Diversity, Equality
& Inclusion

Our commitment to
diversity & inclusion

As Thailand's leading technical recruitment company, we know we play an important role in creating a more diverse and inclusive workplace, and we take that responsibility seriously. Diversity, equality and inclusion (ED&I) will be the building blocks of the future of the manufacturing, logistics and supply chain, infrastructure, life sciences and digital technology sectors. At JacksonGrant we pride ourselves on helping our clients and candidates thrive and grow through the power of diversity.

Explore our latest Equality, Diversity & Inclusion insights:

5 Tips for Becoming a Successful Leader from APAC's Top Executives
May
24
5 Tips for Becoming a Successful Leader from APAC's Top Executives

Becoming a successful leader isn’t just about climbing the corporate ladder; it’s about developing a mindset that is steadfastly committed to your own personal growth. The Asia Pacific region is a dynamic and fast-growing economy, that needs leadership talent with critical business acumen, technical skills, and the ability to think strategically. Inspired by the experiences and insights of the Asia Pacific region’s most inspirational and seasoned leaders, we’ve put together five invaluable tips, designed to help you on your journey toward becoming a successful leader and taking the next step in your career whatever industry you work in. Know Yourself The first step towards becoming a successful leader of others, is understanding yourself. What drives you? What excites you? What are your values as a person and as a leader? Knowing the answers to these questions helps you to put reason behind your ambition, to choose the right roles in companies that share your goals and to direct your energy to developing the skills and expertise you need to succeed.Just as importantly, once you understand your motivation, you’ll be better placed to communicate to others why they should be excited to work with you. You’ll be able to make clear what you are doing and why, and ensure you have the support of your team. “What gets me going is working with my younger colleagues, supporting them, knowing that they are all very ambitious. They want to do well… and they are engaged in interesting ideas that could make a real difference to the world.”Loh Chin Hua, CEO, Keppel Think Long-Term, in Your Career, and in Business According to PWC’s Annual Global CEO Survey, 53% of leaders in the Asia Pacific region do not believe their current business models will survive the next decade. Becoming a successful leader requires you to both focus on short and medium-term goals, but also to have far reaching vision. To anticipate what is coming in the long-term so you can be better prepared.A great way to cultivate this ability to think long-term in business is to think about the future when you choose how to grow your career. While it’s important to develop the skills you need for you next move, you should also look at what your long-term aim is. If you are planning to be an executive start developing good communication, decision making and relationship building skills now. Cultivate Your Network In business, as in life, we cannot succeed without the help of others. The strongest leaders understand that without the whole team working together growth is impossible. Part of your journey to becoming a successful leader involves developing strong connections with others in your industry.One thing to remember however is that you must build networks that link down and across as well as upwards. That is, while it’s important to make connections with those who can help your career now, such as inspiring leaders and senior managers who can mentor you, you also need to develop connections with your peers and those who are coming up behind you. You never know who will have the ability to help you in future."As a CEO, we cannot work alone. To put it bluntly, part of what makes a company successful is having a strong team, and we are fortunate to have one."Piyajit Ruckariyapong, CEO/Executive Director, Sappe PCL Embrace Empathy, Flexibility & Communication Today’s leaders are increasingly being asked to manage cross-cultural teams, perhaps even working in large, global organisations. Successfully managing teams where different work cultures blend requires leaders with the ability to empathise, to respond to situations flexibly and agilely and to communicate simply and clearly.By learning from other workplace cultures, we can balance their approaches with our own strengths. Bringing these skills into traditional Thai workplace culture for example, where respect for hierarchy, politeness and indirect communication are valued can help improve collaboration and teamwork.“Our company vision – Proud of our Thai heritage, uniquely delivering gracious hospitality to the world – is very important as it gives us the flexibility to create distinctive experiences that blend the best of local and Thai hospitality customs in each destination.”Suphajee Suthumpun, Group CEO, Dusit International Keep Up with the Latest Tech Technology shapes our modern world, and the transformations caused by today’s digital revolution shows no sign of slowing down. To be a successful business leader you must stay up to date with the latest advancements because technology shapes the way businesses operate and interact with their markets.Staying updated enables leaders to streamline processes, improve efficiency, and meet changing customer needs. Moreover, technology often opens new avenues for growth and expansion, ensuring you explore untapped markets and stay ahead of the curve.“If you cannot catch up with the new paradigm in technology, you will be out of the game.Alice Chang, Founder and CEO, Perfect Corp.As you step into leadership, remember success lies in the journey as much as the destination. Take inspiration from APAC's top executives with these five practical tips. Embrace the challenge, stay resilient, and keep growing—because the path to success is as enriching as the achievement itself. As Thailand's leading Industrial, Logistics and Supply Chain recruitment agency, we connect experienced, technically proficient, English-speaking candidates like you with their perfect roles across Thailand and Southeast Asia. Learn more about how JacksonGrant can help you grow your career and find a new role by getting in touch with a consultant today.

