certificate is not necessarily required. However, the employer must notify the competent authority at least three working days before the foreign worker is expected to commence work.

Short-Term Assignment	2026 Compliance Treatment
Manager	Potential exemption if qualifying conditions are satisfied
Executive Director	Potential exemption
Expert	Potential exemption
Technical Worker	Potential exemption
Relevant Time Threshold	Total period below 90 days during the calendar year
Exemption Certificate	Not required for specified categories
Government Notification	At least three working days before work begins

Compliance Implications for Recruitment Agencies

The regulatory framework has direct commercial implications for recruitment companies operating in Vietnam.

Agency Service	Key Compliance Priority
Permanent Recruitment	Employment-service compliance
Executive Search	Recruitment and data-management compliance
Temporary Staffing	Labor-subleasing rules
RPO	Clear allocation of employment responsibilities
EOR	Employment structure and subleasing assessment
Foreign Executive Recruitment	Foreign-worker authorization
Expatriate Placement	Permit or exemption verification
Managed Workforce Services	Labor-subleasing classification assessment

The most important compliance distinction in 2026 is therefore not simply whether a company calls itself a recruitment agency, staffing company, RPO provider, or EOR provider. Regulators can examine the substance of the employment relationship and the activities actually being performed.

Vietnam’s 2026 regulatory environment has also become more dynamic. Resolution 66.18 significantly changes the traditional labor-subleasing administrative framework from July 1, 2026, while Decree 219/2025 governs foreign-worker authorization. Recruitment agencies and employers should therefore avoid relying on older descriptions of licensing and work-permit procedures when structuring staffing, EOR, temporary workforce, and expatriate hiring arrangements.

7. Service Level Agreements, Guarantees, and Performance Metrics

Recruitment agency Service Level Agreements in Vietnam define the operational standards governing candidate sourcing, shortlist delivery, client feedback, recruitment timelines, placement guarantees, and post-hire support. In 2026, employers should evaluate these provisions alongside agency fees because stronger SLAs can materially reduce the financial and operational risks associated with unsuccessful hires.

Candidate Replacement Guarantees

The replacement guarantee is one of the most important contractual protections available to employers using recruitment agencies in Vietnam. When a qualifying candidate resigns or is determined to be unsuitable within the agreed guarantee period, the agency typically recommences the search and provides a replacement without charging another full placement fee.

Current Vietnamese recruitment providers demonstrate guarantee periods ranging from approximately 60 to 120 days. For example, some agencies advertise 60-day guarantees, others provide 60-to-90-day protection, while executive-search providers can extend coverage to 120 days.

Placement Type	Indicative Guarantee Structure	Typical Commercial Treatment
Standard Professional Placement	60–90 days commonly observed	Replacement without another full fee
Specialist Placement	60–90+ days depending on agency	Replacement or contractual credit
Executive Search	Can extend to 90–120+ days	Enhanced replacement protection
Customized Retained Search	Negotiated	Replacement, credit or refund provisions

The previously proposed 90-to-180-day executive guarantee should not be presented as a universal Vietnam market standard. Published terms vary considerably between providers, and guarantee periods should therefore be described as contractual rather than statutory.

Guarantee Activation and Exclusions

Replacement protection is not automatically triggered by every employee departure. The agency agreement determines qualifying circumstances.

Some current Vietnam agency terms activate replacement protection when the candidate voluntarily resigns or when the employer concludes that the candidate does not meet previously agreed job or cultural requirements.

Guarantee Event	Likely Treatment
Candidate voluntarily resigns	Frequently covered
Candidate fails agreed performance expectations	Frequently covered subject to terms
Candidate materially misrepresented qualifications	Potentially covered
Employer eliminates the position	Frequently excluded
Company restructuring	Frequently excluded
Material change to original role	Frequently excluded
Employer fails to pay agency invoice	May invalidate guarantee
Candidate dismissed for reasons outside agreed coverage	Contract dependent

Employers should therefore negotiate the guarantee period, triggering events, exclusions, notification deadlines, replacement procedure, and refund or credit provisions before commencing the search.

Alignment with Vietnam Probation Periods

A particularly important SLA consideration is the relationship between an agency’s replacement guarantee and Vietnam’s statutory maximum probation periods.

Article 25 of Vietnam’s Labor Code establishes different maximum periods according to the nature and qualification requirements of the position.

