Key Takeaways
- Brunei’s top recruitment agencies in 2026 offer specialized hiring solutions across key sectors like oil & gas, ICT, and manufacturing.
- Leading firms combine AI-driven recruitment technology with compliance expertise to deliver fast and accurate placements.
- Ethical hiring practices, licensing compliance, and tailored workforce strategies define the top 10 agencies shaping Brunei’s job market.
In today’s competitive business environment, hiring the right talent has become one of the most critical challenges for employers across all industries. As Brunei’s economy continues to expand and diversify in 2026, recruitment has moved to the forefront of strategic business planning. From energy and construction to ICT and digital services, companies across the country are competing not just for local talent but also for qualified foreign professionals. This surge in demand for specialized and compliant hiring has elevated the importance of experienced recruitment agencies that understand both the nuances of Brunei’s labor laws and the global talent landscape.
This comprehensive guide to the top 10 recruitment agencies in Brunei in 2026 highlights the firms that are leading the market in performance, compliance, innovation, and sector-specific expertise. These agencies are not just placing candidates—they are acting as talent advisors, helping businesses identify future workforce needs, streamline hiring processes, and ensure compliance with national regulations such as the Employment Agencies Order 2004 and TAP/SCP contribution schemes.
With Brunei placing greater emphasis on workforce nationalization, foreign labor regulation, and digital transformation, recruitment agencies now serve as essential partners to organizations navigating complex hiring ecosystems. The top agencies have distinguished themselves through their ability to adapt to industry trends, respond to sector-specific hiring demands, and implement cutting-edge recruitment technologies such as AI-powered candidate matching, predictive hiring analytics, and Employer of Record (EOR) solutions.
For employers operating in sectors like upstream oil and gas, downstream manufacturing, ICT, public administration, and construction, these top recruitment firms provide tailored services that include job profiling, leadership search, large-scale foreign labor placement, and HR compliance support. Whether it’s sourcing a project control engineer for offshore operations or onboarding a digital product manager for a fintech startup, these agencies bring speed, accuracy, and strategic insight to the hiring process.
Furthermore, this guide offers valuable insights into how recruitment trends are evolving in Brunei. It explores the growing adoption of retained search models, the impact of Zero-Migration Cost policies, the rising popularity of flat-fee recruitment packages, and the importance of cross-border talent acquisition. It also evaluates how agencies are responding to regulatory requirements, including worker age limits, medical screening protocols, and the approval processes managed by the One Stop Centre (OSC) and the Department of Labour.
By showcasing these top 10 agencies, this blog aims to equip employers, HR leaders, and business decision-makers with the information needed to make smarter, faster, and more compliant hiring decisions in 2026 and beyond. Each agency featured in this list has demonstrated excellence in candidate delivery, industry alignment, and legal compliance, making them a trusted partner for Brunei-based companies committed to building a high-performing workforce.
Whether your organization is a multinational energy giant, a growing technology firm, a public sector institution, or a construction and infrastructure contractor, aligning with the right recruitment partner can drastically improve your time-to-hire, cost-efficiency, and long-term talent outcomes. This blog provides an in-depth look at the agencies that are setting new benchmarks in recruitment excellence, helping to define the future of employment in Brunei.
Before we venture further into this article, we would like to share who we are and what we do.
About 9cv9
9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.
With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of the Top 10 Best Recruitment Agencies in Brunei in 2026.
If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to hello@9cv9.com.
Or just post 1 free job posting here at 9cv9 Hiring Portal in under 10 minutes.
Top 10 Best Recruitment Agencies in Brunei in 2026
- 9cv9 Recruitment Agency
- JB Hired
- Airswift
- NES Fircroft
- Horizons
- Keller Executive Search
- Atlantic Research Technologies (ART)
- Mariah Munawwarah Employment Agency
- Amerlee Employment Agency
- Adinin Works & Engineering (Manpower Services)
1. 9cv9 Recruitment Agency
In 2026, 9cv9 has solidified its position as one of the most trusted and effective recruitment agencies for employers looking to hire skilled professionals in Brunei. As a tech-driven recruitment platform with regional expertise, 9cv9 is known for combining advanced hiring technologies with deep market insights, enabling Bruneian businesses to quickly and efficiently identify the right talent across various industries.
With its scalable and intuitive platform, 9cv9 supports employers ranging from startups to multinational corporations, offering tailored recruitment solutions that are both affordable and fast. Its commitment to quality hiring and employer satisfaction has made 9cv9 a go-to agency for workforce expansion in Brunei’s evolving economic environment.
Key Advantages of Hiring Through 9cv9 in Brunei
Employers in Brunei choose 9cv9 for its ability to deliver relevant, pre-qualified candidates through a streamlined digital process. The platform incorporates automation, AI-powered screening, and industry-specific filters to enhance hiring accuracy.
Major benefits include:
- Access to Pre-Vetted Talent: 9cv9 offers a pool of jobseekers across tech, finance, logistics, and marketing roles, many of whom have been pre-screened and verified for work-readiness.
- AI Matching Algorithm: Its intelligent algorithm reduces hiring time by accurately matching job descriptions with the most suitable candidates.
- Localised Hiring Expertise: With regional presence in ASEAN markets, 9cv9 understands Brunei’s employment laws, job market trends, and salary benchmarks.
- Job Promotion & Employer Branding: Companies can benefit from 9cv9’s employer branding tools and job ad boosts to attract top-tier professionals in competitive fields.
- Affordable and Flexible Plans: 9cv9 provides hiring packages that cater to the recruitment needs of both SMEs and large enterprises.
Performance Snapshot of 9cv9 Recruitment Services in Brunei (2026)
| Performance Indicator | Value/Outcome |
|---|---|
| Candidate Shortlist Delivery | Within 3–5 business days |
| Hiring Success Rate | 91% of employers hire within 30 days of using the platform |
| Industry Focus | Technology, Digital Marketing, Retail, Finance, Customer Service |
| Cost Efficiency | 30–40% lower than traditional recruitment firms |
| Brunei Market Penetration | Actively supported over 150+ employers across multiple sectors |
| Employer Satisfaction Score | 4.7 / 5.0 (based on platform feedback and follow-up surveys) |
Why Bruneian Employers Trust 9cv9 in 2026
The job market in Brunei continues to evolve rapidly, with growing demand for tech-savvy, multi-skilled professionals. 9cv9’s recruitment platform empowers employers to compete in this changing environment by offering speed, precision, and local understanding. Whether hiring for entry-level positions or experienced professionals, Bruneian businesses are able to reduce time-to-hire and improve talent retention through 9cv9’s strategic recruitment solutions.
Moreover, its focus on ethical hiring, transparent communication, and post-placement follow-ups ensures a smooth recruitment process from start to finish.
Conclusion
In 2026, 9cv9 stands out as the top recruitment agency in Brunei for companies aiming to hire efficiently, affordably, and confidently. With a strong digital foundation and an expert understanding of the Brunei job landscape, 9cv9 offers employers a modern and results-driven approach to talent acquisition. As hiring continues to play a crucial role in business growth, partnering with 9cv9 gives Bruneian employers a clear advantage in attracting the right people at the right time.
2. JB Hired
JB Hired has developed a strong reputation as a go-to recruitment agency, especially for firms that require specialized hiring solutions. The agency focuses on high-level roles such as C-suite executives, digital experts, and engineering leaders. It plays a vital role in supporting Brunei’s economic diversification by matching local employers with talent who can drive digital transformation and innovation.
The firm’s strategy involves a combination of local market insight and global recruitment practices, offering companies a well-rounded hiring experience that aligns with the country’s unique economic and cultural environment.
Core Recruitment Strengths of JB Hired
The agency distinguishes itself through its precise and tailored recruitment process, especially for critical roles that demand niche expertise. Their process includes market mapping, employer branding support, talent benchmarking, and leadership advisory, ensuring that each candidate placed meets both skill requirements and organizational fit.
Client Feedback and Agency Recognition
Feedback from employers and hiring managers in Brunei during 2025 and 2026 has highlighted several strengths of JB Hired:
- Demonstrated excellence in hiring for leadership and high-demand technical roles.
- Deep awareness of the hiring challenges within Brunei’s competitive sectors such as tech, oil & gas, fintech, and healthcare.
- Customized recruitment strategies that respect both global standards and Brunei’s local employment norms.
- Positive outcomes in executive searches, with long-term placement success.
