2026年香港市场展望与薪资指南报告（英文版）-

randstadhong

kong

partner

for

talent.2026market

outlook

&

salary

guide.leveraging

strategic

sector

growth

and

flexible

staffing.HongKong’s

strategic

developmentpoints

towards

several

critical

talenthotspots.The

government

directs

focus

toward

accelerating

the

development

of

theNorthernMetropolis,

establishing

itas

anew

engine

for

economic

growth.Furthermore,

authorities

concentrateresources

onpromoting

theLife

andHealth

TechnologyIndustry

and

elevating

AI

andDataScience

asa

core

industry

forHongKong’s

future.

The

government

also

seeks

to

develop

a

sustainable

aviation

fuel

industry

chain

andbetterharnesshighvalue-addedmaritime

services.Beyond

government

focus,

specific

industries

showresilience

andbuoyancy

through

thisperiod

of

transformation.Insuranceremainstoberecessionproof,

while

thelife

sciences

sector

demonstratescontinuous

demand

forprofessionalsamidan

ageingpopulation

and

increasing

focus

onmentalhealth

and

wellness.Regulated

areaslike

legal,

compliance,

and

cybersecurity

are

also

active

inhiring,

as

isthe

education

sector.Furthermore,HongKong’s

evolving

talentlandscapereflects

a

notable

shift

from

West

toEast,

as

we

see

an

inflow

ofmainland

Chineseinvestment

and

enterprises.

Consequently,Mandarinlanguageproficiency

isnow

commonly

cited

asan

important

jobrequirement

across

themarket.The

simultaneousneed

for

flexibility

and

the

surplus

ofhighly-experienced

senior

talent

createsan

opportunity

for

organisationsto

explore

interim

and

fractionalroles.

Companies

can

embracecontracting

toplug

gapsand

gain

thenecessary

flexibility

for

scalingup

or

down

according

tobusinessneeds.Candidates,particularly

senior

talent

whose

expertisemight

otherwise

beuntapped,

seek

contracting

for

improved

work-lifebalance.HongKong

enters

2026

cementing

its

status

asa

global

talenthub,

rising

12places

in

two

years

torank

fourth

worldwide

intalent

competitiveness.Despite

this

impressiveposition

andrising

incomes,

employers

andexecutives

face

aparadox:

an

oversupply

of

seniorprofessionalscoexists

with

a

critical

shortage

ofhighly

specialised

andniche

experts.rising

competitiveness

amid

talent

scarcityin

niche

areas.Akey

challenge

inHongKong’s

talentmarket

is

misaligned

expectations.Companies

are

activelyhiring,

yet

they

operate

with

extreme

selectivity,

often

engaging

in

“window

shopping”for

candidates.

This

approachstems

from

a

widespread

corporateperception

thatrecentperiods

of

restructuring

and

cost-cuttingresulted

ina

talent

surplus

all

acrossthe

board.However,

this

abundanceprovesmisleading

for

those

seeking

talent

with

specialised

andniche

skills.The

current

talent

surplus

consists

of

individuals

in

cost-centre

and

consultancyroles,

contributing

toa

surplus

ofhighly-experienced

senior

candidates

in

the

job

seekingmarket.

