The recent cyberattack on Vietnam’s National Credit Information Center (CIC) was more than a local incident. It was a wake-up call for the entire region. When sensitive financial data is compromised, trust evaporates overnight. For me, the bigger question is not only how we protect data, but also how these breaches reshape the way leaders think about talent management in the age of AI.
As technology accelerates, so do the risks. And if you are a founder or C-level executive planning to scale into new markets like Vietnam, the challenge is clear: how do you build large, capable teams at speed, while staying compliant and secure?
The new reality for leaders
AI is expanding at an unprecedented pace. Analysts project the global AI market to reach $391 billion by 2025, growing nearly 36% annually. This growth creates enormous opportunities for innovation, but it also raises the stakes: the faster we adopt new technologies, the more we expose ourselves to governance and security risks.
At the same time, the world is facing a serious cybersecurity talent shortage. Despite a global workforce of 5.5 million professionals, there is still a gap of more than 4 million specialists. That shortage makes it harder to protect organizations at a time when the average cost of a data breach has climbed to $4.88 million per incident.
Remote and hybrid work add another layer. On one hand, distributed teams give us access to talent pools across borders. On the other hand, they open the door to new vulnerabilities. Over half of organizations have suffered breaches linked to remote work, while GDPR fines for mishandling employee data now average €2.3 million per case.
For leaders, the message is simple: growth without governance is risky.
A “Talent Management in the Age of AI & Security Challenges” workshop attract more than 20 founders and executives came together to discuss how to scale teams without losing trust or security.
Governance-first hiring: the foundation of secure scaling
When we think about entering a new market, hiring is often seen as a speed and cost question. Should we set up a legal entity in Vietnam, which offers credibility and full control but comes with heavy upfront investment and complexity? Or should we begin with an Employer of Record (EOR) model, which allows us to onboard talent in just weeks, stay compliant from day one, and reduce legal and HR risk?
The truth is that your hiring model is not just an HR decision — it is the foundation of your security and governance strategy. Without compliance-first hiring, you are building growth on unstable ground.
The difference between Legal Entity Setup and Employer of Record in Vietnam
AI: govern it, don’t ban it
In my conversations with global leaders, one theme keeps coming back: how to handle AI in the workplace. The numbers are clear. Around 74% of employees already use AI tools, and 65% say these tools make them more productive. Yet at the same time, 60% admit to using unapproved “shadow AI” solutions, often by copying sensitive data into public platforms.
Some leaders react by banning AI entirely. Others allow free use without guidance. Both approaches are flawed. Bans push employees toward hidden tools, while unchecked use multiplies risk. The real solution lies in trust-based AI policies, developed jointly by HR and Security teams. This ensures employees can innovate safely, while protecting clients and compliance standards.
Securing remote work in a global world
Scaling a 50-person engineering hub in Vietnam or anywhere else in Asia means embracing distributed work. Remote teams are a tremendous opportunity to access talent, but they also create new attack surfaces. Shadow IT, weak access control, and insider threats are now part of every leader’s risk map.
The essentials for protection are clear: zero-trust access, multi-factor authentication, encrypted devices, and solid NDAs and DPAs. Even without ISO or SOC certifications in place, these practices form a baseline for safeguarding client data and reducing exposure to costly penalties.
Bridging cultural gaps to build trust
Beyond technology and policies, one factor often underestimated is culture. In high-context cultures like Vietnam, relationships and trust are built through personal connection and shared understanding. In low-context cultures like the Netherlands or the US, clients expect transparency, documentation, and clear reporting. This cultural gap can lead to friction if not addressed. A Vietnamese manager may believe a handshake and a conversation are enough after a security incident, while a European client expects a formal written report. Both approaches are valid in their own context — but if they collide, trust can erode quickly.
As leaders, we need to recognize whether our organization and our partners operate in a high- or low-context culture, and adapt our governance and communication accordingly. This alignment is just as critical to resilience as the right hiring model or security framework.
The Golden Shield playbook for resilient growth
From my experience at Sunbytes, I’ve developed what I call the Golden Shield Playbook — a practical framework for scaling securely in the AI era:
- Governance-first hiring: Start with compliant, low-risk models like EOR before scaling into full entities.
- Trust-based AI adoption: Don’t ban AI — govern it with clear, collaborative policies.
- Secure remote work culture: Implement zero-trust, MFA, device management, and strong agreements.
- Cultural alignment for client trust: Bridge high- and low-context expectations with proactive communication.
- Partner alignment formula: Diagnose cultural context, bridge gaps, and align governance strategy to ensure smooth collaboration.
This is not theory. It’s a repeatable approach to build teams that are innovative, compliant, and resilient. Download your free playbook to know how to secure in the age of AI.
Conclusion: From Breach to Resilience
Technology will always evolve faster than regulation. AI, cybersecurity, and remote work are changing how we build teams and scale businesses. The leaders who thrive in this new era will be those who place governance, trust, and people-first talent strategies at the core of their growth. At Sunbytes, this is the journey we’ve been on since 2011, helping international companies build secure, scalable teams in Vietnam and beyond.
If you’re ready to explore what governance-first hiring and smarter talent management could mean for your business, connect with me on LinkedIn here.
