The short version: Singapore is the one market on this list where the job board choice is partly a legal question. If the hire might need an Employment Pass or S Pass, the role has to sit on MyCareersFuture for 14 consecutive days first. After that requirement, JobStreet and LinkedIn carry professional hiring, FastJobs carries non-executive roles, and NodeFlair carries tech.
Singapore has the highest LinkedIn penetration of any market we hire in, with 5.10 million members against a population of 5.88 million. That makes it tempting to run the whole search on one platform.
I have set up employment in Singapore for clients several times, and the mistake that costs the most time is not choosing the wrong board. It is treating the MyCareersFuture posting as a formality to complete after you have picked someone. The 14 day clock runs before the pass application, not alongside it.
The 7 Best Job Boards to Hire Employees in Singapore
These seven were picked on reach, on whether an overseas employer can use the employer side, and on whether the board still holds a distinct audience. Every site below was opened and screenshotted in August 2026, and each rating was read from the store listing on the same day.
1. MyCareersFuture
MyCareersFuture is run by Workforce Singapore, it is free, and for pass-eligible roles it is not optional. Beyond compliance it is a real board: on the day we checked it carried 2,015 chef roles, 1,708 teaching roles and 1,526 nursing roles.
Key features:
- Free job posting, with no paid tier to upsell you.
- Skills-based matching between the job description and candidate profiles.
- Screening questions attached to the application, so unsuitable candidates filter themselves out.
- Suggested talents, a list of candidates open to being contacted when applications are thin.
- Government hiring schemes and reskilling programmes surfaced against relevant roles.
How to use it: the employer side is a separate site at employer.mycareersfuture.gov.sg, and access runs through Corppass, so your company has to be registered in Singapore with a Corppass administrator before you can post. Set that up first. Then post, add screening questions, and let the 14 day window run in full before you file any pass application.
| What works well | What to watch |
|---|---|
| Free, and required for pass-eligible roles, so the cost question does not arise. | Corppass access means an overseas company with no Singapore entity cannot post at all. |
| Strong on healthcare, education, food services and public sector adjacent roles. | Thinner on senior technology hiring: 238 software developer roles on the day we checked. |
| Screening questions and suggested talents are genuinely useful, not compliance theatre. | No paid promotion, so a quiet ad stays quiet. |
Reviews: MyCareersFuture does not run a consumer app that appears in Play Store searches for the brand, so there is no store rating to quote. Being a government service, it also has no commercial incentive to chase one. Judge it on whether the 14 day window produces usable local applications, which is the only outcome that matters here.
2. JobStreet by SEEK
JobStreet is the largest commercial board in Singapore. SEEK states that employers can post all their roles at no cost and reach over 3 million candidates in Singapore, with paid ad types for urgent or hard to fill roles.
Key features:
- Free Lite job ads, with paid upgrades charged on performance.
- AI matching, which SEEK says reaches candidates four times more likely to make your shortlist.
- Assist, its AI hiring tool, which pre-screens applicants and checks references.
- Basic Talent Search, giving free access to a database SEEK reports at over 50 million profiles across Asia Pacific.
- Analytics on live ads, so a weak ad can be fixed while it is still running.
How to use it: register at sg.employer.seek.com, verify the account, then use the guided ad builder. SEEK describes it as three steps: register, post, sort applications. Run this in parallel with the MyCareersFuture posting rather than after it, since the two audiences barely overlap.
| What works well | What to watch |
|---|---|
| Widest commercial reach in Singapore and free to start. | 3 million candidates in a 5.88 million population means heavy overlap with LinkedIn. |
| Free Basic Talent Search is unusual at this size. | Paid ad pricing is quoted in account rather than published. |
| One account also reaches Malaysia, the Philippines and Indonesia. | Regional reach pulls in applicants who would need a pass you may not get. |
Reviews: the JobStreet app scores 4.6 out of 5 from about 473,000 ratings on Google Play with 10 million or more downloads. That is the strongest combination of scale and satisfaction of any commercial board here.