This

surplus

talent

also

oftenlacks

the

specificniche

expertisenecessary

to

fill

criticalhiring

demands.Thismismatch

slowshiring,

frustrates

talent

withprolongedprocesses,

andrisks

damaging

employerbrands.Employersmust

recognise

that

despite

visible

oversupply,

successhinges

on

quickly

identifying

andsecuring

scarce

specialised

talent.seizing

opportunities

inhongkong’s

2026

talent

outlook.2026market

outlook&salary

guide.hong

kong|

2Despite

changes

in

talent

dynamicsleading

toamore

cautious

talent

market,

companieshave

a

valuable

opportunity

to

actproactively

and

secure

the

critical

skillsneeded

to

thrive

in

2026.Takingproactive

and

timely

actions

canhelp

companiesposition

themselves

to

capitalise

on

growth

opportunities,

a

trend

already

noticeable

in

industrieslike

construction,

supply

chain,

andretail.There

isan

opportunity

for

companies

to

transform

their

workforcenot

just

to

increaseproductivity,but

also

to

foster

a

digitally-adept

and

collaborative

workforce

that

enhances

the

employerbrand

to

attract

top

talent.According

to

the

2025EmployerBrandResearch,

AI

adoption

isprogressing

steadily

with

30%

ofrespondentsusing

AIregularly

inHongKong.However,

thereisroom

to

increase

awareness,

especially

among

Gen

Xprofessionals,

some

of

whommaynot

yet

fullyappreciate

AI’s

future

impact.Employers

canbuild

a

future-ready

workforcebypromoting

a

culture

of

continuouslearning

andproviding

equitable,

targeted

AI

training

across

all

skilllevels,

seniority,

job

type,

and

generations.Ina

similar

tone,

there

isan

encouraging

awareness

around

diversity,

equity,

and

inclusion

asHongKongupkeeps

itsreputation

asamulti-cultural

city

for

talent

from

all

around

the

world.

While

65%

ofrespondents

suggest

there

ismore

work

todo,

this

feedback

opensthe

door

for

employers

to

implementmeaningful

and

transparentDEI

strategies

that

strengthen

fairness

inhiring

andpromotions.

Younger

andminority

employees

especiallybenefit

from

initiatives

that

support

clearpathways

for

growth.To

succeed

inHongKong’s

competitive

2026

talentlandscape,employersneed

to

shift

from

thenotion

of

a

general

talent

surplustowardsmore

efficient

collaboration

withrecruitmentpartners,developEVPs

thatmeet

talent

expectations,

and

equitable

AIupskilling

for

aresilient,

future-ready

workforce.navigating

the

AI

and

equity

frontiers.2026market

outlook&salary

guide.hong

kong|

3HongKong’s

talentlandscape

is

facing

a

structuralparadox:

anoversupply

ofhighly-experienced

seniorprofessionalsbut

a

critical

shortage

ofhighly-specialised

talent.Many

companies

are

activelyhiring,but

their

growing

selectiveness

often

slowsrecruitment,making

itharder

to

secure

in-demand

talent

and

skillsbefore

competitors

do.During

thisperiod

of

cost

cautiousness,

organisations

should

invest

in

building

their

expertise

inhiring

andmanaging

contract

talent.Flexible

workforcemodelsnot

onlyplug

immediate

skills

gaps,but

also

prepareemployers

fora

future

where

workforceswillbe

increasingly

skills-based.flexible

workforcemodelsbridges

skills

gaps.Engaging

contractprofessionals

allowsbusinesses

to

stay

agile

and

maintainproductivity

through

changingmarket

conditions.Withongoing

digital

and

AI

transformation,

contingenthiringhelpscompanies

deploy

specialised

expertise

quickly

for

strategicprojects,

transformation

work,

or

seasonalpeaks.

This

approach

strengthensinternal

capabilities

while

accelerating

innovation

andreducing

time

to

market.Companies

that

adopt

flexible

workmodels

earlier

gainmore

than

just

short-termrelief;

they

will

alsolearnhow

to

scale

operations

efficiently

asbusiness

demands

evolve.leveraging

senior

expertise

through

fractionalroles.The

growingpreferences

for

fractional

andproject-basedroles

signals

another

shift

inhow

organisations

across

expertise.Experiencedprofessionals,

often

operating

as

fractional

directors

or

consultants,bring

targetedknowledge

and

experience

to

solve

complexbusiness

challenges,like

transformationprojects,

andmergersand

acquisitions.For

employers

seekingboth

flexibility

and

stability,contract-to-permanenthiring

offers

abalancedpathway,

ashiring

managers

test

critical

skills

inaction

tomanagehiringrisks

tomake

informed

decisions.Inamarket

definedby

cautious

spending

and

selectiverecruitment,the

ability

to

deploy

adaptable,

value-driven

talent

solutions

willbekey

to

ensuringbusinessperformance

andproductivity.