Position Category	Maximum Probation Period
Enterprise Manager	180 days
Position requiring college-level qualification or higher	60 days
Intermediate-level professional or technical position	30 days
Other positions	6 working days

The distinction matters because the original statement that technical or professional roles generally have a 60-day probation period is too broad. Sixty days applies to positions requiring professional or technical qualifications at college level or above; certain technical workers and operational employees fall under the 30-day maximum.

Replacement Guarantee Versus Probation Risk

Employers should ideally negotiate recruitment guarantees that cover the economically relevant assessment period for the position.

Position	Legal Maximum Probation	Example Agency Guarantee	Potential Coverage Gap
Qualified Professional	60 days	60 days	Minimal
Qualified Professional	60 days	90 days	Guarantee extends beyond probation
Enterprise Manager	180 days	90 days	90-day potential gap
Enterprise Manager	180 days	120 days	60-day potential gap
Enterprise Manager	180 days	180 days	Broad alignment

For example, an enterprise manager can legally have a probation period of up to 180 days. If the recruitment agreement provides only a 90-day replacement guarantee, the employer could face a period between days 91 and 180 during which the executive remains under probation but the agency guarantee has expired.

This does not automatically mean that a 180-day guarantee is necessary. Rather, it creates a commercial issue that employers should identify and negotiate before appointing an executive-search provider.

Time to First Candidate Submission

Candidate delivery speed is one of the clearest metrics for evaluating recruitment agencies.

Current Vietnam market evidence shows that qualified candidate profiles can be delivered within approximately two to four working days for many IT, manufacturing, banking, and financial-services positions, while C-suite and highly specialized technical searches require individually agreed timelines.

Recruitment Category	Practical SLA Approach
Standard Professional	First qualified profiles within several working days
Technical Specialist	Role-specific delivery target
Difficult-to-Fill Position	Agreed search milestone
Executive Search	Customized market-mapping and shortlist timeline

Recruitment Performance Metrics

Employers should measure agencies on recruitment outcomes rather than simply counting submitted CVs.

Time to Fill measures the elapsed period between opening the recruitment requirement and achieving the defined hiring milestone:

Time to Fill = Offer Acceptance Date − Requisition Opening Date

Time to Hire measures candidate-specific recruitment velocity:

Time to Hire = Offer Acceptance Date − Initial Candidate Engagement Date

Offer Acceptance Rate measures the proportion of formal offers accepted:

Offer Acceptance Rate = Offers Accepted ÷ Offers Extended × 100

Submittal-to-Interview Rate measures candidate relevance:

Submittal-to-Interview Rate = Candidates Invited to Interview ÷ Candidates Submitted × 100

Interview-to-Offer Ratio can be expressed as:

Interview-to-Offer Ratio = Candidates Interviewed ÷ Offers Extended

Quality-Focused Recruitment SLA

Rather than imposing unsupported universal benchmarks across every Vietnamese recruitment agency, employers should establish targets according to role complexity.

Recruitment Metric	Standard Professional	Specialized Technical	Executive Search
Time to First Submission	Short	Moderate	Longer
Time to Fill	Moderate	Moderate–Long	Long
Submission Quality Target	High	High	Very High
Interview-to-Offer Efficiency	Monitored	Monitored	Closely Monitored
Offer Acceptance	High Priority	High Priority	High Priority
Early Fall-Off	Low	Low	Very Low
Replacement Guarantee	60–90 days commonly observed	Negotiated	Enhanced or negotiated

The specific targets in the original text, such as 21–35 days for mid-level time-to-fill, 60–90 days for executive recruitment, 80%–90% offer acceptance, or less than 2% executive fall-off, are useful internal procurement targets but should not be described as established Vietnam-wide industry standards without supporting datasets.

Agency Performance Scorecard

A more robust procurement approach is to assign each recruitment agency a weighted scorecard.

KPI Category	Illustrative Weight	Measurement
Candidate Quality	30%	Submission-to-interview conversion
Recruitment Speed	20%	Time to first submission and time to fill
Placement Quality	20%	Probation completion and early retention
Offer Conversion	10%	Offer acceptance rate
Communication	10%	SLA response compliance
Candidate Experience	5%	Candidate feedback
Commercial Compliance	5%	Invoice, ownership and guarantee accuracy

Candidate Quality Versus Candidate Volume

One of the most important SLA principles is avoiding incentives that reward agencies simply for submitting large numbers of CVs.

