From Osaka's Group Power to Southeast Asia

QUICK VIETNAM CO., LTD.
At the Quick Vietnam Office (Far left: Mr. Suguru Mori, HR Consulting Manager)
Interviewer: Shiori Ozawa, Daijob.com Media Sales Division
Produced by: Daijob.com Editorial Department

Shiori Ozawa from the Daijob.com Media Sales Division recently conducted an in-depth interview with QUICK VIETNAM CO., LTD., a premium corporate partner utilizing Working Abroad by Daijob.com. Operating in the heart of a rapidly growing economy that has become a highly desirable destination for international professionals, Quick Vietnam consistently pursues top-tier placement standards backed by the immense infrastructure and brand equity of their Prime-listed parent group. In this success story, we sat down with HR Consulting Manager Suguru Mori to uncover the modern complexities of cross-border recruitment amid rising domestic wage levels in Japan, their precise operational workflows leveraging Daijob's scout reminder features, and the exact strategic elements that yielded definitive hiring results.

Mori: Our company handles a highly diverse portfolio of open positions, primarily for Japanese corporations operating in Vietnam. Our major strength lies in our end-to-end, dual-sided advisory model. Under this framework, the same consultant who manages the corporate client relationship also personally interviews candidates, handles the matching process, and provides labor support. We do not believe in mechanically matching candidates based purely on resume data. We take the time to deeply understand our clients' business challenges, culture, and core operations. Because we understand these insider details, we can accurately communicate the real requirements of the position to candidates during interviews, preventing structural mismatches. Our role does not end once a contract is signed. For the first three months after a candidate joins, we maintain regular follow-up contact with both the employer and the employee to support their long-term retention and smooth onboarding in the local market.

An internal business meeting at the Quick Vietnam office.

Ozawa: What are the most pressing challenges you are currently seeing in the Vietnamese recruitment market?

Mori: The most significant shift we have noticed recently is that domestic salaries within Japan have risen substantially. On the other hand, local compensation packages for Japanese professionals working overseas have not increased at that same rapid pace. When Japanese enterprises in Vietnam approach us, they often require high-level talent. They need managers who can handle significant responsibilities locally, or bridge professionals who can connect the local branch with headquarters in Japan. This creates a difficult friction point, as the heavy operational responsibility demanded by the role does not always align with the localized compensation structures available in the market. Connecting these two disconnected realities has become our primary focus as global recruiters.

■ Sourcing for High-Intent Global Mobility

The Quick Vietnam staff visiting a local temple during Tet, the Lunar New Year celebration.

Ozawa: Given this complex cross-border dynamic, what led you to choose and continuously partner with Daijob.com`s platform Working Abroad?

Mori: The primary reason is that Working Abroad focuses specifically on candidates driven by global mobility. The professionals registered on this platform already have a strong, clear desire to work overseas from the very start. This shared mindset eliminates a massive amount of early-stage sourcing friction for our team. Additionally, the depth of candidate information available right from the initial profile check is exceptional compared to other job boards. Language proficiency metrics are clearly visible, and candidates fill out their self-PR sections and career summaries with great detail and personal investment. Having access to that level of reliable information upfront allows us to execute highly efficient, targeted matching activities from day one.

Ozawa: How does your team optimize its daily workflow on the platform to maintain such high performance?

Mori: We strictly avoid sending mass template messages or bulk-automated scouts. Our team thoroughly evaluates individual profiles, analyzing how a specific regional role matches that person's long-term career optimization before reaching out. From a technical standpoint, the complimentary workflow optimization tools provided by Working Abroad have clearly improved our response rates. Following your direct advice, Ozawa-san, we implemented a systematic 5-to-7-day follow-up cadence using the native Scout Reminder feature. The moment we standardized this workflow, we noticed a clear increase in candidate engagement and overall response metrics. Our team also heavily utilizes the Resume Update Request tool. When we flag a high-potential but slightly outdated profile, sending an update request prompts candidates to refresh their data. This keeps our talent pipeline accurate and active. Through these targeted refinements, we have secured multiple successful placements across core operational roles. We have landed immediate-impact professionals in executive management, IT, web engineering, marketing, planning, customer support, and business analysis. Remarkably, many of these hires were first-time international expats, proving that the high quality of this candidate pool can confidently transition domestic talent across borders.

Ozawa: How do you support candidates who are taking their very first step into an overseas career?

Mori: Vietnam stands as an absolute economic powerhouse and an incredibly safe, welcoming country for Japanese professionals, yet it is not always the first destination a candidate visualizes. To overcome that initial hesitation, we prioritize transparency regarding the local lifestyle and operational realities.

Our corporate website features a weekly localized column curated by our staff. Content covers everything from local restaurant guides and market shifts to critical administrative workflows like visa processing and relocation checklists.

Sharing this rich, localized data transforms candidate anxiety into absolute confidence. For young professionals, a move here offers greater decision-making authority and the opportunity to grow in positions closer to management compared to staying in Japan.

For seasoned leaders over the age of 40, it provides a high-impact environment where their decisions directly dictate corporate sales and culture. Our ongoing mission is to continue telling that compelling story.

Partner with Quick Vietnam: Explore their services and current openings here

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