Top 10 Leading Recruitment Websites in Vietnam

Recruitment websites in today’s digital age have replaced traditional recruitment methods like newspaper ads or promotional flyers. Now, with just an internet-connected device, HR professionals or candidates can access recruitment sites from anywhere to post jobs or browse job listings. In this article, let’s explore the top reputable recruitment websites today with 1Office.

1. Evaluating the Top Reputable Recruitment Websites in Vietnam

To choose a suitable job search website for posting recruitment ads, an organization’s HR manager will need to set some criteria:

• Cost per candidate profile

• Average time to hire

• Average cost per new hire

• Successful hire rate per candidate profile

Based on data from Similarweb – a tool for measuring traffic to online job posting websites in March 2022, combined with the established criteria, here are the TOP 15 free job posting sites with the largest candidate databases and highest traffic for effective recruitment methods

1.1 Job recruitment website Vn.indeed.com

This is a recruitment and job search website present in many countries with over 3 million employers. Currently, Indeed offers two types of job postings: Free and paid.

• Traffic: 2.8 million visits/month.
• Candidate audience: Diverse, suitable for all types of candidates.
• Job posting format: The website allows free job postings and offers two purchasable packages: a job posting package and a candidate profile filtering package.

Effectiveness rating: 7/10 – This recruitment channel can also help businesses build their employer brand, but it primarily targets large enterprises and foreign companies.

1.2 Free recruitment site TopCV

Although launched in 2014, TopCV has grown rapidly and strongly compared to other recruitment websites by consistently maintaining stable traffic.

• Traffic: ~2.5 million visits/month

• Main candidate audience: Diverse audience, multi-industry, mostly newcomers with little experience or employees with 3-5 years of experience.
• Job posting format: TopCV allows free job postings. Additionally, users can purchase two packages: a job posting package (from 1.6 million/month) and a candidate profile filtering package (from 3.3 million).

Effectiveness rating: 7.5/10 – A rapidly growing recruitment channel with a user-friendly interface, popular among new candidates with little experience, but it lacks high-level positions.

See more: TOP 6 Quality Free Candidate Sources HR Shouldn’t Miss

1.3 Vietnamwork

This is a reputable recruitment channel established in early 2002. The standout feature of Vietnamwork compared to other high-quality job search sites is:

• Traffic: ~2.2 million visits/month
• Main audience: Suitable for experienced professionals and high-level positions in businesses.
• Job posting format: For each job posting, the company must pay a fee of about 1.7 million VND per post.

Effectiveness rating: 8/10 – The platform’s interface is cluttered and difficult to use. Additionally, because it prioritizes experienced candidates and high-level positions, it is more suitable for large corporations.

1.4. Careerbuilder

Headquartered in the US, Careerbuilder is currently a leading global job posting platform. With its global network of jobs and partners, this recruitment website is now used by 2 million businesses and has over 200 million candidates.

• Traffic: ~1.8 million visits/month
• Audience: Suitable for experienced professionals with high qualifications and expertise, including foreign candidates.
• Job posting format: Employers must pay a fee starting from 1.49 million VND per post.

Effectiveness rating: 8.5/10 – Offers various service packages at different costs, but employers must pay, making it unsuitable for businesses looking to hire personnel at an average salary level.

1.5. 123Job

Although established in 2018, 123Job reached the milestone of 1 million visits/month in early 2022. To date, this job posting website has grown to 1.34 million visits.

• Traffic: ~1.34 million visits/month
• Audience: Mostly high school students, university students, recent graduates, and those with no work experience.
• Job posting format: Employers can post for free, but to attract more candidates, businesses will have to pay for specific service packages offered by the website.

Effectiveness rating: 8.5/10 – Advantage: Jobs and virtual candidates are carefully screened, increasing user reliability, but there are few jobs requiring high expertise on the site.

1.6. Ybox – A good recruitment information channel for students

A leading recruitment website in Vietnam for the young generation. The outstanding feature of Ybox compared to other student recruitment websites is:

• Traffic: ~1.09 million visits/month
• Main audience: interns, part-time students, recent graduates
• Job posting format: Job posting is free, but to attract more candidates, businesses can use the website’s specific service packages.

Effectiveness rating: 7/10 – Mainly jobs that do not require experience, and the website interface is not yet optimized.

1.7. Timviec365

In the second quarter of 2020, this website reached 2.5 million visitors/month, but this number has decreased significantly at present.