Weak Agency Metric	Stronger Alternative
Number of CVs submitted	Submission-to-interview conversion
Number of candidates contacted	Qualified candidates presented
Database size	Relevant candidate availability
Number of interviews arranged	Interview-to-offer conversion
Placements completed	Placements surviving probation
Recruitment speed alone	Speed combined with candidate quality

An agency submitting three carefully qualified candidates and generating two interviews may create significantly more value than an agency submitting 20 loosely matched profiles.

Client-Side SLA Obligations

Recruitment performance is also affected by employer responsiveness. Agencies cannot fully control time-to-fill if hiring managers take extended periods to review CVs, arrange interviews, approve compensation, or issue offers.

A balanced SLA should consequently establish obligations for both parties.

Agency Commitment	Employer Commitment
Deliver qualified candidates	Review profiles within agreed period
Conduct candidate screening	Provide complete job specifications
Maintain candidate communication	Provide timely interview feedback
Coordinate interviews	Make interviewers available
Support salary negotiation	Establish approved compensation range
Maintain pipeline reporting	Communicate changes to hiring requirements
Manage offer acceptance	Issue approved offers promptly

This reciprocal structure is particularly important because slow client feedback can cause otherwise interested candidates to accept competing offers.

Recommended 2026 SLA Framework

For employers engaging recruitment agencies in Vietnam, an effective SLA should combine commercial protection, operational speed, candidate quality, and post-placement accountability.

SLA Area	Recommended Contractual Provision
Search Commencement	Defined activation deadline
First Candidate Delivery	Role-specific target
Candidate Qualification	Mandatory screening criteria
Client Feedback	Defined turnaround time
Interview Coordination	Defined scheduling standard
Pipeline Reporting	Weekly or agreed reporting
Candidate Ownership	Explicit introduction period
Duplicate Candidates	Clear ownership procedure
Offer Management	Defined agency responsibilities
Replacement Guarantee	Role-specific coverage period
Guarantee Exclusions	Explicitly documented
Executive Protection	Consider alignment with probation exposure
Escalation	Named account manager and escalation process

The strongest recruitment SLAs in Vietnam in 2026 should therefore extend beyond a simple promise to replace unsuccessful candidates. Employers benefit from agreements that connect recruitment speed, candidate relevance, communication standards, conversion performance, placement retention, and replacement protection.

For senior executive appointments in particular, aligning the commercial guarantee with the potential 180-day statutory probation period deserves careful consideration. Vietnam’s Labor Code permits up to 180 days of probation specifically for qualifying enterprise managers, while published executive-search guarantees can be materially shorter. That mismatch can leave employers carrying a portion of the post-placement performance risk themselves.

8. Strategic Recommendations for Enterprise Hiring

Optimizing recruitment expenditure in Vietnam in 2026 requires enterprises to match the commercial recruitment model to hiring volume, organizational maturity, role scarcity, and legal structure. Employers should also evaluate total hiring economics rather than selecting agencies solely on headline placement fees.

Organizational Hiring Profile	Recommended Commercial Model	Primary Financial Benefit	Critical Contractual SLA Focus
Greenfield Entry / Pre-Entity Phase	Employer of Record	Avoids immediate entity and payroll infrastructure	Employment compliance, statutory payments and transparent monthly fees
Large Manufacturing / Technology Expansion	RPO / Managed Recruitment	Creates economies of scale across multiple hires	Dedicated recruiter capacity, cost-per-hire and delivery SLAs
Ongoing Mid-Level Professional Hiring	Contingency Recruitment	Limits recruitment fees to successful placements	Candidate ownership and replacement guarantees
Hard-to-Fill Specialist Roles	Exclusive Contingency / Retained Search	Concentrates sourcing resources on scarce talent	Shortlist quality and search milestones
Executive Leadership Recruitment	Retained Executive Search	Provides dedicated market mapping and direct sourcing	Milestone payments and extended replacement protection
Temporary Workforce Requirements	Labor Subleasing	Provides flexible workforce capacity	Regulatory compliance, deposit verification and worker protections

Align Replacement Guarantees with Probation Exposure

Employers should compare recruitment replacement guarantees with the maximum probation period applicable to the position.

Vietnam’s Labor Code permits probation of up to 180 days for qualifying enterprise managers, 60 days for positions requiring college-level or higher professional qualifications, 30 days for certain intermediate-level, technical and operational positions, and six working days for other positions.

