IT Recruitment Agency in Vietnam
As an IT recruitment agency, TechHub sources, screens and delivers technology professionals for permanent and contract roles — so your team fills seats faste…
IT Recruitment Agency from TechHub gives you vetted talent and a documented operating process run from Hanoi, Vietnam. You get a shortlist within 48 hours, people in place in about a week, all-in pricing from $12/hour, local compliance handled and a free replacement during the trial period.
What is IT Recruitment Agency?
Permanent IT recruitment succeeds or fails on the quality of the filter before you spend interview time. Our process is engineered so that a short shortlist is genuinely short: candidates are technically screened by engineers, availability-verified and salary-aligned before they reach you.
The IT Recruitment Agency workflow, phase by phase
This is the operating process we run on every engagement — what happens in each phase, when it happens, and what you receive at the end of it.
1. Role intake
Days 1–2What happens
- Intake session with the hiring manager, not just HR
- Must-have versus nice-to-have skills separated explicitly
- Salary band validated against current Vietnamese market data
- Interview process and decision timeline agreed
You receive
- Role brief
- Validated salary band
- Agreed process
2. Sourcing
Days 2–5What happens
- Search across the existing network, database and active market
- Direct approach to passive candidates in target companies
- Employer proposition tailored to what this candidate cohort values
- Pipeline built to a target ratio rather than sending the first fit
You receive
- Candidate pipeline
- Approach record
3. Screening
Days 3–6What happens
- Structured screening call covering motivation and situation
- Technical screen conducted by an engineer in the relevant stack
- English and communication assessed against the role context
- Notice period, counter-offer risk and competing processes verified
You receive
- Screened shortlist
- Written notes per candidate
4. Client process
Weeks 2–4What happens
- Interviews scheduled and candidates prepared, not coached
- Feedback collected quickly to keep candidates engaged
- Pipeline maintained until an offer is accepted
- Market feedback provided if the brief is proving unrealistic
You receive
- Interview schedule
- Feedback record
- Market feedback
5. Offer and start
Weeks 4–6What happens
- Offer positioned against the candidate motivations identified early
- Counter-offer risk actively managed during notice
- Contact maintained through to the start date
- Replacement guarantee applies if the placement does not hold
You receive
- Accepted offer
- Start confirmation
- Guarantee cover
Who is accountable, and what do you see?
You receive weekly pipeline reporting: candidates approached, responses, screens completed and where each person sits in the process. If the brief is not working — usually salary, seniority expectation or an over-long interview process — we tell you early with market evidence rather than continuing to send candidates who will decline.
Risk control
The largest risks are drop-out during notice and a placement that leaves quickly. Drop-out is managed by identifying counter-offer risk during screening and keeping contact through the notice period. Early attrition is covered by a replacement guarantee, but more importantly it is prevented by honest role representation — candidates who are surprised after joining do not stay.
What does IT Recruitment Agency actually cover?
Technical screening
engineers assess engineers
Speed to shortlist
48 hours
Local market knowledge
salary reality
Permanent & contract
either model
Candidate experience
protects your brand
Replacement guarantee
risk cover
Typical outcomes
- Permanent technology hires
- Contract and contract-to-hire placements
- Technical screening before you interview
- Salary benchmarking for offers
When is IT Recruitment Agency the wrong choice?
We would rather lose an engagement than take one that will not work, so it is worth being explicit. IT Recruitment Agency is not the right model if you need someone physically present in your office every day, if the work cannot be described well enough for anyone outside your building to act on it, or if the real problem is an unclear product direction rather than a shortage of capacity. Adding people to an unclear roadmap makes the confusion more expensive, not less.
It is also the wrong choice when the engagement is too small to justify the setup — a few days of work is better handled by a contractor than by a managed engagement. If any of that describes your situation, we will tell you on the first call and point you to the model that does fit, including models we do not sell.
What should you ask any IT Recruitment Agency provider?
Most providers in this market present similar claims, so the useful questions are the ones that expose the operating model behind the pitch. These are the five we would want a client to ask us.
- Who is the legal employer, and where does liability sit? Ask to see the contract structure, not a summary.
- What exactly is in the rate? Payroll taxes, statutory insurance, workspace, management and replacement cover should be named.
- What happens in the first 30 days? A provider without a written onboarding plan is improvising.
- What are your retention numbers? Turnover in the delivery team becomes your problem within a quarter.
- How does the engagement end? Notice periods, handover, documentation and asset transfer should be agreed before you start, not negotiated under pressure.
We answer all five in writing during the proposal stage, and the exit terms sit in the contract from day one.
How much does it cost?
Rates are all-in: sourcing, five-step vetting, employment contracts, payroll, personal income tax, statutory insurance, workspace and delivery management are already included. There is no separate recruitment fee and no hidden employer-cost surprise at the end of the month.
What moves the number is seniority, how scarce the skill set is locally, and engagement length — longer commitments and multi-role teams price better than a single short contract. You receive a written quote against your specific role profile before committing to anything.
How do you get started?
- Day 0 — send the briefRole, seniority, stack and timeline. A 20-minute call is usually enough.
- 48 hours — shortlistProfiles with real project context and confirmed availability, not keyword-matched CVs.
- ~7 days — startYou interview and select; we handle contracts, payroll, compliance and onboarding.
IT Recruitment Agency: in-house, freelancer or TechHub?
| Criteria | In-house hiring | Freelancer | TechHub |
|---|---|---|---|
| Vetting | You run it | Self-declared | Top 3%, five-step screen |
| Time to start | 2–3 months | Days, quality varies | ~7 days, vetted |
| If it goes wrong | Costly to unwind | You start again | Free replacement in trial |
| Payroll & compliance | Your overhead | Your risk | Handled in Vietnam |
| IP assignment | Yours | Often unclear | Contractual, yours |
| Continuity | Depends on retention | None | Managed, with backfill |
IT Recruitment Agency — questions buyers ask
How much does IT Recruitment Agency cost?
How fast can we start?
Who screens the candidates technically?
Who owns the code and intellectual property?
What if the person is not the right fit?
Can we scale up or down later?
Where is the team based?
Other options under IT Headhunting & Recruitment
Need this in place this month?
Send the role profile and we will come back with a shortlist in 48 hours. No commitment, reply within 24 hours, NDA on request.