3. LinkedIn
LinkedIn is closer to complete coverage in Singapore than anywhere else. Its own advertising tools reported 5.10 million members in late 2025, equal to 86.7 percent of the population. That figure counts registered accounts rather than active users, but even discounted heavily it is remarkable.
Key features:
- LinkedIn Recruiter with Hiring Assistant, for teams hiring continuously.
- Hiring Pro, the lighter product for occasional hiring by people who are not recruiters.
- InMail for reaching candidates who are not applying to anything.
- Filters on current employer, which finds the person already doing the job at a competitor down the road.
- Career Pages, which matter when a foreign employer has no local brand.
How to use it: post through the free job slot to test response, then choose between promoting that ad and buying Recruiter seats. In a market this small and this well covered, sourcing beats advertising: the person you want already has a job, so budget for InMail.
| What works well | What to watch |
|---|---|
| Near-universal coverage of the professional workforce. | The most expensive route per hire once Recruiter seats are added. |
| Targeting by current employer and career history, which no other board here offers. | A LinkedIn ad does not satisfy the Fair Consideration Framework requirement. |
| Employer branding travels with your company page, not just the ad. | Poor fit for service, retail and production roles. |
Reviews: the LinkedIn app holds 4.1 out of 5 from roughly 3.49 million ratings on Google Play. It is a global average, which is the honest limit of what a store rating says about one market.
4. Indeed Singapore
Indeed is the fastest board here to start on. A free job post, no local entity required, and a dashboard that groups applicants meeting your stated requirements at the top.
Key features:
- Free job posting, with Sponsored Jobs on a pay-as-you-go budget.
- Automatic grouping of applicants who meet your requirements.
- Screener questions and assessments attached to the application.
- Resume search for proactive sourcing, sold separately.
- Company review and salary pages candidates read before applying.
How to use it: create the account at sg.indeed.com/hire and post the free ad. Add screener questions covering work authorisation first, because in Singapore that single question removes more unsuitable applications than any other filter.
| What works well | What to watch |
|---|---|
| No entity, no documents, no wait. Post within the hour. | Sponsored budgets drain quickly on broad job titles. |
| Screener questions are the best in this list for filtering pass eligibility. | Local brand strength sits behind JobStreet. |
| Aggregation pulls in listings from company career sites. | Your ad competes with scraped duplicates of itself. |
Reviews: 4.5 out of 5 from roughly 13.6 million ratings on Google Play with over 100 million downloads. Global rather than Singaporean, but the product is the same one local candidates use.
5. Glints
Glints is Singapore-headquartered and covers six Southeast Asian markets from one employer account. Its free marketplace reports 8,000 or more jobs posted monthly, 60,000 organisations served, and around 6 million visitors a month across the region.
Key features:
- Unlimited free job listings once the company profile is verified.
- A company profile page and applicant management in the same dashboard.
- Regional coverage, so one account also reaches Vietnam, Indonesia, Malaysia and the Philippines.
- A younger candidate skew, heavy on early career and first job hires.
- TalentHub, a paid managed service covering recruitment, employer of record and payroll.
How to use it: sign up free at employers.glints.com, upload a legal document for verification, then post. Glints states verification takes up to three working days and that new profiles plus the first ten listings go through review, so open the account before the week you need the hire.
| What works well | What to watch |
|---|---|
| Free unlimited listings and an English dashboard built for regional hiring. | Verification delays the first post by up to three working days. |
| Best route if the role could sit in Singapore or a cheaper neighbouring market. | Trustpilot reviews of the group are poor, at 1.4 out of 5 from 41 reviews. |
| Candidate app is strongly rated across the region. | Skews junior, so senior Singapore hires are harder to source here. |
Reviews: the candidate app scores 4.7 out of 5 from about 303,000 ratings on Google Play with 10 million or more downloads. The employer side reads differently: Glints Intern Pte Ltd holds 1.4 out of 5 from 41 Trustpilot reviews, a small sample worth reading before you buy the managed service.
6. NodeFlair
NodeFlair is the tech option, and it is a hybrid rather than a pure board. It runs a jobs listing, a salary database and company reviews, and it sells recruitment as a service on top, reporting 500,000 or more candidates in its system.