Position Category	Maximum Probation	Recommended SLA Consideration
Enterprise Manager	180 days	Seek extended executive replacement protection
College-Level Professional or Higher	60 days	Ensure guarantee covers at least the probation exposure
Intermediate / Technical Position	30 days	Standard guarantee normally exceeds probation
Other Positions	6 working days	Standard guarantee normally exceeds probation

A 180-day replacement guarantee can therefore be commercially desirable for qualifying enterprise-management searches. However, it should be negotiated rather than presented as a legal requirement. The law regulates probation duration; it does not require recruitment agencies to provide matching replacement guarantees.

Update Labor Subleasing Vendor Due Diligence for the 2026 Rules

Enterprises should revise older procurement checklists for labor-subleasing providers. Resolution No. 66.18/2026/NQ-CP materially changed the previous licensing framework from July 1, 2026, including discontinuing procedures for issuing, renewing, reissuing and revoking labor-subleasing licenses and moving toward a deposit-and-notification framework.

The VND 2 billion statutory deposit remains an important compliance requirement. The funds must be maintained at a qualifying Vietnamese commercial bank or legally operating foreign bank branch and can be used for specified worker obligations under regulated circumstances.

Vendor Due-Diligence Check	Recommended 2026 Action
VND 2 Billion Deposit	Verify compliance
Required Operational Notification	Verify completion where applicable
Existing Transitional Documentation	Review where provider operated under previous licensing framework
Permitted Labor Activities	Confirm assignment falls within applicable rules
Employment Contracts	Verify legal employer responsibilities
Worker Insurance	Confirm registration and contribution administration
Payroll	Confirm wage-payment responsibility
Subleasing Contract	Require documented allocation of responsibilities

Consequently, procurement teams should not rely on the older instruction to simply “verify an active labor-subleasing license.” The July 2026 reforms require a current compliance review rather than a pre-2026 licensing checklist.

Negotiate the Recruitment Fee Calculation Base

Employers should define exactly what compensation is subject to the recruitment percentage.

A commercially conservative approach is to negotiate fees against annual gross base salary rather than an expansive definition of total remuneration. Current Vietnamese recruitment agreements demonstrate why this matters: some agency terms calculate fees using first-year base salary plus guaranteed target bonuses.

Compensation Component	Recommended Negotiation Position
Annual Base Salary	Include
Guaranteed Cash Compensation	Negotiate explicitly
Discretionary Performance Bonus	Prefer exclusion
Travel Reimbursement	Exclude
Business Expenses	Exclude
Private Health Insurance	Prefer exclusion
Non-Cash Benefits	Prefer exclusion
One-Off Relocation Support	Prefer exclusion

There is no regulatory requirement forcing agencies to calculate fees exclusively from base salary. This is a commercial negotiation point and should therefore be explicitly documented in the recruitment agreement.

Use Volume Pricing for Recurring Hiring

Companies expecting significant annual recruitment volume should negotiate declining marginal recruitment costs.

Instead of paying the same percentage for every hire, employers can request volume bands, annual rebates, fixed-fee packages, dedicated recruiter arrangements, or RPO pricing.

Annual Placement Volume	Illustrative Commercial Strategy
1–5 Hires	Standard contingency pricing
6–15 Hires	Negotiated preferred-supplier rate
16–30 Hires	Tiered placement discount
30–50 Hires	Fixed-fee or embedded recruiter comparison
50+ Hires	RPO / managed recruitment business case

A reduction from 20% toward 15%–16% can be used as a negotiation objective, but it should not be described as an established Vietnam industry rule. The achievable discount depends on salary levels, vacancy similarity, exclusivity, annual hiring commitments, and the difficulty of the positions.

Enterprises should similarly avoid assuming that RPO automatically reduces recruitment costs by more than 50%. RPO can create substantial economies of scale, but actual savings depend on hiring volume, recruiter productivity, technology costs, existing internal capabilities, and contract structure.

Link Retained Search Payments to Deliverables

Retained executive-search agreements should connect payments to clearly identifiable search deliverables rather than simply allowing invoices to become payable as time passes.