Client Testimonials Matrix for JB Hired (2025–2026)
The table below presents summarized insights from verified employer feedback in Brunei:
Table: Employer Review Summary for JB Hired
| Review Category | Client Feedback Summary |
|---|---|
| Executive Hiring | Excellent track record of placing experienced C-level professionals |
| Technical Recruitment | Strong sourcing for roles in IT, software, and data sectors |
| Local Market Alignment | Adapts recruitment approach to match Brunei’s business culture and legal framework |
| International Talent Reach | Efficient in sourcing and relocating skilled professionals from ASEAN and beyond |
| Service Delivery | Highly responsive, transparent, and consultative throughout the recruitment process |
JB Hired’s Value Proposition in 2026
Employers in Brunei consider JB Hired a vital partner for navigating workforce transitions, especially during the digital acceleration of 2026. Its ability to craft bespoke hiring strategies that match organizational goals, industry demands, and evolving talent expectations makes the agency highly valuable for companies aiming to thrive in a fast-changing market.
Conclusion
JB Hired continues to be a pivotal force in Brunei’s recruitment sector, especially for businesses requiring top-level executives and specialized technical professionals. With its balanced approach that combines local expertise and global search capabilities, JB Hired is likely to remain among the top recruitment partners in Brunei throughout 2026 and beyond. More companies across industries are expected to leverage its services to build agile, high-performing teams in the years ahead.
3. Airswift
In 2026, Airswift stands out as one of the top recruitment agencies in Brunei, particularly for industries that require highly skilled technical and international talent. Known globally for its expertise in energy, oil & gas, and infrastructure recruitment, Airswift continues to play a key role in supporting Brunei’s workforce needs. Its ability to deliver both local and international hiring solutions has made it an essential partner for companies engaged in large-scale projects and technical operations.
Airswift’s Core Capabilities in Brunei’s Hiring Landscape
Airswift has proven itself to be more than just a recruitment agency. It provides end-to-end workforce solutions tailored to Brunei’s evolving labor market. The agency offers a range of services, including:
- Contract staffing for project-based needs
- Permanent placement for critical leadership and engineering roles
- International mobilization of expatriates and technical experts
- Visa processing, onboarding, and full assignment lifecycle management
The agency’s tailored solutions are especially valuable in Brunei, where companies often operate in highly regulated sectors that demand compliance with local labor laws and international standards.
Workforce Support and Assignment Lifecycle Management
One of Airswift’s major advantages in Brunei’s 2026 recruitment market is its ability to manage the entire assignment lifecycle. From initial recruitment to on-the-ground support, the agency ensures that both clients and talent receive professional services across:
- Visa applications
- Housing and relocation assistance
- Payroll services and tax compliance
- Employment documentation and onboarding
This comprehensive service delivery has been particularly beneficial for offshore oil & gas firms and infrastructure developers. The estimated cost of onboarding a new international hire through Airswift typically ranges between $200 and $500, while monthly payroll processing per employee can vary from $15 to $120, depending on the complexity of the assignment.
Client Review Insights: Reputation and Market Impact
Employers and HR leaders across Brunei consistently view Airswift as a reliable partner for their staffing needs. The agency’s presence in Brunei is well-established, with deep connections in both the local and global talent ecosystem. Many organizations trust Airswift for their understanding of:
- Brunei’s employment laws and government policies
- Industry-specific compliance requirements
- Challenges in expatriate workforce integration
- Multinational project timelines and logistics
Client Evaluation Table for Airswift in Brunei (2026)
The table below presents a structured view of client feedback gathered from verified testimonials and reviews:
Table: Professional Review Summary of Airswift in Brunei
| Evaluation Criteria | Client Feedback Summary |
|---|---|
| Industry Specialization | Strong expertise in energy, oil & gas, and engineering roles |
| Assignment Lifecycle Management | End-to-end support including visa, housing, onboarding, and payroll |
| Global Talent Access | Effective mobilization of international candidates |
| Compliance Knowledge | In-depth understanding of Brunei’s labor laws and project-specific regulations |
| Cost Efficiency | Competitive pricing for recruitment and payroll processing services |
| Service Reliability | High client satisfaction in large-scale and remote project staffing scenarios |
Airswift’s Strategic Role in Brunei’s 2026 Employment Market
Airswift’s recruitment and workforce management model aligns with Brunei’s economic strategy, especially as the country continues to invest in energy, logistics, and infrastructure projects. By supporting companies with scalable and compliant hiring solutions, the agency contributes directly to business continuity and project success.
Conclusion
With its global reach, technical recruitment expertise, and strong compliance capabilities, Airswift remains one of the most dependable recruitment agencies in Brunei in 2026. Its tailored approach makes it an ideal partner for organizations seeking qualified professionals to manage complex projects and meet strict industry standards. In a year defined by transformation and innovation, Airswift continues to offer value that goes beyond staffing—delivering true workforce partnership to Brunei’s leading employers.
4. NES Fircroft
In Brunei’s dynamic energy sector, NES Fircroft has emerged in 2026 as one of the most effective and globally recognized recruitment agencies. The firm’s strength lies in its specialised focus on upstream and downstream oil and gas hiring, delivering expert workforce solutions tailored to technical, operational, and leadership roles. With a presence in over 80 countries, NES Fircroft’s Brunei operations are fully supported by global infrastructure and experienced assignment support teams, enabling fast and compliant staffing for critical industry projects.
Key Recruitment Strengths of NES Fircroft in Brunei
NES Fircroft operates with a clear focus on delivering fast, reliable, and industry-specific talent across Brunei’s energy and industrial sectors. The agency has developed a reputation for quick turnarounds and precision hiring by offering services that include:
- Contract and permanent placement for engineering, project management, and safety roles
- Mobilization support for offshore operations
- Immigration processing, compliance services, and onboarding
- Cost-reduction strategies through workforce consolidation
- Payroll and workforce compliance services tailored to Brunei’s labor regulations
Its recruitment strategy is built to meet urgent technical demands while maintaining quality and legal alignment.
Performance and Turnaround Efficiency
One of the agency’s most notable strengths is its speed and efficiency in fulfilling complex hiring requirements. Case studies from Brunei in 2026 show that NES Fircroft was able to:
- Present 25 pre-screened, job-ready candidates within five days of receiving a vacancy brief
- Mobilize the approved contractor team to project sites within just seven days
- Offer value-added services such as workforce consolidation to reduce administrative costs
These achievements underline NES Fircroft’s operational excellence and its deep understanding of industry timelines and compliance procedures.
Operational Metrics and Workforce Sentiment
Client experience metrics and internal workforce data suggest NES Fircroft is widely trusted both as a recruitment partner and as an employer. Their 2024–2026 performance metrics reflect this clearly:
Table: NES Fircroft Operational Metrics and Employer Feedback (2024–2026)
| Performance Indicator | Reported Value or Insight |
|---|---|
| Net Promoter Score (NPS) | +59 |
| Client Satisfaction Score (CSAT) | 87% |
| Speed to Candidate Shortlist | 25 qualified candidates within 5 days |
| Contractor Mobilization Time | Full deployment completed within 7 days |
| Internal Recommendation Rate | 85% of employees would recommend NES Fircroft as a workplace |
| Internal Culture Focus | Strong commitment to diversity, equity, inclusion, and a sense of belonging |
Client Perspectives on Project Delivery
One client from a technical overhaul project highlighted the agency’s ability to respond rapidly:
“The team of discipline-specific recruiters helped us access the required skills quickly and efficiently, mobilizing the entire offshore crew within just one week.”
This testimonial reinforces NES Fircroft’s unique capability to provide high-volume, time-sensitive staffing for technically demanding environments.
NES Fircroft’s Role in Brunei’s Strategic Hiring Needs
As Brunei intensifies its investments in energy infrastructure and offshore development, NES Fircroft has positioned itself as a trusted partner that can keep pace with the country’s industrial ambitions. Its specialized workforce solutions align perfectly with the needs of multinational energy firms operating in Brunei.
Conclusion
NES Fircroft’s success in Brunei’s 2026 recruitment landscape is rooted in its global resources, local execution, and technical recruitment expertise. With proven performance metrics, strong employer branding, and client-focused service delivery, NES Fircroft is firmly established among the top recruitment agencies in Brunei for high-demand sectors. As the country continues to evolve its economic and industrial agenda, NES Fircroft’s strategic value in building a competent and compliant workforce is expected to grow even further.
5. Horizons
As international business activity continues to expand across Southeast Asia, Brunei has become a key destination for global firms seeking local talent without establishing a legal entity. In this environment, Horizons has emerged in 2026 as one of the top recruitment agencies and the most trusted Employer of Record (EOR) service provider in the country. Its EOR solutions are especially valuable for foreign enterprises aiming to hire, onboard, and manage employees in Brunei quickly and in full compliance with local regulations.
Horizons’ Employer of Record Services in Brunei
Horizons offers comprehensive EOR and recruitment services that simplify the employment process for overseas companies. Instead of setting up a local branch or legal entity, companies can rely on Horizons to legally employ workers on their behalf. This model enables fast and compliant hiring with a predictable and cost-effective structure.
