Top 10 AI Tools Every HR Professional in Viet Nam Should Know in 2025

Vietnam's HR scene in 2025 is at a tipping point: local leaders are investing in AI hiring (91% are evaluating AI roles) and 95% expect digital labour to expand their workforce, making AI fluency a practical HR priority for Vietnamese teams (Microsoft Việt Nam VNS analysis on AI hiring in Vietnam).

Market reports from Adecco and Faro Vietnam confirm rising job demand and a widening skills gap in tech, manufacturing and HR - pushing employers to automate routine tasks, redesign talent pipelines and invest in reskilling (Adecco Vietnam Q2 2025 talent market update, Faro Vietnam survey on talent acquisition trends 2025).

For HR teams that must balance compliance, DEI and candidate experience, practical training matters: Nucamp's AI Essentials for Work bootcamp offers a 15-week, job-focused path to build hands-on AI skills and prompt-writing for everyday HR workflows (Nucamp AI Essentials for Work bootcamp syllabus).

Bootcamp	Length	Early Bird Cost	Courses	Register
AI Essentials for Work	15 Weeks	$3,582	AI at Work: Foundations; Writing AI Prompts; Job Based Practical AI Skills	Register for Nucamp AI Essentials for Work bootcamp

“AI is becoming a sustainable resource for businesses - abundant, essential and scalable.”

Selection began with a practical, function‑by‑function playbook - matching one best‑in‑class AI solution to each HR need (recruiting, performance, L&D, service, comp and planning) - following the approach used in industry reviews that highlight a single exemplar per use case (PerformYard function-by-function AI HR tools evaluation).

Next, each candidate tool was screened for real‑world evidence: market traction, customer case studies and user ratings, demonstrable impact on core KPIs (faster screening, fewer tickets, clearer review summaries) and sensible funding or growth signals that indicate vendor stability.

Integration and data governance were non‑negotiable - tools had to play with common HRIS/ATS platforms and offer bias‑controls, explainability and auditability as recommended in adoption frameworks (AIHR guidance on AI in HR: risk, governance, and upskilling).

Usability, localisation and scalability for Vietnamese teams were judged by how well vendors support multi‑channel delivery and compliance workflows, echoing advice to prioritise fit before feature set.

Finally, only tools suitable for short, measurable pilots made the final list: small experiments, clear success metrics and a plan for training HR people to keep a human‑in‑the‑loop (integration and ROI checks recommended by practitioners) (Rippling practical checklist for piloting HR AI tools).

Paradox's conversational hiring assistant Olivia and its automated scheduling turn common HR headaches into practical wins for Vietnamese teams: mobile‑first text recruiting and “conversational apply” speed up entry‑level and frontline hiring, reduce candidate drop‑off, and let busy managers focus on people, not paperwork; Paradox reports application completion as high as 95% and enterprise clients saving vast time and money (for example, interview scheduling has been measured in seconds).

For HR leaders in Việt Nam weighing high‑volume retail, hospitality or manufacturing hires, Olivia's 24/7 chat, multilingual support and deep ATS integrations (Workday, SAP SuccessFactors, Indeed) make short pilots easy to justify - see Paradox's product overview for feature detail and the high‑volume hiring guide for case studies and metrics.

One vivid metric to remember: clients have recorded interview scheduling in as little as nine seconds, a real “so what?” for stores and sites racing to staff shifts faster than before.

Metric	Reported Result
Hours saved (example)	40,000 hours/week
Decrease in cost per hire	54%
Fastest interview scheduling	9 seconds
Application completion	Up to 95%
Multilingual support	100+ languages

“Paradox is the first solution that really knew how to do high volume recruitment; it's been a game changer for us.”

Eightfold.ai's talent intelligence approach makes rediscovering warm, previously engaged candidates a practical advantage for Vietnamese HR teams that juggle high growth hiring, internal mobility and DEI goals: AI matches people by skills (not just job titles), surfaces internal talent for open roles and accelerates upskilling pathways, reducing reliance on external ads and costly agency searches.

Evidence from industry discussions shows clients shaving days off time‑to‑hire, boosting recruiter productivity and even turning past applicants into a steady hire channel - one case (Activision) reported 41% of hires from previous candidates - so the “so what?” is tangible: faster hires, lower cost and better diversity outcomes.