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How to Find The Right Leaders for Your Company with Executive Search
May
24
How to Find The Right Leaders for Your Company with Executive Search

Attracting and retaining executive talent can be more difficult than finding candidates for other positions. Not only do you need to find a candidate with the industry knowledge and technical skills to drive your business forward, but they also need to share your company values to successfully promote your mission and lead others. Sourcing the right leaders for your businesses means thinking about your recruitment processes with executives in mind. At JacksonGrant we’re experts in executive search recruitment. Here are our top tips for businesses thinking about how to find leaders quickly and efficiently. Define the RoleOne of the most overlooked steps in finding executive talent is defining the exact requirements and responsibilities of the role you are looking to hire for. Different executive positions, industries and businesses will need leaders with specific skills, experiences, and qualifications. And different workforces thrive best under different leadership styles. Think carefully about the kind of person you are looking for, let your hiring manager know what you’re looking for and make this clear in any job descriptions or branding materials you create. Tap Into Your NetworkWhen thinking about how to find leaders, it’s important not to neglect one of the most powerful tools at your disposal – your network of industry contacts! Unlike candidates for more junior roles, executive talent is often not actively job hunting. To access the highest quality executives, you need to be proactive in approaching them. Use professional networks, industry connections and referrals from your current leadership team to make new connections. Having a business presence at networking events, conferences, and industry gatherings can also be valuable opportunities for building awareness of your company as a great place to work. Build a Strong Brand ReputationBecause the very best executive talent can afford to wait for the right offer from the right business it’s important to make your employer brand a key part of your leadership recruitment. Cultivate a positive employer brand by showcasing your company culture, values, and commitment to employee development and well-being. Make use of multiple platforms, such as LinkedIn, your website, and industry press to reach a wider audience of potential leadership candidates. Put Diversity, Equity, and Inclusion (DEI) Front and CentreCompanies that embrace diversity at every level of their organisation are more innovative, more creative, and ultimately more profitable. Employees from diverse backgrounds are going to be looking to your executive team for leadership, mentorship, and guidance, so it’s important that your leaders reflect the diversity of your workforce. For example, only 32% of leadership positions in the APAC region are held by women, but across the region women often account for upwards of 50% of the workforce. It’s important that any DEI initiatives and strategies that you build into your wider recruitment processes are also reflected in your executive hiring.  Offer Competitive Compensation When you are thinking about how to find leaders and how best to attract them to your business it’s important to offer competitive compensation. However, while pay is an important driver for executive talent, it is not their only motivation for taking a role. Think about your executive compensation holistically. Include other benefits alongside your salary offering; you might consider your bonus scheme, offering stock options and other executive perks. You should also think about how your benefits package appeals to leadership talent from diverse demographics, more flexible working for example may appeal more to those with caring responsibilities. Whatever package you offer, ensure that it is attractive and aligned with industry standards. Provide Growth and Development OpportunitiesExecutive candidates are by their nature driven individuals who are looking for opportunities to further their careers and make a significant impact within a dynamic and growing company. When hiring you should be highlighting any opportunities you have for professional growth, career advancement, and leadership development within your organisation. Rethink the Recruitment ProcessShow that you respect the time of executive talent by ensuring your recruitment process is as efficient and transparent as possible. Minimise delays and keep candidates informed at every stage of the hiring process. Think about how many interviews and assessments you are asking candidates to undertake and always make sure that you involve key stakeholders and team members in the interview process to gain diverse perspectives on executive candidate’s potential. Consider Using an Executive Search AgencyOf course, partnering with an executive search agency like JacksonGrant can help you implement these tips effectively. We can help you access a broader network of executive talent, streamline your recruitment process, and build your employer brand. We also have specialised expertise in identifying, attracting, and evaluating top candidates to ensure a successful executive hire. How Does Executive Search Work? At JacksonGrant we act as your dedicated executive recruitment partner. This means we work closely with you to understand your unique requirements and goals. So, we only shortlist candidates who are a perfect match. Using cutting edge, proven methodologies, interviews, and assessments, we can find talented executives from across Thailand and Southeast Asia who will drive your business forward. And, because we are members of the Association of Executive Search and Leadership Consultants (AESC) and IIC Partners Executive Search Worldwide we give you access to unparalleled global talent networks as well as tailored advice and support. JacksonGrant has earned a reputation as Thailand’s leading recruitment specialists in Manufacturing, Supply Chain, and Industrial Technology sectors. Our success comes from an innovative approach, clear communication, and a commitment to fully engage with our clients’ industries. If you are interested in how to find leaders for your business using our executive search services get in touch with one of our team today to discuss how we can help meet your needs.  

