What 100 Executive Interviews Taught Us About the Thai Talent Market in 2025–2026
In 2025, APlus Career conducted more than 100 in-depth executive interviews across manufacturing, industrial, FMCG, chemicals, electronics, and B2B sectors in Thailand.
These were not screening calls.
They were structured career conversations with senior managers, directors, and C-level professionals navigating real career decisions.
The patterns are clear.
The Thai talent market has shifted — not loudly, but decisively.
Here is what we learned.
1️⃣ Why Many Thai Candidates Don’t Fully Trust Recruiters
This may be uncomfortable — but it’s real.
From our interviews, recurring feedback includes:
- “I don’t know if recruiters represent my interest.”
- “I was pushed to interview for roles that didn’t fit.”
- “Communication stopped after submission.”
- “The recruiter didn’t seem specialized in my industry.”
- “How do I know this is a real headhunter and not a scam?”
The last concern appears more frequently than employers expect.
With the rise of fake job postings and recruitment scams in Southeast Asia, experienced professionals are increasingly cautious. If a recruiter cannot clearly articulate the client’s business model, reporting line, challenges, and growth direction, credibility drops immediately.
Trust is the currency of executive search.
And in Thailand, the trust gap is widening.
At APlus Career, every mandate is industry-specific and consultant-led. Clients and candidates engage directly with specialists who understand their sector dynamics, not generalists operating from scripts.
What causes the trust gap?
- Transactional, volume-driven recruitment models
- Poor client briefing before candidate outreach
- Lack of structured candidate feedback
- Misalignment between job description and actual expectations
- Poor listening skills and focusing only on “selling” the opportunity
When recruiters listen to respond instead of listening to understand, candidates feel it instantly.
Today’s executives research companies.
They validate salary benchmarks.
They assess recruiter credibility before agreeing to interview.
If recruiters act as intermediaries, trust erodes.
If recruiters act as advisors, trust compounds.
2️⃣ What Actually Makes Thai Executives Move in 2025–2026
Compensation matters — but it is rarely the primary driver.
In our interviews, salary ranked below leadership quality and strategic direction.
The top decision factors include:
- Leadership credibility
- Long-term business stability and vision
- Cultural alignment with personal values
- Exposure to transformation or regional growth
- Compensation and benefits
Executives are asking:
- “Will this leader help me grow?”
- “Is this company future-ready?”
- “Does this culture align with my values?”
The Thai talent market has matured.
High performers are optimizing for trajectory, not just increment.
3️⃣ Why Counter-Offers Often Fail
Counter-offers increased significantly in 2025.
But our observation is consistent:
A majority of executives who accept counter-offers leave within 12 months.
Because resignation is rarely about money.
The real triggers we identified include:
- Leadership misalignment
- Lack of strategic clarity
- Limited growth scope
- Cultural fatigue
- Loss of long-term confidence in direction
A salary increase addresses the symptom.
It does not repair the underlying cause.
Once trust is weakened, retention becomes fragile.
4️⃣ What Attracts Top Performers Now
Top executives in Thailand are selective.
They are not actively applying.
They are evaluating.
What attracts them today?
✔ A structured interview and assessment process
✔ Transparent communication about real business challenges
✔ Early access to decision-makers
✔ Clear growth trajectory within 24–36 months
✔ Employer branding that matches internal reality
Structure signals seriousness.
Clarity signals confidence.
Access signals respect.
In 2026, attraction is no longer about perks.
It is about professional alignment.
5️⃣ From Job Security to Strategic Security
A powerful shift emerged across interviews.
Executives are no longer asking:
“Is this job stable?”
They are asking:
“Is this company strategically resilient?”
They want exposure to:
- Digital transformation
- Automation and operational excellence
- ESG and governance frameworks
- Regional expansion
- Future-proof business models
Security today means relevance.
6️⃣ How to Identify a Credible Executive Recruiter in Thailand
As skepticism increases, executives are becoming more selective about who represents them.
Here are indicators of a credible executive search partner:
- Clear industry specialization
- Ability to explain the client’s business and reporting structure
- Structured interview and assessment process
- Transparent communication on compensation benchmarking
- Consistent follow-through and feedback
Executive recruitment in Thailand is evolving.
Candidates expect advisory capability — not just introductions.
What This Means for Employers in Thailand
If organizations want to secure top talent in 2026, the approach must evolve:
- Shorten interview cycles
- Implement structured assessment frameworks
- Train hiring managers to articulate business vision
- Avoid reactive counter-offers
- Partner with recruitment firms that provide market intelligence, not just CVs
The Thai talent market is not shrinking.
It is filtering.
The best candidates decide quickly — and quietly.
About APlus Career
APlus Career is a boutique executive search and HR advisory firm based in Bangkok, Thailand. We specialize in leadership hiring across manufacturing, industrial, FMCG, chemicals, and B2B sectors.
Our approach is structured, consultative, and data-driven — because leadership decisions shape business trajectory.
For deeper insights, workforce planning consultation, or 2026 salary benchmarking in Thailand, contact APlus Career to access our executive market intelligence.
About Nina Phinnipha Suriyong
With over 18 years in executive search, Nina has placed top talent across industries like manufacturing, automotive, electronics, chemical, retail, and life sciences. She founded APlus Career Recruitment Co., Ltd. in 2022, a boutique agency specializing in recruitment and HR solutions.
Looking for your next career move? Contact us today.