[Vietnam IT salary and recruitment] Từ trang 6 đến 10
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IT MARKET REPORT
The salary and information in this report were determined by analyzing the responses from 1,839
qualified respondents across profiles such as IT professionals, freelancers, IT students, HR leaders and
CxOs. The inclusion of this data by ITviec is intended only to provide general insights into findings for the
stated positions/groups and does not indicate a confirmation of its validity.
Whilst every effort has been made to ensure the accuracy of the statistics in the report, ITviec cannot be
held responsible for any errors or omissions, or for the results obtained from the use of the report
information. If you wish to use copyrighted materials from this report for purposes of your own that go
beyond fair use, you must obtain written permission from ITviec.
Median salary
Median salary is the middle value in the set of data that was sorted. For instance, the sorted salary value
data set for Back-end Developers with 1 to 3 years of experience are as follows:
26, 27, 28, 28, 28, 28, 30, 31, 31, 32, 34
The set contains 11 data numbers. The middle value of the data set is 28.
Þ Median salary is 28
Or 28, 28, 28, 28, 30, 31, 31, 32, 34, 60, 66, 82, 85, 85
The set contains 14 data numbers. The middle value of the data set is 31 and 32.
=> Median salary is (31 + 32) / 2 = 31.5
The median number of years of experience is calculated in the same way as the median salary.
Average salary
Average salary is the result of the formula below:
(sum of salaries in specified group) / (number of respondents) = average salary
For instance, average salary of IT professionals in Ho Chi Minh City is:
(13 + 18 + 34 + 32 + 54 + 76 + 90 + 34 + 45 + 20) / 10 = 41.6
Percentage
Percentages may not always equal 100% due to variations in the types of questions and answers, and
minor rounding for long attribute lists. Some questions and answers are altered based on the
respondent’s previous responses. In some cases, the distribution of answers for certain questions
exceeded 100% due to the checklist answer type. Respondents were allowed to select more than one
answer, up to a maximum of 10.
Order of IT professional levels in the report
Please note that the appearance of the "Expert/Consultant" level in 6th place, after the “C-level” range,
does not indicate a hierarchical ranking of management levels. This ordering is for illustrative purposes
only and does not reflect the actual organizational hierarchy.
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IT MARKET REPORT
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KEY TAKEAWAYS
Vietnam is emerging as one of the most promising markets for high speed and effective AI adoption, creating a strong foundation for sustained IT hiring demand, based on both IT companies and IT talent perspectives.
- AI adoption in Vietnam is already widespread, with 73% of companies adopting AI and 65.1% planning to
increase AI budgets, while 62% expect to expand AI team size in the next 12 months. (page 16, 29)
- At the same time, AI usage among IT professionals is nearly universal, with 96.8% using AI daily and 94.2%
reporting productivity improvement, showing that adoption is driven not only by top-down investment but also by
strong bottom-up readiness. (page 16)
- More importantly, AI adoption in Vietnam is delivering real operational impact. 74.4% of companies report
quality and productivity improvement from AI, and AI is most actively used in core workflows such as coding,
debugging, research, and automation. Generative AI, AI agents, and hyper automation are advancing quickly
from exploration to pilot and limited production, indicating high learning speed and practical effectiveness, even
as enterprise-wide scaling remains selective due to trust and governance constraints. (page 15)
- This combination of broad adoption, rapid skill absorption, and measurable productivity gains helps explain why
nearly 2/3 of companies (65.1%) continue to increase budget for AI in 2026. Moreover, regarding the prioritized
strategies for 2026, 47.5% of the companies plan to integrate AI in core business processes, 28.8% for operational
efficiency, and new product development (27.1%). Page (16, 20)
As AI becomes embedded into daily engineering work, demand is shifting toward experienced IT talent who can
build, integrate, and scale AI enabled systems. Together, these signals position Vietnam as a high potential AI
market where fast adoption translates directly into resilient, forward looking IT hiring demand rather than short term
experimentation.
66.1% of surveyed companies increased IT headcount in 2025, while 69.6% plan to grow more in 2026 as IT team growth becomes more selective and highly impacted by AI.
- In 2025, 66.1% of companies increased IT headcount driven by IT team and project expansion, showing a clear
recovery compared to previous years. At the same time, 20.9% of companies kept team size stable, while only
11.3% reduced headcount due to company layoffs, no replacement hiring, or voluntary turnover. This indicates that
downsizing remained limited and largely driven by healthy, structural reasons rather than market distress. (page
- Looking ahead to 2026, confidence continues to strengthen, with 69.6% of companies planning to grow IT teams,
up by 8.9% and 21.0% compared to 1H 2025 and 2H 2025 respectively. Among companies planning no growth or
reduction, 34.3% state that AI-driven productivity enables them to increase output without adding new IT
headcount, rising by 18.9% from 1H 2025 and 9.6% from 2H 2025. Meanwhile, fewer new projects is almost no
longer a concern, as this reason drops sharply from 23.1% in 1H 2025 and 16.4% in 2H 2025 to just 2.9% in the 2026
forecast. (page 27, 28)
Overall, IT hiring demand is entering 2026 with a more positive outlook where no growth or reduction plans are less
associated with project uncertainty or cost optimization, and more aligned with companies prioritizing internal
productivity and team capability, including the use of AI.
