Talent&Culture Strategy at Lazada: Talents Know Great Talents

Jimena Tsai

·July 17, 2025

Talent&Culture Strategy at Lazada: Talents Know Great Talents — Image Source: 2i1i

Lazada is a big company in Southeast Asia’s e-commerce world. It has about 32% of the market. Lazada helps send over 90% of parcels in the area. The company does well because of its strong Lazada talent strategy. Lazada hires skilled people from Singapore, Vietnam, and the Philippines. This gives Lazada local knowledge and ideas. The company also has a culture of innovation and good digital tools. These things help Lazada change fast and grow in many markets.

Lazada Talent Strategy

Core Principles

Lazada talent strategy is different in Southeast Asia. It mixes company culture, employer branding, and technology in every hiring step. The company uses both technology and personal touch to make hiring special. Lazada uses digital tools and custom ways to attract digital-native graduates. The hiring process uses data analytics and machine learning to pick the best people. Recruiters use games and online tests to learn more about candidates. This way is better than old methods and helps Lazada hire well.

Lazada talent strategy includes:
- Digital portals and automatic emails to talk to candidates after they get an offer.
- Game-based tests that make candidates more interested.
- Using data to make better hiring choices.
- Looking at both skills and culture fit when hiring.

Pongsakorn Chanchaisrisakul from Lazada says matching what people want with business needs is very important. He says young people care about money and starting their own businesses. Lazada talent strategy changes to meet these new needs by updating plans for future leaders and getting young talent involved.

Lazada talent strategy hires people from many fields. The company gets talent from e-commerce rivals, logistics, FMCG, banks, and top schools in Southeast Asia. This wide hiring helps Lazada build a strong brand and a diverse group of workers.

Lazada talent strategy uses technology to help local talent and systems. The Alibaba-Lazada partnership brings money, ideas, and tech together. New ideas often start in places like Singapore and then spread to other countries. This helps Lazada give local talent more skills and knowledge, making the company fast and connected.

SEA Market Focus

The Southeast Asian market is special for Lazada talent strategy. The region has many cultures and people act differently in each country. Lazada talent strategy changes hiring and training for each place. The company has trouble finding enough skilled local workers, and language differences make hiring and training harder.

Main problems in hiring are:
- Skilled tech workers leaving for richer countries.
- Tough competition from other places and inside Southeast Asia.
- Not enough women and other groups in the workforce.

To fix these problems, Lazada talent strategy gives good pay, flexible work, and chances to grow. The company offers salaries, bonuses, stock, and health insurance to keep top workers. Flexible work like remote, part-time, and full-time jobs help workers choose what they like. Career programs help workers learn new things and move up in the company.

Lazada talent strategy matches business goals and local needs. The company uses clear rules like KRAs, KPIs, and SMART goals. These rules make sure everyone’s work helps Lazada’s big plans. Lazada works in six Southeast Asian countries, with teams in each place talking often. Each team changes how they talk to fit local ways, which helps more people use Lazada’s online stores.

Lazada is the only e-commerce platform in all six Southeast Asian countries, which gives it an edge. Lazada talent strategy uses local hiring to help with local work, delivery, and shipping. Knowing about local customs, supply chains, and payment ways is very important for success.

Lazada talent strategy keeps changing as the company gets new leaders and focuses more on making money. The company makes hiring better to keep growing and beat other big platforms. Lazada talent strategy still works to build a strong local team that can handle fast changes in the region.

Employer Branding

EVP（Employee Valure Proposition)

Lazada builds a strong employer brand by showing what it gives workers. The company uses the phrase "bring ideas, deliver the future" to share its main message. This message shows that Lazada likes new ideas and taking smart risks. It also cares about customers and how things get delivered. Lazada puts this message on its career site so people can see what the company offers. Inside Lazada, leaders talk about these values in meetings and town halls. Workers notice that Lazada keeps its promises, which helps them trust the company. This trust makes people want to stay. Lazada also gives workers chances to learn and grow. The company lets people work in ways that fit their lives. Clear culture codes help with hiring and let people know if they fit Lazada’s values.