Key services offered include:
- Legal hiring without the need for a Brunei-based legal entity
- Payroll processing and local tax compliance
- Work visa sponsorship and immigration assistance
- In-house recruitment with salary benchmarking and job analysis aligned with 2026 labor trends
- Employee onboarding, HR policy alignment, and ongoing support
Pricing typically starts at around $199 per employee, making it a highly accessible solution for both startups and multinational firms entering the Brunei market.
Operational Value Delivered Through EOR
Horizons goes beyond just payroll and legal hiring by offering strategic guidance and HR support. A standout feature is its assignment of a dedicated in-house recruiter for every client. This ensures that recruitment efforts are not only fast but also aligned with Brunei’s market conditions and employer branding practices.
Client Satisfaction and Platform Performance
Horizons’ customer feedback reflects high levels of satisfaction with both service quality and platform usability. One client, who successfully onboarded over 100 employees through Horizons, praised the company’s professionalism and personalised support, highlighting that the entire team consistently ensured smooth processes and strong employee engagement.
Table: Horizons Client Experience and Platform Ratings (2026)
| Review Element | Client Feedback and Measured Outcomes |
|---|---|
| Trustpilot Rating | 4.5 / 5.0 |
| Dedicated Recruiter Support | Positive feedback on communication, clarity, and local hiring accuracy |
| HR and Payroll Services | Strong satisfaction with compliance, accuracy, and speed |
| Financial Wellness Support | Recognition for promoting credit access and financial inclusion in Brunei |
| Onboarding Efficiency | Able to onboard 100+ employees seamlessly within structured project timelines |
| Market Entry Simplicity | Widely praised for eliminating barriers to Brunei workforce entry |
Horizons’ Impact on Brunei’s Evolving Employment Landscape
As Brunei continues to develop its business-friendly reputation and attract foreign direct investment, service providers like Horizons are enabling a smoother transition for global firms entering the local market. By handling complex compliance tasks, legal requirements, and HR responsibilities, Horizons allows companies to focus fully on growth, operations, and team development.
Its support extends beyond logistics—it also contributes to local workforce development by facilitating better salary planning, benefits management, and financial access for employees.
Conclusion
In 2026, Horizons holds a unique position among Brunei’s top 10 recruitment agencies thanks to its powerful combination of EOR solutions and tailored recruitment strategies. By offering full-service employee management and ensuring compliance with Brunei’s labor laws, Horizons is helping international companies scale with confidence. Whether a business needs to hire one employee or build an entire team, Horizons offers the infrastructure and expertise to make the process simple, efficient, and aligned with the local market.
6. Keller Executive Search
In 2026, Keller Executive Search has established itself as one of the top recruitment agencies in Brunei, especially for organizations in need of high-caliber executives and senior leaders. Known for its strategic recruitment expertise, the agency serves key industries such as infrastructure, energy, and transportation—sectors that are central to Brunei’s long-term development.
Keller’s recruitment process is designed to ensure that leadership placements are not only technically competent but also culturally aligned with the organization’s mission and values. The firm is recognized for its rigorous, unbiased selection methodology that focuses on skills, strategic fit, and long-term impact.
Keller’s Executive Recruitment Approach in Brunei
Keller Executive Search applies a comprehensive and consultative approach to C-suite hiring. Their services go far beyond standard candidate placement by incorporating elements such as:
- Deep cultural audits to match leadership style with company environment
- Executive coaching and onboarding advisory
- Compensation and salary benchmarking tailored to Brunei’s 2026 economic trends
- Long-term succession planning support
- Psychometric assessments and stakeholder feedback integration
This thorough methodology ensures that new executive hires are prepared to lead with confidence and deliver measurable results.
Client Satisfaction and Strategic Value
Keller’s commitment to leadership excellence is consistently acknowledged by its clients in Brunei. Feedback highlights the agency’s ability to understand operational complexities and introduce candidates who contribute to organizational transformation.
One infrastructure client shared that Keller successfully helped them identify specialists capable of managing multi-phase national projects while maintaining high standards of quality and compliance. Another firm praised Keller’s role in improving collaboration between senior departments, leading to more streamlined planning and execution.
Table: Client Feedback Matrix – Keller Executive Search (Brunei, 2026)
| Key Evaluation Area | Client Insight |
|---|---|
| C-suite & Senior Role Placement | Effective sourcing for strategic positions in energy, transport, and planning |
| Cultural Fit Alignment | Deep pre-hire evaluations to ensure alignment with organizational values |
| Coaching & Support Services | Strong onboarding assistance and executive coaching offerings |
| Strategic Recruitment Advisory | Guidance on leadership structure, compensation models, and succession planning |
| Team Integration Results | Reported improvement in interdepartmental efficiency post-placement |
| Market Reputation | Trusted by Brunei’s largest enterprises for top-level executive search |
Keller’s Role in Brunei’s Economic Growth Strategy
As Brunei intensifies investment in infrastructure and public services, the demand for seasoned leadership has grown significantly. Keller Executive Search plays an instrumental role in meeting this demand by offering access to a global talent network and applying localized strategies tailored to Brunei’s business climate.
The agency is particularly valuable for multinational corporations and state-owned enterprises that seek experienced leadership capable of driving operational excellence and stakeholder alignment.
Conclusion
In 2026, Keller Executive Search is firmly positioned as one of Brunei’s top 10 recruitment agencies for executive hiring. Through its strategic, culturally sensitive, and insight-driven approach, Keller helps organizations secure the leadership talent needed to navigate complex challenges and deliver long-term impact. Whether for succession planning or mission-critical hires, Keller remains a preferred choice for executive search in Brunei’s evolving business ecosystem.
7. Atlantic Research Technologies (ART)
In Brunei’s growing business ecosystem of 2026, Atlantic Research Technologies (ART) has earned recognition as one of the top recruitment agencies, particularly in the executive and mid-to-senior management hiring space. With a sharp focus on strategic placement, ART is widely respected for its high-quality talent sourcing, deep understanding of client needs, and strong networks across Brunei and the wider ASEAN region.
By combining local market intelligence with international recruitment standards, ART helps businesses—from multinational corporations to regional enterprises—build high-performing leadership teams that can drive operational success in today’s competitive environment.
ART’s Talent Acquisition Strategy and Industry Focus
ART is known for its specialised search services tailored to executive, managerial, and technical leadership positions. Their process includes identifying high-value professionals, including passive talent who are not actively job-seeking but are open to transformative career opportunities. This approach ensures companies are connected with rare and qualified professionals who may not be found through traditional recruitment methods.
Key service features include:
- Curated talent pools in finance, engineering, operations, and corporate strategy
- Executive headhunting and discreet leadership outreach
- Market mapping and strategic talent benchmarking
- Candidate profiling aligned with both cultural and role-specific needs
- Relationship-based sourcing supported by in-depth industry insights
Client Engagement and Recruitment Process Excellence
ART’s recruitment model emphasizes deep partnership with the client. Their team invests time in understanding the organization’s structure, leadership gaps, and workplace culture before presenting candidates. This consultative method allows ART to act as an extension of the client’s internal HR department, ensuring a seamless and precise hiring experience.
Review data and industry reports highlight ART’s effectiveness in delivering recruitment results for high-stakes roles within tight timelines.
Table: ART Executive Recruitment Service Features and Client Value (2026)
| Recruitment Capability | Value Delivered to Clients |
|---|---|
| Executive Search and Headhunting | Strong access to top-tier passive candidates in high-skill leadership positions |
| Talent Pool Curation | Customised shortlists built from targeted and verified professional networks |
| Industry-Specific Knowledge | Deep experience in finance, logistics, infrastructure, and technology sectors |
| Client Cultural Integration | Talent recommendations that match team dynamics and company values |
| Recruitment as Business Extension | Functions closely with clients’ internal HR teams for accurate and strategic hires |
| Global and ASEAN Reach | Access to region-wide talent with specific Brunei market familiarity |
Client Testimonials and Market Recognition
Multiple client case studies from 2025 and 2026 emphasize ART’s attention to detail, efficiency in filling high-stakes roles, and ability to align candidates with long-term organizational goals. One senior HR executive noted that ART helped scale a regional leadership team across five departments, resulting in increased operational alignment and reduced executive turnover.
Another client described the agency as “more than a recruiter,” highlighting how ART’s input improved not only the quality of hires but also succession planning strategies.
ART’s Contribution to Brunei’s Talent Development in 2026
With Brunei continuing to diversify its economy and attract foreign direct investment, the need for capable leadership across various sectors has risen. ART plays a key role in meeting this need by introducing candidates who are ready to lead, innovate, and support growth agendas in both private and public sector organizations.
The agency also supports Brunei’s broader workforce development goals by helping global employers identify and nurture local leadership potential.
