Hiring in Indonesia: Guide and Trends for 2026

Specialised skills take priority as employers focus on business outcomes

Indonesia’s hiring market is entering 2026 with a stronger focus on efficiency, risk management and digital maturity. Businesses are becoming more deliberate about workforce investment, prioritising professionals who can help improve productivity, manage risks and deliver measurable results.

Digital transformation is changing the capabilities employers need, while evolving regulations and sustainability expectations are creating demand for specialised legal, risk, compliance and procurement talent. At the same time, professionals are becoming more cautious about changing employers, placing greater importance on stability, career development and leadership quality alongside compensation.

Eric Mary, Country Head of Robert Walters Indonesia & Vietnam, shares his outlook on the hiring trends, salary expectations and talent priorities shaping Indonesia’s recruitment market in 2026.

Read on to find out more about Eric’s expectations for Indonesia’s labour market and hiring trends in 2026.

Digital transformation creates demand for business-focused talent

Businesses are moving beyond basic digitalisation towards using artificial intelligence (AI) and technology to improve productivity and deliver measurable business outcomes. This is changing not only how organisations operate, but also the types of professionals they need.

Demand is expected to grow for Digital Integrators, professionals who can connect technical expertise with commercial strategy and operations. These include data scientists, AI specialists, digital finance leaders, and sales and operations planning (S&OP) and integrated business planning (IBP) professionals who can turn data into practical business decisions.

For employers, technical knowledge alone may not be enough. Professionals must also understand business challenges, collaborate across functions and demonstrate how their expertise can improve performance. As automation takes on more routine, rules-based tasks, critical thinking, problem-solving and commercial judgement will become increasingly important.

This shift also has implications for recruitment. While AI is influencing the roles companies hire for, its direct use in recruitment processes in Indonesia remains at an early-to-mid stage. Employers are currently focusing on identifying candidates with specialised skills, improving recruitment efficiency and presenting themselves as innovative workplaces.

Regulation and sustainability reshape hiring priorities

Technology is only part of the picture. As regulatory requirements evolve and expectations around responsible business practices grow, organisations also need to strengthen their approach to governance, risk and compliance (GRC).

This is expected to sustain demand for compliance officers, risk managers and legal counsel with expertise in data protection and regulatory requirements. Strategic procurement professionals will also play an important role as companies strengthen governance and manage risks across their operations.

Environmental, social and governance (ESG) considerations are becoming more closely connected to business and procurement decisions, rather than being treated solely as a public relations priority. This creates opportunities for professionals with sustainability, green procurement, finance and ethical compliance expertise, particularly in sectors such as FMCG and resources.

For candidates, specialist knowledge in areas such as data privacy, ESG and compliance can provide an advantage. For employers, the challenge is finding people who can combine this expertise with the ability to apply it to real business needs.

Attract and retain talent with more than salary

Although demand for specialised skills remains strong, finding the right people is becoming more challenging. The issue is not simply the availability of candidates, but also their willingness to move.

Professionals are taking a more considered approach to career decisions.

Stability, clear progression, opportunities to develop new skills and the quality of leadership all influence whether an opportunity feels worthwhile. A modest salary increase may not be enough to persuade an experienced candidate to leave a role that offers security and a positive working environment.

Employers therefore need to think carefully about the overall value they offer. Clear responsibilities, realistic expectations and visible career pathways can help candidates understand an opportunity, while investment in training and internal mobility can encourage existing employees to grow within the organisation.

Leadership is equally important. Managers who communicate clearly, provide support and set meaningful objectives can help build the trust that contributes to retention. Employers should also keep recruitment processes efficient, as lengthy interviews and slow decisions can cause strong candidates to lose interest or accept other offers.

Salary premiums reflect demand for specialist skills

Salary prospects in 2026 are expected to differ between general roles and positions requiring scarce expertise. While salary increases for general roles are likely to remain moderate, employers may need to offer higher premiums to attract professionals with specialised, business-critical skills.

According to Eric, lateral hires in data privacy, ESG and legal operations may command premiums of 20–30% or more. Specialists in strategic supply chain and accounting and finance, including S&OP, digital implementation and financial planning and analysis (FP&A), may command premiums of 10–15%.

These figures relate to potential premiums for specialised professionals changing roles, rather than salary increases across the wider workforce. Accurate benchmarking and transparent compensation will therefore be important for employers competing for critical capabilities.

As Eric puts it, the market will “pay for quality, not quantity”. Businesses need to identify where specialist expertise will make the greatest difference and ensure that compensation reflects the capabilities required.

Find out more

Request access to the Robert Walters Salary Survey 2026 to benchmark salaries and explore key hiring trends in Indonesia.