Employee Stories

Lazada strategically amplifies its employer brand by sharing authentic employee stories that showcase real voices, career journeys, and cultural highlights across Southeast Asia.For example:

By weaving these testimonials into blog posts, social feeds, and recruitment materials, Lazada not only celebrates its people but also reinforces a compelling Employer Value Proposition—demonstrating growth, support, and purpose. Integrate our AI‑powered ATS to automate the collection and amplification of your own employee stories, ensuring every authentic voice becomes a powerful branding touchpoint.

Eugene Tan talks about his five years at Lazada. He started as a new graduate and became a regional manager.
Edison  Litong, a Senior Warehouse Associate, recalls, “At first it was kind of a daunting task… but I’m thankful all the campaigns I managed went by smoothly”.
Jhon  Michael  Morales, an Operations Associate with no logistics background, explains, “I feel very proud and fulfilled to be working for a well‑known company like Lazada”.
Khadijah Shamsul, a memeber of the seller engagement team, "I work closely with participating sellers to source and “hunt” for the best products, to offer our consumers a variety of goods at the best prices. It is very fulfilling to be part of the team making our campaigns a success!"

Stories from workers help make Lazada’s culture easy to see and understand.

Digital Presence

Lazada uses online platforms to make its employer brand stronger. The company updates its career site to show its values and what it offers workers. Social media shares stories from workers, company news, and culture highlights. These actions help Lazada reach more people and find great workers. By using digital tools, Lazada matches its employer brand with new ways of hiring. This helps Lazada stay popular and interesting to job seekers in Southeast Asia.

Talent Acquisition

Lazada thinks talent acquisition is very important. The company works hard to find and keep great people. Lazada uses new tools and personal talks to build a strong team. They look for people with the right skills and who fit the culture. This helps teams work well and reach goals.

Sourcing

Lazada finds candidates in many ways. The team looks for talent on job boards and social media. They also use professional networks to search for people. Recruiters go to career fairs and university events to meet students. Lazada uses digital tools to manage hiring and keep finding new talent. They use data to see which ways bring the best people. This helps them make better plans for finding talent.

Lazada puts job ads on its career site and job portals.
The team uses LinkedIn and other sites to find people not looking for jobs.
Recruiters go to tech meetups and events to meet skilled people.
The company works with universities to find young talent early.

Referrals

Employee referrals are a big part of Lazada’s hiring. The company thinks great workers know other great people. Workers can suggest friends or old coworkers for jobs. The team gives rewards or praise for good referrals. This helps Lazada find people who already know the company.

Employees use an online tool to send in referrals.
The team checks referred people quickly.
Referrals often get hired faster than others.
Lazada tracks how well referrals do to make the program better.

Referrals help Lazada build a strong team. They also help hire people who stay longer and do well.

Outreach

Lazada reaches out to top talent in special ways. The team sends messages to people who fit open jobs. They use data to find people with the right skills. Outreach includes emails, calls, and social media notes. Recruiters tell candidates about Lazada’s culture and growth chances.

The team makes lists for hard-to-fill jobs.
Recruiters keep in touch with people who may fit later.
Outreach shows Lazada’s values and career paths.
The company uses feedback to make outreach better.

Lazada’s hiring process uses sourcing, referrals, and outreach. The company looks for skills and culture fit in every person. This helps Lazada find and keep great people in a fast-changing market.

Company Culture

Collaboration

Lazada makes teamwork important at every level. Leaders from Lazada and FDAWU work together. They help workers and managers talk openly. NTUC Secretary-General Ng Chee Meng says this teamwork helps workers grow as the company grows. Julie Cheong, President of FDAWU, says open talks help find new ways to train leaders. Lazada’s CEO, James Dong, likes having people from different backgrounds. He supports training in other countries so teams learn about new cultures. Cultural events, like Lunar New Year, bring everyone together. These events help people feel like one team.