Eightfold's rediscovery playbook also maps neatly to human‑in‑the‑loop safeguards recommended for Vietnam's HR practitioners, where skills fingerprints and clear follow‑up help maintain candidate trust and compliance (Recruiting Future podcast episode on Eightfold talent rediscovery, Nucamp AI Essentials for Work syllabus - human-in-the-loop HR workflows).

Metric	Reported Result
Share of hires from previous applicants (Activision example)	41%
Time‑to‑hire improvement	11 days shaved off
Placements per recruiter (example)	From ~12–15 to ~20–22 per quarter

“We'd shave 11 days off our days to hire and increase diversity hiring across the board.”

SeekOut is a powerful AI‑powered sourcing and talent‑market analytics tool that Vietnamese HR teams can use to find hard‑to‑reach talent, speed hires, and diversify pipelines: its Recruit suite searches across 800M+ public profiles (including 40M+ technical profiles) and your ATS, while SeekOut Spot combines agentic AI and expert sourcers to deliver screened candidates in about 14 days; for teams unfamiliar with Boolean logic, SeekOut Assist's GPT‑powered conversational search turns a plain job description into precise searches and personalised outreach, helping shrinking teams get 2.3x more productive and cut repetitive work by ~80%.

Integrations with common ATS platforms (Workday, SAP SuccessFactors) and bias‑reducing filters make it practical for Vietnamese employers balancing compliance and inclusion, and the platform's Workspaces guide teams through consistent, faster workflows - useful when speed-to-hire directly affects production schedules or store openings.

Learn more on the SeekOut AI-powered sourcing platform and read the SeekOut conversational search guide to see how plain‑language queries speed sourcing.

Metric	Result
Public profiles indexed	800M+ (platform)
Technical profiles	40M+
Typical time-to-hire (with Spot/Recruit)	14–30 days (vs 65–85)
Repetitive work reduced	Up to 80%

“Bringing together diverse global talent is critical to the success of every software company and the competition for diverse talent is fiercer than ever. From day one, SeekOut's innovative AI-powered search, global power filters, diversity filters, and talent pool insight have been critical components of Aviatrix's global growth plan.” - Mario Linares, Head of Talent Acquisition, Aviatrix

Reejig turns hidden skills into visible action for Vietnamese HR teams by combining an Opportunity Marketplace for short‑term gigs and projects with automated skills profiles and a Career Co‑Pilot that puts internal roles in front of the right people - so internal matches happen in seconds, not weeks, and managers can redeploy talent to pressing priorities without expensive external hires; see how short‑term Opportunity Creation helps post mentorships, six‑week projects and SWAT teams that instantly surface fits across the business (Reejig Opportunity Creation blog post on short-term opportunities).

For organisations planning AI transitions, Reejig's Work Architecture mapping (task‑level detail such as 77 tasks and 225 subtasks for a single HR role) makes it practical to decide what to automate and what to reskill (Josh Bersin article on Reejig Work Architecture platform), and the platform can be integrated quickly - often live in as little as 12 weeks - so the “so what?” is immediate: faster internal fills, lower recruitment cost and higher retention when employees can visibly find the next step in their careers (Reejig workforce intelligence platform).

Metric	From Research
Employees who complete a skills profile	<20%
Resigned due to lack of internal opportunities	63%
HR leaders pressured to provide career opportunities	69%
Typical time-to-live for Reejig implementation	As little as 12 weeks

“Reejig has been a game-changer in this space, allowing us to grow, develop and retain our talent by having better visibility of their skills so that we can create a long term view of their future project work.”

For Vietnamese HR teams juggling growing headcounts, compliance and multilingual workforces, HR Acuity offers a purpose‑built employee relations case management platform that turns messy spreadsheets and inbox trails into defensible, repeatable investigations - backed by olivER™, a 24/7 AI companion that automates administrative tasks, generates interview questions, creates neutral case summaries and even provides AI‑driven translation for inclusive intake; see the HR Acuity case management overview for the full feature set and the olivER AI assistant product sheet for how the assistant works in practice.

The platform emphasizes “defensible AI”: models trained on decades of ER best practices that never draw conclusions or use demographic data, so HR stays firmly in control while gaining forward‑looking analytics and benchmarks.