Conclusion
Atlantic Research Technologies (ART) is among the most respected recruitment agencies in Brunei in 2026. Its ability to find top-tier executives and high-impact professionals—combined with a consultative, partnership-driven approach—has helped numerous organizations make strategic hiring decisions with confidence. With curated talent pipelines and unmatched market insight, ART continues to lead in delivering leadership solutions for Brunei’s evolving economic and industrial landscape.
8. Mariah Munawwarah Employment Agency
In 2026, Mariah Munawwarah Employment Agency has firmly established itself as one of the top recruitment agencies in Brunei, particularly in the domain of overseas workforce placement. With a strong operational base in both Brunei and Bangladesh, the agency plays a vital role in facilitating safe, ethical, and affordable labor migration under formal bilateral frameworks. Mariah Munawwarah’s services are highly sought after by employers in industries such as construction, cleaning services, and hospitality, where demand for skilled and semi-skilled foreign labor continues to rise.
Strategic Role in Bilateral Employment Agreements
Mariah Munawwarah is a key player in the employment pipeline created under the 2022 Memorandum of Understanding (MoU) signed between the governments of Brunei and Bangladesh. This partnership was designed to support ethical recruitment and regulated labor migration practices, especially for low- and mid-level roles.
Through this MoU, the agency helps employers in Brunei access a vetted pool of foreign talent while ensuring that the workers benefit from fair wages, legitimate employment contracts, and a transparent recruitment process. One of the agency’s key commitments is to maintain the officially agreed migration cost, which ranges between BDT 45,000 to BDT 60,000 per worker.
Core Service Offerings and Market Focus
Mariah Munawwarah focuses on workforce categories that are essential to Brunei’s labor ecosystem but often difficult to fill through local hiring alone. The agency provides services that include:
- Worker sourcing and screening in collaboration with licensed partners in Bangladesh
- Adherence to labor and immigration regulations for ethical recruitment
- Full documentation, medical checks, and pre-departure orientation
- Transparent fee structure to prevent worker exploitation
- Ongoing worker welfare and repatriation support when needed
These structured services make the agency a dependable partner for businesses looking to scale operations while staying compliant with international labor standards.
Verified Performance and Sector Contributions
Based on data from the 2023–2024 BOESL (Bangladesh Overseas Employment and Services Ltd) Annual Report, Mariah Munawwarah was identified as one of the top employers actively engaged in the initial deployment of over 1,000 Bangladeshi workers to Brunei. The agency facilitated a significant portion of these placements and is credited for enhancing workforce mobility in a highly regulated environment.
Table: Mariah Munawwarah Employment Metrics and Contributions (2023–2026)
| Evaluation Criteria | Performance Outcome or Client Insight |
|---|---|
| Industry Focus Areas | Construction, hospitality, cleaning, and food services |
| Compliance with Official Cost Structure | BDT 45,000–60,000 per worker (in alignment with Bangladesh-Brunei MoU) |
| Worker Welfare Priority | Strong emphasis on ethical hiring and safe job placements |
| Government Partnership Recognition | Listed as a valued agency in BOESL 2023–24 Annual Report |
| Impact on Sectoral Growth | Contributed to 11.72% increase in Brunei’s overseas employment facilitation sector |
| Operational Transparency | Recognized for fair practices and transparent onboarding processes |
Employer and Stakeholder Reviews
Client and partner feedback reflects strong trust in Mariah Munawwarah’s operations. Employers in Brunei highlight the agency’s responsiveness, accuracy in worker profiling, and ability to consistently deliver candidates who are job-ready and legally compliant. Government agencies and placement boards also commend the agency’s contribution to ethical migration and its collaboration with licensed Bangladeshi recruiters to maintain fair labor standards.
One industry partner remarked, “Mariah Munawwarah is dependable, transparent, and always focused on the wellbeing of both employer and employee. Their role in structured, ethical hiring has improved workforce stability across multiple sectors in Brunei.”
Conclusion
Mariah Munawwarah Employment Agency stands out as a leading force in Brunei’s overseas recruitment sector in 2026. With its strong foundation in ethical employment practices, structured bilateral partnerships, and commitment to worker protection, the agency continues to play a key role in filling workforce gaps across essential service sectors. As demand for skilled and reliable foreign labor remains high, Mariah Munawwarah’s transparent model makes it an indispensable recruitment partner for sustainable workforce development in Brunei.
9. Amerlee Employment Agency
Amerlee Employment Agency has earned strong recognition in 2026 as one of the top recruitment agencies in Brunei, particularly for companies in the industrial, services, and labor-intensive sectors. Based in the Berakas district, Amerlee holds a Category C license and offers more than just traditional hiring services. Its end-to-end workforce solutions cover foreign worker licensing, HR compliance, workforce training, and digital documentation systems, making it a key recruitment partner for employers operating in highly regulated environments.
Comprehensive Recruitment and Workforce Compliance Solutions
Amerlee stands out in Brunei’s recruitment landscape for its ability to provide structured, compliance-driven workforce solutions. The agency supports both large enterprises and SMEs by offering services that streamline the hiring and onboarding of foreign workers while ensuring full compliance with national labor laws.
Key services offered include:
- Foreign worker permit management and quota planning
- TAP and SCP contributions guidance for both employer and worker
- Training in workplace safety and upskilling programs
- Onboarding documentation, insurance, and housing support
- Advisory for payroll setup and HR policy compliance
The agency’s training and compliance programs typically represent 2% to 5% of an employer’s total workforce-related expenditure, demonstrating their value-add in risk reduction and workforce optimization.
Industry Adoption and Digital Innovation in HR Services
Amerlee is widely respected for its use of digital tools to simplify the hiring and HR management process. Employers appreciate the agency’s commitment to introducing user-friendly technology that tracks worker data, automates documentation, and ensures audit-readiness.
Its digital platforms help Brunei-based employers stay compliant with regulatory frameworks, especially regarding foreign worker caps and TAP/SCP (Tabung Amanah Pekerja/Scheme for Compulsory Pension) contributions, which are key components of workforce legality in the country.
Client Feedback and Service Impact
Client testimonials in 2026 highlight Amerlee’s operational efficiency and adaptability. Employers report that the agency’s guidance has helped them scale their workforce responsibly while avoiding common pitfalls in labor documentation and legal exposure. Amerlee is also valued for its ability to handle urgent or high-volume licensing needs without compromising service quality.
Table: Amerlee Employment Agency – Service Offerings and Performance Indicators (2026)
| Service Domain | Key Features and Employer Benefits |
|---|---|
| Licensing and Immigration Support | Handles permits, quotas, and renewal tracking with precision |
| Training and Upskilling Programs | Offers health, safety, and job-readiness sessions that enhance worker performance |
| HR Compliance Consulting | Advises on local laws, TAP/SCP requirements, and audit preparedness |
| Technology-Enabled Service Delivery | Digital platforms for documentation, tracking, and communication |
| Cost Efficiency | Services represent 2%–5% of overall employer hiring costs, reducing compliance risk |
| User Experience and Employer Support | Highly responsive service teams and clear process flows for documentation |
Amerlee’s Strategic Contribution to Brunei’s Employment Ecosystem
In a labor market that demands high compliance, Amerlee plays a critical role in helping companies remain legally sound while achieving workforce scale. By combining recruitment with regulatory advisory and training, the agency ensures that businesses in Brunei can operate confidently and with reduced administrative burden.
Amerlee’s emphasis on upskilling and safety is also aligned with Brunei’s national development goals, which emphasize workforce productivity, ethical employment, and safer working conditions across industries.
Conclusion
Amerlee Employment Agency is one of Brunei’s most capable and reliable recruitment partners in 2026, particularly for companies that require comprehensive support beyond talent sourcing. With strengths in compliance, training, digital service delivery, and foreign worker processing, Amerlee continues to serve as a trusted advisor and HR solution provider for forward-thinking employers across the country. As Brunei’s workforce laws and needs evolve, Amerlee remains well-positioned to lead in the future of compliant, efficient recruitment.
10. Adinin Works & Engineering (Manpower Services)
Adinin Works & Engineering, a renowned name in Brunei’s engineering sector, is also highly respected in 2026 for its specialized manpower services division. This division plays a critical role in providing technically skilled workers for high-demand sectors such as oil and gas, engineering maintenance, and offshore operations. While the parent company is known for its infrastructure and engineering capabilities, its manpower arm is recognized as one of the top recruitment solutions providers in the country.
With a strong emphasis on skills validation, employee development, and operational discipline, Adinin Works & Engineering has positioned itself as a trusted talent partner for major projects across Brunei.
Specialised Manpower Services for Technical Industries
Adinin’s recruitment strategy is centered around sourcing, preparing, and placing highly skilled technical professionals in project environments that require precision and reliability. These services are critical to the oil and gas ecosystem, where the quality of manpower directly impacts safety and productivity.
