TalentHubTH Brief: Use this guidance together with the actual role, industry, location and business context.
Start with a clear recruitment brief
Define responsibilities, expected results, essential skills, location, salary range and target start date.
- Separate essential from preferred qualifications
- State compensation, benefits and work format
- Name the decision-maker and interview timeline
Compare screening quality, not CV volume
A good agency explains sourcing, experience checks and fit assessment before submission.
- Conducts an initial interview
- Explains why the candidate fits
- Checks salary, location and start-date readiness
Review fees, payment and guarantee terms
Compare the fee base, payment trigger, guarantee period, replacement searches and exclusions in writing.
Choose an agency that understands the local labour market
Bangkok and nearby industrial provinces differ in commuting, costs and talent competition. The agency should return market evidence and recommend realistic changes.
Checklist before appointing an agency
Ask for the process, timeline, reporting and commercial terms in writing.
- Clear scope and fees
- Named owner and progress cadence
- Candidate-data policy
- Verifiable guarantee and replacement terms