Outsourcing software development has become a smart and cost-effective strategy for many companies around the world. Instead of hiring large in-house teams, companies are turning to skilled developers in other countries to handle their software needs. One country that is quickly rising as a top destination for this is Vietnam.
In 2025, the software market in Vietnam is projected to generate around US$644 million in revenue. This impressive figure highlights the country’s rapid growth in the tech sector. With a booming IT industry, government support for digital transformation, and a tech-savvy workforce, Vietnam is becoming a hub for software development.
In this blog, we’ll explore why Vietnam is an attractive choice for outsourcing, and what businesses can gain from working with Vietnamese software developers.
Hire Talented Software Developers in Vietnam
Vietnam is rapidly becoming a top destination for outsourcing software development thanks to its skilled, cost-effective, and tech-savvy workforce.
With over 560,000 IT professionals and a fast-growing ICT sector, the country offers a deep talent pool in programming, AI, and mobile development.
To hire the right Vietnamese developer, start by defining your needs, writing a clear job description, and choosing the right hiring model. We can also help you connect with pre-vetted developers within 24 hours.
Once you’ve sourced candidates, evaluate them carefully through technical interviews, soft skill assessments, and reference checks. With the right process in place, hiring developers from Vietnam can be fast, efficient, and highly rewarding.
Vietnam at a Glance
IT Development Knowledge
Vietnam’s tech industry is driven by young, skilled developers who are proficient in many programming languages. According to the Vietnam IT Market Report 2024-2025 by TopDev, the country has around 560,000 IT professionals, making it easy for businesses to find the right talent for their software projects.
Developers in Vietnam are experienced in popular languages like Python, C++, JavaScript, PHP, and Java. Among these, Python has become the most preferred. For mobile app development, Java, Swift, and Objective-C are commonly used, while frameworks such as React Native and Flutter are becoming more popular.
Vietnamese developers are also rapidly advancing their skills in artificial intelligence (AI). They are focusing on areas like generative AI and responsible AI development. Supported by Vietnam’s national AI strategy, which aims to position the country as a leading innovation hub by 2030, Vietnamese developers are actively participating in training programs and collaborating with international partners to stay current with emerging technologies.
Budget-Friendly Workforce
One of Vietnam’s biggest strengths is its budget-friendly tech workforce. Compared to countries like the Philippines and India where rising competition has driven up salaries and employee turnover, Vietnam remains affordable and stable.
As living costs rise in India and the Philippines, companies face pressure to offer higher salaries. Vietnam, however, provides a more affordable option without sacrificing the quality of work. With strong government support and a growing tech ecosystem, it is becoming a serious competitor to more established outsourcing hubs.
By outsourcing to Vietnam, companies can save money and access a wide pool of skilled developers, helping them scale quickly and efficiently.
Growth of the ICT Industry in Vietnam
Vietnam’s Information and Communication Technology (ICT) sector is growing fast and gaining international attention. The ICT market is expected to reach USD 9.12 billion by 2025 and rise to USD 14.64 billion by 2030, with an annual growth rate of 9.92%.
This growth is fueled by a young, talented workforce. With a population of about 101.5 million in 2025, Vietnam produces over 50,000 tech graduates each year. This constant flow of new talent supports the country’s fast-growing ICT sector.
The Vietnamese government has played a big role in supporting digital growth. Its policies and incentives have attracted both startups and large international companies. Because of this, Vietnam is becoming a serious rival to traditional outsourcing destinations, offering a strong mix of innovation, scalability, and affordability.
How to Find and Hire Talented Software Developers in Vietnam
Step 1: Identifying Your Hiring Needs
Establishing Business Objectives
Before hiring a Vietnamese software developer, it’s important to identify what your business really needs. Are you developing a new product, maintaining an existing platform, or enhancing specific features? Each scenario requires a different skill set, so defining your needs upfront will save time and help you find the right match.
Ask yourself:
- Are you starting from scratch or building on an existing system?
- Do you need full-time support or just help with a short-term project?
- Are you seeking frontend, backend, or full-stack expertise?
Setting Priorities
Setting the urgency of the role. If the need is immediate, fast-track your search and consider engaging with a talent agency or platform in Asia. If time allows, you can be more selective and look for a developer who aligns closely with your company’s values and long-term goals.