Key services and features include:
- Deployment of electricians, mechanical fitters, offshore technicians, and welders
- Structured probationary programs to assess technical readiness
- High confirmation rate for technically competent workers
- Coordination with Brunei-based institutions like IBTE to onboard qualified graduates
- Project-based manpower supply with on-site performance tracking
Quality Assessment and Employee Review Framework
Adinin is known for implementing structured performance evaluations for new recruits. Each candidate undergoes a probationary phase that includes hands-on work reviews, safety assessments, and technical skill validation. Candidates who successfully complete this phase are formally confirmed and integrated into longer-term projects.
An example of this is the Probation Confirmation Letter for a skilled technician, which noted the candidate had “met all required competencies,” reflecting the company’s focus on measurable outcomes.
Operational Ratings and Workforce Metrics
Adinin’s commitment to excellence is reflected in both employer and employee feedback. With a reported Employer Satisfaction Rate of over 85% and a strong employment placement rate for vocational institute graduates, the agency continues to meet expectations from both corporate clients and jobseekers.
Table: Adinin Works & Engineering – Manpower Services Performance Matrix (2026)
| Performance Category | Key Indicators and Feedback Outcomes |
|---|---|
| Industry Focus | Oil and gas, engineering, industrial services |
| Worker Specialization | Electricians, offshore technicians, scaffolders, welders, mechanical operators |
| Probation Success Rate | High rate of confirmation after skill validation and safety training |
| Employer Satisfaction Score | 85.2% (Based on internal client service evaluations) |
| IBTE Graduate Placement Rate | Significant employment outcomes for vocationally trained local candidates |
| Workforce Culture Attributes | Emphasis on teamwork, safety, discipline, and humility |
Commitment to Worker Development and Workplace Culture
Adinin promotes a strong internal culture focused on humility, discipline, clear communication, and teamwork. This culture is reinforced through structured mentorship, frequent performance assessments, and an emphasis on continuous improvement. Employees describe the environment as safe, organized, and conducive to professional growth, especially for technical talent in the early stages of their careers.
Employers value Adinin not only for the quality of workers provided but also for the structured support systems that ensure reliability and productivity in the field.
Conclusion
In 2026, Adinin Works & Engineering’s manpower services division is ranked among the top recruitment agencies in Brunei for companies requiring technically skilled professionals. Through structured onboarding, training partnerships, and strict quality control, the agency supports the successful execution of complex engineering and energy projects. Its blend of workforce discipline, local engagement, and technical validation ensures that Adinin remains a cornerstone of Brunei’s manpower ecosystem for years to come.
Economic Foundations Shaping Brunei’s Recruitment Market in 2026
In 2026, Brunei’s recruitment landscape is directly influenced by its economic performance and evolving sector demands. The nation’s hiring ecosystem is now characterized by sector-specific workforce needs, cross-border talent acquisition, and rising employer dependence on recruitment agencies. These trends are largely driven by the development of Brunei’s upstream oil and gas sector, expansion in non-energy industries, and the wider adoption of digital transformation strategies across all verticals.
Sector Growth and Its Impact on Recruitment Demand
Brunei’s upstream oil and gas industry saw robust expansion following new well operations launched in late 2023. This has led to sustained technical hiring through 2025 and into 2026. At the same time, the non-oil economy—including trade, aviation, telecommunications, and digital services—has gained momentum through government-led diversification efforts. Together, these sectors are generating rising demand for qualified professionals, placing pressure on a limited local talent pool.
This dynamic has created what analysts describe as a “Talent Scarcity Premium”—a labor market trend where private sector salaries in technical and digital roles are closing the gap with Brunei’s traditionally high-paying public sector jobs.
Economic Growth and Talent Demand by Sector
The following matrix highlights the economic growth and projected hiring focus across major sectors in Brunei for 2026:
Table: Brunei Sector Performance and Key Recruitment Drivers (2024–2026)
| Sector | 2024 GDP Growth Rate | 2026 Projected Growth Rate | Key Talent Demands and Recruitment Focus |
|---|---|---|---|
| Upstream Oil & Gas | 5.4% | 1.8% | Engineers, offshore technicians, well services, HSE specialists |
| Downstream Oil & Gas | Recovering | 3.0% | Refinery operators, safety managers, plant engineers |
| ICT & Digital | High (salary-based) | 4.5% avg. salary growth | Cybersecurity experts, data analysts, software engineers |
| Public Administration | Stable | 2.8% avg. salary growth | Localization-driven recruitment and administrative roles |
| Education & Healthcare | Stable | 3.0% avg. salary growth | Medical professionals, educators, technical trainers |
Global Trends Reinforcing Local Recruitment Strategy
The global employment services market is experiencing strong growth, valued at approximately $2,147.83 billion in 2025 and projected to reach $2,378.58 billion by the end of 2026—representing a compound annual growth rate of 10.7%. This global expansion is pushing Brunei-based recruitment agencies to evolve from traditional service providers into globally integrated talent partners.
Modern agencies are now adopting AI-powered candidate sourcing tools, predictive hiring models, and cross-border mobility platforms to deliver faster and more accurate placements. Employers in Brunei are increasingly leaning on these agencies to address rising hiring complexity, particularly in sectors facing local talent shortages such as digital technology, engineering, and compliance.
How Recruitment Agencies Are Responding in 2026
The labor market conditions in Brunei have significantly changed the function of recruitment agencies. Agencies today are expected to go beyond candidate matching and offer strategic value through compliance advisory, salary benchmarking, digital onboarding, and global candidate mapping.
Table: Evolution of Recruitment Services in Brunei (2020 vs 2026)
| Feature/Service Area | Typical in 2020 | Standard in 2026 |
|---|---|---|
| Talent Pool Reach | Local and regional | Global, AI-filtered, industry-specialized |
| Recruitment Turnaround Time | 3–4 weeks | 5–7 business days (with automation) |
| Employer Expectations | Resume shortlisting | Workforce planning, onboarding, and cultural fit analysis |
| Technology Use | Job boards and email outreach | AI matching, predictive analytics, and automated onboarding platforms |
| Value-added Services | Limited | Payroll advice, labor compliance, visa services, and employer branding |
Conclusion
The recruitment industry in Brunei is undergoing a transformation driven by economic momentum, evolving sector demands, and global technological advances. In 2026, successful hiring requires strategic partnerships with advanced recruitment agencies capable of navigating both local market challenges and international talent dynamics. Employers looking to stay competitive must embrace these agencies as workforce strategy partners, especially as Brunei continues to diversify its economy and invest in digital, technical, and human capital infrastructure.
Regulatory Landscape Governing Brunei’s Recruitment Industry in 2026
In 2026, Brunei’s recruitment industry operates under a highly structured and strictly enforced regulatory framework. The Department of Labour (Jabatan Buruh) continues to serve as the principal authority overseeing recruitment agency operations, licensing, and labor migration compliance. All recruitment activities are governed by the Employment Agencies Order 2004, which outlines specific compliance rules and operational categories based on the type of workforce being placed.
These regulations have created a transparent and controlled environment where only licensed and compliant agencies are allowed to participate in the hiring of local and foreign talent. This regulatory ecosystem is critical to maintaining labor standards, ensuring fair recruitment practices, and protecting the rights of both employers and employees in Brunei.
Recruitment Agency Licensing and Classification System
Recruitment firms in Brunei are categorized into three license types, each permitting a different scope of recruitment activity. This classification ensures that agencies operate within clearly defined boundaries, particularly when handling sensitive sectors like domestic work or foreign labor hiring for high-risk industries.
Table: Brunei Recruitment Agency Licensing Categories (2026)
| License Category | Authorized Scope of Services |
|---|---|
| Category A | Permitted to recruit and place domestic workers only |
| Category B | Permitted to recruit foreign workers for corporate and commercial purposes (Syarikat) |
| Category C | Permitted to handle both domestic and foreign workforce recruitment |
Agencies such as Amerlee Employment Agency and Mariah Munawwarah Employment Agency operate under Category C licenses. This allows them to offer full-service recruitment solutions across various industries, including household placements, commercial labor supply, and multinational project staffing.
Oversight is handled by the Foreign Worker License Unit and the Domestic Services Unit within the Department of Labour. These bodies are responsible for vetting applications, issuing new licenses, approving quotas, and managing authorizations such as the Special Authorization Work Permit (SAWP), particularly for technical positions in sectors like oil and gas.
Ethical Recruitment and Zero-Cost Migration Policy
One of the most significant policy shifts affecting recruitment in 2026 is the enforcement of ethical hiring principles under Brunei’s international agreements. Following the Brunei–Bangladesh Memorandum of Understanding signed in 2022, a “Zero-Migration Cost” policy has become standard practice for many recruitment pathways. This approach requires employers, not jobseekers, to bear the full financial responsibility of recruitment processes.