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JacksonGrant, AviusULD Announce Exclusive Talent Acquisition Partnership
Apr
21
JacksonGrant, AviusULD Announce Exclusive Talent Acquisition Partnership

JacksonGrant, Thailand’s premier technical recruitment agency, is pleased to announce a new, innovative talent acquisition agreement with AviusULD: a CCE Group company, a leading manufacturer and worldwide supplier of unit load devices (ULDs), primarily used for air cargo. AviusULD sets the standard for the global airline industry with durable, reliable, easy-to-use products that ensure safe flight operations. JacksonGrant is known for its market-leading, nimble, innovative, and effective approach to recruitment for multinational manufacturing, supply chain and logistics companies operating in Southeast Asia. This new partnership marks a significant milestone for both companies. AviusULD is experiencing rapid business growth, and the aviation industry manufacturer has signed an exclusive partnership with JacksonGrant to handle all of its talent acquisition needs.  "Working with JacksonGrant makes our life easier. They know our business inside-out. We've been using them for all of our recruitment during the past 8-9 years, so formalising this partnership was a no-brainer," says Klaus Hofmann, Chief Executive Officer at AviusULD & Group CEO of CCE Group.AviusULD has essentially hired JacksonGrant on a long-term retainer basis. It marks a turning point in the recruitment industry, as the ambitious regional talent consulting agency continues to roll out its game-changing ‘Recruitment as a Service’ (RaaS) partnership program. “I am delighted that AviusULD has chosen our Recruitment as a Service (RaaS) model of partnership," says Richard Jackson, Managing Director at JacksonGrant. “Our partners at AviusULD value the innovative, best-in-class recruitment consultancy that JacksonGrant provides to our clients. It is time for traditional recruitment to evolve, and we are leading the way by providing a holistic service that adds value at every stage of the talent acquisition process.” RaaS is the natural evolution of traditional RPO – Recruitment Project Outsourcing. An RPO contract will typically embed a recruiter with a corporate client to fill a fixed number of positions on a short-term basis. “In the recruitment business, RPO is an immediate problem-solver. The agency may provide some analytics, but it’s generally not a comprehensive service. RPO traditionally is one-dimensional. Once the contracted hires are made, the contractual relationship is over, says Jackson. “As an ambitious, yet niche, innovation company, Avius, needs to attract and hire the best talent to unlock their exciting business plans. The company was therefore looking for a more comprehensive talent strategy,” Jackson explains. “JacksonGrant’s unique Raas model addresses the entire talent pipeline. Effective consultancy begins long before we start sorting through resumes. Clients benefit from a more meaningful recruiting partnership that addresses long-term business strategy & hiring needs, succession planning, training, EVP (Employee Value Proposition), how to stand out as an employer of choice – traditional recruitment doesn’t support all that. With RaaS, both parties are committed to a long-term partnership, which means our team can focus on building a sustainable talent pipeline for AviusULD’s future success.” "At AviusULD, we always set high standards and find innovative ways to develop business partnerships, so the flexibility of this new agreement works really well for us.,” Hofmann says. “We now have access to the capabilities of the entire JacksonGrant team. They always deliver, so we're looking forward to a long and prosperous partnership together." Known for manufacturing innovation, AviusULD relies on recruiting the best, most agile talent to achieve ambitious business objectives. AviusULD’s progressive leadership recognise the myriad benefits of JacksonGrant’s unique, disruptive RaaS approach. Key advantages include: lower hiring costs, better quality of hires, higher retention rates, customised recruitment strategies, access to cutting-edge analytical tools, and the ability to scale according to specific needs. To learn more about JacksonGrant’s Recruitment as a Service model, and this groundbreaking partnership, please contact: support@jacksongrant.io About CCE Group Led by Group CEO, Klaus Hofmann, with $150m revenues in 2023, CCE Group is an aerospace platform focusing on the development of companies with leadership positions in niche markets of the Cabin & Cargo equipment space. Headquartered in France, CCE Group employs more than 1,300 people globally. CCE Group was created in 2023 with the acquisition of AviusULD & Driessen. About AviusULD A leading manufacturer of Unit Load Devices (“ULDs”). ULDs are containers or pallets used to efficiently load luggage and freight into passenger and cargo aircraft, enabling forecasting and planning of the aircraft’s weight and balance. Founded in 1972 and headquartered in the Netherlands, Cargo activity has more than 350 employees globally. The company develops a comprehensive range of high-quality and innovative products for airlines and shipping companies.

