Hiring & employer brand
Hiring & employer branding
Organise role and employer content, then plan publication on confirmed resources. Improve unclear requirements and limited company information; screening and hiring remain with the employer.
- Clear role briefs
- Employer profile
- Application journey
Who it’s for
- Employers promoting roles in Vietnam
- Teams preparing bilingual job descriptions
- Employers presenting teams and workplaces
What you get
- Role content and requirement review
- Company and employer profile copy
- Publication on agreed placements
- Application-path checks and available metrics
Packages
Role promotion
Scope-based quote
- Role, application details and posting assets
- Publication and promotion on confirmed placements
- Popular
Employer profile
Project quote
- Company, team and workplace content
- Profile production and related-role presentation
Scope, fees and timing follow the proposal agreed by both parties.
How it works
- 1
Define the need
Clarify goals, context and timing
- 2
Agree the scope
Set deliverables, owners and exclusions
- 3
Review the proposal
Specify cost, schedule and acceptance
- 4
Deliver in stages
Review milestones and record changes
- 5
Accept and hand over
Check outputs, handover and support
FAQ
Does this include candidate referrals?
The current scope is recruitment content and promotion. Talent search needs a separately confirmed provider, scope and fee model.
Can we start with an open brief?
Start with your goal, current problem and target timing, then decide on a single service or staged project. This page previews the offer and interaction; the form does not send enquiries yet.
How are cost and timing determined?
They depend on scope, available inputs, delivery resources and acceptance criteria. A proposal separates included work, third-party costs and changes; scheduling follows scope agreement.