Tại sao ngày càng nhiều Việt Kiều về nước lập nghiệp? - An Võ, Founder, JANUS

Key Concepts

• Career Progression: Defined not just by title or salary, but by broadening exposure to different business settings and expanding knowledge/experience.
• Overseas Vietnamese (OVs): Vietnamese individuals living and working abroad, a key talent pool for Vietnamese companies.
• Skill Gaps in Vietnam: Deficiencies in R&D, transformations, and managing at scale within the local talent pool.
• Janus Executive Search & Talent Advisory: An executive recruitment company focusing on quality placements and deep client relationships.
• Agility and Flexibility: Key concerns of Vietnamese companies when hiring OVs due to their experience in structured environments.
• Embrace the Journey: Advice for OVs returning to Vietnam, emphasizing openness and understanding the reasons for their return.
• AI Disruption: Concerns about the impact of AI on future job markets and the need to prepare children for this era.

Origin Story of Janus

• Janus was founded in 2019 out of a personal need for work-life balance. Anvo, the founder, was working as head of talent acquisition for a large bank when her son's health declined.
• Her boss at the bank suggested she start her own recruitment service, becoming her first client.
• The initial motivation was personal, but Anvo realized there were significant skill gaps and service gaps in the talent acquisition industry in Vietnam.
• She aimed to create a company that prioritized deep connections with clients and provided real value, rather than working with a large number of clients superficially.

Successful Placements and OV Talent Pool

• Janus has placed over 775 overseas Vietnamese (OVs) in Vietnamese and international companies.
• One of the first successful placements was a Vietnamese-American lady as CHRO for a bank in 2020, who is still there and finds the journey fulfilling.
• Another early placement was a Vietnamese-American who was a global head of marketing for YouTube/Google, who is now setting up his own venture in Vietnam.
• The key to identifying successful OV candidates is understanding their motivation beyond just career advancement. A deeper connection with their Vietnamese identity is crucial for long-term success.
• Vietnam's economic growth and ambition are attractive to both OVs and expats.

Career Progression in Vietnam

• Career progression in Vietnam for senior-level candidates often means diversifying their experience rather than just climbing the corporate ladder.
• Vietnam offers a "construction site" environment, allowing individuals to assemble everything and build, providing a different dimension of learning compared to developed markets.
• Young professionals in Vietnam have more freedom to try different things and be entrepreneurial within a corporate setting.

Industries and Skill Gaps

• All industries in Vietnam are currently hiring, but banking and financial services are particularly active due to digital transformation initiatives.
• Key skill gaps in Vietnam include:
  • R&D (Research and Development): Across all sectors.
  • Transformations: Skills related to shifting business models and ways of working.
  • Managing at Scale: Experience leading large teams and budgets, due to the prevalence of SMEs in Vietnam.

Addressing the "Why Not Hire Locally?" Question

• While Vietnam has amazing young talent, it lacks individuals with 15+ years of experience in specific areas like search engine optimization at scale.
• The local talent pool often lacks experience in R&D, transformations, and managing large-scale operations.

Growth and Strategy of Janus

• Janus focuses on delivering quality and building deep understanding between candidates and clients.
• The company carefully selects clients and assignments, ensuring they can confidently fill the roles.
• Janus prioritizes building a team with no politics, results-driven, and with freedom to plan their careers and lives.
• The company has grown organically through reputation and word-of-mouth, without significant marketing efforts.

Concerns of Companies Hiring OVs

• Companies are increasingly interested in hiring high-quality OVs.
• Concerns include agility and flexibility, as OVs from developed markets may be accustomed to highly structured environments.
• OVs have advantages in terms of culture, language, and motivation compared to pure expats.

Future of Recruitment and Janus

• Janus aims to expand its geographic coverage and become a more regional company.
• The company plans to move into talent advisory services, including talent development, coaching, and leadership programs.

Advice for OVs Considering a Return to Vietnam

• "Embrace it" - Be open to new experiences, prepared for disappointments, and understand why you are returning in the first place.

Anvo's Question: Preparing Kids for the AI Disruptive Era

• Anvo is concerned about how to prepare her children for a future job market disrupted by AI.
• She notes that AI is already replacing tasks previously done by interns and fresh graduates.
• She seeks advice on how to future-proof her children's careers and ensure they receive the right education.
• The ability to make relations, connect on a personal level, and collaborate will be important skills.
• Having the mindset to leverage AI tools while building on soft skills is crucial.

Synthesis/Conclusion

The interview with Anvo highlights the evolving landscape of executive recruitment in Vietnam, particularly the increasing demand for overseas Vietnamese talent to fill critical skill gaps. While companies recognize the value of OVs, concerns about adaptability and flexibility remain. Anvo's success with Janus stems from a commitment to quality, deep client relationships, and a focus on understanding the motivations of both companies and candidates. Looking ahead, Janus aims to expand its regional presence and offer talent advisory services, while Anvo grapples with the challenge of preparing her children for a future job market shaped by AI. The key takeaway is that career progression is increasingly defined by adaptability, continuous learning, and the ability to leverage technology while maintaining strong interpersonal skills.