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Traits Leaders Need When Managing Global Teams
Mar
24
Traits Leaders Need When Managing Global Teams

Thailand is increasingly central to the global economy. Its’ manufacturing industries are booming and the country is a key hub in today’s interconnected and globalised supply chain. Because of Thailand’s location in Southeast Asia and its open economic and political outlook, businesses from Europe and North America are keen to shift their production or open new branches here. But managing global teams is never simple.  Ninety-one percent of businesses surveyed by HSBC in 2023 expect to expand into Southeast Asia over the next two years. As businesses extend their reach, they need effective leadership capable of steering multinational teams towards success. From bridging cultural gaps to navigating time zone differences to encouraging collaboration across geographical boundaries, the role of a leader in a global setting is demanding.  Whether you are a business seeking executive talents to take your global initiatives forward or an ambitious individual eager to cultivate your leadership ability, we’ll help you understand what it takes to manage global teams successfully. Working with Cultural Differences in Multinational Teams When managing global teams, leaders must notice and understand diverse cultural codes at play and then choose creative ways of addressing challenges that can affect the ability of teams to get the job done.  Culturally smart leaders can see how different ways of working can be innovative, and how they can interact to create alternative processes and procedures. They are able to bridge the gap between cultures, providing space for discussion and guiding team members to leverage the positives of working cross-culturally.  Get more insights into how Thai and Western work cultures differ and how they can work together. 4 Key Traits for Global Team Management Once you understand the cultural differences at play, you can work on developing essential skills that can help you manage global teams successfully. Traits of effective managers and leaders of multinational teams include the following: Communication Good communication makes it easier for global teams to work well together. Multinational teams often struggle with distance, both physical and cultural, which can breed misunderstandings and make it harder to spot mistakes. To cultivate good communication,  implement practices and procedures aimed at sharing information and building connections. Establish rotating schedules for team meetings, ensuring that all members have equal opportunities to contribute, regardless of their geographic location. Timing matters too. Send emails and plan meetings when everyone can be online during their work hours.Additionally, create opportunities for informal interactions, perhaps through virtual happy hours or casual gatherings, allowing team members to build personal connections beyond the confines of work-related discussions. Transparency Demonstrating a commitment to transparency and honesty in your leadership creates a culture where individuals can feel encouraged to speak openly and share relevant information. This not only strengthens team bonds but can improve trust – 86% of leaders say that the more transparent they are, the more their workforce trusts them. Transparency also aligns individuals with your organisation's values and culture, creating a shared sense of purpose. Sharing information about projects happening in other locations breaks down barriers and helps team members to see the bigger picture, understand how their contributions fit into the organisation's goals, and feel a sense of connection to the broader company culture.Build honesty and transparency into your own ways of working as well. Be as open as you can about challenges and successes and be willing to admit mistakes while detailing any new plans of action.  Resilience  Managing global teams is a juggling act. There are many opportunities for things to go wrong or for plans to change suddenly. The ability to bounce back from challenges and recover effectively is important. Cultivating personal resilience means maintaining a positive mindset, learning from difficult experiences, and remaining steadfast when problems arise. It’s also important to encourage resilience in your teams, keeping everyone on track. Leaders can do this by fostering a supportive environment as well as modelling positive behaviours particularly around wellbeing.Empower your teams by recognising and celebrating small wins, acknowledging effort, and emphasising a collective approach to problem-solving. Develop open communication channels to allow team members to share concerns and seek help. Provide opportunities for professional development to instil confidence and equip individuals with the skills to tackle challenges head-on. Visibility Effective leaders should be seen – something that can be hard to do if you are managing a large, geographically distant team! Visibility is a crucial leadership trait when overseeing multinational teams because it encourages approachability and connection. Leaders need to overcome distance by actively engaging with team members, being approachable, and demonstrating emotional and cultural intelligence in their interactions. Cultural intelligence allows leaders to apply their emotional intelligence appropriately while understanding and responding to the needs of their diverse teams. Visible leaders inspire by both showcasing enthusiasm for the organisation's goals and encouraging team members to share their own passions. When managing multinational teams, leaders who prioritise visibility lay the groundwork for stronger relationships, effective communication, and a shared sense of purpose across borders. In today’s highly connected and global business world, leaders who can effectively manage multinational team are a valuable commodity. Businesses moving into Thailand should prioritise finding talent with the skills to navigate such a challenging role. Likewise, candidates wanting to appeal to multinational businesses should take the opportunity to expand their skillsets and develop key leadership traits. Together we can create collaborative, resilient, and thriving teams ready to take their place on the world stage. As Thailand's leading Industrial, Logistics and Supply Chain recruitment agency, we connect business with experienced, technically proficient, English-speaking candidates at every level across Thailand and Southeast Asia.  Whether you’re an employer or a candidate, we can help you take advantage of the current market, grow your business, or progress in your career.  Learn more about JacksonGrant’s innovative service offering, find a new role, or get in touch with a consultant to discuss your needs.  