• Traffic: ~1.07 million visits/month.
• Main audience: Diverse, popular job types, many industries.
• Job posting format: Job posting is free but there are supplementary service packages: Urgent hiring package from 1.2 million/2 weeks; resume filtering package 3.2 million/week + 100 resumes.

Effectiveness rating: 7.5/10 – Recruiters can post unlimited free job listings on this platform. However, to make the recruitment process more effective, service packages are available.

1.8. Jobsgo

Built on 2 platforms: a website for recruiters and a job search app for candidates. As a job search app compatible with both iOS and Android, Jobsgo invests heavily in recruitment management software for candidates.

• Traffic: ~868 thousand visits/month
• Audience: Suitable for all audiences and industries
•  Job posting format:

• For candidates: Supports searching for jobs in the area via a positioning system, supports quick CV creation, and allows direct chat with recruiters.
• For businesses: Job posting is free, but to attract more candidates, there are resume filtering combo packages.

Effectiveness rating: 8.5/10 – The feature to chat directly with recruiters on the platform and conduct online interviews on the app makes the business’s recruitment process easier.

1.9. Timviecnhanh

Timviecnhanh is a website that allows recruiters to post all kinds of information. In addition, the job posting process here has the advantage of being fast and simple. However, it also has a major drawback: a large number of fake CVs, which makes recruiters waste time filtering information.

• Traffic: ~861 thousand visits/month
• Main audience: diverse, from students, part-time workers, sales staff, … to senior positions in businesses.
• Job posting format: Job posting is free, but to attract more candidates, there are resume filtering service packages starting from 1.75 million VND/month

Effectiveness rating: 7.5/10 – The candidate pool is diverse, but the large number of fake CVs makes recruiters waste time filtering resumes, prolonging the recruitment process.

1.10. Vieclam24h

A reputable website for recruiters with over 15 million successful hires and job searches. However, this job site also has posts that are highly classified-ad-like.

• Traffic: ~731 thousand visits/month
• Main audience: Diverse, from part-time jobs to general labor, or senior positions in businesses.
• Job posting format: There are packages to support the job posting goals of small and medium-sized businesses at a low cost, with some advertising services available with the urgent hiring package.

Effectiveness rating: 6/10 – According to experts, the Vieclam24h recruitment website is still too much like a classifieds site, which reduces the quality of recruitment.

1.11. Jobstreet

According to Forbes, among reputable recruitment sites, this is the leading job information site in Southeast Asia, with a customer base of about 8,000 businesses and 11 million job seekers.

In addition, this recruitment channel also has a list of foreign partners, helping candidates find opportunities to work in an international environment.

• Traffic: ~682 thousand visits/month.
• Main audience: Suitable for all audiences, including remote jobs for the international market.
• Job posting format: For detailed information on posting jobs, recruiters need to contact the site directly.

Effectiveness rating: 8/10 – Its global nature makes the recruitment process easier.

1.12. JOBOKO

Formerly the job search site Goodcv, this website not only supports job searching and the recruitment process but also provides career counseling, including the limitations and advantages of specific industries.

• Traffic: ~659 thousand visits/month
• Main audience: Diverse, from part-time jobs to general labor, or senior positions in businesses.
• Job posting format: Supports HR in posting free job listings, reaching candidates, and selecting the most potential candidates.

Effectiveness rating: 7/10 – Few jobs from large enterprises, limited number of jobs for senior positions in the organization.

1.13. ITviec

The most special feature that puts ITviec in this TOP 15 list of free job posting sites is that it is a recruitment platform exclusively for the IT industry. A key feature is that uploaded CVs are moderated, ensuring they are professional and clear.

• Traffic: ~ 604 thousand visits/month.
• Main audience: Experienced Developers, BAs, Testers, etc.
• Job posting format: Supports employers in posting jobs for free. If you need to use service packages, you must contact them directly for a quote.

Effectiveness rating: 8/10 – Has a specific candidate audience pool, suitable for experienced candidates with high professional requirements.

1.14. Topdev

As one of the leading IT recruitment websites for programmers, the website has organized a series of events and established a separate forum for the IT community.

• Traffic: ~ 479 thousand visits/month
• Main audience: Developers, BAs, Testers, etc., with or without experience.
• Job posting format: The cost to post a job starts from 2.2 million VND. Additionally, to get your job posting to the top or make it stand out, you can use other candidate search packages.

Effectiveness rating: 9/10 – Has a specific candidate audience pool, suitable for candidates with or without experience. Your job posting will be displayed on affiliated sites like Techtalk.vn, Devvui.com, Meetup.vn…

1.15. Timviec.com.vn

With a customer base of up to 100,000 individuals and businesses, the services this website provides are quite diverse: Job suggestions, Email Marketing, templates and guides for writing CVs, etc. Moreover, this job search site has also released a mobile app to meet the needs of both candidates and businesses.

