Country Overview: Thailand’s businesses and professionals approach hiring with caution

Hiring in Thailand experienced a slowdown as wary attitudes unfurled across markets in 2025.

According to Punyanuch Sirisawadwattana, Country Manager at Robert Walters Thailand, employers were more stringent about finding the perfect fit when hiring, which prolonged recruitment processes. Many mid- to senior-level professionals also stayed put – a sign of Thailand’s low unemployment rate, which was among the lowest in the world. Besides receiving generous counteroffers, many professionals did not feel compelled to move jobs as companies focused more on employee retention.

Political instability in the country also shook investor confidence, delaying government spending and policy decisions. Worried about unpredictable conditions in the market, businesses held off from investing and hiring. Where there was hiring, companies tended to scale back on mid-level hires to focus on senior-level candidates instead. This reflects an appetite for experienced leaders who can adapt fast, inspire teams and steer the business through uncertainty towards sustainable growth.

Read on to find out more about the labour market and hiring trends for Thailand in 2026.

Emphasis on leaders, skills and commercial growth

The cautiousness that has plagued the hiring market is expected to stick, possibly lasting beyond the next year. As Punyanuch explains, “No major economic catalyst or policy shift has emerged yet to markedly improve growth. With a snap general election expected in early 2026, the political sphere remains unpredictable.”

As these challenges persist, so will the focus on senior executive and C-suite hiring. Companies will continue to look for leaders who can bring fresh perspectives, reset strategies, drive transformation and ensure business resilience.

Skills-based hiring will gain traction, as well as reskilling, which will sit at the heart of more organisations’ workforce strategy. Employers have found that skills-based hiring broadens access to qualified talent and shortens the time needed for new hires to reach productivity. Therefore, hiring teams will increasingly prioritise skills over academic credentials.

There will also be a consistent increase in demand for sales and marketing roles, particularly in B2B industries like manufacturing, technology and services. Companies are now preoccupied with growing market share, strengthening client relationships and achieving sustainable revenue growth. Commercial talents are essential for helping them reach these goals.

Advice for talent attraction and retention

Thailand’s labour market continues to face an imbalance between talent supply and demand. There is a limited pool of skilled professionals, and these candidates are often approached by competitors dangling exciting new opportunities.

“The majority of employers we work with report facing intense competition for talent, making it clear that talent attraction and retention has indeed become more challenging,” notes Punyanuch.

A human-centric leadership approach is the key lever for attracting and retaining talent in today’s market. Businesses should ensure that leaders demonstrate authenticity and empathy, as these qualities foster trust within the workforce.

These attributes also form the foundation of people-first cultures, which are proven to fare better at retaining key talent, lifting employee engagement and achieving business goals.

Top talent are keen on growing their careers. Therefore, it’s vital for businesses to invest in continuous learning and leadership development. These initiatives help employees lay out their growth trajectories within the company and help teams become more resilient.

How businesses are using AI in recruitment

In Thailand, the use of AI in recruitment is still at an early stage. Where the technology has delivered the most impact has been in high-volume hiring environments, where repetitive tasks can be streamlined and data is analysed for insights. Increasingly, recruiters are freed up to focus on the critical judgment and relationship-driven aspects of talent acquisition.

Large financial services firms and some multinational corporations have piloted AI tools to automate job postings, schedule interviews and conduct virtual assessments. In some cases, machine learning and data analytics have been used to identify and shortlist mid- to senior-level candidates at greater efficiency. This has given companies access to a wider pool of talent and sped up hiring processes.

Punyanuch states:

Nevertheless, cost and capability constraints have still limited widespread adoption of AI, particularly among local corporations and small and medium enterprises. Recruitment experts still retain a stronghold for their on-the-ground insight and their ability to connect well with clients and candidates. 

Compensation varies

Though salaries will trend up across most industries, increment rates depend on the type of roles candidates go for.

“Plug-and-play” job movers with in-demand skill sets will command higher increments of 15 – 20%. This premium stems from their expertise, which can be immediately deployed to bring value for the business.

Job movers that are hired based on potential or to develop in the roles are likely to draw increments between 10 – 15%. Those moving laterally may see increments fall within this range as well.

Professionals who remain in the same roles will see salary adjustments of 2 – 4%, in line with Thailand’s relatively low inflation outlook.

Find out more

Request access to our 2026 Salary Survey to benchmark salaries and to find out more about key hiring trends in Thailand.