Division 01
Technology
Connect with top technology talent through a specialist team that understands rare and in-demand skillsets.
Discover Technology →
We support organisations hiring for senior and business-critical roles across Thailand, with a consultancy-led approach that goes beyond traditional recruitment.
See what one wrong senior hire could cost.
You also receive our evidence-based report on the hidden cost of hiring, drawn from 30+ cited studies.
We build our teams around the sectors driving Thailand's next decade of growth. Consultants work one market every day, which is how a shortlist ends up short, and right.
Connect with top technology talent through a specialist team that understands rare and in-demand skillsets.
Discover Technology →From embedded safety systems to net-zero facility upgrades, the professionals we place are building a better world across Electronics, Automotive and Manufacturing.
Discover Advanced Engineering →Join the growth of Power and Renewable Energy. We recruit qualified specialists, locally and internationally, across generation, transmission and distribution.
Discover Energy →Commercial, marketing and supply chain leaders behind the food, beverage and consumer brands Thai shoppers reach for every day.
Discover FMCG →CFOs, banking leaders and risk professionals who steward capital and support growth across corporates and financial institutions.
Discover Finance and Banking →Medical, regulatory, quality and commercial leaders behind pharmaceutical, medical device and healthcare organisations.
Discover Life Sciences →We support organizations hiring for senior and critical roles through a consultancy-led approach that goes beyond traditional recruitment. Our dedicated research team delivers detailed market intelligence, including competitor mapping and salary benchmarking - providing you with clear, evidence-based data to support confident, well-informed hiring decisions.
We work closely with you at briefing stage to align on role scope, expectations, and market realities, helping shape job descriptions that are both realistic and compelling. Alongside this, we strengthen your employer value proposition to position your opportunity more effectively against competitors - enabling you to attract high-quality, often passive candidates and build a more predictable, sustainable hiring pipeline.
Talk to a consultant →From a single confidential appointment to succession planning.
Confidential, research-led search for leadership and business-critical appointments. We map the market discreetly, reference thoroughly, and present a short list you can genuinely choose between.
Longer-term planning for the roles you will need before you need them. Talent mapping, market and salary intelligence, and pipeline building, so hiring becomes a plan rather than a scramble when someone resigns.
Senior and specialist hires across our divisions, backed by the same research and briefing rigour, on a timeline that respects how fast good people move.
For higher-volume needs, we can run project based campaigns that can include assessment days with 10 to 30 screened candidates attending an assessment day to join your company. Available on request rather than at the centre of what we do.
We align on role scope, expectations and market realities, then map who is out there.
Competitor mapping and benchmarking inform a targeted search, including passive candidates.
Structured interviews test competence and fit against your brief.
A short, honest list with the evidence behind each recommendation.
We manage the offer, handle counter-offers, and stay close through the first weeks.
The roles below are representative of the senior and specialist mandates we support across our markets. They are anonymized to reflect the level, scope and complexity of the appointments we work on.
Live sessions, webinars and industry events where our team shares what is working in senior hiring across Thailand.
A 30-minute session on what senior talent looks for now, and how to write a brief that reaches them.
Register →Salary pressure, retention, leadership hiring and the shifts changing how the best people choose an employer.
Our team is based in Bangkok and connected internationally through our UK office. We understand Thai candidates and Thai business culture, and we deliver to the expectations of global employers operating here.
Share what you are hiring for and we will bring the research, the benchmarking and a shortlist you can act on with confidence.
We place the technology specialists who build, secure and scale the systems Thai and international businesses run on.
Technology hiring rewards depth. Our consultants work the Thai technology market every day, mapping the people behind the platforms, so you reach specialists who are rarely on the open market rather than a generic shortlist.
From scale-ups to multinationals, we recruit across software, data and infrastructure, backed by research that benchmarks scarce skills and an approach built to reach senior, often passive candidates.
Backend, frontend and mobile engineers, and the product leaders who direct them.
Data engineering, analytics and applied talent that turns data into decisions.
Cloud, DevOps and security specialists who keep platforms fast and safe.
Consultants who work the Technology market every day, not generalists reading a brief.
Competitor mapping and salary benchmarking behind every search.
We approach the specialists who are performing elsewhere, not just those applying.
Local market knowledge, delivered to global hiring standards.
