Vietnam Local & Offshore Team Setup

Build a people-first operating system — not just an office in Vietnam

Entering Vietnam is no longer about finding “cheap talent” or setting up paperwork quickly.

For FDI companies and offshore teams, the real challenge is this:

"Can you build a local team that actually delivers, stays, and scales?"

At SOSP Consulting, we help founders design the people operating system behind a Vietnam office, before hiring begins — and without overlapping with recruiters, EORs, or payroll providers.

Why most Vietnam setups struggle (even with good recruiters)

We see the same patterns repeatedly with FDI and offshore teams:

Roles are unclear, so hiring decisions are reactive
Org charts don’t match the company’s growth stage
New hires take too long to become productive
Managers struggle to lead offshore teams effectively
Turnover happens not because of salary — but because of weak systems

Recruiters can fill positions.
EORs can handle compliance.
But no one designs how people, roles, and workflows actually work together.

That gap is where most operational failures begin.

Our perspective: Hiring is not an HR problem — it’s an OPS problem

Founders who’ve built or outsourced tech teams understand this well:

The quality of delivery is decided long before the first CV is reviewed.

That’s why we don’t offer recruitment, payroll, or EOR services.

Instead, we work upstream and around hiring, helping you design a clear, scalable people operating system that makes recruitment successful — regardless of which partner you use.

What we do (and what we don’t)

What we do

We design the OPS foundation for your Vietnam team, including:

Org structure aligned with business goals
Role clarity tied to outcomes, not task lists
Hiring readiness and risk assessment
Interview and onboarding systems that reduce churn
Performance and retention operating models
Clear governance between you and your HR partners

What we don’t do

To avoid conflict and inefficiency, we explicitly do not:

Recruit or source candidates
Act as EOR or payroll provider
Handle C&B, insurance, or HR administration
Take placement or headcount-based fees

We don’t hire for you.
We make sure whoever you hire actually works.

Who this is for

This service is designed for:

FDI companies setting up their first Vietnam team
Offshore tech, product, or ops teams scaling in Vietnam
Founders who want structure, not micromanagement
Leadership teams working with multiple HR partners

Typically teams of 10–100 people, with international stakeholders.

How engagements usually start

Most clients begin with a Hiring Readiness or People OPS Foundation sprint, then continue with advisory or retainer support as the team scales.

We keep scope tight, practical, and decision-focused.

Our role in your Vietnam setup

Think of SOSP as your OPS control tower:

Neutral to vendors
Focused on long-term scalability
Grounded in real offshore operating experience

Vietnam office setup is not about speed.
It’s about building something that doesn’t break at 20, 50, or 100 people.

Asian colleagues having a chat after work

1. Hiring Readiness & Org Design

We help you define:

Org chart based on your growth stage
Headcount roadmap (hire now vs later)
FT vs contractor vs vendor logic
Clear role purpose, decision rights, and success metrics

This prevents overhiring, role overlap, and early churn.

Vietnamese business colleagues consulting with each other

2. Job Architecture & Role Clarity

We design roles that recruiters can actually hire for:

Outcome-based job structures
Role interaction & handoff mapping
Clear boundaries on responsibility

Not just better JDs — but roles that fit your operating model.

3. Hiring Risk Assessment

Before hiring begins, we assess:

Whether the role solves a real business problem
Overlap with existing functions
Churn and mis-hire risk in the Vietnam context

This step alone saves many clients months of correction later.

4. Interview & Selection System Design

We design (not execute):

Interview flows and scorecards
Role-relevant case tasks
Anti-bias and false-signal checks

So decisions are structured, consistent, and defensible.

5. Hiring to Delivery Handoff & Onboarding

We ensure new hires can contribute quickly through:

30–60–90 day onboarding structure
Knowledge handover checklists
Probation KPIs and feedback cadence

Reducing time-to-productivity is often more valuable than hiring faster.

6. Performance & Retention Operating Model

Without touching compensation, we help you build:

Goal-setting and review cadence
Manager operating rhythms
Early warning signals for disengagement or churn

Retention becomes a system outcome — not a guessing game.

7. HR Partner Orchestration

We help you manage, not replace, your HR vendors:

Clear scope for recruiters, EORs, payroll providers
RACI and SLA definition
Vendor performance KPIs

You keep flexibility — without losing control.

8. Vietnam Talent Market Intelligence

We provide decision support on:

Talent availability by role and industry
Salary logic and trade-offs (not surveys)
Hiring timing risks and constraints

So your Vietnam strategy is grounded in reality, not assumptions.

9. Knowledge System & Employee Enablement OPS

Where people, process, and knowledge actually scale. This is where most Vietnam teams silently break.

Scope:

SSOT (Single Source of Truth) design: What lives where (Notion / Confluence / Drive…), Ownership & update rules

Process architecture: High-level workflows, Role-specific SOPs, Manager & team playbooks for offshore execution

Employee feedback system (eNPS-lite): Post-probation eNPS & qualitative feedback, Early signal detection for onboarding & manager issues

New employees can onboard themselves, understand the work process, and their feedback is heard — just like in tech companies that are considered "Great Places to Work".

Ready to design your Vietnam team the right way?

If you’re planning to:

set up a Vietnam office or offshore team
hire your first key roles
or fix people & process issues before scaling

Book a short consultation to discuss your situation.

This is a clarity-first conversation — not a sales pitch.
You’ll leave with:

clearer next steps
key risks to watch out for
and whether SOSP is the right fit for you

Schedule a clarify call!

(Fill the contact form below)