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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.
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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.
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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.
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Global audit technology
We apply our global audit methodology through an integrated set of software tools known as the Voyager suite.
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Looking for permanent staff
Grant Thornton's executive recruitment is the real executive search and headhunting firms in Thailand.
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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
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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.
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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.
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Submit your resume
Executive recruitment portal
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Update your resume
Executive recruitment portal
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Available positions
Available positions for executive recruitment portal
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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.
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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.

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Capital markets
If you’re buying or selling financial securities, you want corporate finance specialists experienced in international capital markets on your side.
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Corporate simplification
Corporate simplification
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Expert witness
Expert witness
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Family office services
Family office services
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Financial models
Financial models
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Forensic Advisory
Investigations
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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.
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Mergers & acquisitions
Mergers & acquisitions
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Operational advisory
Grant Thornton’s operational advisory specialists can help you realise your full potential for growth.
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Raising finance
Raising finance
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Restructuring & turnaround
Grant Thornton can help with financial restructuring and turnaround projects, including managing stakeholders and developing platforms for growth.
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Risk management
Risk management
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Transaction advisory
Transaction advisory
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Valuations
Valuations
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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.
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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.
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International tax
With experts working in more than 130 countries, Grant Thornton can help you navigate complex tax laws across multiple jurisdictions.
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Licensing and incentives application services
Licensing and incentives application services
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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.
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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.
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Tax compliance and tax due diligence review services
Tax compliance
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Value-Added Tax
Value-Added Tax
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Customs and Trade
Customs and Trade
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Service Line
グラントソントン・タイランド サービスライン
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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.
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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.
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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.
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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.
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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.
There are two types of candidates for any given position. The first is the kind we normally think of: the ones who apply for the job directly, or know that they are looking for something along the same lines. These candidates are the low-hanging fruit of the recruiting world, as they step forward on their own or in response to a direct advertisement. Often they turn out to be excellent hires, matching well with the needs of their new employer and making their recruitment manager quite pleased indeed.
The second type of candidate is much more complex, and may not even know that they are a candidate. Many of them are highly qualified but are not actively looking for new positions. These passive candidates would often jump at the chance if the right position or opportunity comes along, but for that to happen, they need to already have an established relationship with a trusted recruiter.
Since they likely have work already, the second type of candidate might not hear about newly-opened positions that they may be qualified for. Only a highly connected – and more importantly, highly trusted – recruitment manager can get the attention of these candidates when a promising new position becomes available, and tactfully broach the topic of leaving their current employment situation.
This kind of trust can only come from well-maintained human relationships that develop over the long term. Listening and patience are crucial for creating and building relationships. They allow you to build a personal connection with people, even when there are no suitable employment matches you can offer to them.
Only that mutual feeling of trust and respect can produce positive results when you do have the right position to offer. The candidate may then apply for the job, or recommend a friend for the position, or even simply return to you a little later, when the time is right. Of course, the better you know each candidate, the more accurate you’ll be when the time does come to recommend them for a new position. We all have layers to our personality, and the more you can see of your candidates, the more confidently you can advise them on which path to take.
Employers who take it upon themselves to recruit their own staff will soon find that they have access only to the first type of candidate – the one who is actively looking. Moreover, they will have difficulty getting to know each candidate in depth through a short sequence of job interviews, as candidates under the spotlight tend to be at once both guarded and eager to please. It is quite possible to have stacks of CVs from interested candidates, and yet be no closer to choosing a person who will prove to have the right work ethic and be a comfortable fit within the company culture.
CVs are helpful, but they are unable to reveal crucial details. How serious is the candidate about making a long-term commitment to an employer? Are they sending their application only to you, or is your company just one of 100 others that they are contacting for work? Are they really as qualified as they seem, or do they just look good on paper?
The right recruiter will go above and beyond these limitations by carefully developing leads even when you are not hiring, so that when a position opens up, the recruiter will be able to call upon a group of carefully vetted candidates who share your values. At Grant Thornton, we find candidates who are actively engaged with the issues relevant to their professional experience. We then cultivate individual relationships with them, learn about their professional goals, stay in touch with them, update them on the hiring progress, and keep them in the loop at every stage. Candidates come to see us as their partner, working together to help find the right position for them.
This investment of time and energy is considerable, but it pays massive dividends. Employees are, after all, people – and they respond better over the long term when they are listened to on a personal level. Furthermore, by taking the time to learn their candidates’ true interests and motivations, recruiters can develop long-lasting professional relationships that give them access to a large pool of passive candidates. The more satisfied these candidates are, the more likely they are to refer other talented people to your recruitment service.
An atmosphere of trust, an expanded talent pool, a deep sense of identity and career goals – these elements all spring from the same source. They are the reason why the patient, human-centred approach to recruiting creates a win-win situation for everybody.