Lazada also teaches union branch officials to talk better with workers and managers. Regular meetings help workers share their thoughts. Lunch-and-learn sessions teach about safety, health, and new skills. These sessions help everyone learn and connect. This way, both workers and the company can do well together.

Innovation

Lazada helps teams learn and grow in many ways. The company has lunch-and-learn sessions with FDAWU. These teach about safety, wellness, and new skills. These sessions help people trust each other and talk more. Lazada sends top workers to Hangzhou, China, for special training. There, they meet market leaders and learn about new technology like AI. This helps teams think in new ways and bring back good ideas.

Teams join cross-cultural training to learn from each other.
The company likes when people share ideas.
Talent development programs let workers try new things and solve problems.

Lazada’s company culture helps people feel safe to share ideas and take smart risks.

Learning

Learning all the time is very important at Lazada. The company made a Training Committee with FDAWU to help workers learn new skills. This is helpful for warehouse and transport jobs. The committee helps workers learn about technology, robotics, and automation. Lazada gives clear career paths in eCommerce logistics. Workers can move up in warehouse or transport jobs. These paths are good for people of all ages and skills. Everyone can grow at their own speed.

Lazada uses NTUC’s resources to plan workforce changes and help redesign jobs.
Over 700 logistics staff, including RedMart workers, use these programs.
The company has a wage model that rewards learning and growth.

Lazada’s CEO, Loh Wee Lee, wants to invest in workers so they can lead in new technology. He wants every worker to have a good career and learn new things. This focus on learning helps Lazada keep workers happy and attract top talent.

AI ATS Integration

Automation

Lazada uses a smart applicant tracking system to hire faster. The ats uses AI to look at resumes and match skills to jobs. Recruiters do not need to read every resume themselves. The system puts candidates in order by skills and work history. This saves time and helps the team find the best people. The ats also sends updates to candidates about what happens next. Automation helps Lazada fill jobs fast and keeps things fair.

Candidate Experience

The applicant tracking system gives every candidate a clear path. Candidates get updates about their status. The ats lets them upload resumes and check progress online. This makes things simple and easy to follow. Recruiters use the system to answer questions and give feedback. Candidates feel valued because they get quick replies. A good experience helps Lazada get more skilled people.

Tip: Clear steps and quick feedback help candidates feel important and respected.

Data-Driven Hiring

Lazada uses data from the ats to make better hiring choices. The applicant tracking system collects information at every step. Recruiters see which sources bring the best candidates. They use this data to improve job ads and outreach. AI tools in the ats help match people to jobs by skills and past work. This makes hiring faster and helps Lazada build strong teams. Data-driven hiring means Lazada can find the right people for each job.

Lazada is known for attracting great talent in Southeast Asia. The company uses employer branding to share its values. This helps Lazada find people who are a good fit. Talent acquisition looks for candidates who match the culture. It also finds people who can help the company grow. AI-powered systems make hiring faster and easier for everyone. These steps help Lazada build a strong team. They also help the business do better. Many people pick Lazada because they see ways to grow and learn. Lazada’s future is bright as it keeps improving how it finds talent.

FAQ

What makes Lazada’s talent strategy unique in Southeast Asia?

Lazada uses technology and local knowledge together. The company also has a strong culture. The team changes hiring and training for each country. This helps Lazada find and keep top talent. The market changes fast, so this approach works well.

How does Lazada support employee growth?

Lazada gives training programs and career paths. Workers can join workshops and leadership programs. They can also take cross-cultural training. The company wants everyone to learn new skills. People are encouraged to grow in their jobs.

Why does Lazada use AI in hiring?

Lazada uses AI to make hiring faster. The system sorts resumes and matches skills. It also gives updates to candidates. This saves time for recruiters. They can focus on people who fit the company.

How does Lazada promote diversity and inclusion?

Lazada hires people from many places and backgrounds. The company supports women and other groups. Teams celebrate cultural events together. They work to make the workplace open and welcoming.