Hiring
in Hong Kong

Setting up a company in Hong Kong is fast, straightforward and inexpensive, and can be up and running in under a week. The same rules apply to everyone, local and foreign.

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Hong Kong has a thriving job market, with many local and international companies operating in the city. The recruitment process in Hong Kong is similar to that in other countries, and typically involves a number of steps. These include posting job advertisements, reviewing resumes and applications, conducting interviews, and conducting background and reference checks.

The easiest way to find candidates for junior positions is either through a job advertisement posted on LinkedIn or local platforms like JobsDB, or by using one of the many professional staffing agencies that are active on the Hong Kong market. For specialized roles and more senior positions either LinkedIn or a recruitment firm is likely to garner the most response. There are hundreds of recruitment firms of various size in Hong Kong, specializing in different sectors and seniority of candidates. Just as elsewhere in the world it’s important to find and choose one that suits your needs. For entry-level to mid-level management you can expect the firms to operate on a pay-on-success model, wherein you will only pay the search firm once they have found the right candidate, typically 20-25% of the annual salary. More senior or specialized hiring often require a higher fee percentage (25-30%) as well as a retainer, a pre-payment for the search to start.

More on hiring, visa & immigration in Hong Kong

  • Depending on your company needs you will have an easier or more difficult time to find the right people in Hong Kong. Several sectors such as financial and professional services, sourcing and trading, and the consumer sector, provides world-class talent, while in other sectors it is more difficult to find qualified talent – e.g. technology (with some exceptions such as fin-tech, of which there is plenty of talent in Hong Kong), engineering, and manufacturing. Many companies in these sectors therefore choose to set up an office in Hong Kong for professional staff, with a further setup across the border in the Pearl River Delta for manufacturing. Due to Hong Kong’s status as an Asia-Pacific hub there is a lot of talent with experience from the whole region and mainland China, not just from working in Hong Kong. A far higher portion of the professional population speaks English than in many other places in Asia .

    Salaries in Hong Kong vary widely depending on the sector and seniority of the candidate, education level, language capabilities etc. For unqualified and entry-level staff salaries are low compared to Sweden, while for mid-to-senior level staff salaries can often be far higher, but relatively low employment costs and taxation make up for that to a degree.

  • The Hong Kong Employment Ordinance covers all legal aspects to keep in mind when hiring, or releasing, employees and is available in English. It is fairly straight-forward and the rules are less stringent than in EU countries, meaning it is in general an easier process to handle. There are many companies that offer help with the administrative side of hiring, payroll and pensions, employee insurances etc., making it easier for companies to setting up business in Hong Kong without having a dedicated HR professional from the start.

  • Short-term visitors can make the most of Hong Kong’s light-touch visa policies and are permitted to conduct business negotiations and sign contracts while on a visitor’s visa or entry permit. Hong Kong's immigration policies admits Visa-free entry for visitors from 170 countries/territories. Swedish citizens can (January 2023) enter Hong Kong for a Visa-free period of 90 days.

    Foreign nationals working in Hong Kong for longer periods of time need a visa before they can live or work in Hong Kong. There are different types of Working Visas available where the most common are listed below. More detailed information is available at InvestHK's webpage.

  • General Employment Policy (GEP)

    To employ overseas staff to come to work under the GEP you must demonstrate that a prospective employee possess special skills, knowledge or experience of value to and not readily available in Hong Kong may apply. The GEP is quota-free and non-sector specific.

     

    Investment as Entrepreneurs

    The applicant should be in a position to prove that they can make substantial contribution to the economy of the HKSAR. The startup business may be considered favourably if it is supported by a government-backed programme with a rigorous vetting and selection process.

     

    Admission Scheme for Mainland Talents and Professionals (ASMTP)

    Chinese residents of the Mainland China who possess special skills, knowledge or experience of value to and not readily available in Hong Kong may apply to come to work under the ASMTP. The ASMTP is quota-free and non-sector specific.

     

    Technology Talent Admission Scheme (TechTAS)

    TechTAS provides a fast-track arrangement for eligible companies to admit non-local technology talent to undertake research and development (R&D) work for them in Hong Kong. Eligible companies would first have to apply for a quota by the Innovation and Technology Commission (ITC). A company allotted with a quota can accordingly sponsor an eligible person to apply for an employment visa/entry permit within the 12-month quota validity period. The company also has to fulfil the requirement to employ new local employees in technology-related work.

     

    Dependant VISA

    People who successfully apply for a visa can bring their spouse and dependent children under the age of 18, provided they have sufficient funds and suitable accommodation. The limit on their stay is the same as the visa holder – who is officially the ‘sponsor’. A spouse holding a Dependent visa can study or undertake any type of lawful employment in Hong Kong.