ADB values competence, results, integrity, dedication, client-orientation, teamwork, and diversity in gender and nationality.

ADB needs for its operations highly qualified, experienced, dedicated, and motivated staff with a varied mix of operational and technical skills. ADB operates internationally and comprises different nationalities, creating a cross-cultural environment where the elements are nonetheless bound together toward common goals and objectives.

Recruitment and Selection Process

Applicants must:

possess very good academic background (those with post-graduate degrees such as MBA, MS, or Ph.D. are given preference)

have considerable expertise and years of experience in their profession

have multi-disciplinary background and with experience in an international environment with involvement in developing countries

have proficiency in both written and spoken English

have the flexibility to work with other nationalities and with different cultural backgrounds

be willing to travel on mission to member countries, if required

not have close relatives in ADB

With ADB committed to increasing the number of its female professional staff, applications from women are actively encouraged.

The Selection Process

ADB's Human Resources Division initially evaluates the applications and may refer their CVs to interested departments/offices for further review before a final decision is communicated to the applicant. This is to ensure that all applications are carefully and properly evaluated. The Human Resources Division also ensures that applications from qualified ADB staff are considered for vacancies before considering external candidates.

Initial Appointment/Career

Initial staff appointments to the Bank are for a fixed term, usually for three years, which may be extended or converted to regular employment subject to satisfactory performance or the continued need for the skills. All appointments are subject to a probationary period of one year.

An appointment with the Bank involves residence in Manila and, in many instances, frequent business travels or missions to member countries. In special cases, a staff may be assigned in the Bank's regional/resident missions located in different parts of the region.

To provide for career growth and advancement, the Bank conducts an annual review of performance and potential. Also promotions and salary advancement are determined by merit and the capacity to assume increased responsibilities. Advancement to higher level positions is usually based on a competitive selection process. Depending on the requirements of the Bank, career objectives, and development needs of the individual, training opportunities and career development programs are provided.

Professional Staff's General Profile

Employment Brochure
Employment Insights for Female Professionals [ PDF | 542kb ]