Experience Matters
Consider the complexity of the role when evaluating experience:
- 0–3 years: Suitable for support roles or under senior supervision
- 4–9 years: Ideal for mid-level developers managing project components
- 10+ years: Best for technical leads or architects responsible for major decisions
Important Skills
Every development role requires a specific set of technical skills. For software developers in Vietnam, popular programming languages include:
- Frontend: JavaScript, HTML, CSS, React, Angular
- Backend: PHP, Node.js, Java, Python, Ruby
- Mobile: Swift, Kotlin, Java, Flutter, React Native
- AI/ML: Python, TensorFlow, PyTorch, R
Look for these skills in CVs, coding samples, and test assignments.
Determining Scope of Work
Define what success looks like for your project. Document the scope by outlining:
- Features and functions
- Milestones and timelines
- Integration requirements
- Maintenance expectations
Specify whether this is a one-time engagement or ongoing work. Vietnamese developers work well on both project-based and long-term setups.
Setting Measurable Objectives
Establish clear KPIs or milestones like:
- Delivering a minimum viable product (MVP) within 3 months
- Reducing bug reports by 30%
- Achieving code coverage of at least 80% in tests
Clear objectives align expectations on both sides.
Identifying Deliverables
Break down the final output into smaller parts using a Work Breakdown Structure (WBS):
- Design mockups
- Core functionalities
- Database setup
- Testing and QA
- Documentation and deployment
This helps Vietnamese developers understand the full picture and work in well-defined stages.
Outlining Functional Requirements
Functional requirements include what the system should do. Describe:
- User flows and screen interactions
- Admin dashboards and roles
- Data input/output processes
- Workflow automations
Include system constraints such as:
- Technology stack
- Hosting environment
- Device compatibility
Identifying Desirable vs. Deal-Breaker Skills
Being specific early on will reduce mismatches later in the process. Distinguish between “must-have” and “nice-to-have” skills:
- Deal-breakers: Timely delivery, communication skills, core tech stack proficiency
- Desirables: Familiarity with DevOps, cloud platforms, or UI/UX design
Developer Roles
Vietnam offers a wide range of developer roles. Choosing the right type depends on your technical needs and team structure:
- Frontend Developers: Specialize in user interfaces
- Backend Developers: Handle databases, servers, APIs
- Full-Stack Developers: Manage both frontend and backend
- AI/ML Developers: Build predictive models and AI features
- Big Data Developers: Handle large datasets and analytics pipelines
Choosing the Right Hiring Model
Vietnam supports multiple hiring models. Select the model that aligns with your budget, control preferences, and project duration:
- Full-Time: Best for long-term in-house roles
- Part-Time: Good for flexible, cost-efficient support
- Contractors: Ideal for specific projects or features
- Freelancers: Suitable for short-term or highly specialized work
Step 2: Creating a Job Description
Writing a strong job description is one of the most important steps in hiring software developers in Vietnam. It sets the tone, attracts the right candidates, and helps you stand out in a competitive hiring environment. A clear, concise, and well-structured job post makes it easier for developers to understand your needs and decide if they’re a good fit.
Crafting an Effective Job Description
Include the following key parts:
Job Title
Be specific. Titles like “React.js Frontend Developer” or “Senior Python Engineer (Remote – Vietnam)” work better than vague ones.
Project Overview
Give a brief summary of the product or project the developer will work on. Mention the purpose, industry, and tech stack involved. This helps candidates quickly understand the context.
Key Responsibilities
Outline the main tasks expected, such as developing APIs, fixing bugs, or leading a feature sprint. Keep it realistic and focused.
Required Skills
List must-have technologies or tools, like JavaScript, PHP, React, AWS, or Git. These should be directly related to the work the developer will do.
Preferred Skills
Include nice-to-haves such as experience with Docker, CI/CD pipelines, or UI/UX design. These aren’t mandatory but can help you shortlist stronger candidates.
Experience Level
Clarify how much experience is needed and what kind. For example: “3+ years in backend development using Node.js” or “Experience with international clients is a plus.”
Soft Skills
Software developers in Vietnam often value collaboration, long-term projects, and clear guidance. Highlight the need for good communication, teamwork, and problem-solving.
Location & Work Hours
Indicate whether the role is remote, hybrid, or office-based in Vietnam. Mention if working hours should align with a certain time zone (e.g., partial overlap with U.S. hours).
Perks & Benefits
Flexible hours, remote work, wellness allowances, paid leave, and yearly bonuses are attractive. Software developers in Vietnam also value mentorship, career growth, and international exposure.
Compensation Range
If you can, list the monthly or hourly rate range. This helps filter serious candidates and sets expectations early.
Developer Costs in Vietnam
Vietnam offers highly competitive rates for skilled software developers. While costs can vary based on role, experience, and tech stack, here’s a general overview for 2025:
Writing Tips for Job Descriptions in Vietnam
Keep it short and clear
Vietnamese candidates often skim long posts. Aim for clarity and focus on what matters most.