For a practical “so what?”: customers report a 20% productivity lift for ER teams, a 520% ROI and up to $2.4M in mitigated litigation risk - concrete results that make piloting a focused ER workflow worth the investment for firms operating in Việt Nam's dynamic labour market.

Metric	Reported Result
ER team productivity	Improved by 20%
Return on Investment	520%+
Mitigated litigation risk	$2.4M

“HR Acuity makes the investigations process so simple for our investigators. It's really allowed us to drive more consistency in our case management practices and really just have better quality data.” - Kim Roa

Leena AI positions itself as an enterprise‑grade, conversational HR helpdesk that can be especially practical for Vietnamese employers juggling multilingual workforces and fast hires: its HR chatbot promises rapid deployment (often live in about 14 days), reads from unified knowledge across HRIS and docs, and drives a high self‑service ratio (contract guarantees cite ~70% ticket deflection) so HR teams spend less time on repetitive enquiries and more on strategic work.

The platform supports onboarding-to-offboarding automation, real‑time ticketing, pulse surveys and attrition prediction, and integrates with SAP, Workday and collaboration tools used across regional offices - see the Leena AI HR chatbot overview for features and the Leena AI product pages for integration and security details.

A vivid proof point: the vendor reports managing 100M+ employee conversations and trusted usage by millions across hundreds of organisations, making a short pilot in Việt Nam a low‑risk way to cut tickets, speed case resolution and surface engagement signals sooner.

Metric	From Research
Deployment	14 days (quick deployment)
Self‑service / ticket reduction	~70% contract guarantee
Auto‑resolution	40% of employee queries resolved automatically
Conversations managed	100M+ employee conversations
Reach	Trusted by 10M+ employees across 400+ organisations; 100+ languages

“One needs a partner who shares the curiosity of solving business problems that were, earlier, limited by technology. We found the right partner in Leena AI to collaborate and convert ideas using AI-powered chatbots, into tangible results for the business.” - Alok Saxena, Associate Vice President, Coca-Cola RPSI

Lattice packages performance, engagement and people analytics into a single people‑platform that helps HR teams move reviews from a compliance chore to coaching conversations - useful context for Việt Nam's fast‑growing firms that need clearer promotion paths and fairer ratings.

Its AI‑assisted features (peer feedback summaries, goals/OKR integration and calibration tools with an interactive “box view”) speed manager prep and reduce bias, and real teams have seen big wins - Huge saved more than 2,000 hours per review cycle and organisations using performance software are roughly 2.6x more likely to exceed people‑strategy goals.

Lattice is scalable for mid‑to‑large organisations, supports continuous feedback, 360 reviews and talent analytics, and can be explored via the Lattice performance reviews overview or the Lattice Performance Reviews library to plan a short pilot that measures participation, calibration and manager time saved.

Metric	From Research
G2 rating	4.7
Capterra rating	4.5
Starting price	$11 / employee / month
Deployment	Cloud hosted
Notable features	AI peer summaries, OKRs & goals, calibration analytics, 360 feedback

“Lattice's performance reviews are no longer just ‘ticking the box.' They've become pivotal, important, and meaningful conversations that help employees figure out their careers in the organization and beyond.” - Beverley Simpson, Lead HR Consultant, Linktree

For Vietnamese HR teams wrestling with rapid growth, tight talent markets and the need to redeploy skills faster, Gloat's AI‑powered talent marketplace offers a practical route to make hidden capability visible and usable: the platform links skills, projects, mentoring, learning and internal hiring into one intelligent ecosystem so employees surface for roles, gigs or stretch projects based on actual skills and career intent.

That matters in VN where keeping talent and moving people into priority work can beat costly external hires - Gloat customers report concrete wins (large firms have unlocked productivity in the hundreds of thousands of hours and multimillion‑dollar savings) and the product supports learning integrations, manager dashboards and searchable talent pools to speed internal fills.

A short pilot can prove the “so what?” quickly: faster project delivery, clear career pathways that improve retention, and a one‑stop place for managers to spot gaps and redeploy people.

Read the Gloat product overview for platform details and the Gloat guide to talent marketplaces for implementation tips.

