Vietnam’s rapid economic growth has created a demand for visionary leaders who can navigate both local nuances and global opportunities. Janus Executive Search & Talent Advisory, founded in 2016, has become a key player in connecting top-tier talent with organizations driving this transformation.
At the forefront is An Vo, Founding Partner and Managing Director, who has positioned Janus as a strategic partner for leading organizations, delivering top C-level and high-impact talent across sectors like banking, retail, real estate, technology, and manufacturing in Vietnam and the APAC region.
In this interview, An shares insights on Vietnam’s talent landscape, the challenges of attracting international leaders, and how Janus bridges global expertise with local opportunities to drive sustainable growth.
What are the greatest challenges in hiring top C-level executives in Vietnam?
Hiring C-level executives in Vietnam, especially international talent, is no simple feat. Employers sometimes have only a vague idea of what they need or set unrealistic expectations for the role and conditions for success, leading to frustration on both sides.
At the same time, while Vietnam is rapidly catching up with global salary standards, many companies struggle to design competitive compensation packages that attract international talent while maintaining internal pay equity.
Additionally, executive hiring is not a numbers game—it’s a targeted, purposeful search that requires a candidate-centric approach. Simply pushing candidates through a process isn’t enough; companies must focus on creating a thoughtful, engaging experience to successfully secure top talent.
How about misconceptions that hold overseas talent back from thriving in Vietnam?
A common misconception is that methods and ways of working from developed markets can be applied directly here. This often leads to early failure.
Many organizations in Vietnam are scaling rapidly, often outpacing the readiness of their people and infrastructure. So, the right mindset should be shifted from “I cannot do this without…” to “I can do this with what’s available and this is what I will do to contribute to setting up what’s needed.”
Those who come with a mindset of adaptability, readiness to navigate uncertainty, and a willingness to contribute to the growth journey will have a far greater chance of integrating and achieving success.
How do these challenges differ for companies expanding globally versus bringing international talent to Vietnam?
For companies bringing international talent to Vietnam, the focus is on "Vietnam-first" integration—helping talent adapt to the local culture, working styles, and unique market dynamics.
On the other hand, companies aiming to expand globally need to build a "global identity" while fostering a "glocal" team—one that bridges cultural and operational gaps between the targeted international markets and the Vietnamese headquarters. This includes aligning cultures, workflows, and reward systems to resonate both locally and globally.
How does Janus stand out in tackling these challenges?
At Janus, we focus on delivering “affordable luxury”—stellar quality at a competitive price. Our solutions go beyond recruitment, aligning with both the candidate's journey and the employer's hiring process.
We operate on three core principles:
- True Partnership: We stand alongside clients as strategic allies. Beyond filling roles, we help refine employer branding, advise on market challenges and landscape, build compelling messages to engage passive talent and support our clients in offer structure to ensure both sides reach a win-win outcome.
- Integrity: This is our utmost important principle. If we commit to an assignment, we see it through. If not, we communicate transparently—no false promises, only trust.
- OTIF (On Time In Full): Drawing from years in HR leadership, we deliver reliably—never overpromising or offering unrealistic candidates, but always meeting expectations with precision.
From proactive talent mapping to targeted searches for critical roles, we not only identify the right candidates but also help structure job descriptions, design compelling offers, and ensure seamless integration through tailored onboarding programs. This end-to-end approach sets us apart in a crowded market.
Can you share a success story of solving a complex hire?
Over the past four years, Janus has been a key player in Vietnam’s executive search, partnering with top conglomerates to fill critical leadership roles.
One standout case involved hiring a CTO for a leading conglomerate undergoing a major transformation. With only a two-sentence brief from the CEO, we focused on two talent pools: overseas Vietnamese in developed markets and Asia-Pacific expats with experience in similar challenges.
The real challenge wasn’t technical but cultural. Despite its scale, the company remained locally focused and highly complex, requiring someone who could balance chaos, drive growth, and manage the expectations of the Chairman, CEOs of different subsidiaries, etc.
We secured an Asia-based expat—a tech expert with an open mindset, adaptability, and the patience to integrate into the company’s unique environment. Collaborating closely with the client, we shaped their narrative, refined candidate messaging, structured a compelling offer, and ensured the candidate had the right support to succeed.
What are the key motivators for overseas talent to move back?
As a homecomer myself, I deeply relate to many overseas Vietnamese candidates. While levels of motivation vary, there’s a shared longing—a desire to reconnect with Vietnam in a meaningful way. This goes beyond a simple career move; it’s about doing something significant with their roots, making the return both thoughtful and sustainable.
A decade ago, the idea of returning to Vietnam wasn’t as compelling as it is today. Vietnam’s rapid progress over the past few decades has created greater opportunities for overseas talent. In sectors like financial services, Vietnam has leapfrogged traditional development stages, positioning local companies to attract talent not only through intangible aspects such as vision and impact, but also through tangible benefits like competitive compensation, earning potential, and clear career trajectories.
Notably, there’s even been a visible shift, with talent from multinational companies moving into Vietnamese organizations.
Any practical advice for making the move a smooth transition?
Keep an open mind. Vietnam’s fast pace and unpredictability can feel overwhelming, but adaptability is key. Don’t rush to judgment or give up when things don’t go as planned.
And here’s a practical tip: learn to drive. Vietnam’s traffic is the perfect metaphor for its corporate world—fast, chaotic, and full of unexpected twists. Stay calm, adapt to the flow, and keep moving forward. You’ll find your rhythm and thrive in the process.
What trends do you see shaping Vietnam’s C-level hiring market in the next 5 years?
In the coming years, Vietnam’s executive hiring will face continued skill shortages in transformation, cross-border scaling, R&D, and data mastery, driving demand for international talent.
Meanwhile, the conversation is shifting from salary-focused offers to total rewards packages that include earning prospects, family support, work-life balance, and the empowerment for leaders to make a meaningful impact.
Looking ahead, more Vietnamese companies will aim for global expansion as leadership transitions to a new generation. While this shift is still in its early stages, it will gain momentum, and Janus is ready to support this evolution every step of the way.
About Overseas Vietnamese Summit 2025: Crossing Over
Participate in our homecoming reunion, where Vietnamese professionals from around the world share their experiences and perspectives on seizing opportunities and overcoming challenges in building careers and settling down in Vietnam.
Date: January 2-4, 2025
Location: Sheraton Saigon Grand Opera Hotel, 80 Dong Du, D1, HCMC.
Special thanks to our sponsors & partners for accompanying us in this event:
- Title Sponsor: Ninety Eight
- Major Sponsor: LEGO Manufacturing Vietnam
- Recruitment Lead Partner: Janus Executive Search & Talent Advisory
- Engagement Partner: BECAMEX TOKYU, Vietinvest.au, GoHub & Liobank by OCB
- Travel Partner: BE
- Communications Partner: British Chamber of Commerce Vietnam (BritCham), Shark Tank Vietnam & Nordcham