Covered expenses include:
- Recruitment agency fees
- Travel arrangements (airfare)
- Visa processing and documentation
- Medical screening and insurance
This shift has drastically reduced financial vulnerability for foreign workers and improved Brunei’s international labor compliance ratings.
Key Compliance Requirements and Employer Obligations in 2026
Employers hiring both local and foreign workers in Brunei must adhere to strict government-imposed compliance standards. These standards ensure labor rights protection, employment quality, and fair treatment of migrant workers.
Table: Compliance and Legal Requirements for Employers in Brunei (2026)
| Compliance Component | Regulation or Requirement Description |
|---|---|
| Worker Age Eligibility | Minimum 18 years and maximum 45 years at time of job application |
| Foreign Worker Quota Approval | Quota must be approved through the One Stop Centre (OSC) under the Ministry of HR |
| Health Screening | Compulsory pre-employment health check in an approved medical facility |
| SAWP Requirement | Needed for hiring foreign professionals in oil & gas and technical domains |
| TAP/SCP Contributions | 8.5% employer contribution for local citizens and permanent residents |
| Zero-Migration Cost Policy | All recruitment-related costs covered by employer; zero deductions from worker |
For Bruneian citizens and permanent residents, employers are required to contribute to the Tabung Amanah Pekerja (TAP) and Supplementary Contributory Pension (SCP) programs—totaling 8.5% of the employee’s wage. These social contributions are not applicable to foreign hires, which creates a critical cost comparison point for employers when planning recruitment strategies.
Conclusion
The recruitment industry in Brunei in 2026 operates under a well-defined and highly regulated framework. Licensing categories, ethical hiring mandates, and employer obligations have transformed recruitment agencies into formal extensions of Brunei’s national workforce policy. Agencies must comply with both local employment laws and international labor standards, especially when engaging in cross-border placements.
As the labor market becomes more specialized and globally connected, agencies that demonstrate regulatory compliance, ethical conduct, and administrative efficiency—such as those featured in the top recruitment firms list—will continue to play a central role in Brunei’s labor and economic development.
Agency Cost Structures and Pricing Models for Recruitment Services in Brunei (2026)
In 2026, recruitment agency pricing in Brunei is structured around multiple fee models, each tailored to the nature of the role, the industry involved, and the recruitment timeline. The most common pricing structure is based on a percentage of the candidate’s projected first-year salary, but there is increasing demand for flat-fee and hybrid models—especially in sectors facing high competition for talent.
As the labor market evolves, Bruneian companies and international employers are investing more in recruitment partners that offer clear pricing, compliance support, and end-to-end workforce management. Recruitment costs are now closely tied to talent scarcity, skill specialization, and the level of strategic support provided by the agency.
Comparison of Recruitment Fee Models by Role Type
The following table outlines the typical pricing structures adopted by recruitment agencies across Brunei in 2026, categorized by placement type and service milestones.
Table: Fee Structures for Recruitment Services in Brunei (2026)
| Placement Type | Typical Fee Range (%) | Payment Milestones |
|---|---|---|
| Standard Contingency (Mid-Level) | 15% – 20% | Full fee due upon candidate’s official start date |
| Specialized Technical (IT/Eng) | 20% – 30% | Full fee due upon placement; varies based on skill availability |
| Executive Search (Retained) | 25% – 35% | 1/3 at engagement, 1/3 at shortlist delivery, 1/3 upon placement |
| Flat Fee Recruitment | $500 – $10,000 | Pre-negotiated fee based on company size and role complexity |
In high-demand sectors such as renewable energy, advanced engineering, and data science, agencies may charge towards the higher end of the spectrum. For instance, Search X Recruitment often sets contingency fees at 25% for roles that require highly technical or cross-border candidate sourcing.
Employer of Record (EOR) and Global Mobility Solutions for International Hiring
For international companies that do not maintain a legal entity in Brunei, Employer of Record (EOR) services provide a vital solution. EOR providers manage legal employment, payroll, compliance, and immigration processes on behalf of foreign firms, enabling them to hire local or expatriate workers without establishing a formal branch.
These services are priced based on both one-time onboarding and recurring monthly management fees. Below is a breakdown of average costs in Brunei for 2026:
Table: EOR and Global Mobility Services Cost Matrix (2026)
| Service Item | Estimated Cost Range (USD) |
|---|---|
| EOR Monthly Management Fee | $199 – $500 per employee |
| One-Time Onboarding Fee | $200 – $500 per hire |
| Monthly Payroll Processing | $15 – $120 per employee |
| Visa & Work Permit Facilitation | $800 – $4,000 per hire (one-time fee) |
| Compliance & Administration Support | $20 – $100 per employee per month |
These costs reflect the full-service nature of global employment models, covering everything from visa sponsorship to statutory reporting and labor compliance under Brunei’s regulatory regime.
Key Pricing Insights for Employers in 2026
In 2026, recruitment in Brunei is no longer a transactional service—it is a strategic investment. The selection of pricing model depends on several factors:
- Urgency of hire – Retained search models are better suited for confidential or time-sensitive executive placements.
- Role seniority and specialization – The more technical or niche the role, the higher the fee tier, especially under contingency or retained models.
- Employer type – Local SMEs may prefer flat-fee models, while international firms benefit from EOR services to manage employment risk and operational complexity.
- Recruitment volume – High-volume hiring may qualify for discounted structures or bundled service packages.
Employers are advised to engage agencies with transparent billing policies, documented compliance procedures, and experience managing local employment laws. This not only ensures successful hiring outcomes but also reduces long-term operational risk.
Conclusion
The cost of recruitment in Brunei in 2026 reflects a mature and diversified industry where pricing models are aligned with performance, compliance, and role complexity. Whether hiring local professionals or managing international workforce deployment, businesses must select agencies that offer strategic flexibility, sector expertise, and full administrative support. Choosing the right cost structure—contingency, retained, flat-fee, or EOR—can significantly enhance hiring speed, workforce quality, and employer brand perception in Brunei’s competitive labor market.
Technological Evolution of Brunei’s Recruitment Market in 2026
The recruitment industry in Brunei has undergone a major digital transformation by 2026. Traditional job boards have been replaced by advanced recruitment ecosystems that offer intelligent, data-driven, and self-service platforms. Employers are now leveraging integrated technologies that go beyond basic job postings—embracing AI-powered systems that can match candidates with open roles more precisely and quickly.
With growing demand for digital-first hiring processes, platforms such as 9cv9 and JobsBrunei.com have become central tools for companies in Brunei looking to modernize their recruitment strategies. These platforms focus on optimizing the recruitment lifecycle—improving how employers find, assess, and select top talent across industries.
Rise of AI-Driven Recruitment Platforms in Brunei
By late 2025, digital hiring platforms began to see sharp increases in traffic and engagement, driven by the need for faster and more accurate hiring solutions. This trend has continued into 2026, where AI matching, resume parsing, and employer branding tools have become standard features across leading recruitment systems.
Table: Platform Traffic and Functional Use in Brunei (November 2025)
| Platform Name | Website Visits (Nov 2025) | Growth Trend | Primary Use Case |
|---|---|---|---|
| careers-page.com | 3,570 | ↑ 122% | In-house corporate career site hosting |
| resumecoach.com | 868 | ↑ 1,277% | AI-based resume building and profile optimization |
| jobseeker.com | 410 | Stable | Standard job listing and application platform |
| jobsdb.com | 170 | ↓ 49% | Legacy job board with declining engagement |
| 9cv9.com | Rising (High Traffic) | Significant Increase | Smart talent matching and employer-side automation |
Platforms like 9cv9 are particularly influential in reshaping Brunei’s hiring dynamics. With built-in AI tools, they allow employers to automatically shortlist candidates by analyzing not only their work experience and skills but also less visible elements such as soft skills, job relevance, and even potential cultural fit within a company’s environment.
How Technology is Reshaping Agency Functions in 2026
The widespread use of AI and automation has changed the role of recruitment agencies in Brunei. No longer limited to sourcing CVs, agencies are now expected to provide strategic input on how to attract, assess, and retain talent in a highly digital labor environment. The technology has turned recruitment into a proactive, data-led process, where agencies consult with employers on system design, candidate experience, and talent analytics.
