• Often the best solution is to recruit highly qualified local or resident expatriate managers who have strong track records of success in the Vietnam national market, or in the Southeast Asia (ASEAN) or Asia-Pacific markets as a whole.

• Our emphasis is to find managers who perform well in accordance with the business ethics and business style of our client company. The objective is to find a leader whom our client company can trust to run their business, while effectively reaching local customers, suppliers, and employees in a way that they will find comforting.

• Whenever possible, we seek candidates who have worked at their best in similar roles at similar firms, often at our client's direct competitors or near-competitors. Familiarity with the target industry or market sector usually means faster success and greater organizational effectiveness. We are trained headhunters who know how to find such candidates.
  

• We take particular care to try to find people who are accustomed to working in a business model that resembles that of the client company. A person who works well at a top national enterprise, or even at a large multinational Western firm, for example, might not be the right person as employee #1 at a medium-sized foreign firm's greenfield business unit in a particular country..

When the position to be filled involves a responsibility beyond the country-level, such as a Managing Director for the Asia-Pacific Region, an ASEAN Sales Director, or an Asia-Pacific VP Finance, we take special care to seek out people who bring deep experiences across the Asian region, with respect, knowledge and insight into the many varied cultures of Asia. Such managers tend to bring out the best from their local staff, customers, and suppliers, and help make a greater business for our client companies.

• Advertising is, at best, a hit-or-miss, luck-based recruitment strategy. If a recruitment firm relies on advertising, they are not doing executive search. They are merely placing advertisements and poorly trained clerks are left to determine if candidates fit the client's needs. This kind of standard might be acceptable for general labor recruitment but it is far too risky for international corporations to rely on such slapdash methods in order to find their Head of Asia-Pacific Sales, or to find their next Regional Vice President, for example..
  

• ART client companies do not hire us to be lucky. ART is an American executive search firm founded in 1987. Our recruiters are all "headhunters," not advertisement-placers. Our clients hire us because we know candidates in the right locations and at the right companies.. These are candidates whom we have known for years, and in the event that they are not available, they are people whom we can rely on to refer us to even more suitable candidates. These relationships grow from years of trust.. Good candidates recommending other good candidates. Our clients look to us for these informed "insider" contacts.
  

• Our clients hire us because we know the profiles that will work well for their company's critical Asia-Pacific business mission. How do we have this special knowledge? It comes from our firm recruiting in our clients' industries and markets on a global and regional scale for decades. We therefore have seen business models that work well and business models that failed. We understand the kind of profiles that are likely to bring success for our new clients, based on our experiences witnessing many similar business models.
  

• This is what experience, professionalism and good business ethics brings: success for our clients, and success for our candidates' careers.
  

Another Key ART Difference: Unlike every single Vietnam recruitment firm, local and foreign, ART recruits everywhere easily.

• This means that for an important position based in Vietnam, we consider the best possible candidates in Vietnam alongside the best possible worldwide candidates. And we can do this kind of complex, multi-country or multi-continent search simultaneously, without the ridiculously long timelines and endless buck-passing that large foreign search firms offer when they pass a search assignment from one office to another to another, leaving their client waiting, waiting, waiting.

• ART recruits Vietnamese nationals throughout Vietnam, with a particular emphasis on candidates who have worked at leading international corporations. All have English fluency or strong English skills. Many who have been educated or trained in Europe have German or French skills, while many trained in South Korea or Japan have Korean or Japanese skills.

• ART recruits Vietnamese nationals currently residing in Asia, Europe and North America, where they have been educated or where they have worked. These internationally oriented candidates have strong interest in returning to Vietnam to work for leading global companies.

• ART recruits people worldwide of Vietnamese origin, particularly in the United States, Canada, Australia, New Zealand, Singapore, France and Germany who have a desire to work in Vietnam, bringing their fully bicultural perspectives to international businesses in Vietnam.