Use bullet points
Break down responsibilities and skills into scannable items.
Avoid unnecessary jargon
Plain English works best. Be direct about what the job involves.
Show purpose
Software developers in Vietnam care about the impact of their work. Mention how their role contributes to the team or product vision.
Localize when relevant
If you’re offering cultural holidays, Tet bonuses, or Vietnamese-language team support, include those details.
Step 3: Finding Developers
Finding skilled software developers in Vietnam means knowing where to look and how to reach them effectively.
Use Second Talent
At Second Talent, we provide hiring solutions that help businesses connect with the top 5% of vetted tech talent, including developers, designers, product managers, and project managers. We specialize in sourcing, vetting, and matching top-tier talent to help companies scale quickly and efficiently.
We take the friction out of hiring by offering both full-time and contract options. Our pre-vetted talent ensures a faster hiring process with high-quality matches. There are no upfront fees, we offer unlimited replacements, and companies can onboard top Vietnamese tech talent within 24 hours.
Alternative Hiring Platforms
Other platforms like Arc, Lemon.io, Gun.io, CloudDevs, and Revelo connect companies with pre-vetted software developers from around the world. These platforms offer flexible hiring models, including full-time, part-time, and contract-based engagements, and often focus on speed, quality, and remote-readiness. Many also provide technical screening, project matching, and support services to streamline the hiring process for global teams.
Alternative Hiring Channels
If you’re managing recruitment yourself or want to explore additional options, here are other effective ways to find software developers in Vietnam:
LinkedIn is a reliable platform to connect with experienced developers. Use filters to search by location, skills, and job title. You can also post in groups like “Vietnam IT Community” to reach a wider network. LinkedIn is especially useful for reaching passive candidates who are open to new opportunities.
GitHub
GitHub allows you to view real-world coding work. By checking developers’ repositories and project contributions, you can assess their skills, interests, and code quality. This is a valuable tool when looking for candidates with proven technical ability.
Referrals
Referrals are often the fastest and most effective way to find strong candidates. People tend to recommend those who are skilled and a good cultural fit. Referrals can also speed up the hiring process, reduce costs, and improve retention.
Why referrals work:
- They are based on trust
- They reduce time-to-hire
- They often lead to higher loyalty and performance
- They support a collaborative culture
Networking and Industry Events
Vietnam has a vibrant community of developers who regularly attend tech meetups, hackathons, and conferences. These events are ideal for:
- Meeting developers face-to-face
- Learning about tech trends and in-demand skills
- Showcasing your company and job openings
- Reaching developers who aren’t actively job hunting
Step 4: Evaluating Candidates
Once you have sourced potential software developers in Vietnam, the next critical step is evaluating them effectively. A structured, thoughtful screening process helps ensure that the candidates you move forward with are not only technically capable but also a good fit for your company’s culture and goals.
Initial Screening and Resume Review
When faced with a large pool of applicants, it’s important to apply a consistent approach to narrow down the list. Here’s how to simplify your screening process:
Utilize Multiple Filters
Use filters such as location, language proficiency, and required technical skills to quickly narrow the pool.
Eliminate Unqualified Candidates
Remove applicants who do not meet your must-have criteria based on the job description. This saves time and keeps the focus on serious candidates.
Review Portfolios and Code Samples
Check GitHub, personal websites, or any linked projects to assess the quality of a candidate’s work and experience.
Conduct Video Screenings
Short calls help assess communication skills, professional attitude, and interest in the role. They also give you a chance to clear up any questions about the resume.
Technical Interviews and Coding Challenges
Technical skill is important. These tests allow you to assess how software developers in Vietnam think and write code in real-world scenarios. You can evaluate candidates through:
- Code Tests: Use platforms like HackerRank, Codility, or LeetCode to set standardized assessments tailored to your tech stack.
- Real-World Assignments: Ask candidates to build a small feature or fix bugs in a sample project.
- Algorithm Challenges: Include problems focused on efficiency, logic, and optimization.
- System Design Tasks: For senior roles, test their ability to architect scalable systems.
Live Coding and Pair Programming
Live coding interviews give real-time insight into how candidates solve problems. This helps assess not only technical ability but also communication and teamwork. You can:
- Watch their coding logic and debugging approach
- Evaluate how they handle pressure or time constraints
- Test collaboration using pair programming, where they solve a task alongside another developer
Automated Testing Tools
Automated tools can also streamline technical evaluations. These platforms support multiple programming languages and allow you to assess specific skills such as algorithms, data structures, and full-stack development. Popular options include:
- CodeSignal
- HackerRank
- LeetCode
- Codility
Evaluating Soft Skills and Cultural Fit
Technical knowledge alone is not enough. Software developers in Vietnam also need to work well with your team and align with your values. Here’s what to look for:
Effective Communication
Can they explain technical concepts clearly to both technical and non-technical stakeholders?