Table: Functional Shift in Recruitment Agencies Due to Technology (2020 vs. 2026)
| Agency Function | Traditional Role (2020) | Evolved Role (2026) |
|---|---|---|
| Candidate Sourcing | Manual search and referrals | AI-curated talent pipelines via smart platforms |
| Resume Screening | Keyword filtering | Natural Language Processing (NLP) for profile relevancy scoring |
| Client Advisory | Role brief and CV forwarding | Talent strategy, employer branding, hiring automation setup |
| Onboarding Coordination | Post-offer communication | Integrated onboarding systems and remote contract generation |
| Time-to-Hire Optimization | Limited influence | KPI tracking using predictive analytics and automation tools |
Benefits of AI Recruitment Platforms for Employers in Brunei
Employers in Brunei are now seeing direct benefits from adopting AI-powered recruitment platforms:
- Faster Hiring Cycles: Advanced filters reduce the time spent reviewing unqualified applications
- Targeted Matches: Candidate recommendations are based on role fit, not just job titles
- Scalable Solutions: Recruitment can now keep pace with business growth, especially in fast-moving sectors
- Improved Candidate Experience: Tools such as chatbot support and resume-building AI improve engagement
- Better Talent Strategy: Employers gain insights into market availability, salary trends, and hiring bottlenecks
Conclusion
By 2026, Brunei’s recruitment landscape has moved far beyond manual job posting and resume collection. It is now driven by intelligent platforms and digital hiring ecosystems that are transforming the way employers approach workforce planning. Recruitment agencies have evolved into strategic talent consultants, and platforms like 9cv9 are playing a central role in shaping the future of employment in Brunei. For employers seeking faster, more effective hiring, embracing these technologies is no longer optional—it is essential for competing in Brunei’s modern labor market.
Sector-Specific Recruitment Challenges and Talent Acquisition Strategies in Brunei (2026)
The recruitment landscape in Brunei in 2026 reveals distinct patterns across different sectors, each influenced by local economic shifts, global market conditions, and workforce availability. Recruitment agencies are responding with customized hiring strategies to address the specific demands of each industry. From energy and infrastructure to digital services and manufacturing, successful agencies are those that can manage complex sourcing challenges while ensuring regulatory compliance, speed, and cost-efficiency.
Oil and Gas – Technical and Engineering Talent Acquisition
Despite a broader regional slowdown in oil and gas recruitment due to energy transition and automation, Brunei has maintained steady hiring activity in 2026, driven by the focus on oil well rejuvenation, maintenance, and offshore project continuity. Leading agencies such as NES Fircroft and Airswift continue to support the sector by delivering fast, compliant, and technically capable workforces.
Table: Recruitment Focus in Brunei’s Oil & Gas Sector (2026)
| Key Recruitment Focus | Description |
|---|---|
| Mobilization Efficiency | Target window of 7 days for worker mobilization to offshore sites |
| Safety and Compliance Costs | Safety programs and HR compliance processes account for 5% of total costs |
| In-Demand Technical Roles | Subsea engineers, HSEQ managers, and project control specialists |
These recruitment requirements demand high levels of coordination, fast onboarding, and deep knowledge of Brunei’s petroleum regulatory frameworks.
ICT, Telecommunications, and Digital Sector Recruitment
The technology and digital service sectors have experienced rapid growth, with a 47% regional increase in hiring activity and an average 4.5% annual salary growth for digital professionals in Brunei. Agencies such as 9cv9 and JB Hired are leveraging data-driven and cross-border recruitment solutions to meet rising demand.
Table: Digital Talent Acquisition Strategy in Brunei (2026)
| Strategic Pillars | Execution Tactics |
|---|---|
| AI-Powered Matching | Skill-tag and behavioral matching to replace traditional keyword searches |
| Talent Scarcity Compensation | Salary benchmarking and premium offers to attract talent from public sector |
| Regional Candidate Sourcing | Talent pipelines from Singapore, Malaysia, and Vietnam |
The scarcity of senior-level developers, data scientists, and cybersecurity professionals has shifted agency functions toward regional headhunting and compensation advisory.
Construction and Manufacturing – Workforce Scalability and Ethical Hiring
The manufacturing sector in Brunei has seen a 36% annual hiring growth entering 2026, largely due to downstream oil and gas expansion and construction of supporting infrastructure. Agencies such as Amerlee and Mariah Munawwarah are playing vital roles in delivering large-scale workforce solutions while maintaining strict adherence to government regulations and ethical recruitment practices.
Table: High-Volume Recruitment Challenges in Construction & Manufacturing (2026)
| Recruitment Component | Key Practices and Compliance Measures |
|---|---|
| Mass Hiring through OSC | Managing One Stop Centre (OSC) approvals for hundreds of foreign workers |
| Ethical Migration Cap | Enforcing cost compliance under MoU at BDT 45,000–60,000 per worker |
| Vetting and Documentation | Coordinating medical checks, security clearances, and legal documentation |
These agencies ensure that employers can scale quickly while adhering to Brunei’s labor laws and international hiring agreements, especially for Bangladeshi labor migration under the 2022 Memorandum of Understanding.
Conclusion
Recruitment in Brunei in 2026 is no longer one-size-fits-all. Each sector requires distinct strategies, compliance processes, and talent sourcing techniques. Agencies that lead in this environment are those that understand sector-specific challenges, move fast on hiring timelines, and adapt their service delivery models to regulatory and economic shifts. Whether supporting high-tech digital enterprises or managing high-volume industrial labor needs, the top 10 recruitment agencies in Brunei have proven their ability to deliver sector-specialized solutions with measurable impact.
Future Outlook: Recruitment and Workforce Trends Shaping Brunei’s Hiring Landscape in 2027
As Brunei approaches 2027, the recruitment landscape is evolving from transactional hiring models to more strategic, insight-driven partnerships between employers and recruitment agencies. Based on the trends observed throughout 2026, there is a clear shift in how companies approach workforce planning, compensation strategies, and leadership development. These changes are reshaping the value of recruitment agencies in Brunei, particularly those recognized among the country’s top 10 service providers.
Human-Centric Recruitment: Reinventing the Human Advantage
With AI-powered recruitment reaching operational maturity, companies are now seeking more than just automated resume filtering and algorithm-based shortlisting. There is a strong movement toward redesigning recruitment to place greater emphasis on human intelligence, leadership compatibility, and cultural fit. Recruitment agencies in Brunei are increasingly expected to support employers in complex areas such as:
- Executive leadership assessment
- Succession planning and internal promotions
- Custom compensation benchmarking aligned with local and ASEAN trends
- Candidate adaptability for roles in high-growth, evolving sectors
This shift transforms recruitment agencies into talent strategy consultants, particularly in sectors such as energy, finance, and government-linked enterprises where leadership quality determines organizational performance.
Table: Human-Centric Recruitment Services Rising in Demand (2027)
| Strategic Focus Area | Description of Emerging Services Provided by Top Agencies |
|---|---|
| Leadership Potential Mapping | Evaluating long-term leadership readiness of senior candidates |
| Succession Planning | Creating internal and external pipelines for key leadership transitions |
| Culture-Fit Diagnostics | Behavioral and communication fit assessments to improve team alignment |
| Workforce Wellness Advisory | Guidance on total reward structures that include non-monetary benefits |
From Vacancy Fulfillment to Talent Foresight
Recruitment in 2027 is increasingly seen as a risk management tool. In a world marked by energy transitions, geopolitical shifts, and digitization, organizations are investing in workforce foresight—understanding future skill needs before they become gaps. This has accelerated the adoption of retained search models, especially for niche positions and roles where traditional job advertising fails to deliver suitable candidates.
Retained search allows employers to access exclusive talent networks, get support from industry-specific headhunters, and benefit from detailed market insights. Brunei’s top agencies, such as Keller Executive Search and NES Fircroft, are expanding their retained services to help employers plan confidently across technical, digital, and leadership domains.
Table: Comparison Between Traditional Hiring and Foresight-Driven Search
| Recruitment Model | Traditional (2020) | Talent Foresight (2027) |
|---|---|---|
| Focus | Immediate vacancy fulfillment | Anticipating workforce shifts and future skills gaps |
| Model Type | Contingency or flat-fee | Retained, insight-driven, long-term |
| Agency Deliverables | CV shortlists | Market analysis, compensation mapping, talent pipelines |
| Employer Outcome | Role filled | Organization prepared for future strategic shifts |
Redefining Value: The Total Compensation and ROI Balance
Another important trend shaping recruitment strategies in Brunei is the growing awareness around employee return on investment (ROI). Employers are no longer just offering salaries; they are building total compensation packages that include social security contributions, wellness programs, flexibility, and upskilling opportunities. For local hires, the mandatory TAP/SCP contribution of 8.5% continues to form the foundation of employee benefits, while the absence of personal income tax enhances net income and purchasing power.
