-
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.
Talented people are crucial to any business or organisation, but making a bad hire is often one of the costliest decisions a company can make. Many companies find that despite optimising or upgrading the hiring process, little overlooked details somehow turn up to make things go wrong.
These are some common mistakes that even seasoned recruiters/hiring managers make, and how we all can turn things around in our favour.
Overlooking the internal talent pool
Often companies get panicked when someone in their organisation has a desire to take on challenges elsewhere. Their instinct is to find a replacement as soon as they can, ideally before the person leaves. This involves putting up a job ad, contacting a recruitment company and getting the search started. But hang on a minute – is this the best way? Sometimes, the perfect candidate for the job opening may just happen to be right under your nose.
Before starting to hunt from the outside, consider that internal recruiting is very cost efficient, and that your existing employees are already well acquainted with the company culture, values, processes and so on. Moreover, internal recruiting is one of best ways to retain employees. Your team will see a real career path for them, with exciting opportunities waiting ahead if they work to obtain them. The majority of us love promotions and will perform very well in order to be considered when such opportunities arise.
Failing to define a clear timeline
Companies can be so desperate or so careful that their decision on hiring can either be too quick or too slow. When hiring managers are under pressure, we tend to push really hard and sometimes fall back on simply adhering to all the hiring requirements – for example, forgetting about reference taking or even skipping some important assessments.
On the contrary, if we drag out the process too far, we could lose our top talent to our competitors.
It is important to define our process well and manage ourselves against a set timeline. This way, we don’t cut people short and miss out on critical elements, and we can also avoid having way too many rounds of interviews to slow the process down.
Not doing reference checks
All recruiters, hiring companies, of course aim at getting the best of best candidates available in the market, but there can be a temptation to cut this step out from the process. We must check each candidate, however; the more information we gather, the better.
Reference taking means much more than simply confirming their date of employment and their position title at their previous organisation. When done correctly, the process allows us to learn more from their previous employers/leaders/supervisors about their work behaviour as well as their past achievements, responsibilities, and areas of expertise. Past performance can help us understand the candidate better, giving crucial insight into their work potential as well as whether they can fit in with our company culture.
Showing poor etiquette during an interview
Interviewers and hiring managers sometimes do not think that punctuality and professionalism are to be focused on when it comes to interviewing candidates for a job. Some interviewers show up extremely late, while others come unprepared and struggle with structuring the interviews. They might even look at their phones during the interview, or sometimes daydream and lose track of what has been shared by a candidate.
This type of behaviour sends our company’s reputation down the drain. Remember that in the social media age, word spreads like wildfire. One wrong move could therefore result in the whole organisation being considered unprofessional, with real market consequences.
Interviewers should therefore live up to the highest level of professionalism, taking job interviews very seriously at all times. When we were candidates ourselves, we would have expected nothing less from our interviewers.
Leaving candidates in limbo
Companies, hiring managers, and recruiters usually forget to keep candidates informed of what is happening, even about basic questions such as whether they are still in the running or are not going to be considered for the role.
Imagine yourself calling up a credit card company, seeking some clarity on a recent (and very important) transaction. A call-centre staff takes your request for information and says they will get back to you. Two days go by and you still haven’t heard from them. What happens next? Are you going to smile and continue to wait patiently, or get angry and give them a piece of your mind? Most of us would do the latter.
All candidates know this feeling, and some could lose faith in the entire process because they have been hurt too many times. If we give candidates a reason to declare, “they are all the same, saying they’d call but they never do,” then many qualified people will choose to drop out of our hiring process.
A nice follow-up with every candidate is a nice gesture, showing them that we truly care and value their interest in our company. They have taken time out to come and meet with us, so why burn bridges? You never know, these candidates might be beneficial in the near future, and it is always best to be on good terms with them.
Failing to consider other factors besides money
People spend a large part of their lives at work, and they want that time to be personally satisfying for them. Money is an important part of that equation, but salary alone will not help you retain top talent and win over your competitors.
Several studies/surveys have confirmed that inner motivation can be a more important quality in the minds of employees than a high salary. Companies should make an effort to maintain a positive working environment, where employees feel useful and respected.
The mistakes listed above are not the only ones that can get in the way of successful hiring. Recruitment is a demanding process in terms of money, time and energy – and so it’s worth taking care to do the job right. By attracting and ultimately retaining the right talent to fit in well with our company culture, we can attract the best of the best and avoid the risk of making costly errors.