How Hybrid Work and ESG Are Reshaping BFSF Talent Expectations in Vietnam in 2026

This article is written in English for readers in Vietnam. Vietnamese and Japanese translations are available on our website. 

Introduction: BFSF Talent Expectations Are Evolving Beyond Salary

As Vietnam’s Banking, Financial Services and Finance (BFSF) sector matures, talent expectations are evolving. In 2026, BFSF professionals are no longer evaluating roles based on compensation alone. Instead, they are placing greater emphasis on work structure, organisational values, and long-term sustainability.

Two factors in particular are reshaping BFSF hiring conversations in Vietnam: hybrid work arrangements and Environmental, Social and Governance (ESG) priorities. As part of Reeracoen’s BFSF Talent Outlook 2026, this article explores how these shifts are influencing candidate behaviour and what employers must do to remain competitive in Vietnam’s BFSF market.

1. Hybrid Work Is Becoming a Baseline Expectation in BFSF Roles

While BFSF roles in Vietnam have traditionally been office-based, hybrid work is increasingly accepted across finance, risk, compliance, and reporting functions. This shift accelerated during the pandemic and has since stabilised into structured hybrid arrangements rather than full remote work.

In 2026, BFSF professionals increasingly expect:

• One to two days of remote work per week

• Flexibility for reporting and documentation-heavy tasks

• Clear policies rather than ad-hoc approvals

Hybrid work is particularly valued by mid-career BFSF professionals who balance demanding workloads with family and long-term career planning.

2. Why Hybrid Work Matters More in BFSF Than Other Functions

Unlike client-facing or operational roles, many BFSF functions rely on:

• Financial analysis and reporting

• Risk assessment and controls documentation

• Compliance reviews and audit preparation

• Treasury planning and monitoring

These tasks lend themselves well to structured hybrid work. Employers who recognise this are seeing stronger engagement and lower attrition, while those that resist flexibility risk losing experienced BFSF talent.

3. ESG Is Moving From Concept to Hiring Reality

ESG considerations are increasingly influencing BFSF hiring in Vietnam, particularly among foreign-invested companies and regional headquarters. While ESG adoption levels vary, BFSF professionals are paying closer attention to how organisations approach governance, ethics, and long-term responsibility.

Key ESG-related expectations include:

• Transparent governance and decision-making

• Ethical leadership and compliance culture

• Responsible financial practices and reporting standards

• Alignment between stated values and actual operations

Candidates are becoming more cautious about employers whose ESG messaging appears superficial or inconsistent.

4. How ESG Influences BFSF Career Decisions

For BFSF professionals, ESG is less about branding and more about professional credibility. Working in organisations with weak governance or unclear ethical standards can pose long-term career risks, particularly for those in compliance, audit, and finance leadership roles.

As a result, candidates are increasingly evaluating:

• Whether governance frameworks are enforced consistently

• How compliance and risk functions are treated internally

• Leadership accountability during periods of uncertainty

Employers with strong governance cultures are better positioned to attract experienced BFSF professionals who value stability and integrity.

5. What Employers Often Get Wrong

Despite rising expectations, some BFSF employers underestimate the importance of hybrid work and ESG alignment.

Common missteps include:

• Treating hybrid work as a temporary concession rather than a policy

• Limiting flexibility without clear operational justification

• Promoting ESG externally without internal governance support

• Underestimating how governance gaps affect employer reputation

In 2026, BFSF professionals are more informed and selective, and inconsistencies are quickly identified.

6. How BFSF Employers Can Respond Strategically

To align with evolving expectations, BFSF employers in Vietnam should focus on:

Formalising hybrid work frameworks
 Clear guidelines build trust and consistency.

Strengthening governance culture
 ESG starts with internal practices, not marketing.

Empowering risk and compliance functions
 These roles must have authority, not just responsibility.

Communicating long-term direction clearly
 Stability and transparency matter more than rapid change.

7. How Reeracoen Supports BFSF Hiring in a Changing Market

Reeracoen Vietnam works closely with BFSF employers to align hiring strategies with evolving workforce expectations. Our consultants support:

• BFSF talent advisory and market insights

• Hiring strategy design incorporating hybrid work realities

• Candidate expectation management around ESG and governance

• Targeted shortlisting for finance, risk, compliance, and treasury roles

Our focus is on building BFSF teams that support sustainable growth and long-term organisational credibility.

Frequently Asked Questions (FAQ)

1. Is hybrid work common in Vietnam’s BFSF sector?

 Yes, especially for finance, risk, compliance, and reporting roles.

2. Do BFSF candidates prioritise ESG when job hunting?

 Increasingly, yes. Governance and ethics are important decision factors.

3. Does hybrid work affect productivity?

 When structured properly, it often improves focus and retention.

4. Are ESG skills now required for BFSF roles?

 Not always, but governance awareness is increasingly expected.

5. How can employers stay competitive in BFSF hiring?

 By aligning policies, values, and leadership practices consistently.

✅ Final Author Credit

• By Valerie Ong (Regional Marketing Manager)

• Published by Reeracoen Vietnam — a leading recruitment agency in APAC.

🔗 Related Articles 

• Vietnam Hiring Trends 2026: Sectors to Watch as FDI Rises

• Vietnam Salary Guide 2025: What Employers and Jobseekers Need to Know

• Vietnam Leads APAC in Career Ambition: What It Means for the Future of Work

⭐ References

• Reeracoen × Rakuten Insight APAC Workforce Whitepaper 2025

• Reeracoen Vietnam BFSF Hiring Data (2024–2025)

• Regional Labour Market Insights

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