• Traffic: ~ 144 thousand visits/month
• Main audience: Diverse, from part-time jobs to general labor, and senior positions in businesses.
• Job posting format: The cost to post a job at the top of the page is about 1.3 million/post/2 weeks.

Effectiveness rating: 8/10 – Diverse number of jobs, including positions that do not require experience as well as those that do, and senior positions in businesses.

2. The Standard 8C Recruitment Model in Job Websites

The 8C recruitment model is designed to find the most suitable candidates during the hiring process. Its main goal is to ensure effectiveness when the candidate becomes a member of the company. This is an easy-to-apply model, so HR can refer to the following 8C factors:

2.1. Compensation – Cost

The cost a company can pay to hire a candidate. This cost is typically associated with high-level candidates. Compensation reflects the salary the company pays the employee over the long term. Since each organization’s salary fund is limited, finding candidates whose income requirements fit within the salary budget is extremely important.

2.2. Contribution

The experience that the candidate has successfully demonstrated in previous positions. Typically, to verify the accuracy of this information, HR often uses the STAR interview technique:

• S: Situation
• T: Task – Your responsibility in handling the situation
• A: Action – The steps taken to resolve the issue
• R: Result – The outcome of the resolved issue

The recruiter will rely on the candidate’s answers to see if they can come up with suitable ideas. Behavioral interview questions are one of the biggest weaknesses for many candidates. Recruiters do not expect a simple “yes/no” answer, but rather a detailed response.

2.3. Capabilities

The ability to meet the job requirements set by the company. Recruiters usually have specific criteria to assess whether a candidate is suitable. The larger the company, the more specific these criteria become.

2.4. Characteristics

The soft factors that ensure a candidate’s ability to adapt to the work environment and company culture.

For example: A confectionery retail company needs to hire a Salesperson, so a friendly, energetic, and approachable personality would be more suitable. This is because the employee’s work environment requires frequent communication with customers and attentiveness.

2.5. Commitment

Candidates must commit to a certain period of employment with the company because the cost of recruiting and training a new person is quite high. Therefore, in this model, recruiters will choose the person who is the best fit for the business.

2.6. Career Development

For an organization to grow, the development path of each individual is extremely important. Therefore, this recruitment model prioritizes candidates whose personal development goals align with the company’s growth trajectory.

For example: A good salesperson who aspires to become a sales manager may not be a good fit if the company does not have this position available for them in the long term. Conversely, a candidate with no ambition for career development will also not be suitable for the company’s long-term direction.

2.7. Connection

Besides the necessary skills and expertise, candidates are also required to have the ability to connect and adapt to the environment to flexibly apply their soft skills.

2.8. Conveniences

This convenience stems from factors like family economic conditions, place of residence, personal views, etc. If these personal conditions align with the company, long-term commitment will help the company have a more stable development path.

For example: A candidate who lives near the workplace is more likely to stay with the company long-term because difficulties like traffic jams, being late for work, etc., are less likely to occur.

Applying the standard 8C model in this way will make the recruitment process easier, but to evaluate work efficiency, HR must also grasp key performance indicators.

3. Metrics for Measuring the Effectiveness of Job Websites

3.1. Candidate Profile

Different recruitment channels attract different types of candidates. Therefore, to achieve an effective recruitment process, HR must choose channels that are suitable for the position the company requires. Some specific criteria for evaluating candidate profiles include:

• Industry, professional qualifications
• Age
• Practical work experience
• Suitability: Communication skills, teamwork ability, problem-solving skills

3.2. Average Cost Per Hire

Most recruitment channels offer free job postings for businesses. However, to attract more candidates, organizations will have to pay to use service packages that support job posting. Therefore, depending on the budget allocated for the recruitment process, the HR department will choose the recruitment channel that is suitable for their company.

This metric measures the average cost incurred to recruit each new employee. The formula is the recruitment budget (including salaries for HR staff) divided by the number of new employees hired during the same period.

For example: A company spends 10 million on its recruitment budget, of which 6 million is for the HR salary. This leaves 4 million to spend on job postings for 1 month. If this results in 40 CVs, 15 interviews, 7 offers, and 2 candidates actually starting work, then:

• Cost/CV = 100,000
• Cost/Offer = 4,000,000/7 = 571,000
• Cost/Hire = 4,000,000/2 = 2,000,000

=> You should review this cost over 3-6 months to determine if this is a suitable recruitment channel.