Retained Search Stage	Recommended Payment Condition
Engagement	Signed search mandate and approved position specification
Market Mapping	Defined target-company and candidate universe
Shortlist	Agreed number of qualified candidates formally presented
Client Acceptance	Shortlist satisfies predetermined criteria
Final Appointment	Candidate accepts offer or commences employment

This structure creates clearer accountability between the employer and search firm. Current Vietnam agency terms demonstrate milestone-based retained search arrangements, reinforcing the value of tying payments to specific stages of search execution.

Establish Candidate Ownership Rules

Companies using multiple contingency agencies should establish a single candidate-ownership framework before searches begin.

Candidate Situation	Recommended Rule
Candidate submitted by two agencies	First valid documented introduction
Candidate already in employer ATS	Pre-existing candidate rule
Candidate directly applied previously	Prior relationship provision
Candidate submitted for another vacancy	Cross-role ownership rule
Candidate hired months later	Defined ownership expiration period
Agency introduction disputed	Timestamped ATS record determines chronology

These provisions reduce duplicate-fee disputes and discourage competing recruiters from repeatedly contacting the same candidate.

Create a Recruitment Agency Scorecard

Agency selection should combine commercial terms with measurable recruitment performance.

Evaluation Dimension	Illustrative Weight
Candidate Quality	25%
Time to Qualified Shortlist	15%
Placement Retention	15%
Recruitment Fee	15%
Offer Acceptance Performance	10%
Market Expertise	10%
SLA Responsiveness	5%
Candidate Experience	5%

This approach prevents procurement teams from automatically favoring the lowest percentage fee when another agency consistently produces stronger candidates and faster placements.

Recommended Enterprise Recruitment Strategy for 2026

Business Requirement	Preferred Approach	Commercial Priority
Enter Vietnam without an entity	EOR	Compliance and transparent total employment cost
Hire occasional professionals	Contingency	Success-based fees
Recruit scarce specialists	Exclusive contingency	Dedicated sourcing commitment
Appoint senior leadership	Retained search	Market coverage and search accountability
Recruit repeatedly at scale	RPO / managed recruitment	Cost-per-hire optimization
Build temporary workforce	Labor subleasing	Regulatory compliance
Use multiple recruitment agencies	Preferred supplier framework	Pricing, ownership and SLA standardization

For enterprises hiring in Vietnam in 2026, the strongest procurement strategy is therefore not simply to negotiate the lowest recruitment percentage. Employers should optimize the entire commercial architecture: clearly defined fee bases, volume discounts, measurable delivery SLAs, candidate-ownership rules, replacement protection, milestone-based executive-search payments, and up-to-date regulatory due diligence.

The most important 2026 adjustment concerns labor subleasing. Resolution No. 66.18/2026/NQ-CP changed the traditional licensing procedures from July 1, 2026 while retaining important requirements including the VND 2 billion deposit and operational notification framework. Enterprise procurement policies should reflect these current requirements rather than relying on older vendor-checking procedures.

9cv9 Recruitment Agency as the Top Recruitment Agency in Vietnam for 2026

For employers searching for the top recruitment agency in Vietnam in 2026, 9cv9 Recruitment Agency stands out as a strong recruitment partner for companies seeking professional talent, scalable hiring support, and access to candidates across Vietnam and Southeast Asia.

9cv9 combines recruitment agency services with technology-enabled talent sourcing, helping businesses identify, screen, and engage candidates for positions ranging from junior and mid-level professionals to experienced managers and specialized talent. Its regional recruitment capabilities are particularly relevant for multinational companies, startups, technology businesses, and growing enterprises that need to recruit in Vietnam while maintaining access to a broader Southeast Asian talent pool.

Why Companies Choose 9cv9 Recruitment Agency in Vietnam

One of 9cv9’s key advantages is its combination of recruitment expertise and digital hiring infrastructure. Rather than relying solely on conventional candidate databases, the recruitment process can leverage multiple sourcing channels and technology to broaden candidate discovery and improve hiring efficiency.

9cv9 Recruitment Capability	Benefit for Employers in Vietnam
Vietnam Talent Sourcing	Access to local professionals across multiple industries
Regional Candidate Network	Wider reach across Southeast Asian talent markets
Technology-Enabled Recruitment	More efficient candidate sourcing and management
Candidate Screening	Helps employers focus on relevant applicants
Professional Recruitment	Supports junior, mid-level and managerial hiring
Specialized Talent Search	Useful for difficult-to-fill and skill-specific positions
Employer Hiring Support	Assistance throughout the recruitment process
Scalable Recruitment	Suitable for individual vacancies and expanding teams

Recruitment Support for Vietnam’s Growing Industries

Vietnam’s expanding economy creates recruitment demand across technology, manufacturing, sales, marketing, finance, operations, logistics, e-commerce, and other professional sectors. Employers operating in these industries frequently face competition for experienced candidates, making effective talent sourcing increasingly important.