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How to Encourage Communication and Collaboration in Cross-Cultural Teams
Mar
17
How to Encourage Communication and Collaboration in Cross-Cultural Teams

International expansion has become a key strategy for many businesses. As many turn their attention to the thriving industries and booming infrastructures of Thailand and Southeast Asia, businesses must understand the nuances of working across cultures. For example, new business registrations in Thailand are at a 10-year high. But how will these companies navigate the cultural gaps? Successful collaboration and communication for cross-cultural teams demands a proactive and thoughtful approach to ensure that teams can work together towards shared goals. This guide will equip business leaders and executives with strategies designed to improve communication and collaboration within cross-cultural teams so that your move into Thailand and Southeast Asia is a successful one! Building a Foundation by Understanding Cultural Diversity  Understanding the differences between Western and Southeast Asian work cultures is the first step to improving your team’s ability to work together. It’s important to recognise that neither approach is inherently “right” or “better” than the other, and that both cultures can learn from one other. In this way you’ll be able to develop a workplace culture unique to your organisation, one that takes the best from both. Becoming more inclusive in this way is proven to strengthen your organisation. Businesses with inclusive workplace cultures make better decisions, and they make them faster. They are also more creative, innovative and crucially productive. Businesses with diverse management teams are 19% more profitable.  Consider the following habits that can build a strong foundation for effective collaboration and communication in cross-cultural teams: Sharing resources that promote cultural understanding and respect Establishing cultural training programs and workshops Encouraging language learning and proficiency Matching employees with a cultural buddy 3 Strategies for Improving Collaboration and Communication You can leverage three strategies to support and improve communication and collaboration in your cross-cultural teams: Strategy One: Implementing Project Management Systems Choosing the right project management systems will drastically improve your team’s ability to work together. Choose tools that allow for real-time communication, document sharing and task tracking. You should also consider how user-friendly systems are to avoid issues caused by language barriers.  Leaders also need to ensure they remove any obstacles to use such as a lack of training, technological differences, or other concerns.  Set clear goals and expectations Track progress and milestones to ensure accountability Offer training where needed Structure meetings, processes, and procedures clearly and consistently Provide clear agendas to improve preparation Strategy Two: Encouraging Open Communication Encourage an environment of open communication by implementing policies and encouraging behaviours that promote trust and a sense of belonging.  Create space for employees to share their unique experiences and perspectives in informal as well as work related settings. Use visual aids such as graphs and graphics to convey key information. Encourage face-to-face interactions, especially on virtual calls to help build personal connections and trust. Visual cues can be a great way to overcome language barriers.Most of all, model good manners and behaviour when it comes to your own communication. Establish team building activities outside of work Be considerate of time-zones Encourage using cameras during meetings Ensure accessibility for all team members Promptly respond to emails and messages Strategy Three: Embracing Obstacles as Opportunities Building successful cross-cultural teams isn’t going to happen overnight. You will face challenges and setbacks, so it’s important to establish a mindset that views obstacles as opportunities. Encourage that mindset in your employees as well. Try to frame any problems your team encounters as chances for personal and professional growth. Share success stories from your own career.  Host regular all-hands meetings or townhalls where you communicate progress and use these meetings as a space to collectively brainstorm solutions and share best practices. You should also provide space for individuals to share with you challenges they’re facing and foster a culture where team members feel comfortable asking for guidance and mentorship. Schedule regular feedback sessions and check-ins Provide constructive feedback promptly Be open about challenges and difficulties Celebrate small wins and successes within the team The benefits of creating strong cross-cultural teams who can communicate and collaborate effectively goes much further than the short-term success of a single project. If you are considering expanding your business into Southeast Asia, the above strategies will provide you a strong basis for long-term growth and market competitiveness.  Those who invest in building bridges across cultural divides are not just adapting to change but actively shaping the future of global business. It's an investment that pays dividends not just in profits but in shared experiences, understanding, and truly global success stories.  As Thailand's leading Industrial, Logistics and Supply Chain recruitment agency, we connect business with experienced, technically proficient, English-speaking candidates at every level across Thailand and Southeast Asia.  Whether you’re an employer or a candidate, we can help you take advantage of the current market, grow your business, or progress your career.  Learn more about JacksonGrant’s innovative service offering, find a new role, or get in touch with a consultant to discuss your needs.

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Thailand's Renewable Energy : Opportunities, Challenges, and the Path Forward
Mar
3
Thailand's Renewable Energy : Opportunities, Challenges, and the Path Forward