We place Advanced Engineering professionals on the projects moving industry forward: safer vehicles, cleaner production and the next generation of electronics and advanced manufacturing.
This is technical hiring where specialist skillsets are scarce and a wrong appointment is costly. Our consultants focus on defined areas of engineering, building the market knowledge and networks to find people others cannot.
We support permanent and project hiring across embedded systems, automotive and manufacturing, with the research and benchmarking that senior engineering hires demand.
Embedded, firmware and electronics engineers behind safer, smarter products.
Plant, process and quality leadership across Thailand's manufacturing base.
Process, quality and controls engineers for regulated, high-precision manufacturing.
Consultants who work the Advanced Engineering market every day, not generalists reading a brief.
Competitor mapping and salary benchmarking behind every search.
We approach the specialists who are performing elsewhere, not just those applying.
Local market knowledge, delivered to global hiring standards.
We place the specialists powering Thailand's shift to cleaner, more reliable energy, across generation, transmission and distribution.
The energy transition depends on scarce technical talent. We recruit qualified specialists locally and internationally to support renewables, power and grid projects across Thailand and the wider region.
With market intelligence and salary benchmarking behind every brief, we help you plan hiring ahead of demand and reach the specialists who are already in work elsewhere.
Developers and engineers building Thailand's renewable capacity.
Operations and engineering leadership across conventional and clean generation.
Grid, substation and connection specialists moving power where it is needed.
Consultants who work the Energy market every day, not generalists reading a brief.
Competitor mapping and salary benchmarking behind every search.
We approach the specialists who are performing elsewhere, not just those applying.
Local market knowledge, delivered to global hiring standards.
We place the commercial and supply chain leaders who build, sell and move the brands Thai consumers reach for every day.
FMCG in Thailand moves fast and rewards leaders who can balance brand, margin and execution at scale. Our consultants know the commercial, marketing and supply chain talent behind the country's leading consumer brands.
We recruit senior sales, marketing, category and operations leaders across food, beverage, personal care and household names, with the market intelligence to benchmark packages and reach people who are performing elsewhere.
Country, national and regional sales leaders who own the number.
Brand, trade and category leaders who build demand and margin.
Planning, manufacturing and distribution leaders who keep shelves full.
Consultants who work the FMCG market every day, not generalists reading a brief.
Competitor mapping and salary benchmarking behind every search.
We approach the specialists who are performing elsewhere, not just those applying.
Local market knowledge, delivered to global hiring standards.
We place the finance and banking leaders who steward capital, manage risk and support growth across Thailand's businesses and institutions.
Finance and banking hiring at senior level turns on judgement, governance and trust. Our consultants work with CFOs, banking leaders and risk professionals across corporates, financial institutions and investors.
We recruit across corporate finance, banking, risk and compliance, backed by research that benchmarks packages and reaches leaders who are rarely on the open market.
CFOs, finance directors and controllers who steer the business.
Corporate, commercial and investment banking leaders.
Risk, compliance and governance leaders who protect the institution.
Consultants who work the Finance and Banking market every day, not generalists reading a brief.
Competitor mapping and salary benchmarking behind every search.
We approach the specialists who are performing elsewhere, not just those applying.
Local market knowledge, delivered to global hiring standards.
We place the leaders behind safe, compliant and commercially successful healthcare, pharmaceutical and medical products in Thailand.
Life sciences hiring demands scientific credibility, regulatory rigour and commercial judgement. Our consultants recruit the medical, regulatory, quality and commercial leaders behind pharmaceutical, medical device and healthcare organisations.
We support senior appointments across the product lifecycle, with the market knowledge to reach specialists who are scarce and in demand across the region.
Medical, regulatory and clinical leaders who bring products to market.
Quality, compliance and manufacturing leaders in regulated environments.
Commercial, marketing and market access leaders in healthcare.
Consultants who work the Life Sciences market every day, not generalists reading a brief.
Competitor mapping and salary benchmarking behind every search.
We approach the specialists who are performing elsewhere, not just those applying.
Local market knowledge, delivered to global hiring standards.
If your best vacancies are attracting average applicants, the problem is not the talent market. It is your hiring method. The highest performers in any field are rarely hunting through job boards, yet most employers still rely on a single advert and then wonder why the shortlist looks thin.
Decades of research are clear. High performers can be several times more productive than an average hire, and in some roles the multiple can be dramatically higher. In practical terms, the right person in a key position can transform revenue, innovation and culture in ways that ten average hires never will.