Case study / example	Reported outcome
Schneider Electric	Unlocked 200,000+ hours; ~$15,000,000 in productivity & recruitment savings
Seagate	Saved ~$1.4M within months of launch
Mastercard	Unlocked ~900,000 hours of productivity
Single‑day deployment example	300,000 employees granted access in 24 hours

“It's a complete rewrite of HR. You need to think differently about speed and how to go deep and broad in an organization using AI.” - Jean Pelletier, VP of Digital Talent Transformation (quoted in Gloat blog)

ChartHop turns messy spreadsheets and guesswork into visual, data‑backed decisions - especially useful for Vietnamese HR teams juggling rapid hiring, cross‑site payroll and compensation cycles.

Its live org chart and animated timeline slider make who‑reports‑to‑whom instantly obvious, the Headcount Planning module lets managers drag‑and-drop scenarios while viewing real‑time budget impact and approval workflows, and AI‑powered dashboards surface DEI and comp tradeoffs before offers are made; ditching manual spreadsheets can mean faster approvals and clearer alignment between People and Finance.

For a closer look at scenario modelling and approvals, see ChartHop's Headcount Planning overview and explore how interactive org charts and matrix team views help leaders visualise where skills and headcount should move next.

What	From Research
Starter pricing	ChartHop Basic: $2 per employee/month
Core modules	$8 PEPM first module; $4 PEPM per additional module (annual minimum applies)
Key capabilities	Live org charts, headcount scenario planning, real‑time budget dashboards, compensation cycles, AI dashboards

“Org planning in ChartHop has brought us out of the dark. Because we're in a shared environment, Finance and Operations can constantly see what's going on and what scenarios managers are working on.” - Dan Beksha, Head of Strategic Planning, Plaid

For HR teams in Việt Nam racing to fill roles across tech, manufacturing and retail, Textio offers a practical, data‑driven way to make every job post and piece of hiring copy work harder: its augmented‑writing engine, trained on more than a billion HR documents and 10 years of outcomes, gives real‑time suggestions to remove bias, tune employer brand messaging, and even coach managers to give growth‑oriented feedback - so a tired JD becomes a confident invitation that actually draws applicants.

Textio plugs into common ATS and workflows (including a Workday integration that surfaces language insights as you write) and codifies best practice frameworks like the 5Cs (compelling, competencies, culture, current, clear) so teams can hit the sweet spot - Textio research shows 300–660 words is ideal for job posts.

For Vietnamese employers balancing inclusion, findability and speed, a short pilot with Textio can cut revision cycles and lift candidate diversity without heavy process change (Textio augmented-writing platform for HR teams, Textio's 5Cs inclusive job description framework).

Metric / Feature	From Research
AI models powering guidance	30+ models
Training documents	1+ billion HR documents
Fortune 500 adoption	~25% have used Textio
Recommended job description length	300–660 words
Notable integrations	Workday, Greenhouse, Outlook

“Textio has helped simplify and speed up the recruiting process. We have picked up the pace in job description revisions while making sure that we're using inclusive language that's aligned with our brand.” - Alejandra Quiroz, Senior Talent Operations Analyst, Zendesk

Shortlist by matching one clear HR need to a single tool - sourcing, screening, conversational helpdesk, ER casework or internal mobility - and favour vendors that plug into Vietnamese HR stacks and local compliance (for example, Lac Viet SureHCS HRM software with LV‑AI.Doc/Resume/Help shows how AI can slot into payroll, attendance and CV parsing).

Pilot small, measurable experiments: a quick two‑week chatbot trial to track ticket deflection and candidate NPS, or a 12‑week internal‑mobility sprint to validate skills matching and redeployment (short pilots reduce risk and surface integration gaps, as regional practitioners recommend in the MiHCM guide to integrating AI tools for enhanced employee experience).

Set concrete KPIs (time‑to‑hire, cost‑per‑hire, payroll accuracy - Lac Viet cites personnel processing improvements around 40% in local rollouts - and ticket deflection targets up to ~70%), bake in human‑in‑the‑loop reviews, and lock governance, logging and privacy checks before scale.

Upskill HR teams alongside pilots so tool adoption is operational, not theoretical - a pragmatic starting point is classroom plus hands‑on practice like the Nucamp AI Essentials for Work syllabus to build prompt skills and safe workflows.

The goal: short, verifiable wins that free HR time for strategy while keeping compliance and people front and centre.

Pilot type - Example duration:
Chatbot / helpdesk - ~14 days (quick deploy)
Internal mobility / skills mapping - ~12 weeks (end‑to‑end pilot)