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KEY TAKEAWAYS
The average IT salary shows a slight correction (-1.1%) compared to 2024. Product Owners/Managers stand out with a median salary of 50.1 million VND, rising to 75 million VND for professionals with more than 8 years of experience.
- Overall salary benchmarks remain largely stable compared to 2024 (43.2 million VND vs. 43.7 million VND),
showing only a marginal average decline of 1.1%. Among major IT cities, Ha Noi records the most noticeable
adjustment, with average salaries decreasing by 1.9% year-on-year. (page 51)
- Technical management roles continues to lead Vietnam’s IT salary landscape. CTO/CIO/VPoE positions earn a
median of 101.25 million VND per month. Senior technical leadership also remains competitive, with Project
Leaders/Project Managers at 50.1 million VND, Tech Leads at 51.8 million VND, and IT Managers at 50.25 million
VND. (page 54)
- Product Owners/Managers stand out with a median salary of 50.1 million VND, rising to 75 million VND for
professionals with more than 8 years of experience. Data roles also remain strong, with Data Analysts/Data
Scientists at 40.65 million VND and Data Engineers reaching 56.9 million VND at the 3–4 year level. (page 54)
- Core engineering roles show clear salary progression: Back-end Developers grow from 12.4 million VND at entry
year of experience to 54.9 million VND at high seniority, while Embedded Engineers progress from 21.4 million
VND to 60.65 million VND respectively. (page 54)
IT hiring criteria are shifting. Problem solving in real-world technical situations is now the top evaluation factor for 44.6% of companies, followed closely by adaptability and willingness to learn new technologies (43.4%). (page 26)
- Following problem solving in real-world technical situations and adaptability and willingness to learn, companies
also value ownership and accountability (39.8%) and hands-on technical proficiency (37.3%). Together, these
factors confirm that technical credentials are no longer sufficient on their own. Instead, employers are prioritizing
fewer, more well-rounded candidates who can apply skills in real contexts, adapt to evolving technologies, and
deliver tangible impact in day-to-day work. (page 26)
- This shift helps explain why IT hiring challenges in 2025 were driven mainly by lack of talent readiness and salary
expectation mismatch, rather than by lack of talent availability. Over half of employers (55.4%) report that
candidate quality is lower than expected, while 48.2% experience gaps between candidate salary expectations
and hiring budgets. (page 25)
These insights point to more selective IT hiring standards, where companies appear to place greater emphasis on
productivity, adaptability, and measurable impact per hire, rather than broad-based headcount expansion.
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KEY TAKEAWAYS
In 2026, Vietnam’s IT hiring demand reflects a dual shift: deeper requirements for experienced engineering and Cloud/DevOps-native capabilities, alongside rising expectations for collaboration-ready and problem-solving skills.
- On the technical dimension, companies place the highest priority on DevOps and CI/CD skills (53.1%), followed by
Cloud and multi-cloud expertise at 48.4%, with growing demand for data engineering and system design. JavaScript
(67.2%), Java (57.8%), and Python (43.8%) remain the most in demand programming languages, supported by
modern frameworks such as React.js (40.6%) and Node.js (34.4%). (page 30, 31)
- Beside technical depth, hiring expectations increasingly emphasize collaboration and applied problem-solving.
Employers now place strong emphasis on collaboration/teamwork skill (52.3%), communication (49.2%), English
proficiency (46.2%), and problem-solving ability (41.5%), reinforcing that effective collaboration and adaptability are
becoming essential to modern engineering roles, particularly as AI adoption accelerates. (page 30, 31)
- Hiring demand is concentrated in Ho Chi Minh City, which accounts for 67.7% of planned recruitment, while 72.3% of
companies plan to hire mid-level and senior roles. Core engineering roles continue to dominate demand, led by Full stack Developers at 50.8% and Back-end Developers at 47.7%, reflecting a strong focus on core and scalable product
development. (page 24)
Overtime (OT) affects a notable portion of the surveyed IT workforce, with 40.9% of IT professionals reporting consideration of job change due to dissatisfaction with their current company’s OT workload and OT policy.
- OT is reported by a fair share of IT professionals, with 47% working OT frequently or occasionally. Notably, 16.4%
experience intensive OT of more than 8 hours per week, while 35.7% report moderate OT of 5–8 hours. (page 45)
- IT professionals working in Vietnam-origin companies record the highest OT frequency at 1.1 times per week,
alongside an around-average level of paid OT compensation (42.8%). European companies show the lowest share
of paid OT compensation among company origins (32.1%). In contrast, Japanese companies stand out for clear
OT policy application and the highest proportion of paid compensation (57.9%), combined with moderate OT
frequency and the lowest OT intensity at 4.2 hours per week (page 46)
- Although 48.0% describe OT as voluntary and 63.7% indicate they understand their company’s OT policy,
satisfaction remains limited, with 45.2% reporting neutral to dissatisfied views toward current OT practices. In
addition, 43.3% report not receiving OT compensation. These factors correspond with 40.9% of IT professionals
reporting consideration of job change related to OT workload and policy. (page 45)
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