Thailand's engineering and renewable energy sector is currently experiencing a transformative phase, marked by a strategic emphasis on sustainable power generation, manufacturing, and technological innovation. Situated at the heart of Southeast Asia, Thailand's geographical location as a gateway to ASEAN countries offers strategic advantages, facilitating access to regional markets and promoting the export of renewable energy technologies. The government's unwavering commitment to renewables, exemplified through policies like the Power Development Plan (PDP), alongside substantial incentives and investments in research and development, are driving the sector's unprecedented growth trajectory. A Booming Manufacturing Hub The nation's burgeoning manufacturing base, particularly in the production of solar panels and wind turbines, underscores its ambition to position itself as a prominent renewable energy hub in Asia. Thailand's favourable climate conditions, abundant natural resources, and supportive regulatory framework further enhance its attractiveness for renewable energy investments. Initiatives such as the promotion of solar rooftop installations, feed-in tariffs, and tax incentives for renewable energy projects are instrumental in accelerating the transition towards a low-carbon economy. Challenges on the Road to Renewables Amidst the promising landscape, Thailand faces multifaceted challenges that necessitate strategic interventions to fully capitalise on its renewable energy potential. Infrastructure limitations, including grid capacity constraints and stability issues, pose significant hurdles to the seamless integration and rapid deployment of renewable energy sources. Moreover, the country's dependence on imports for critical components of renewable technologies exposes it to supply chain vulnerabilities and market uncertainties, highlighting the imperative for domestic manufacturing capabilities and supply chain resilience. Furthermore, the shortage of skilled labour in the renewables sector emerges as a pressing concern, potentially impeding the pace of technological advancement and project implementation. Addressing this skills gap requires concerted efforts in vocational training, capacity building, and educational reforms to nurture a robust talent pipeline equipped with the requisite expertise in renewable energy technologies, project management, and sustainability practices. Collaboration is Key: Unlocking Regional Potential Despite these challenges, Thailand remains poised to leverage a myriad of opportunities inherent in its renewable energy landscape. The establishment of the ASEAN Economic Community (AEC) offers a unique platform for regional collaboration and knowledge sharing, enabling Thailand to harness synergies with neighbouring countries and advance collective efforts towards sustainable energy development. Collaborative initiatives, such as joint research projects, technology transfer programs, and cross-border investment ventures, can accelerate innovation diffusion and foster a conducive ecosystem for renewable energy investments across the ASEAN region. Moreover, strategic partnerships with international corporations, research institutions, and global renewable energy leaders can catalyse innovation cycles, promote technology adoption, and enhance Thailand's competitiveness in the global renewable energy market. By fostering an open innovation culture and embracing disruptive technologies, Thailand can position itself as a frontrunner in renewable energy innovation, driving economic growth, job creation, and environmental sustainability. Furthermore, Thailand has the opportunity to leverage renewable energy as a catalyst for sustainable tourism development. With its diverse natural landscapes, cultural heritage sites, and eco-tourism attractions, Thailand can capitalise on the growing trend of responsible travel by integrating renewable energy solutions into the hospitality sector. Initiatives such as green hotels, eco-lodges, and renewable-powered tourist