9cv9 Recruitment Agency can support businesses seeking candidates across different functional areas and seniority levels.

Hiring Area	Typical Recruitment Requirements
Technology	Software engineers, developers and technology specialists
Sales and Business Development	Sales executives, account managers and business development professionals
Marketing	Digital marketing, growth and brand professionals
Finance	Accountants, analysts and finance professionals
Human Resources	Recruiters, HR executives and HR managers
Operations	Operations executives and managers
Manufacturing	Technical, operational and managerial talent
Management	Experienced functional and business leaders

A Strong Choice for International Companies Hiring in Vietnam

9cv9 can also be particularly relevant for overseas businesses recruiting Vietnamese employees or establishing teams in the country. International employers may need more than access to job applicants; they often require assistance understanding local candidate expectations, compensation competitiveness, hiring practices, and recruitment conditions.

A recruitment partner with both Vietnam and regional Southeast Asian capabilities can help bridge this gap while allowing employers to concentrate internal resources on interviewing and selecting the strongest candidates.

Technology-Enabled Recruitment for 2026

Recruitment in Vietnam is becoming increasingly digital and data-driven. Employers expect faster candidate discovery, stronger matching, better communication, and greater visibility into recruitment pipelines.

9cv9’s positioning at the intersection of recruitment services and HR technology makes it well suited to this changing environment. Technology can complement recruiter expertise by expanding sourcing reach, organizing candidate information, improving matching efficiency, and supporting recruitment workflows.

This hybrid approach is particularly valuable for companies that want the personalized support of a recruitment agency without depending entirely on traditional manual headhunting processes.

9cv9 Recruitment Agency Versus Traditional Hiring

Recruitment Factor	Traditional Internal Hiring	9cv9 Recruitment Agency
Candidate Discovery	Employer manages sourcing	Recruitment sourcing support
Talent Reach	Primarily internal channels	Local and regional reach
Screening Workload	Managed internally	Candidate screening support
Recruitment Expertise	Depends on internal HR capacity	Dedicated recruitment expertise
Regional Hiring	Can require separate resources	Southeast Asian recruitment reach
Scaling Recruitment	Requires additional internal capacity	Recruitment support can scale
Difficult-to-Fill Roles	Internal sourcing limitations possible	Expanded candidate search capabilities

Supporting Faster and More Efficient Hiring

The value of a recruitment agency should ultimately be measured by more than the number of CVs submitted. Candidate relevance, recruitment speed, communication, market understanding, screening quality, and successful placements are more meaningful indicators of recruitment performance.

For employers, outsourcing candidate sourcing and initial recruitment activities can also reduce the workload placed on internal HR teams. Hiring managers can spend more time evaluating qualified candidates rather than manually sourcing and screening large applicant pools.

Why Consider 9cv9 Among the Best Recruitment Agencies in Vietnam in 2026

Companies evaluating recruitment agencies in Vietnam should consider several factors: industry expertise, candidate network, recruitment technology, responsiveness, regional capabilities, commercial terms, and the ability to support different hiring requirements.

9cv9 Recruitment Agency offers a compelling combination of these capabilities through its technology-enabled recruitment approach, Vietnam market presence, and wider Southeast Asian talent ecosystem.

For startups making their first critical hires, multinational companies expanding into Vietnam, and established businesses recruiting continuously, 9cv9 provides a scalable recruitment option designed around modern talent acquisition requirements.

As Vietnam’s competition for skilled professionals intensifies in 2026, choosing the right recruitment partner can directly influence time-to-hire, candidate quality, and overall recruitment efficiency. For organizations seeking a modern, technology-driven and regionally connected recruitment agency in Vietnam, 9cv9 Recruitment Agency deserves consideration as one of the leading recruitment partners for 2026.