Organisations

that

investnow

tomaster

flexible

and

contract

workforcemanagementwillbe

farbetterpositioned

to

secure

scarce

expertise,

drive

transformation,

and

stay

competitive

inHongKong.time

for

companies

to

embrace

agile

workforce

solutions.2026market

outlook&salary

guide.hong

kong|

4contributors.The

collective

insightsand

expertise

of

ourleadership

team

across

diverse

specialisations

forms

the

strategic

foundation

for

the

insightsandprojections

shared

within

thesepages.As

trusted

advisors

tobusinessesnavigatingHongKong’s

workforce

complexities,

theirperspectives

offer

employers

andhiringmanagers

guidance

onnavigating

the

jobmarket

in

2026.FionYeungfion.yeung@.hkdirectorconstructions,property&engineering|humanresources|businesssupport|technologyDoraLeungdora.leung@randstad.com.hksenior

managerbanking&financialservices|insuranceTommyWongtommy.wong@randstad.com.hk

associatedirectorsales&marketing|lifesciencesKelvinChukelvin.chu@.hk

managertechnologyCherylLaucheryl.lau@.hk

senior

managertalent&HRsolutionsBenjaminElmsben.elms@randstad.com.hkmanagingdirector2026market

outlook&salary

guide.hong

kong|

52026market

outlook&salary

guide.hong

kong2026market

outlook

&

salary

guide:

engineering

&

supply

chain.randstadhong

kongpartnerfor

talen|6t.roleslowmiddlehighpropertymanagementhead

ofpropertymanagement80,000120,000160,000seniorproperty

manager60,00068,00075,000propertymanager43,00048,00060,000assistantproperty

manager35,00038,00042,000property

officer23,00026,00031,000leasing

and

assetmanagementhead

of

assetmanagement90,000120,000170,000senior

assetmanager58,00064,00080,000asset

manager45,00052,00056,000head

ofleasing95,000100,000160,000seniorleasing

manager60,00070,00085,000leasingmanager50,00055,00060,000assistantleasingmanager38,00040,00050,000seniorleasing

officer25,00030,00031,000leasing

officer22,00025,00028,000property

saleshead

of

sales90,000120,000180,000senior

salesmanager65,00070,00090,000sales

manager49,00055,00065,000assistant

salesmanager35,00040,00049,000seniorsales

officer25,00030,00035,000sales

officer20,00023,00025,000facilitymanagementfacilities

director100,000135,000200,000senior

/

facilitiesmanager48,00060,00085,000assistant

facilitiesmanager38,00045,00050,000senior

/

facility

officer24,00033,00038,000property

investment

&

valuationsproperty

development

director

(GP

surveyor)87,000120,000155,000property

developmentmanager

(GP

surveyor)55,00070,00085,000property

investment

director90,000110,000170,000property

investmentmanager45,00060,00080,000property

investment

analyst30,00035,00045,000roleslowmiddlehighpropertymanagementhead

ofproject

/

GM120,000160,000230,000seniorproject

manager78,00088,000100,000projectmanager60,00070,00080,000assistantproject

manager38,00045,00055,000architecture

&

designdesign

director

/manager72,00080,000110,000senior

architect55,00068,00080,000head

of

interior

design75,00080,00095,000interior

designmanager45,00059,00075,000senior

interior

designer35,00040,00045,000bim

manager50,00038,00072,000quantity

surveyinghead

of

commercial90,000100,000120,000commercialmanager65,00070,00080,000head

of

contracts89,000100,000120,000quantity

surveyingmanager55,00062,00075,000senior

quantity

surveyor42,00048,00058,000building

services

andMEPbuilding

servicesmanager

/

teamlead65,00080,000125,000building

services

engineer35,00042,00050,000building

services

inspector45,00052,00060,000civil

&

structural

engineeringcivil

&

structuralhead85,00095,000120,000civil

&

structuralmanager65,00080,00085,000constructionmanagementconstructionmanager60,00065,00080,000clerk

