Hiring in Vietnam presents distinct operational realities. The labor market remains competitive for skilled roles—software engineers, product managers, and digital specialists command attention from multiple employers simultaneously. Most candidates expect rapid feedback loops and clear communication; slow hiring processes lose talent. Salaries in VND reflect lower absolute costs than Western markets, yet talent acquisition still demands precision: misaligned role definitions, poor interviewing discipline, or vague expectations about work permits create friction and failed placements. Raffi, an agentic AI recruiter, handles the core mechanics of candidate screening and scheduling for roles posted on your job board. Raffi conducts initial interviews in Vietnamese and English, evaluates responses against your stated requirements, and books qualified candidates into Google Calendar—freeing your team from first-pass filtering. Raffi integrates with Workable, so candidates move directly into your ATS and workflows remain unbroken. The SaaS model means you pay by subscription, not per hire. No surprise placement fees. No per-candidate surcharges. You control the budget, the pace, and the final hiring decision. Hiring velocity matters in Vietnam. Candidates talk to each other; word spreads fast about companies that move. Raffi compresses the screening phase from weeks to days, letting your team focus on genuine evaluation and offer closure rather than administrative triage.
3
Cities supported
30+
Candidate interview languages
<24 hrs
Application to first contact
Raffi calls every applicant for a 10-15 min structured interview. Not just the top 5 résumés — every one. Result: nobody good slips through.
Conversational AI interview, rubric-anchored scoring, transcripts you can read. You get a top 3-5 shortlist while competitors are still scheduling first-rounds.
SaaS pricing from $199/mo. No 15-25% of first-year salary, no per-hire kickback. Cancel anytime.
Vietnam's labor market splits sharply. Tech talent—especially full-stack engineers and data professionals—faces acute shortage; employers compete hard and salaries rise yearly. Manufacturing, logistics, and hospitality remain labor-abundant with lower wage floors. White-collar demand in Ho Chi Minh City and Hanoi far outpaces supply; regional hubs see slower hiring velocity. Work permit requirements affect hiring calculus: foreign nationals need valid permits; sourcing is therefore heavily domestic. Within-Vietnam mobility is improving but still limited—relocation friction remains higher than in developed markets. Young workforce demographic (median age ~31) creates turnover churn in entry-to-mid roles; tenure in individual positions averages 2–3 years for digital-native candidates. Salary expectations track annual GDP growth, not Western benchmarks, so cost-per-hire remains manageable but salary bands must reflect local market moves or candidates defect mid-process.
Vietnam hiring hinges on work-permit realism: most hiring focuses domestic talent unless specific skills justify foreigner sponsorship. Language fluency in English is common among white-collar candidates but uneven; assess English proficiency explicitly rather than assume. Job boards and direct applications remain primary channels; passive candidate sourcing is less effective due to reliance on active job-seeking behavior. Salary anchoring in VND is non-negotiable. Candidates expect transparency on total compensation packages; benefits (health insurance, Tet bonuses) factor heavily into decision-making. Cultural norms favor hierarchical clarity and long-term stability signals; vague or short-contract messaging reduces application quality. Interview cadence should compress timelines; candidates assume slow hiring signals low priority and move on quickly.
Raffi's structured interview format and rubric-based scoring is designed to meet anti-discrimination standards in Vietnam. AI use is disclosed to every candidate, and human review of every hire decision is built in.
Candidate transcripts and recordings are stored with consent, candidate-accessible, and removable on request. Per-country data residency available on Growth plan.
Yes. Raffi operates in 30+ languages and supports candidate calls in any timezone via self-booking — there's no per-country integration. If you can post a role from Vietnam, you can run Raffi from Vietnam.
Raffi is calibrated against the major AI-in-hiring frameworks (EU AI Act + NYC Local Law 144) and discloses AI use to every candidate before the call. For Vietnam-specific work permits and right-to-work checks, those happen outside Raffi — we screen, you verify eligibility before extending an offer.
Only for non-Vietnamese nationals. Domestic hiring requires no permit sponsorship. Foreign workers need valid work permits issued by provincial authorities; the process takes 4–8 weeks and involves employer paperwork. Most Vietnam-based hiring focuses on Vietnamese citizens to avoid this overhead.
Vietnamese is standard; include English for roles targeting bilingual candidates or international teams. Many skilled professionals read both, but posting in Vietnamese reaches broader candidate pools. Raffi interviews in both languages, so you can screen candidates whose spoken English differs from written proficiency.
Fast. Skilled candidates expect first response within 24–48 hours and full hiring cycles within 2–3 weeks. Delays beyond that signal low priority and candidates accept competing offers. Raffi handles initial screening and scheduling, compressing your time-to-qualified-candidate and improving offer acceptance rates.
Agentic recruiting is recruiting done by an AI agent that takes action on your behalf — not a chatbot or résumé summarizer. Raffi calls every applicant for a structured 10-15 minute interview, scores them against your rubric, and hands you a ranked top 3-5. The work happens autonomously.
Most agencies charge 15-25% of first-year salary as a placement fee — a $90k hire runs $13-22k. Raffi is SaaS at $199-599/mo plus per-action credits, typically landing under $10k/year for a team hiring 12 people. Same shortlist quality, no placement contract.
About 25 minutes to onboard, post your first role, and have Raffi ready to interview applicants. No engineering work, no integration project. Connect your work email, paste a JD, you're live.
Free $25 starter credit. No credit card. Screening live by tonight.