Conclusion

Understanding how much recruitment agencies charge in Vietnam in 2026 requires looking beyond a single placement fee. Recruitment costs vary according to the hiring model, candidate seniority, role scarcity, recruitment volume, exclusivity, and the depth of service required. For permanent professional recruitment, employers can generally expect contingency fees to fall within approximately 15% to 25% of a successful candidate’s first-year salary, while retained executive search typically commands higher fees because of its dedicated research, market mapping, confidentiality, and assessment requirements.

For companies hiring at scale, alternative commercial models can provide better economics. Recruitment Process Outsourcing (RPO), fixed-fee recruitment, embedded recruiters, and managed recruitment services can reduce average cost-per-hire when organizations have continuous or high-volume recruitment needs. Foreign companies entering Vietnam without a local entity may also consider Employer of Record (EOR) services, where pricing is generally structured around employment costs plus a monthly or percentage-based management fee.

However, the headline recruitment agency fee should never be the only consideration. Employers should carefully review what compensation is included in the fee calculation, payment terms, candidate ownership periods, replacement guarantees, exclusivity provisions, taxes, and Service Level Agreements. A lower placement percentage can ultimately deliver poor value if an agency produces weak candidates, slow shortlists, low offer acceptance rates, or inadequate post-placement protection.

Vietnam’s regulatory environment also makes due diligence increasingly important, particularly for labor subleasing, temporary staffing, EOR arrangements, and foreign-worker recruitment. Companies should ensure that their chosen service model and recruitment provider comply with the regulations applicable to the actual employment arrangement.

Ultimately, the best recruitment agency in Vietnam in 2026 is not necessarily the provider offering the lowest percentage fee. The strongest recruitment partnership combines competitive pricing with relevant talent networks, market expertise, candidate quality, recruitment speed, transparent contractual terms, measurable SLAs, and meaningful replacement protection.

For employers comparing recruitment agencies in Vietnam, the most effective approach is therefore to calculate the total cost and value of each hiring model. By matching contingency recruitment, retained executive search, RPO, EOR, or other managed recruitment solutions to the organization’s actual hiring requirements, businesses can control recruitment costs while building a stronger and more sustainable talent pipeline in Vietnam.

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People Also Ask

How much do recruitment agencies charge in Vietnam in 2026?

Recruitment agencies in Vietnam commonly charge around 15% to 25% of a successful candidate’s first-year salary for permanent placements. Fees vary by role, seniority, specialization, and hiring model.

What is the average recruitment agency fee in Vietnam?

For professional permanent recruitment, employers can generally expect fees of approximately 15% to 25% of first-year salary. Executive and highly specialized searches can cost more.

How do recruitment agencies calculate fees in Vietnam?

Agencies commonly calculate fees as a percentage of the candidate’s annual gross salary. Some providers instead charge a fixed fee or use a multiple of the employee’s monthly salary.

What is a contingency recruitment fee in Vietnam?

A contingency recruitment fee is generally payable only when the agency successfully places a candidate. This reduces the employer’s upfront financial risk when filling permanent vacancies.

What percentage do recruitment agencies charge in Vietnam?

Permanent recruitment fees commonly range from about 15% to 25% of first-year salary. The percentage can increase for senior, highly technical, confidential, or difficult-to-fill positions.

Do recruitment agencies charge job seekers in Vietnam?

Professional recruitment agencies are generally hired and paid by employers for candidate sourcing and placement services. Candidates should carefully review any service that requests payment for job placement.

Are recruitment agency fees negotiable in Vietnam?

Yes. Employers can negotiate recruitment fees based on hiring volume, exclusivity, salary levels, recurring vacancies, role difficulty, and the overall commercial relationship with the agency.

How much does executive search cost in Vietnam in 2026?

Retained executive search can cost approximately 20% to 30% of first-year compensation, although pricing varies. Senior leadership and confidential searches may involve minimum fees and milestone payments.

What is the difference between contingency and retained recruitment in Vietnam?

Contingency agencies are generally paid after successful placement. Retained search firms receive payments during the search and provide more dedicated research, market mapping, and executive sourcing.

When does an employer pay a recruitment agency in Vietnam?

For contingency recruitment, payment generally becomes due after successful hiring or employment commencement. Retained search fees are commonly invoiced across predetermined search milestones.

Do Vietnam recruitment agencies charge based on monthly salary?

Some do. Agencies may calculate placement fees using a multiple of monthly gross salary instead of an annual percentage. Employers should convert competing proposals to the same basis before comparison.

What does a two-month salary recruitment fee mean?

