Telecom hiring
Network engineering, operations and commercial roles in telecom — narrow expertise, small candidate pool.
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TALENT ACQUISITION · VIETTEL GROUP
Darlene Dinh
I connect strong people with problems worth their time — across technology and telecom.
About
I connect strong people with problems worth their time — across technology and telecom.
Open to technical hiring advisory & headhunt partnerships
About
A journey of connecting talent with opportunity
I recruit for technology and telecom, currently leading technical hiring at Viettel Group.
My work starts from understanding the engineering problem a team is solving, not from the job description. A "Backend Engineer" role means two different jobs on two different teams, and the right candidate for one is often wrong for the other. I spend most of my time there — working with hiring managers to translate real needs into concrete evaluation criteria.
With candidates, I try to hold one principle: be honest about the role, including the parts that are not attractive. Someone who joins and leaves after three months because the job differed from the description is the recruiter's failure, not theirs.
Học vấn
BA in Human Resource Management — National Economics University
EXPERTISE
Areas of expertise
The hiring problems I work on most
Technology hiring
Software, data and infrastructure engineers — mid to senior. Focused on translating engineering problems into concrete evaluation criteria.
Executive search
Finding and approaching people who are not looking. The hard part is not finding them — it is having a reason good enough for them to listen.
Employer branding
Building an employer presence so candidates come to you, instead of reaching out one by one.
Career guidance
CV reviews, interview practice, career transitions. Free for new graduates.
Hiring process design
Interview loops, scorecards, and measurement — so hiring decisions rest on evidence rather than instinct.
CAREER
Career
2021 — 2023
Recruitment Consultant @ Executive search firm
- Mid to senior placements for technology and finance clients
- 12-month retention rate above 85%
- Built the passive-sourcing playbook for a team of five
2023 — nay
Talent Acquisition Specialist @ Viettel Group
- Own technical hiring: backend, data, infrastructure and security
- Built shared scorecards for 6 engineering role families
- Cut average time-to-hire for engineering roles from 45 to 28 days
2019 — 2021
Recruitment Executive @ Technology company
- Full-time and internship hiring for the product organisation
- Launched the engineering internship programme, first three cohorts
- Managed relationships with 8 engineering universities in Hanoi
WORK
Selected work
Built from scratch
Engineering internship programme
Built the internship programme end to end — university partnerships, evaluation, and conversion to full-time. The difference: every intern shipped real work with real users, not a simulated exercise.
- Khoá đã tổ chức
- Tỉ lệ chuyển chính thức
- Trường hợp tác
Design & rollout
Engineering scorecards
Each hiring manager used to evaluate candidates their own way, so two interviewers in the same loop could reach opposite conclusions with no way to explain the gap. I built scorecards for 6 role families, each criterion with sample questions and level descriptors.
- Nhóm vị trí
- Thời gian tuyển
- Đội áp dụng
Speaker · Mentor
Speaking & mentoring
I speak at university career events and technology communities, mostly on two topics: how to read a job posting, and what actually happens on the other side of the interview table.
- Buổi chia sẻ
- Mentee
- Ngôn ngữ
Let's build a team worth staying for
If you are hiring for a hard technical role, or weighing a career move, send me a message. I reply to every one — including when the answer is "this role is not right for you yet".