Collaboration
Do they respect diverse opinions, give and receive feedback well, and thrive in team environments?
Cultural Fit
Ask about their preferred work environment, how they handle conflict, and what motivates them. Look for alignment with your company’s values.
Adaptability and Growth Mindset
Technology changes quickly. Look for candidates who are curious, open to learning, and comfortable with change.
Step 5: Making the Hiring Decision
After evaluating your candidates, the final step is to identify the right fit and make a confident hiring decision. This involves shortlisting, final interviews, reference checks, and negotiating terms.
Creating a Shortlist of Candidates
Once you’ve filtered your applicant pool, it’s time to identify the most promising candidates. Here’s how to do it effectively:
Introductory Call
Set up brief calls with shortlisted candidates to assess communication skills, clarify resume points, and evaluate general fit.
Portfolio and Project Review
Ask candidates to walk you through past work or side projects. Look for quality, technical depth, creativity, and relevance to your role.
Skills and Experience Alignment
Evaluate how well each candidate’s background aligns with your technical requirements and business goals. Pay attention to:
- Relevant tech stacks (e.g. React, Node.js, Python)
- Specific tools or frameworks used in past roles
- Proven results or contributions (e.g. improved performance, clean architecture, automation)
Education and Certifications
Review their academic background and any professional training or certifications that validate their expertise.
Conducting Final Interviews
The number of interview rounds can vary depending on the level of the role. Entry-level roles may need just one or two rounds, while senior positions may require more in-depth evaluations.
Who Should Be Involved?
- Team leads or project managers for junior and mid-level roles
- Department heads or CTOs for senior and strategic positions
Behavioral Interview Questions
Ask candidates to describe how they’ve handled situations involving teamwork, pressure, or unexpected challenges:
- Tell us about a time you resolved a conflict within a team.
- Describe how you handled a tight deadline.
- Share an example of when you had to adapt to last-minute changes.
Scenario-Based Exercises
Pose real-world challenges relevant to your business. These can reveal how candidates approach complex decisions, prioritize tasks, and work through ambiguity.
Group Interviews or Team Interactions
Invite candidates to collaborate with existing team members in a discussion or technical brainstorming session. This allows you to observe team dynamics, communication, and leadership behavior in action.
Reference Checks and Background Review
Review Past Work
Examine candidates’ open-source contributions, GitHub repositories, or freelance project histories. Look for clean code, thoughtful documentation, and collaborative activity.
Conduct Reference Checks
Speak with former managers or colleagues to validate a candidate’s work history and gain deeper insights. Ask focused, work-related questions to collect useful and unbiased feedback:
- Reliability and professionalism
- Communication and teamwork
- Adaptability and coachability
Negotiating Salary and Terms
Once you’ve selected your final candidate, the goal is to reach a fair and transparent agreement.
Check Market Rates
Understand current salary benchmarks in Vietnam based on the role and experience level. This helps you set a competitive offer.
Understand Expectations Early
Ask candidates about their compensation and benefits expectations in the early stages. This reduces the risk of misalignment later on.
Evaluate ROI
Think about the long-term value the candidate brings. A higher salary may be justified if the developer can help your team deliver faster, more stable, or more scalable results.
Why Should Vietnam Be Your Next Tech Hiring Destination?
Hiring software developers in Vietnam can be a strategic move for companies looking to access high-quality talent while managing costs. The country offers a unique mix of strong technical education, government support, and a dynamic, young workforce.
By following a structured hiring process that includes identifying your needs, writing an effective job post, sourcing candidates, evaluating them thoroughly, and finalizing your decision, you can build a capable and scalable tech team in Vietnam.
Ready to build your remote development team in Vietnam?
Get in touch with Second Talent to access the top 5% of pre-vetted Vietnamese tech professionals. We will help you match and onboard top talent within just 24 hours.
Who is Second Talent?
Second Talent provides tech hiring solutions dedicated to helping global companies hire top-tier software developers, designers, product managers, and project managers from Vietnam and other emerging talent markets. We focus on speed, quality, and flexibility offering access to the top 5% of pre-vetted talent within just 24 hours. Whether you’re scaling a startup or expanding an enterprise team, Second Talent streamlines the hiring process with no upfront fees, unlimited replacements, and flexible engagement models.