of

works45,00050,00060,000construction

&property

salary.*FiguresareinHKDandbasedonabasicmonthlysalaryofapermanentrole(notincludingAWSorfixed/variablebonus);unlessotherwisestated.2026market

outlook&salary

guide.hong

kong|

7roleslowmiddlehighHSE

and

sustainabilityhead

of

environmental

sustainability75,000100,000150,000health

&

safety

&

environmental

(HSE)manager48,00058,00070,000environmental

sustainabilitymanager50,00065,00072,000assistantmanager

/

senior

sustainability

officer33,00038,00048,000sustainability

officer23,00029,00033,000safety

officer35,00045,00048,000private

equity

/

assetmanagementmanaging

director160,000200,000300,000investmentvicepresident

/

executive

director85,000110,000160,000assetmanagement

director70,000105,000130,000assetmanagement

manager40,00055,00070,000fundmanagement30,00065,00080,000investorrelationship40,00060,00080,000fund

raising80,000140,000200,000head

ofresearch65,00080,000110,000manager

/

seniormanager,research40,00050,00065,000research

analyst25,00030,00038,000construction

&property

salary.*FiguresareinHKDandbasedonabasicmonthlysalaryofapermanentrole(notincludingAWSorfixed/variablebonus);unlessotherwisestated.2026market

outlook&salary

guide.hong

kong|

8roleslowmiddlehighcivil

/

structuresproject

director110,000155,000250,000civil

&

structuralmanager65,00080,00095,000senior

engineer

/

engineer35,00050,00060,000assistant

engineer

/

graduate

engineer24,00028,00033,000building

services

/

electrical

&mechanical

engineeringdirector100,000145,000220,000senior

/project

manager65,00075,00095,000senior

/project

engineer35,00042,00052,000assistant

engineer/

graduate

engineer23,00028,00031,000quantity

surveying

/

costmanagementmanaging

director135,000155,000185,000director100,000120,000130,000senior

/manager65,00076,00090,000senior

quantity

surveyor40,00048,00058,000quantity

surveyor28,00032,00038,000architecturehead

of

design100,000110,000120,000senior

associate70,00085,000100,000associate65,00080,00090,000senior

architect55,00068,00080,000architect45,00052,00058,000architectural

assistant24,00028,00035,000resident

architect75,00080,000110,000architectural

designer33,00042,00055,000building

informationmodelling25,00038,00068,000interior

design135,000155,000185,000director

/

associate

director70,00085,000100,000associate45,00059,00075,000senior

interior

designer35,00040,00045,000interior

designer26,00030,00035,000assistant

interior

designer19,00023,00025,000roleslowmiddlehighenvironmental

engineeringhead

of

/

GM90,000135,000160,000senior

/manager55,00072,00085,000senior

/

engineer35,00042,00048,000assistant

engineer

/

graduate

engineer22,00028,00031,000construction

&

engineering.*FiguresareinHKDandbasedonabasicmonthlysalaryofapermanentrole(notincludingAWSorfixed/variablebonus);unlessotherwisestated.2026market

outlook&salary

guide.hong

kong|

9roleslowmiddlehighsourcingmanaging

director

of

sourcing120,000150,000180,000VP

of

sourcing100,000110,000125,000sourcing

director75,00085,00090,000seniormerchandisingmanager60,00065,00070,000merchandisingmanager40,00045,00050,000assistantmerchandisingmanager35,00038,00045,000seniormerchandiser25,00029,00035,000merchandiser22,00025,00028,000assistantmerchandiser18,00020,00022,000procurementhead

ofprocurement100,000130,000150,000globalprocurementmanager100,000120,000140,000seniorprocurementmanager70,00080,00090,000regionalprocurementmanager70,00085,000100,000procurementmanager45,00055,00065,000assistantprocurementmanager35,00040,00045,000seniorprocurement

officer25,00030,00035,000procurement

officer20,00022,00025,000tendermanager45,00050,00055,000assistant

tendermanager30,00035,00040,000tender

executive22,00025,00028,000supply

chaintrade

compliance

director90,000100,000120,000trade

compliancemanager60,00065,00070,000supply

chain

director70,00080,000100,000supply

chain

&purchasing

director90,000100,000110,000senior

supply

chainmanager60,00070,00080,000supply

chainmanager45,00055,00065,000logistics

director60,00065,00070,000logisticsmanager35,00040,00045,000assistantlogistics

manager30,00035,00040,000logistic

coordinator20,00025,00028,000planningmanager40,00050,00055,000roleslowmiddlehighdemand