The problem is that these people are usually happy where they are. They are valued, busy and progressing, so they are not scrolling job boards in their spare time. Many have not read a job advert in years, which means any strategy that depends entirely on adverts is competing only for the minority who are actively looking.
Look at where Thai candidates actually spend their day. More than 50 million people are on LINE, and millions more are on TikTok, Instagram, Facebook, YouTube and LinkedIn. Yet when employers need talent, the first reflex is still a single advert on a job board and maybe a post on the company page.
Top recruiters have never worked like this. They treat the vacancy as a campaign, not a post. They sell the opportunity, spread it through multiple channels, approach passive people and make responding as easy as possible. The good news is that employers can now copy that playbook without building a recruitment agency inside HR.
The biggest global mistake in recruitment happens before the advert is even written. Hiring managers add must-have requirements that feel safe but shrink the talent pool until only a handful of people qualify on paper.
Ask some simple questions. Why does this role really need ten years of experience? If a superstar had eight years and every other attribute you want, would you still say no? In Bangkok, how many people actually match the description you have created? World-class recruiters challenge these assumptions before the advert exists, and so should you.
Nobody resigns from a decent job because they found a longer list of duties and requirements. People move for better work, better people and better growth, so your advert should lead with those selling benefits.
Document why your organisation is a great place to work. What projects will this person lead, what problems will they solve and what will their career look like in two years if they succeed? Use AI tools to help refine the copy, but make sure the core message is human, specific and focused on value, not bureaucracy.
Most employers spend more time formatting the requisition form than crafting the advert that goes in front of candidates. That neglect is expensive, because poor adverts deter the right people and encourage the wrong ones, which drags out time to fill and pushes teams into overtime.
A simple discipline helps. Draft the advert, then rewrite it from scratch several times, each pass sharpening the headline, opening hook and benefits. Look at it through a candidate's eyes: would you apply, or would you scroll on? AI can speed up this process, but someone in the business must own the quality of the copy.
Fifty six million Thais use LINE every day, yet almost no employers let candidates apply there. For frontline and mobile-first talent, a long web form is a barrier, not a filter.
Set up a LINE Official Account for hiring and let interested people register in two taps. Every follower becomes part of a growing talent pool you can reach again in future campaigns. You can even plug conversational AI into LINE so candidates can complete a structured interview in their own language without downloading anything new.
Headhunters do not sit and wait for applications. They search. You can do the same using a simple X-ray search in Google without paying for a premium LinkedIn licence.
By combining site search on LinkedIn with the right title, skills and location, you can surface thousands of relevant profiles in Bangkok for almost any professional role. The key is then to send a short, tailored message that gives one clear, compelling reason why your role is better than their current situation.
A single advert is no match for a consistent presence across Facebook, TikTok, Instagram, YouTube Shorts and LINE VOOM. When people see your organisation regularly, in authentic short videos and posts, they begin to know, like and trust you.
Aim for at least one short, phone-shot video per vacancy, posted natively to each channel. Talk about the team, the work and what success looks like rather than reading a job spec out loud. Consistency beats production value, and today's viewer is often next quarter's applicant.
Candidates go to job boards for interviews, not forms. Peak interest is the moment they click apply, which is often at eight or nine in the evening.
If they hear nothing until HR calls days later, the momentum has gone and a competitor may already be in first place. Thai language conversational AI lets you interview applicants immediately at any hour, scoring them against criteria agreed in advance and delivering a transcript and scorecard to your hiring team.
Some candidates will always prefer a human conversation, and that is fine. The AI simply builds a high quality shortlist so your interviewers can invest their time where it counts. If you want more of the best people in Thailand to stop ignoring your adverts, treat every vacancy as a seven move campaign, not a single post.
Ready to run your next vacancy as a proper campaign rather than a single advert? Sit down with our team and we will plan and run it with you.
Book a planning session →Senior professionals in Bangkok walked into 2026 with sharper salary expectations and less patience for vague offers. Employers who ignore those expectations will lose leaders to competitors who move faster and negotiate smarter.
Rising living costs, regional competition for talent and increased mobility mean senior candidates benchmark their worth across multiple markets, not just Thailand. This shows up in negotiations where executives arrive with data driven ranges and clear walk away points.