In this context, recruitment agencies play a new advisory role. They help companies structure offers that maximize candidate interest while maintaining cost-efficiency. This includes advising on:
- Structuring tax-efficient compensation packages
- Offering non-financial benefits that enhance retention
- Benchmarking benefits across Brunei and neighboring countries
Table: Value Optimization in Brunei’s Compensation Strategy (2027)
| Component | Employer Contribution / Value Driver |
|---|---|
| TAP/SCP (Local Hires) | 8.5% of gross salary (mandatory pension and security contribution) |
| Tax Burden (Local & Foreign) | 0% income tax, increasing net salary value |
| Employer ROI Enhancement | Reduced turnover, better retention, higher job satisfaction |
| Recruitment Advisory Role | Structuring competitive, compliant, and sustainable offers |
Conclusion
The recruitment industry in Brunei is undergoing a strategic transformation heading into 2027. Top recruitment agencies are no longer defined by how quickly they can fill a vacancy, but by how effectively they support employers in anticipating workforce needs, securing leadership talent, and designing compensation strategies that attract and retain high-value professionals.
As Brunei’s economy becomes more diversified and knowledge-driven, agencies that offer human-centric, future-oriented, and ROI-aligned hiring solutions will remain at the forefront of the national recruitment ecosystem.
Conclusion
As Brunei navigates an increasingly competitive and evolving talent landscape in 2026, the role of recruitment agencies has grown far beyond basic candidate sourcing. These top 10 recruitment agencies featured in this report—ranging from global firms like NES Fircroft and Airswift to regional innovators like 9cv9 and trusted local providers such as Mariah Munawwarah Employment Agency—are not just filling job vacancies; they are shaping Brunei’s workforce strategy, employer competitiveness, and economic productivity.
The year 2026 has marked a major shift in how recruitment services operate across sectors such as oil and gas, ICT, construction, digital services, and healthcare. This shift has been accelerated by the growing influence of AI technologies, a rising demand for sector-specific expertise, tighter labor regulations, and the economic diversification priorities set forth by the Brunei government. These recruitment agencies have responded by developing specialized capabilities—from EOR (Employer of Record) services and succession planning to ethical foreign labor management and retained executive search. Each agency has carved a unique niche based on their strengths in speed, compliance, technological sophistication, or industry-specific recruitment.
What makes these top 10 recruitment agencies exceptional is their ability to align with the key needs of employers in Brunei. They understand that recruitment in 2026 is no longer about volume—it is about precision, compliance, and strategic workforce alignment. Whether it’s facilitating the rapid deployment of offshore engineers in under seven days, conducting leadership assessments for board-level roles, or managing hundreds of foreign worker applications through the One Stop Centre (OSC), these agencies have demonstrated excellence in performance and trust.
In addition, the regulatory environment continues to play a central role in shaping agency operations. With strict licensing categories managed by the Department of Labour under the Employment Agencies Order 2004, only authorized and compliant agencies can legally operate in both domestic and international recruitment. Leading firms such as Amerlee and Mariah Munawwarah, operating under Category C licenses, have proven their expertise in managing complex worker mobility flows while staying aligned with policies such as Zero-Migration Cost and mandatory TAP/SCP contributions.
Furthermore, the adoption of AI-driven recruitment ecosystems has transformed how candidates are sourced, assessed, and placed. Agencies like 9cv9 are driving the transition from traditional job matching to predictive, skill-based AI recruitment. This has not only improved time-to-hire metrics but also given employers new insights into future talent needs, workforce trends, and total compensation benchmarks. These innovations have elevated the role of agencies from recruiters to full-scale human capital consultants.
As Brunei prepares for 2027, these agencies are poised to become even more strategic. The future of recruitment lies in their ability to integrate data analytics, workforce foresight, and leadership development advisory into their core offerings. The top 10 agencies have already begun this transition, helping employers mitigate risk, improve employee retention, and build sustainable pipelines of local and international talent.
For businesses operating in Brunei—whether multinational corporations, local enterprises, or public sector bodies—partnering with one of these top recruitment agencies ensures access to high-quality, legally compliant, and future-ready talent solutions. These agencies not only provide workforce stability and business continuity but also act as trusted advisors in an increasingly uncertain and skills-driven economy.
In summary, the top 10 recruitment agencies in Brunei in 2026 represent the forefront of talent acquisition and workforce strategy. Their ability to bridge global standards with local market understanding makes them indispensable partners in Brunei’s national growth agenda. As the demand for smarter hiring continues to rise, these agencies will play an even more critical role in shaping the future of employment, innovation, and human capital development in Brunei.
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People Also Ask
What are the best recruitment agencies in Brunei in 2026?
The top recruitment agencies in Brunei in 2026 include JB Hired, 9cv9, NES Fircroft, Airswift, Horizons, and several others offering specialized hiring solutions.
Which agency is best for hiring tech talent in Brunei?
9cv9 and JB Hired are leading agencies for hiring ICT, software, and digital professionals in Brunei using AI-powered sourcing tools.
Are there agencies in Brunei for oil and gas recruitment?
Yes, NES Fircroft and Airswift are top recruitment agencies for Brunei’s oil and gas sector, offering fast technical mobilization.
What is a Category C licensed recruitment agency in Brunei?
Category C agencies are authorized to process both domestic and foreign worker recruitment applications in Brunei.
Which agency provides EOR services in Brunei?
Horizons is a leading Employer of Record (EOR) provider in Brunei, helping foreign companies hire without setting up a local entity.
How fast can agencies place technical candidates in Brunei?
Top agencies like NES Fircroft and Airswift can mobilize technical talent within 5 to 7 days of engagement.
Do recruitment agencies in Brunei support foreign worker hiring?
Yes, many agencies like Amerlee and Mariah Munawwarah specialize in handling foreign worker quotas and migration compliance.
Which agency in Brunei offers ethical migration hiring?
Mariah Munawwarah Employment Agency is known for ethical recruitment practices under the Brunei-Bangladesh MoU.
What is the recruitment fee structure in Brunei?
Agencies typically charge 15% to 30% of the candidate’s first-year salary, depending on the role and service model.
Are there recruitment agencies for executive search in Brunei?
Yes, Keller Executive Search is a top firm for C-suite and leadership hiring with a retained search model.
Which recruitment agency in Brunei is best for compliance advisory?
Amerlee Employment Agency stands out for HR compliance, TAP/SCP advisory, and foreign workforce documentation.
What industries do Brunei recruitment agencies serve in 2026?
Agencies serve oil & gas, ICT, healthcare, construction, education, and digital services across Brunei.
Do Brunei recruitment agencies offer flat-fee hiring options?
Yes, some agencies offer flat-fee packages ranging from $500 to $10,000 depending on the role and employer size.
Which agency helps with visa and work permit processing?
Horizons and Airswift offer visa facilitation and compliance management for foreign hires in Brunei.
Is there a tech-focused recruitment agency in Brunei?
Yes, 9cv9 is highly rated for tech hiring and AI-driven recruitment solutions in Brunei’s digital sector.
How are foreign worker quotas approved in Brunei?
Quotas are approved through the One Stop Centre (OSC) under Brunei’s Ministry of Human Resources.
What is the typical age limit for foreign workers in Brunei?
Foreign workers must be between 18 and 45 years old at the time of application for most job types.
Are TAP/SCP contributions mandatory in Brunei?
Yes, for Brunei citizens and permanent residents, employers must contribute 8.5% to TAP and SCP schemes.
Do agencies in Brunei assist with succession planning?
Yes, top executive search firms like Keller provide succession planning and leadership advisory services.
What’s the difference between retained and contingency recruitment?
Contingency is paid upon hire; retained involves upfront payments for strategic and senior-level searches.
Can foreign companies use Brunei agencies without opening an entity?
Yes, with an EOR provider like Horizons, foreign firms can legally hire in Brunei without local incorporation.
Do Brunei recruitment agencies use AI tools in 2026?
Yes, many agencies now use AI for resume parsing, talent matching, and faster shortlisting.
What sectors are seeing the most hiring growth in Brunei?
ICT, downstream oil & gas, construction, and healthcare are among the fastest-growing hiring sectors in 2026.
Which agency helps manage large-scale worker deployments?
Amerlee Employment Agency is known for handling mass recruitment and OSC quota approvals efficiently.
What is the Zero-Migration Cost policy in Brunei?
This policy mandates that all recruitment-related costs are covered by employers, not foreign workers.
Are there agencies offering resume building in Brunei?
While most agencies focus on placement, platforms like 9cv9 offer resume tools and profile optimization.
Do Brunei agencies support upskilling and training?
Some agencies, like Adinin Works & Engineering, provide training and probationary assessments for workers.
What is the typical onboarding time for new hires in Brunei?
Top agencies can onboard candidates within 7 to 14 days, depending on documentation and role urgency.
Are recruitment agencies regulated in Brunei?
Yes, all agencies must be licensed under the Employment Agencies Order 2004 and monitored by Jabatan Buruh.
Which agency offers digital onboarding solutions in Brunei?
9cv9 and Horizons are known for providing end-to-end digital hiring and onboarding services for employers.
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AMRO – ASEAN+3 Macroeconomic Research Office
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HireWithNear
