Find the leadership your next stage needs.
Start with the business challenge, then define the person who can take responsibility for it.
HiredVietnam helps you shape a senior-role brief, assess suitable candidates and coordinate a focused selection process. Agree the search scope, confidentiality requirements and decision criteria before approaching the market.
More than a title to fill
A leadership appointment needs a clear purpose.
You may be building a function, strengthening an existing team or preparing for a new stage of the business. The search should reflect what the person will need to lead, decide and deliver.
Define the responsibilities, reporting relationships and operating context first. That gives the search a practical basis and helps candidates understand the opportunity.
Define the leadership requirement
Discuss the role and its location with us so we can assess the mandate before confirming coverage.
| Requirement to clarify | Questions to resolve |
|---|---|
| Business objective | Why is the appointment needed now? |
| Scope of authority | What will the person own and decide? |
| Team and stakeholders | Who will report to them, and who must they work with? |
| Relevant experience | What evidence matters for this specific role? |
| Operating environment | What resources, constraints and change will they encounter? |
| Location and working model | Where must the person work, and what travel is required? |
| Expectations | What should progress look like after joining? |
A title such as Head of Operations can describe very different jobs. Distinguish the essential responsibilities from preferences before assessing candidates.
For an international business seeking Vietnam-based leadership, confirm language requirements, local responsibilities and cross-border reporting arrangements as part of the brief.
A focused search, with clear decisions along the way
The engagement can bring together the agreed stages of role briefing, candidate identification, assessment, shortlist presentation and interview coordination.
| Part of the search | What we agree with you |
|---|---|
| Role brief | Responsibilities, experience, location and selection criteria |
| Search scope | Relevant candidate backgrounds and approach boundaries |
| Assessment | Interviews, evidence and role-specific evaluation |
| Shortlist | How candidate information and open questions are presented |
| Client interviews | Interview stages, participants and feedback |
| Selection support | Communication and coordination through your decision |
| Offer and transition | The support included after a preferred candidate is identified |
The scope should state which stages are included. Reference checks, other verification, onboarding support and any replacement arrangements are confirmed in the proposal.
Assess experience against the work ahead
A senior title is a starting point for a conversation, not a conclusion about suitability.
Explore what a candidate personally owned, the decisions they made, the conditions they worked within and the results they can substantiate.
An assessment may examine:
Experience relevant to the function and business stage.
Leadership responsibilities and team development.
Judgement in situations similar to those the role will face.
Communication with the stakeholders involved.
Motivation, expectations and practical availability.
Agree any role-specific exercise or technical review in advance. Use consistent criteria so candidates can be compared fairly.
Where specialist knowledge is required, identify who is qualified to assess it. Candidate statements, verified information and points still requiring confirmation should remain distinguishable.
A shortlist that supports your decision
Review candidates against the same role requirements.
The agreed shortlist format should help you understand:
Relevant experience and responsibilities.
Evidence against the key selection criteria.
The candidate's interest in the opportunity.
Location, availability and expectations.
Questions to explore during your interviews.
Your team makes the appointment decision. The search process should make the supporting information clear and the next steps manageable.
Handle sensitive searches with an agreed approach
Discuss confidentiality before the search begins.
Agree who may know about the mandate, when the company and role can be identified, and how candidate information will be shared with your decision-makers.
For a sensitive appointment or replacement, identify any restrictions on approaches and communication. Confirm permissions before contacting references or disclosing information outside the agreed process.
Confidentiality should be reflected in the working arrangements, not assumed from the service name.
Clear responsibilities on both sides
| Activity | HiredVietnam's agreed responsibility | Your team's responsibility |
|---|---|---|
| Briefing | Clarify the role and proposed search approach | Define the business need and authority of the role |
| Search | Carry out the agreed identification and approach activities | Confirm scope and any approach restrictions |
| Assessment | Evaluate candidates against the agreed criteria | Provide specialist input where required |
| Shortlisting | Present relevant information and unresolved questions | Review candidates and decide who to interview |
| Interviews | Coordinate the agreed process and feedback | Attend interviews and provide timely decisions |
| Appointment | Support the agreed communication and next steps | Make the final decision and approve the offer |
| Transition | Provide the support included in the mandate | Own employment arrangements and internal onboarding |
Keep one accountable decision-maker and a clear feedback route. If the role or priorities change during the search, review the brief before continuing on the old assumptions.
How we get started
Define Requirements
Discuss the business challenge, leadership responsibilities, candidate criteria and confidentiality needs.
Assess & Select Talent / Design the Process
For Executive Search, agree the search approach and assessment stages. Review suitable candidates against the role brief.
Onboard Your Team
Following your selection and an agreed offer, coordinate the transition support included in the engagement. Your business prepares the role, reporting arrangements and internal onboarding.
Ongoing Support & Delivery
Complete any agreed post-appointment follow-up. Search support does not automatically include ongoing management of the appointed leader or their function.
Keep the search scope and fee clear
Start with the role and the support you need.
Discuss the complexity, location, assessment requirements and proposed search stages. The proposal should explain the fee basis, payment milestones, included work and applicable terms before you proceed.
There is no need to start with a large hiring programme. A mandate can be assessed around one defined leadership appointment.
Changes to the role or search scope should be discussed and agreed during the engagement.
Leadership appointment or managed delivery?
Executive Search supports the selection of a senior person who will lead within your organisation.
If your main need is a recurring process delivered with provider-led supervision, explore Managed Business Processes.
If you already have leadership in place and need additional capacity within your workflow, explore Dedicated Offshore Teams.
Define the outcome first, then choose the appropriate service.
Questions about Executive Search
Which senior roles can you support?
Share the role, function, sector and location. We will assess the mandate and confirm relevant search coverage before committing to it.
Can you support a confidential search?
Discuss the sensitivity and disclosure restrictions at the outset. Agree how the opportunity will be described, who may receive information and how candidate approaches will be handled.
Do we need a completed job description?
Bring the role information you have. The briefing should clarify responsibilities, authority and selection criteria before the search starts. Substantial organisational design or role redesign is a separate requirement to discuss.
Will we interview the candidates?
Your team owns the appointment decision. Agree the interview stages, participants and assessment responsibilities during setup.
Are references and background checks included?
Confirm the checks included in the proposal, who carries them out and the required permissions. Do not assume every verification step is automatically part of the service.
How long does an executive search take?
Timing depends on the role, candidate market, assessment stages, decision-making and notice periods. Discuss the expected stages after the brief is understood; a shortlist date and a joining date are different milestones.
What happens if the requirements change?
Review the brief and the effect on candidates already being considered. Agree any change to the search scope, timing or terms before continuing.
Is there a replacement arrangement?
Any replacement provision, conditions and time limits must be stated in the engagement terms. Discuss them before the search begins.
Does this include employing or managing the selected person?
Executive Search does not automatically include either. Employment arrangements and any separate support must be agreed.
What does your next leader need to take ownership of?
Tell us about the role, the business challenge and the experience you need. Discuss a focused search with clear assessment criteria and an agreed selection process.