facilities not only reduce carbon emissions but also enhance the overall visitor experience, positioning Thailand as a premier destination for environmentally conscious travellers. However, amidst the promising prospects, Thailand must remain vigilant to mitigate potential threats that could undermine its renewable energy transition. Global competition in the renewable energy sector is intensifying, with countries vying for market share, technological leadership, and investment opportunities. To maintain its competitive edge, Thailand must prioritise innovation, invest in research and development, and cultivate a conducive business environment to attract foreign direct investment (FDI) and foster indigenous innovation ecosystems. Policy Stability for Long-Term Growth The adverse impacts of climate change, including extreme weather events, sea-level rise, and environmental degradation, pose significant risks to Thailand's renewable energy infrastructure and resilience. As such, the implementation of robust climate adaptation measures, infrastructure resilience strategies, and disaster risk management frameworks is imperative to safeguard critical assets, ensure continuity of energy supply, and protect vulnerable communities from climate-induced disruptions. Additionally, political instability and policy uncertainty present formidable challenges to long-term renewable energy investments and regulatory consistency. To mitigate these risks, Thailand must adopt transparent, predictable, and investor-friendly policies, backed by bipartisan consensus and stakeholder engagement. Policy coherence, regulatory stability, and institutional transparency are essential to instil investor confidence, unlock private sector investments, and sustain momentum in the renewable energy transition. In conclusion, Thailand stands at a pivotal juncture in its quest for sustainable development, with renewable energy playing a central role in shaping its future energy landscape. By harnessing its inherent strengths, addressing critical challenges, and seizing emerging opportunities, Thailand can chart a resilient and inclusive path towards a greener, more prosperous future. Through collaborative partnerships, technological innovation, and forward-thinking policies, Thailand can emerge as a beacon of renewable energy excellence, driving economic growth, environmental sustainability, and social prosperity for generations to come.

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Supporting Our Clients' Future

Our team of expert consultants are keen promoters of equality, diversity & inclusion in the workplace and offer our client partners support with ED&I enquiries and work closely with them to provide bespoke ED&I solutions and services to help them meet their commitments. Through our expertise we help our clients attract and retain diverse talent at every level of their organisation, creating a diversity of thought and approach that will succeed as the technical industries continue to evolve.

Mercedes
Ford
DB Schenker
Rhenus Logistics
Accenture
Line
Johnson&Johnson
DKSH
Continental
Lumentum
Grab
Stanley
Schneider Electric
Valeo
PCS

Providing Confidence for
Our Candidates

Candidates can be confident that they will be treated fairly and with respect. We shortlist professionals based on their skills and competencies and in alignment with each individual role's job description and role requirements, creating a fairer world and an equal playing field. At JacksonGrant we strive to attract diverse applicants and to support and strengthen the communities in which we live and do business.

Rhenus Logistics Co., Ltd.

JacksonGrant understands the logistics business. The company’s excellent network and consultative approach has ensured it is a vital business partner for our growth in Thailand & SE Asia. JacksonGrant’s groundbreaking RaaS solution has revolutionised our talent acquisition strategy. Having ongoing access to the full range of the JacksonGrant team’s experience means we can always get the right solution.

