Vietnam Job Market Hits New Milestone with Rising Salaries and Intensified Race for AI Talent

Employee Snapshot: Optimism and Evolving Priorities

Professionals in Vietnam are navigating a changing landscape by embracing hybrid and cross-functional roles that demand a blend of technical and non-technical skills. Despite market shifts, optimism remains exceptionally high, with over 76% of professionals confident about job opportunities in their field. This confidence translates into rising expectations; approximately 35% of employees indicate they would request a salary increase of more than 25% when changing jobs, signaling a strong belief in their market value.

While salary growth is expected to remain steady with increments of 15-25% in 2026, salary and benefits remain the top motivating factors, as the majority of professionals continue to prioritize financial rewards and fair compensation in their career decisions. Specifically, excellent compensation and benefits (64%) lead the list, followed by inspiring culture (39%) and flexible working (36%) as key influencers of job satisfaction and retention. Furthermore, the workforce is demonstrating a future-ready mindset, with 84% believing AI will positively impact their careers and 59% having already pursued upskilling to evolve alongside workplace transformations.

Employer Key Trends: The Strategic Balance Between AI and Human Insight

As AI reshapes recruitment, employers are finding that human insight remains irreplaceable for evaluating expertise, leadership, and cultural fit, particularly for mid- to senior-level roles. Confidence in Vietnam’s economic outlook is robust, with over 45% of employers planning to expand hiring by 5-10% or more in the next 12 months. However, this ambition faces a reality check: 80% of companies report difficulty finding qualified candidates.

Mr. Pham Tuan Phuc, Country Manager of Robert Walters Vietnam, comments on this dynamic:

Foreign direct investment into Vietnam has increased competition for talent, and companies now face greater pressure to secure the right people. To succeed in today’s candidate-driven market, businesses are becoming more strategic, prioritizing critical roles and leveraging market intelligence to secure leaders who can drive transformation.

Legal, finance, and technology functions are seeing the strongest demand for tech-literate professionals. In legal, the rise of AI tools in contract review and risk management has made critical thinking (59%), data analysis (59%) and ethical decision-making (44%) the most valued skills. Finance and technology employers increasingly seek professionals proficient in SQL, Power BI and Python to support automation, financial planning, and data-led decision-making.

As automation reshapes transactional HR roles, the function is shifting toward higher-value capabilities such as workforce analytics, coaching, and leadership to strengthen organisational resilience. Simultaneously, integrating the next-generation workforce has become a strategic focus. Nearly half of surveyed companies are “very open” to hiring Gen Z employees, recognizing their digital fluency (56%) and creative thinking (26%) as key assets for innovation. To nurture this potential, over 50% of employers are investing in mentorship and coaching programs, ensuring Gen Z talent grows alongside organizational transformation.

Talent Demand Projections for 2026

Across industries, one clear message emerges: the future belongs to adaptive, cross-skilled professionals who can thrive in evolving business ecosystems.

•  Tech & Transformation: AI, data, and automation remain key drivers in 2026, boosting demand for cross-functional tech talent. Specialist roles in AI, data, and fintech may see 15-25% salary increases, while general software roles typically receive 5-15%, depending on company, location, and experience.
• Commerce & Finance: Demand centers on strategic, tech-savvy professionals who can bridge data analytics, automation, and business partnering, driven by AI integration, compliance priorities, and a growing pool of globally experienced returnees.
• Manufacturing & Engineering: Talent demand is growing as Vietnam’s manufacturing and engineering sectors expand, driven by renewable energy projects under PDP8, sustainability initiatives, and increased automation, while global companies relocating operations also create more opportunities for skilled professionals.
• Supply Chain & Engineering: Businesses need agile planners and procurement specialists capable of managing disruptions through analytics, localization, and digital optimization.
• Legal & Human Resources: Within support functions like Legal and HR, business partnering skills are increasingly critical, with HR focusing on workforce analytics, internal mobility, and leadership development, while Legal emphasizes governance, compliance, and data privacy in the AI era.

Recommendations for People Strategy

In 2026, companies that distinguish themselves will be those that effectively integrate purpose-driven branding with an inclusive culture and long-term talent planning. With the surge in Foreign Direct Investment significantly heightening competition for talent, businesses are now under immense pressure to secure the right people. Mr. Pham Tuan Phuc shares his advice for business leaders: “To remain competitive, companies should reinforce their employer branding with clear messaging around culture, purpose, and impact - especially in sustainability and innovation. Alongside compensation, non-monetary benefits, flexible work options, and transparent career pathways play a critical role in retention.”

ENDS