/

supplyplanner25,00030,00035,000warehousemanager30,00035,00040,000CS

/

sales

operationsmanager30,00035,00040,000CS

executive

/

sales

admin22,00025,00028,000shipping

supervisor22,00025,00028,000engineeringproduct

development

/R&D

director80,00090,000110,000product

development

/R&Dmanager40,00050,00060,000product

development

/R&D

engineer25,00030,00035,000technical

/project

director50,00070,000100,000project

engineer30,00035,00040,000mechanical

engineer30,00040,00050,000quality

director80,00090,000110,000qualitymanager40,00050,00060,000senior

quality

engineer40,00055,00065,000quality

engineer25,00032,00040,000senior

QA

officer30,00035,00040,000QA

officer23,00028,00032,000sustainability

director80,00090,000100,000sustainabilitymanager50,00060,00065,000service

engineer30,00035,00038,000productionhead

ofmanufacturing

/

factory100,000120,000150,000factorymanager70,000100,000110,000seniorproduction

manager50,00060,00070,000productionmanager40,00050,00060,000assistantproductionmanager32,00038,00040,000production

supervisor25,00028,00033,000supply

chain

&procurement.*FiguresareinHKDandbasedonabasicmonthlysalaryofapermanentrole(notincludingAWSorfixed/variablebonus);unlessotherwisestated.2026market

outlook&salary

guide.hong

kong|

102026market

outlook&salary

guide.hong

kong2026market

outlook

&

salary

guide:

sales

&marketing.randstadhong

kongpartnerfor

talen|1

.More

salesprofessionals

are

transitioning

toB2B

salesroles

that

offerclearerprogressionpathsandhigher

earningpotential

that

is

in

linewithmarket

trends,leaving

gaps

in

consumer-oriented

segmentslike

in

FMCG,luxuryretail

and

electronics.Whileultra-luxury

spending

declines,

demand

formiddle-tierluxury

isgainingpopularity

for

value,

accessibility,

and

“cool

factor”.However,this

category

ofbrands

struggle

to

offer

commission

structures

toattract

top

sales

talent,

creating

challenges

forbrands

inmotivating

and

retaining

topperformers.Brands

are

increasingly

adopting

a

“glocal”

(globalpluslocal)

digital

marketing

strategy

to

drive

sales,utilisingpartnerships,

growth

and

socialmedia

toplaya

centralrole.

Thishas

fueled

demand

for

skilled

marketers

who

can

think

creatively

andleveragemultipleplatforms,

including

e-commerce,

to

engage

audiencesand

amplifybrandpresence

effectively.Additionally,

soft

skills

are

increasingly

important

as

deliveringpositive,

high-touch

customer

experiences

is

evenmore

critical

intoday’s

digital-

first

environment.

To

stay

competitive,

consumerbrandsmustredefine

consumer

salesroles

as

dynamic

and

aspirational

careersrather

thanlegacypositions.logistics:

expanding

and

competing

underpressure.Competition

inHongKong’slogistics

sector

is

intensifying

asmore

Mainland

Chinese

firms

enter

themarket,

driving

downpricing

and

transforming

traditionalbusinessmodels.Firms

are

adapting

through

diversification

andpartnerships

withe-commerceplatforms,

and

expanding

intomarketslike

Australia

and

Canada,

where

demand

for

Chinese

exportsremains

strong.This

evolutionhas

created

demand

for

salesprofessionals

with

strong

global

operationalunderstanding

andbusiness

development

expertise,

particularly

for

talent

who

cannavigateprice-sensitive,multinationalenvironments

while

identifyingnewrevenue

channelsand

opportunities.InHongKong,

structuring

shifts

inbusinessmodels,

changingconsumer

expectations,

and

digitisation

arereshapinghow

talentconnects

with

customers

andmarkets.

