Dreamcloud is a Singapore-based systems integrator and a Leader in the low-code development space. As the leading OutSystems partner in APAC, their team specializes in rapid application development that delivers cutting-edge web and mobile solutions to enterprises of all sizes.
Founded in 2011, Dreamcloud has an excellent track record of successfully helping clients and partners to overcome their toughest technology challenges, ranging from platform provisioning to other services such as turnkey projects and training.
In 2022, Dreamcloud was successfully merged with Temus, the digital transformation platform jointly formed by Temasek in a strategic partnership with UST.
Dreamcloud is one of the top 10 APAC Mobile Application Consulting Companies 2020 and has won numerous awards in the low-code space, such as being the OutSystems Southeast Asian Partner of the Year 2018 & 2019. In fact, the company has now become one of the largest OutSystems delivery teams in Singapore.
The Challenge: Scaling Delivery Without Sacrificing Quality
Capacity gap
Client demand outpaced Dreamcloud's Singapore-based delivery team
Quality risk
Traditional outsourcing offered insufficient visibility and control
Talent scarcity
Senior low-code developers in Singapore are expensive and hard to retain
Speed to hire
Dreamcloud needed to scale rapidly without building an in-country HR function
As Dreamcloud's project pipeline expanded in its early years of operations, the management team recognized a fundamental constraint: they could not grow revenue without growing headcount, but scaling in Singapore alone was neither cost-effective nor fast enough.
Traditional outsourcing to third-party vendors in lower-cost markets, a common approach for Singapore-based software companies, was dismissed early. Dreamcloud's business model depends on delivery quality and client trust. Handing work to an external vendor would remove their ability to enforce standards, manage developers directly, and build proprietary low-code expertise.
The decision was made to build an owned offshore development team — a model that delivers the cost advantages of an offshore location while keeping talent management, culture, and IP firmly within the company.
Deep engineering talent pool
Vietnam produces over 50,000 IT graduates annually, with Ho Chi Minh City accounting for the largest share
Cost efficiency
Fully-loaded developer costs in HCMC run 60–70% lower than equivalent roles in Singapore
Time zone alignment
Vietnam (UTC+7) operates in the same time zone as Singapore, enabling real-time collaboration
Cultural compatibility
Strong work ethic, high English proficiency among tech professionals, and familiarity with Agile delivery methodologies
Government support
Vietnam's government actively promotes the IT sector through tax incentives and university investment
Low geopolitical risk
Stable business environment and a well-established tech ecosystem anchored by major global companies (Bosch, Intel, Siemens)
In 2017, after several meetings and careful considerations, Dreamcloud choseTalent JDI as their partner to build their remote tech team in Vietnam. The Talent JDI team is responsible for providing recruiting support, legal consultation, co-working space, and HR management so Dreamcloud can focus on growing their offshore tech team.
Discover Our Hiring Capabilities For Offshore Teams
With support from Talent JDI, the company was able to build a stable foundation for their tech operations in Vietnam, forming a core team of experienced developers. The success of their scale-up has allowed them to confidently expand towards their objective of becoming one of the first low-code Centres of Excellence in Vietnam.
The merger also opens up new opportunities for collaborations with Talent JDI to help scale up more tech teams in Vietnam as Dreamcloud deepens their global network of clients with the full support from Temus.
The impressive growth of Dreamcloud attracted the attention of Temus, the digital transformation platform jointly formed by Temasek. Believing that Dreamcloud’s tech capabilities will help Temus further develop their platform, the company successfully struck an acquisition deal with Dreamcloud in 2022.
Dreamcloud is also one of the pioneers in low-code in Ho Chi Minh, investing in training and exposure in low-code projects, moving firmly towards their objective of becoming one of the first low-code Centres of Excellence in Vietnam.
"Setting up a team in Vietnam has allowed us to access a new pool of technical talent, and has improved how quickly we can scale."
Wong Seok Ling
Business Development Director, Dreamcloud
Vietnam IT Staff Recruitment Services
Why Choose Talent JDI For Hiring Developers In Vietnam?