At the same time, platforms and networks make it easy to compare offers in real time with peers. When an employer comes in far below market or delays salary conversations until the final stage, trust falls and offer acceptance rates follow.
Senior candidates now expect three things at minimum: a transparent base salary range, a clear performance linked bonus structure and a realistic view of long term upside. They also look closely at benefits that affect quality of life, such as flexible work, medical coverage, schooling support and travel allowances.
Total compensation has become the real battleground. A slightly lower base can still win if the employer offers strong variable upside, meaningful equity or clear promotion paths backed by credible examples. Without that story, a competitive package reads as we have not done our homework.
For HR and hiring leaders, the challenge is to respond to market pressure without destroying internal equity. Bringing in new senior hires at higher salaries than existing leaders can create resentment and retention risk.
The answer is to treat salary benchmarking as a quarterly discipline rather than a one off project. Use structured data from your own offers, counter offers and accepted packages to adjust ranges in a controlled way, and plan staged corrections for key internal people rather than waiting for them to surface as flight risks.
The most advanced employers are no longer relying only on public salary guides or anecdotal recruiter feedback. They use AI driven research tools that gather, clean and interpret data from multiple sources to build a live view of what senior talent in Bangkok is really accepting.
At TMS, these tools are configured and operated by specialists who have been trained by some of the world's leading recruitment experts, so the output is not just data but actionable insight you can trust. This combination of expert designed methodology and AI scale allows you to approach each offer with confidence that your compensation strategy is both competitive and sustainable.
Want to know what senior talent in your sector really expects to be paid? We will benchmark your bands and help you build an offer that wins the right people.
Request a compensation review →If you are losing senior hires to counter offers at the last moment, you are not alone. As the Bangkok market tightens in 2026, more employers are fighting to keep their best people the moment they resign.
A shrinking pool of experienced leaders means replacing a key person now takes longer and costs more. Faced with that reality, many companies find it cheaper to throw a big pay rise at a resigning employee than to launch a full search.
At the same time, candidates know their value and are more willing to test the market. When they resign, their current employer already understands their performance and often reacts emotionally, promising promotions, flexibility or bonuses that were never on the table before.
From the outside, an accepted offer can look secure while hidden doubts build under the surface. If the candidate has not properly processed their reasons for leaving, a dramatic counter offer that flatters their ego and solves short term frustrations can be very persuasive.
Unfortunately, many people who accept counter offers still leave within a year, because the underlying issues that drove them to explore the market resurface once the excitement of a pay rise wears off. Employers who ignore this dynamic end up investing heavily in a person whose commitment is already weakened.
The best protection against counter offers is to address them long before the resignation letter appears. During early interviews, ask candidates what their current employer would have to change to persuade them to stay, and listen closely to the answer.
If those changes sound easy to offer, assume they probably will be. You can then help the candidate explore whether those promises are realistic or simply convenient. When someone has already thought through why a counter offer will not solve their long term goals, they are far less likely to waiver later.
Once you have decided to hire, keep the momentum high. Share more detail about the team, early projects and how success will be measured in the first six months so the candidate can picture themselves in the role.
Encourage them to discuss the move with family or mentors before they resign so they are not processing all the pressure in one conversation. A candidate who feels supported and clear about their decision is far more resilient when a former employer suddenly offers more money, a new title or promises of rapid promotion.
Even with good process, counter offers can still appear, which is why TMS offers a specialist decision support tool called OfferShield. OfferShield gives candidates a structured way to compare their current role against your offer across the factors that matter most to them, from work content and culture to financial package and progression.
Instead of a vague discussion about better opportunities, the candidate sees a clear side by side comparison that captures their own words about why they wanted to explore a move. They can download a summary, share it with family and advisors, and use it as a reference point if a counter offer arrives.
OfferShield is designed as a consideration tool, not a pressure tactic. It helps the candidate test their case for change against a structured set of questions and a full financial comparison of both roles. Recruiters can add notes that explain context or nuances that do not fit into a simple tick box, which makes the final picture more realistic.
By the time a counter offer appears, the candidate has already clarified what really matters and how each company scores on those points. That makes it much harder for a last minute pay rise to overwrite months of reflection, and it gives you and the candidate a shared reference if you need to revisit specific concerns.
Losing senior hires to counter offers? We will strengthen your process and show you where OfferShield protects each accepted offer.
Talk to our team →