Vietnam's 2026 Hiring Outlook: AI, Renewables, and FDI Are Squeezing the Talent Pool
Vietnam's recruitment market is heating up. Rapid AI adoption, a boom in renewable energy, and steady FDI are driving demand for highly skilled talent in technology, manufacturing, and renewables. Roles are changing fast as automation and AI reset job structures and skill requirements.
What the 2026 Salary Survey Signals
- Competition is intense, and most employers are lifting salaries to stay in the game.
- 76% of employees feel confident about job opportunities in their sectors.
- 35% plan to ask for 25%+ pay increases when changing jobs.
- Loyalty is shifting: 64% prioritize pay/benefits, 39% emphasize culture, and 36% value flexibility.
- 84% believe AI will benefit their careers; 59% are already upskilling for digital transformation.
- 2026 pay outlook: AI, data, and fintech roles up 15-25%; software developers up 5-15% (company size matters).
- 45% of companies plan to expand headcount by 5-10%, yet 80% report major hiring challenges.
These signals match what's happening on the ground: manufacturing and engineering are expanding, automation is spreading, and energy projects under Power Development Plan VIII are accelerating demand for specialist talent. That momentum is pulling in more global manufacturers, adding pressure across supply chains and technical roles.
Power Development Plan VIII overview | Robert Walters Salary Survey
What This Means for HR
Speed and clarity win. Candidates expect transparent pay bands, faster decisions, and a clear growth path. To compete, employers need sharper role prioritization, smarter compensation design, and visible flexibility.
- Prioritize critical roles: Map must-hire positions first and align budgets to market reality.
- Set practical pay bands: Bake in +15-25% for AI/data/fintech; +5-15% for software roles.
- Upgrade the EVP: Culture, career progression, and flexible work now decide offers.
- Shorten hiring cycles: Streamline to two rounds, set clear case tasks, and decide fast.
- Use flexible talent: Contractors and project-based specialists keep programs moving.
- Double down on upskilling: Fund AI and data training tied to role outcomes.
- Adopt workforce analytics: Track pipeline speed, offer acceptance, and first-90-day performance.
Hot Roles and Emerging Needs
- AI/ML engineers, data engineers, data scientists, and fintech product talent.
- Software developers and automation engineers supporting factory digitization.
- Supply chain planners using data analytics and digital process optimization to manage disruption risk.
- Legal professionals with strong tech literacy, critical thinking, and data analysis skills.
- People analytics, HR business partners skilled in coaching and leadership development.
Compensation Tactics for 2026
- Market-anchored offers: Benchmark quarterly for AI/data/fintech and senior engineering roles.
- Sign-on and retention levers: Use sign-ons, mid-year retention bonuses, and milestone-based incentives.
- Skill-based pay: Add premiums for AI, data, and automation certifications.
- Flexibility as currency: Hybrid options, flexible hours, and remote work where feasible.
- Career clarity: Publish progression frameworks and 12-18 month growth plans in the offer stage.
HR Is Evolving - Fast
Human resources is moving from admin to analytics, coaching, and leadership development. With 80% of employers struggling to hire, the teams that use data to shape talent strategies will win more offers and keep them.
Leadership Insight
Pham Tuan Phuc, country manager of Robert Walters Vietnam, noted that rising FDI is intensifying the competition for talent. His advice: set clearer strategies, prioritize key positions, and use market data to recruit leaders who can drive transformation. For retention, go beyond pay - culture, advancement, and flexibility matter just as much.
Build an AI-Literate Workforce
Most employees expect AI to help their careers, and many are already learning. Make it easy for them. Create structured learning paths tied to business outcomes and measure impact.
- Run a skills audit for AI, data, and automation across core functions.
- Offer role-based AI learning with hands-on practice and clear certification paths.
- Stand up "AI at work" guidelines covering data privacy, security, and responsible use.
- Train managers in coaching and change enablement to support new workflows.
Need a quick way to kickstart AI upskilling? Explore role-based options at Complete AI Training - Courses by Job or browse the latest AI courses.
90-Day Hiring Plan for HR Teams
- Days 1-14: Lock critical roles, refresh job scopes, finalize pay bands, and align interview scorecards.
- Days 15-45: Activate sourcing sprints, referral drives, and shortlists; keep two interview rounds max.
- Days 46-90: Move fast on offers, run competing-offer playbooks, and launch onboarding that covers AI tools and core systems.
The bottom line: budgets must reflect the market, hiring must move faster, and development must be ongoing. Do those three, and you'll win the talent everyone else is chasing.
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