Alongside

other

industries,

the

sales

andmarketing

sector

isnavigating

towardsrenewed

economic

vibrancy

with

anew

baseline.hongkong’s

position

asaglobal

gateway.HongKong

is

set

to

strengthen

its

dualrole

asalaunchpad

forMainland

companies

that

are

expanding

overseas

anda

destination

for

inbound

companies

entering

Greater

China.

Thispositioninghas

alwaysattracted

steady

investment

and

talentmobility

acrossborders.While

thispositioninghas

always

attracted

steady

investmentsand

talentmobility

acrossborders,

it

isnot

entirely

straightforward.Foremployers

and

talent,

themarket

dynamicshighlight

theneed

foradjusting

expectations

andrefining

what

willbe

considered

success.education:

growth

fueledbyglobal

ambition.Demand

for

sales

and

admissionsprofessionalshasrisen

sharply

asinstitutions

and

consultancies

cater

to

families

seeking

globallearning

opportunities.

This

is

inpartofalongstanding

trend

ofHongKongfamilies

seeking

global

educationpathways

that

fuels

demand.As

institutions

and

consultancies

compete

to

attract

students,

theyare

activelyhiring

sales

talent

who

can

communicate

value,build

trust

withparents,

and

differentiate

their

services

inahighly

competitive

and

complexlandscape.consumer

&retail:redefiningengagement

andmotivation.Consumerbrands

continue

to

seek

skilled

sales

andmarketing

professionals,butboth

talentpreferences

and

market

forcesare

shifting.sales

&marketing

outlook:thriving

amid

transformation.2026market

outlook&salary

guide.hong

kong|

12property:

anewlook

at

talent.The

trendsand

changes

in

theproperty

industry

are

fundamentallystructural.

While

commercialreal

estateremains

steady,

theresidential

segment

faces

weaker

demand

as

withnew

apartments

struggling

to

find

buyers.Leasing

activity

increasinglyreflects

consolidation

and

downsizing,

reflecting

thebroader

economic

caution

and

evolving

corporatespacerequirements.Inresponse,

employers

are

“thinking

out

of

thebox”andarehiringsales

talent

without

traditionalpropertybackgroundstolend

freshperspectivesand

innovative

approaches

toreconnect

with

customers

andbuyers.non-government

organisations

&charities:purpose-drivenmomentum.Among

all

sectors,NGOsand

charities

show

themost

consistentgrowth.

Their

emphasis

on

social

impacthasled

to

cross-sectorcollaborations

spanning

education,

tourism,

and

the

arts.

Thesepartnerships

enhanceHongKong’sbrand

and

appeal,

while

stimulating

localbusiness

activity.Job

creation

within

this

sector

is

closelylinked

to

fundraising

initiatives

towards

community

andpublic

causes.

This

dynamic

is

openingnew

opportunities

for

sales

andmarketingprofessionals

who

seek

to

align

their

careers

with

values-drivenmissions

and

social

impact.navigating

talent

shortages

across

sales,

marketing

&

distribution

channels.Companies

acrossindustriesnowuniversally

prioritise

new

business

development

asa

critical

growth

strategy.Demand

for

sales

talenthas

increasingly

channeled

towards“hunters”

—

sales

talent

who

are

inherently

driven

to

securenewbusiness

and

attract

fresh

customers.Sectors

such

aslife

sciences,logistics,

and

technology

experienceacute

shortage

of

qualifiedhunters,

intensifying

competition

for

these

specialised

candidates.These

industry-specific

and

technically-demandrolesrequirenot

only

the

salesmentality,but

also

great

depth

ofproduct

or

sector

expertise

tosucceed.Similarly,

therise

of

distributor-led

salesmodels

across

consumer,

industrial,

and

construction

sectorshas

amplified

demand

forprofessionals

who