-
Internal audit
In today's increasingly competitive and regulated market place, organisations - both public and private - must demonstrate that they have adequate controls and safeguards in place. The availability of qualified internal audit resources is a common challenge for many organisations.
-
IFRS
At Grant Thornton, our International Financial Reporting Standards (IFRS) advisers can help you navigate the complexity of financial reporting so you can focus your time and effort on running your business.
-
Audit quality monitoring
Having a robust process of quality control is one of the most effective ways to guarantee we deliver high-quality services to our clients.
-
Global audit technology
We apply our global audit methodology through an integrated set of software tools known as the Voyager suite.
-
Looking for permanent staff
Grant Thornton's executive recruitment is the real executive search and headhunting firms in Thailand.
-
Looking for interim executives
Interim executives are fixed-term-contract employees. Grant Thornton's specialist Executive Recruitment team can help you meet your interim executive needs
-
Looking for permanent or interim job
You may be in another job already but are willing to consider a career move should the right position at the right company become available. Or you may not be working at the moment and would like to hear from us when a relevant job comes up.
-
Practice areas
We provide retained recruitment services to multinational, Thai and Japanese organisations that are looking to fill management positions and senior level roles in Thailand.
-
Submit your resume
Executive recruitment portal
-
Update your resume
Executive recruitment portal
-
Available positions
Available positions for executive recruitment portal
-
General intelligence assessments
The Applied Reasoning Test (ART) is a general intelligence assessment that enables you to assess the level of verbal, numerical reasoning and problem solving capabilities of job candidates in a reliable and job-related manner.
-
Candidate background checks
We provide background checks and employee screening services to help our clients keep their organisation safe and profitable by protecting against the numerous pitfalls caused by unqualified, unethical, dangerous or criminal employees.

-
Capital markets
If you’re buying or selling financial securities, you want corporate finance specialists experienced in international capital markets on your side.
-
Corporate simplification
Corporate simplification
-
Expert witness
Expert witness
-
Family office services
Family office services
-
Financial models
Financial models
-
Forensic Advisory
Investigations
-
Independent business review
Does your company need a health check? Grant Thornton’s expert team can help you get to the heart of your issues to drive sustainable growth.
-
Mergers & acquisitions
Mergers & acquisitions
-
Operational advisory
Grant Thornton’s operational advisory specialists can help you realise your full potential for growth.
-
Raising finance
Raising finance
-
Restructuring & turnaround
Grant Thornton can help with financial restructuring and turnaround projects, including managing stakeholders and developing platforms for growth.
-
Risk management
Risk management
-
Transaction advisory
Transaction advisory
-
Valuations
Valuations
-
Management consulting
Every business faces unique and complex challenges. Challenges are specific and solutions do not translate perfectly from one business to another, which is why you told us you want a fully customised approach to professional services.
-
Strategic insourcing
From time to time, companies find themselves looking for temporary accounting resources. Often this is because of staff leaving, pressures at month-end and quarter-end, or specific short-term projects the company is undertaking.
-
International tax
With experts working in more than 130 countries, Grant Thornton can help you navigate complex tax laws across multiple jurisdictions.
-
Licensing and incentives application services
Licensing and incentives application services
-
Transfer pricing
If your company operates in more than one country, transfer pricing affects you. Grant Thornton’s experts can help you manage this complex and critical area.
-
Global mobility services
Employing foreign people in Australia, or sending Australian people offshore, both add complexity to your tax obligations and benefits – and we can guide you through them.
-
Tax compliance and tax due diligence review services
Tax compliance
-
Value-Added Tax
Value-Added Tax
-
Customs and Trade
Customs and Trade
-
Service Line
グラントソントン・タイランド サービスライン
-
Strategic outsourcing
At Grant Thornton we have experience and skilled teams that can help you with every aspect of Outsourcing from large Shared Service Centres through to small payroll requirements. We can even help you staff-up with temporary resources during busy periods.
-
BUSINESS PROCESS SOLUTION Practical Preparation for PDPA ComplianceOrganisations must effectively assess their personal information collection and use practices to comply with Thailand’s Personal Data Protection Act.
-
TAX AND LEGAL Complying with the PDPA – A Balancing ActOrganisations must be aware of the circumstances in which they are allowed to collect data to comply with Thailand’s Personal Data Protection Act.
-
CONVERSATIONS IN BUSINESS Turning Challenges into Opportunities: How Businesses in Thailand Can Succeed in 2020Despite the challenges facing the Thai economy, businesses in Thailand can succeed in 2020 by reducing overheads, conserving cash, improving efficiency of internal structures, and focusing on customer service.
-
BUSINESS PROCESS SOLUTION Mystery shopping: A pathway to quality, consistency, and adaptationMystery shopping allows companies to identify and correct friction points by gathering data on the standard of service and customer experiences in each branch.
Culture and technology around the world are rapidly progressing, and the only clear prediction we can make about the future is that change will continue to occur at every level of society. Most businesses have realised that they must follow these changes to keep up with the new world – and others have decided to actually become leaders and drive the change further forward.
But managing that change has proved to be a bigger challenge than many business leaders realise. When steering a large ship in the ocean, charting a new course takes considerable effort because so many of the moving parts need to make precise adjustments in sync with each other. Businesses implementing change programmes also need to coordinate their internal efforts towards cooperation. Performing this task effectively requires a series of commitments, some of which may be counterintuitive.
Real vs cosmetic change
The first paradox relates to the structure of change. The decision to re-calibrate an organisation is most commonly made at the top. It therefore follows that executives would determine the type of change needed while also overseeing implementation. This view, however, neglects the very reason for change in the first place, which is – in most cases – to encourage a more vibrant and participatory company culture.
If you are taking a top-down approach by imposing greater equality or democracy through direct command, then there is something deeply contradictory about the message you are sending to your employees. Your directives may be accompanied by much rhetoric about change, but in practice, your employees will recognise them as representing continuity under another name.
An inclusive approach should be at the heart of your change programme – both in terms of the change itself as well as how it is implemented. Diversity and inclusion are more than just trends and buzzwords; they signal the amount of input your company receives in its quest to improve. If changes all come out of the boardroom, then your organisation will fail to receive ideas from most of its employees – the very employees, incidentally, who are closest to the action.
The fate of any change programme depends largely on the extent to which it is adopted and embraced by the employees across the organisation. If your employees receive encouragement and incentives for sharing their ideas, they will come up with more of them, and they will also be far more likely to take ownership of those ideas.
A receding horizon
The second paradox surrounding change management involves the ultimate goals it aims to achieve. The more successful a change programme is, the less its success can be measured definitively, because it is always continuing. Change is like a horizon: you can aim for it, but you will never reach your final destination because there is always further to go.
Technology continues to advance, allowing for new types of business processes, greater streamlining, better articulation and presentation of ideas, faster implementation, cleaner and better production methods, and so on. Positive change therefore must be embedded in the day-to-day nature of your business practice; it is more a direction than a destination.
Change is also not only something to be performed at the lower levels of an organisation. Feedback must also be allowed to travel freely upwards, creating a meritocracy of ideas. If efforts at change are ignored by the leadership, the change loses its power, and the rest of the organisation may also lose their belief in the new direction. Everyone must buy in to the new direction – most of all the leaders.
Showing the way forward
The best way to promote a business culture of respect, understanding, acceptance, engagement and commitment is to make these same qualities the centre of your approach to change management itself.
Most of us are comfortable in our routines, and need inspiration to help us shake free from this complacency. By creating a positive and welcoming environment to accompany the change programme, people will find it much easier to adopt the necessary mindset, and contribute positively to the journey ahead.