East-West Seed International Limited

I have been working with JacksonGrant both as a candidate and a client.

JacksonGrant has a distinctive approach to executive search: they strive to understand both the client’s and candidates’ cultures, expectations and motivations by establishing a close personal relationship with all parties. JacksonGrant genuinely cares for a mutually beneficial outcome. Besides, I was personally always impressed by the follow up post placement. I warmly recommend JacksonGrant as a very reliable and professional partner in executive search.

Cushman & Wakefield Services (Thailand) Co., Ltd.

Since becoming our approved recruitment partner, JacksonGrant has has consistently impressed me with their holistic approach to recruitment and HR support. The consultants are always quick to respond and their specialist understanding of our industry ensures we were able to quickly hire candidates with the right fit for our business. JacksonGrant ask the right questions and look to add value at every stage of the process.

It is my pleasure to recommend JacksonGrant to any company looking for professional recruitment support in Thailand.

Lumentum International (Thailand) Co., Ltd.

As our company grows in Asia and especially in Thailand, it has been a true customer experience to work with JacksonGrant whilst going through the process of searching, filtering and appointing a senior executive.

JacksonGrant was able to quickly understand our needs very precisely, mainly because of their experience and practical understanding of the roles. We have a very successful partnership with JacksonGrant on all our professional opportunities in line with our strategy of growth.

JacksonGrant is able to take a lot of the heavy lifting from our shoulders to allow us to focus on the needs of the business in order to get the right mix of talent either locally or from their worldwide network.

As we move forward in our growth model, JacksonGrant will be in step with us, advising and supporting our challenges in executive recruitment.

Stanley Black & Decker Inc

JacksonGrant has helped Stanley Black & Decker fill several key engineering positions in Thailand over the last few years. JacksonGrant’s attention to detail, their understanding of our business needs and their access to excellent candidates has made them a key partner to the development and growth of our business.

DB Schenker

I have worked with JacksonGrant for a number of years and during this time they have successfully identified several key people for our company from middle management to executive Country & Cluster leadership

As one of the leading global logistics providers, we require employees with a combination of multicultural skillsets, languages and attitudes. JacksonGrant’s network of local Thai and expatriate logistics professionals in SE Asia is exceptional and allows them to access candidates with specific technical skillsets when required. They are experts in their field and this market knowledge empowers their recruitment support.

JacksonGrant has a very personal and friendly approach to business and offer a supportive, motivating and highly professional service. I would have no hesitation in recommending them to others looking for recruitment support.

Datapath Ltd

We have worked with JacksonGrant for recruiting senior sales roles to cover Southeast Asia, our engagements are always smoothly and successfully executed.

On each occasion, JacksonGrant impressed us with their responsiveness, professionalism, speed, pragmatism, transparency, and general ‘ease of working together’ throughout the process – from understanding our business and our target candidate profile, identifying and introducing appropriate candidates, arranging interviews and ‘backchannel’ liaising with candidates, and appropriately advising on expectations and next best steps. 

I would not hesitate to work with JacksonGrant for any future recruitment needs, and can confidently recommend JacksonGrant to anyone seeking recruitment services in the region.

KSB Pumps CO. Ltd.

I have worked with JacksonGrant for over eight years, whilst leading two different technology companies. Throughout this time, JacksonGrant has demonstrated experience and domain knowledge from support staff to front line technical and commercial leadership. We look forward to continuing a long-term partnership with JacksonGrant.

Diversey Holdings, Ltd.

When operating in the Thailand job market with 0.5% unemployment rates and millennials dominating the work space, having a reliable recruitment partner is paramount to the success of any business. That’s what we found in JacksonGrant. 

JacksonGrant spent time understanding the nuances of our business and the requirements for each job and they were able to provide us with good quality candidates, almost instantly. This is especially true for mid to senior level jobs. It’s a pleasure working with this team that blossoms everyday under Richard’s leadership.

Championing Our Own Employees

At JacksonGrant we believe that every one of our employees deserves the opportunity to have their voices heard and the opportunity to make an impact. We strive to promote inclusive leadership, mentors and role models and provide ED&I training that empowers individuals and gives them a deeper understanding and increased awareness of unconscious bias.