A two-month salary fee means the employer pays an amount equal to two months of the candidate’s qualifying salary. This equals approximately 16.7% of a 12-month annual salary.

Are recruitment fees higher for senior positions in Vietnam?

Generally, yes. Executive, leadership, specialist, and scarce-talent searches often cost more because agencies must invest additional resources in direct sourcing, research, assessment, and confidential outreach.

How much do IT recruitment agencies charge in Vietnam?

IT recruitment fees vary according to technical specialization and candidate scarcity. Permanent technology recruitment commonly uses percentage-based fees, while large technology hiring programs may use RPO pricing.

How much do headhunters charge in Vietnam?

Headhunter fees commonly depend on the candidate’s salary and search complexity. Professional searches may fall around 15% to 25% of first-year salary, while executive search can command higher fees.

What is included in a recruitment agency fee in Vietnam?

Services can include candidate sourcing, screening, qualification, interview coordination, candidate communication, offer support, salary negotiation assistance, and post-placement replacement protection.

Do recruitment agencies in Vietnam offer replacement guarantees?

Many agencies provide replacement guarantees when a placed candidate leaves within an agreed period. Approximately 60 to 90 days is common for standard placements, although contractual terms vary.

How long is an executive search replacement guarantee in Vietnam?

Executive replacement guarantees vary by recruitment firm and contract. Employers hiring senior managers may negotiate longer protection to better align the guarantee with the position’s probation period.

What happens if a candidate leaves after being hired?

If the departure occurs within the contractual guarantee period and meets the agreement’s conditions, the recruitment agency may conduct a replacement search without charging another full placement fee.

What is RPO recruitment in Vietnam?

Recruitment Process Outsourcing allows an external provider to manage part or all of an employer’s recruitment function. It is particularly suitable for companies with recurring or high-volume hiring requirements.

How much does RPO cost in Vietnam?

RPO pricing may use monthly retainers, fixed project fees, per-hire charges, embedded recruiter fees, or hybrid structures. Costs depend heavily on recruitment volume, complexity, and service scope.

Is RPO cheaper than recruitment agencies in Vietnam?

RPO can reduce average cost-per-hire for companies recruiting significant numbers of employees. However, savings depend on hiring volume, recruiter productivity, technology costs, and contract structure.

How much does an Employer of Record cost in Vietnam?

EOR providers commonly charge a fixed monthly fee per employee or a percentage of employment costs. Pricing varies according to workforce size, employee type, benefits, immigration, and administrative complexity.

What is the difference between EOR and recruitment in Vietnam?

A recruitment agency finds candidates who become employees of the client. An EOR becomes the local legal employer and typically manages employment contracts, payroll, statutory contributions, and HR administration.

Are recruitment agency fees subject to tax in Vietnam?

Recruitment service invoices may be subject to applicable Vietnamese taxes. Employers should confirm whether agency quotations include or exclude taxes before comparing recruitment proposals.

Is a 13th-month salary mandatory in Vietnam?

A 13th-month salary is widely offered but is not universally required by law. It can become payable when established through an employment contract, collective agreement, company policy, or applicable bonus arrangement.

What are the employer costs of hiring employees in Vietnam?

Beyond salary and recruitment fees, employers should budget for applicable social, health and unemployment insurance contributions, benefits, bonuses, onboarding, HR administration, and other employment costs.

How can companies reduce recruitment agency fees in Vietnam?

Employers can negotiate volume discounts, preferred-supplier agreements, exclusive searches, fixed fees, tiered pricing, or RPO arrangements while improving internal interview and offer processes.

Should companies use multiple recruitment agencies in Vietnam?

Multiple contingency agencies can expand candidate coverage, but they can also create duplicate submissions and ownership disputes. Employers should establish clear candidate ownership and submission rules.

How should employers choose a recruitment agency in Vietnam in 2026?

Employers should compare fees, specialization, candidate quality, time-to-fill, replacement guarantees, market expertise, SLA performance, candidate ownership terms, regulatory compliance, and overall cost-per-hire.

Sources

HR2B BusinessPartner Lao Dong Newspaper Progressive Legal Second Talent Alphéa Conseil Manpower Vietnam Talentnet Group Velora HR Vietnam Legal Documents Database Long Phan PMT PLF Law Firm Bizlawyer ANT Legal Expertis Aniday Assess Candidates Recruiterflow Talroo HireVue Darwinbox