Your priorities. Your workflow. More capacity to deliver.
Build dedicated Vietnam-based capacity around the work your business needs done.
HiredVietnam helps you define the skills, assess suitable people and prepare them to work within your processes. Your team sets daily priorities and reviews the work, with onboarding and ongoing support agreed from the start.
When you know the work, but need more people to do it
You have a plan, tools and someone to lead delivery. What you need is additional capacity.
A dedicated offshore arrangement gives you people assigned to an agreed scope and working schedule. They work with your briefs, systems and review process, while the support responsibilities are defined in the engagement.
Discuss one role or a team with complementary skills. Start with the work you need covered and the manager who will guide it.
Define the role around the work
A useful role brief starts with what the person will do and how you will assess the result.
| What to define | What it helps establish |
|---|---|
| Responsibilities | The recurring tasks and decisions within the role |
| Experience | The level of independence and specialist knowledge required |
| Tools | The systems the person needs to use |
| Working arrangements | Agreed hours, communication and availability |
| Reporting line | Who briefs, reviews and supports the person |
| Success measures | What good performance looks like in your workflow |
For example, “support our marketing” can become a clearer brief: prepare approved content for publication, maintain campaign records and compile the weekly report under your marketing manager's direction.
We will discuss the scope before assessing suitable people. If the requirement spans several disciplines, separate the essential responsibilities from skills that would be useful later.
Assess the people who will work with you
Use the assessment process to understand how a person approaches your work.
Agree the relevant steps for the role, which may include:
Reviewing experience and work samples.
Discussing communication and collaboration.
Exploring a realistic task or technical problem.
Using a proportionate practical assessment where appropriate.
Confirming availability and onboarding requirements.
Your involvement in interviews and selection is agreed during setup. Candidate information and examples should help you make a decision based on the role, rather than a job title alone.
Clear responsibilities from the start
Dedicated capacity works within your management process. The engagement should distinguish employment and team support from supervision of the work itself.
| Area | HiredVietnam's agreed support | Your team's responsibility |
|---|---|---|
| Role definition | Help clarify the brief and assessment requirements | Set the business need and role priorities |
| Selection | Coordinate agreed sourcing and assessment steps | Participate in the agreed selection process |
| Onboarding | Coordinate the agreed people and support arrangements | Introduce the business, tools, workflow and expectations |
| Daily work | Support the engagement and raise issues through agreed channels | Assign tasks, set deadlines and provide guidance |
| Work quality | Support the agreed performance-review process | Review output and give clear feedback |
| Team administration | Coordinate the administration included in the engagement | Supply relevant approvals and communicate changes |
| Ongoing review | Discuss support needs and engagement issues | Assess performance and future workload |
The employing entity, working arrangements and administrative responsibilities are confirmed before the engagement starts. They should reflect how the arrangement operates in practice.
Work together with an agreed rhythm
Set up communication around the work your team actually does.
Agree:
A shared place for tasks and updates.
Regular check-ins with the person managing the work.
Required working-hour overlap.
A clear route for questions and escalation.
How leave, holidays and schedule changes are communicated.
Delivery is based in Vietnam. For Singapore, UK and other clients, confirm the schedule and required overlap rather than assuming full coverage of your local business day.
Provide authorised access to the tools needed for the role. Agree equipment, workspace and software arrangements before onboarding.
Start with a role that fits your workload
You do not need to build a large offshore team to begin.
Discuss the role, experience, working arrangements and budget you have in mind. A focused requirement makes it easier to assess the support you need now and the capacity you may need later.
Your proposal should explain the agreed fee, what support is included and how changes will be discussed.
Dedicated offshore capacity can be an affordable option when the role and workload fit your business. Compare the proposed scope with the support you need rather than assuming a particular saving.
Prefer us to manage the delivery?
If your main requirement is a process delivered with provider-led coordination and quality checks, explore Managed Business Processes.
| Dedicated Offshore Teams | Managed Business Processes |
|---|---|
| You need additional people within your workflow | You need an agreed workflow delivered |
| Your manager directs daily tasks | Provider-led coordination is included in the scope |
| Your team reviews the work | Quality checks and reporting are agreed as part of delivery |
Both arrangements need clear responsibilities. Choose the model that fits how much day-to-day delivery management you want your team to retain.
How we get started
Define Requirements
Describe the responsibilities, skills, workload and reporting line. Agree the working arrangements that matter to your team.
Assess & Select Talent / Design the Process
For dedicated teams, focus on suitable people and the agreed assessment process. Confirm how they will work within your existing workflow.
Onboard Your Team
Prepare access, introductions and initial tasks. Make expectations, feedback and support channels clear.
Ongoing Support & Delivery
Your team guides daily work. Review performance and support needs together, and discuss changes as requirements develop.
Questions about dedicated offshore teams
What does “dedicated” mean?
The person or team is assigned to your engagement for the agreed capacity and working schedule. Confirm allocation, availability and any exclusivity requirements in the proposal; the word does not imply round-the-clock availability.
Who manages the day-to-day work?
Your designated manager assigns tasks, sets priorities and reviews output. HiredVietnam's onboarding, administrative and ongoing support responsibilities are defined separately in the engagement.
Can we begin with one person?
Discuss the role and workload with us. A single-role arrangement can be assessed before you consider a larger team; availability and commercial suitability are confirmed during scoping.
Can we interview the candidates?
Discuss the interview and assessment steps when defining the role. Agree how your team will participate and what information you need to make the selection.
Can the person use our tools and attend our meetings?
Include the required tools, meeting schedule and communication expectations in the brief. We will assess capability and availability, with access and permissions prepared during onboarding.
How long does it take to get started?
Timing depends on the role, assessment process, candidate availability and onboarding needs. We will discuss the anticipated stages once the requirement is defined, rather than promise the same start date for every role.
What happens if the person is not the right fit?
Raise the concern through the agreed review process. The engagement terms should explain performance support, any applicable replacement arrangements and the steps for ending or changing the arrangement.
Can we move to a managed service later?
Discuss the workflow and management responsibilities you want to transfer. Moving to a managed service requires a revised scope covering delivery ownership, quality checks and reporting.
What would the right person help you deliver?
Tell us the work you need covered, the skills you need and how your team operates. Discuss dedicated capacity with clear responsibilities and agreed support.