Talent JDI is a specialist Vietnam IT recruitment agency with 10+ years on the ground in Ho Chi Minh City.
Our curated 30,000+ network of pre-vetted developers means you receive your first shortlist within 48 hours — not six weeks. And because we are MoLSW-licensed, every hire is fully compliant with Vietnamese labour law from day one.
Whether you need one senior engineer or a full offshore team, our Vietnam tech recruitment process handles sourcing, vetting, offer negotiation, contracts, and onboarding — so you can focus on building your product.
How long does it typically take to get a first hire in Vietnam?
For mid-to-senior software roles in Ho Chi Minh City, the typical time-to-offer runs 4–8 weeks from kickoff, assuming a clear job brief. Niche roles, such as certified OutSystems developers or low-code specialists, can run longer given the smaller talent pool.
Having a local recruiting partner with an active pipeline, rather than starting a search from scratch, compresses this significantly. For companies under delivery pressure, Talent JDI maintains a warm network of pre-vetted candidates in high-demand tech stacks.
Q
Do we need to set up a legal entity in Vietnam to hire a team there?
No. Most Singapore-based companies building an initial offshore team use an Employer of Record (EOR) or ODC model, where a local partner like Talent JDI employs the staff on your behalf. Your team works exclusively for you, follows your direction, and uses your tools, but the legal employment relationship sits with the local entity.
This removes the need to register a company, navigate Vietnamese labor law from scratch, or run a local payroll. Many companies only incorporate their own entity in Vietnam once the team grows beyond 30–50 people and the economics justify it.
Q
How do you maintain quality and culture when the team is in a different country?
The honest answer is: it depends almost entirely on how you structure the relationship. Companies that struggle with offshore quality tend to treat the remote team as a black box, sending tickets and waiting for output.
Dreamcloud took the opposite approach by building a team that is genuinely part of the company, investing in low-code training, and establishing a Centre of Excellence rather than a cost center. Practically, it means regular video standups, shared engineering standards, embedding a senior technical lead in the Vietnam team early, and having your Singapore leadership make in-person visits at least quarterly, especially in the first year.
Q
What seniority levels are realistic to hire in HCMC?
Ho Chi Minh City's tech market skews toward mid-level talent (3–6 years of experience), which is also where the value proposition is strongest. You can hire a strong mid-level developer in Vietnam for roughly the equivalent salary of a junior in Singapore.
Senior engineers (7+ years) exist but are increasingly competitive to hire, especially in specialized stacks. The most effective offshore teams tend to staff a senior technical lead locally or from HQ, then build out with strong mid-level engineers in Vietnam.
Q
What happens if a developer on our Vietnam team resigns? How is continuity managed?
Attrition is a real operational risk with any offshore team, but it's manageable with the right structure. Talent JDI provides active HR support, including retention monitoring, competitive benchmarking, and early warning signals, rather than just placing candidates and stepping back.
On the client side, the most resilient teams invest in proper documentation and code standards so that knowledge doesn't walk out the door. Dreamcloud's emphasis on training and internal knowledge-building is a direct example of this: a team that grows together around a shared methodology is less vulnerable to individual departures.
Q
Is Vietnam the right choice if we need more than just developers?
Yes. While developers are the most common hire, HCMC has a growing ecosystem of QA engineers, business analysts, DevOps/cloud engineers, and technical project managers. The talent pool is deepest in software engineering, but companies regularly build cross-functional offshore teams in the city.
Salary benchmarks and hiring timelines vary by function. Talent JDI can provide role-specific market data for any position you're evaluating.
Q
How does this model scale? Is there a point where it stops making sense?
The ODC/EOR model works well from first hire up to around 40–50 people. Beyond that, many companies choose to establish their own legal entity in Vietnam for greater operational control and direct employment relationships.
The transition doesn't have to be abrupt. Talent JDI can support a phased handover, helping you set up your own entity and migrate employment contracts while maintaining continuity.