3.3. Successful Hire Rate per Candidate Profile

Typically, selecting a recruitment channel that aligns with the business will help increase this rate because the job matches the target candidate audience. Major recruitment channels with diverse candidate pools will attract more individuals interested in the company’s JD. The ratios for this metric include:

• T1: Candidates who submit a CV
• T2: Candidates who are interviewed
• T3: Candidates who receive an offer
• T4: Candidates who accept the job

=> Successful hire rate = T4 / T1

Example: Continuing with the example above, we can calculate

Successful hire rate per candidate profile = Candidates who accept the job / Candidates who submit a CV = 2/40 = 5%

3.4. Average Time to Hire

The average time to hire reflects the recruiter’s efficiency and ability to choose the right recruitment channels. If an effective channel is selected with candidates who are a good fit for the job, the screening, interviewing, and selection process will be shortened, enhancing HR’s work efficiency.

Online recruitment websites are tools that help businesses and organizations reach candidates more easily. However, receiving too many applications from various sources simultaneously can cause businesses to spend a lot of time on the screening process. Therefore, software with HR management tools is now available on the market to improve the recruitment process.

4. Online Recruitment Trends for 2025 via Recruitment Websites

The 2025 recruitment market is entering a period of significant transformation, as technology—especially AI and automation—is deeply integrated into every stage of the hiring process. Businesses are moving beyond simply posting jobs and receiving applications, aiming for a more comprehensive, efficient, and personalized recruitment experience.

4.1. Application of AI and Chatbots in Resume Screening

AI is gradually replacing humans in screening resumes, analyzing candidate data, and assessing their suitability for job requirements. Chatbots automatically assist recruiters in receiving applications, scheduling interviews, and answering basic candidate questions 24/7. As a result, resume processing time is reduced by 50–70%, while accuracy and candidate matching capabilities increase significantly.

4.2. The Rise of Video CVs and Online Interviews

Instead of just sending text-based CVs, many candidates now use Video CVs to showcase their personality, communication skills, and professional demeanor. This helps recruiters quickly assess cultural fit. Additionally, online interviews via Zoom, Google Meet, or integrated HRM platforms have become the standard, helping to save costs, shorten the process, and increase access to remote talent.

4.3. Integrated HRM – ATS Platforms for Centralized Management

Businesses are shifting from fragmented methods to integrated HRM (Human Resource Management) and ATS (Applicant Tracking System) systems. Solutions like 1Office HRM allow for the management of the entire recruitment lifecycle—from posting jobs, receiving applications, interviewing, and evaluating to storing personnel information—on a single, unified platform. This helps the HR department optimize time, reduce errors, and enhance the ability to measure recruitment effectiveness.

4.4. Multi-channel Recruiting and Employer Branding

In addition to posting on job boards, businesses are expanding to social media (LinkedIn, Facebook, TikTok), professional communities, and even hosting recruitment livestreams. Simultaneously, “Employer Branding”—building a recruitment brand—has become a key factor in attracting high-quality talent in a fiercely competitive environment.

4.5. Data-Driven Recruitment

Data analysis helps businesses identify effective candidate sources, optimize recruitment advertising budgets, and forecast future workforce needs. Metrics such as time to hire, conversion rate, or cost per applicant are continuously tracked, supporting decisions based on data rather than intuition.

5. Comprehensive Recruitment Management Solution – 1Office HRM

Using the 1Office recruitment management solution helps businesses digitize the entire recruitment process. This helps avoid common pitfalls in recruiting. The system will automatically send notifications to management levels and the HR department to support the recruitment process.

Some key features of the 1Office recruitment software:

• Add new recruitment proposals, track ongoing recruitment campaigns
• Create new automated resume approval workflows based on filtering and classifying candidate profiles according to proposed criteria
• Easily assess candidate competencies through criteria and evaluation frameworks.
• Manage by recruitment channel, easily push profiles into the recruitment system

This article has provided readers with a comprehensive overview of the major recruitment websites in the Vietnamese market and even abroad. Each website targets a specific customer segment. We hope this article helps readers find a reputable platform to post job listings and search for job opportunities. And 1Office is one of the solutions that helps businesses manage recruitment quickly and easily. For more detailed information, please find us at:

• Hotline: 083 483 8888
• Fanpage: https://www.facebook.com/1officevn/
• Youtube: https://www.youtube.com/channel/UCeTIRNqxaTwk0_kcTw6SxmA