Key features:
- A tech-only audience across engineering, product, data and design.
- A public salary database, which candidates use to check your offer before they reply to it.
- Executive search on a no upfront fee basis, paid on success with a stated 90 day guarantee period.
- Recruitment process outsourcing, where a recruiter works inside your team.
- Employer branding pages aimed at the tech audience visiting the site.
How to use it: the employer route is a conversation rather than self-service. Contact the team through the employers page, agree the model, and NodeFlair states it returns qualified CVs in under 48 hours. Read their salary report before you set the band, because your candidates already have.
| What works well | What to watch |
|---|---|
| The salary data is the most useful free resource for setting a tech offer in Singapore. | Closer to a recruitment agency than a job board, and priced accordingly. |
| No upfront fee, so the risk sits with them until a hire lands. | No self-service posting, so you cannot test the market quietly. |
| Company reviews give candidates a reason to trust an unfamiliar employer. | Tech only, and a smaller pool than JobStreet or LinkedIn. |
Reviews: NodeFlair has no app in Play Store search results for the brand, so there is no store rating. Judge it the way you would judge an agency: ask for two client references and the fill rate on roles like yours, not the size of the database.
7. FastJobs
FastJobs owns the part of the market the professional boards ignore. It reports 465,000 or more monthly active non-executive jobseekers in Singapore, 70 percent of them Singaporeans and permanent residents, and 50,000 or more employers using it.
Key features:
- Built for food service, hospitality, retail, logistics and customer service roles.
- AI-targeted job advertisements matched on user profile and intent.
- A Chinese language translation tool for reaching bilingual candidates.
- Job type filters candidates actually use: urgent, no experience, walk-in interview, seniors welcome.
- Mobile-first, with most of the audience applying from the app.
How to use it: register free at employer.fastjobs.sg, then post. FastJobs states 83 percent of employers receive their first Singaporean or PR applicant within 24 hours, so treat a quiet first day as a signal that the ad or the pay rate is wrong rather than that the market is slow.
| What works well | What to watch |
|---|---|
| The only board here with real depth in non-executive hiring. | No use at all for professional or technical roles. |
| 70 percent local candidates, which matters for quota-constrained hiring. | Smaller absolute audience than the general boards. |
| Free employer registration and fast first response. | The lowest app rating of the Singapore boards at 4.3. |
Reviews: 4.3 out of 5 from about 4,620 ratings on Google Play with over 1 million downloads. The rating count is small next to JobStreet’s, which is what you would expect from a board serving one segment of one country.
Comparison At a Glance
| Board | Best for | Free posting | Candidate app rating |
|---|---|---|---|
| MyCareersFuture | Any role that may need a pass | Yes, always | No store listing found |
| JobStreet | General hiring at any level | Yes, Lite ads | 4.6 (473,000 ratings) |
| Senior, specialist and passive candidates | One free job slot | 4.1 (3.49 million ratings) | |
| Indeed | Fast setup and screener questions | Yes | 4.5 (13.6 million ratings) |
| Glints | Junior roles and regional hiring | Yes, after verification | 4.7 (303,000 ratings) |
| NodeFlair | Tech hiring and salary benchmarking | No, contact first | No store listing found |
| FastJobs | Non-executive and shift-based roles | Free registration | 4.3 (4,620 ratings) |
Ratings were read from Google Play in August 2026 and will drift. The segmentation behind them holds: no single board in Singapore covers both a software architect and a warehouse supervisor.
The rule that decides where you post first
Under the Fair Consideration Framework, an employer filing an Employment Pass or S Pass application must first advertise the role on MyCareersFuture for at least 14 consecutive days and fairly consider every candidate who applies. The requirement sits with the Ministry of Manpower, not with the job board.
Some roles qualify for an advertising exemption. Check your specific case against the MOM guidance on the Fair Consideration Framework rather than assuming, because the exemption categories change and an incorrect assumption delays the pass, not the ad.
The pass itself has its own bar. As of August 2026, the Employment Pass qualifying salary starts at 5,600 dollars a month outside financial services and 6,200 dollars inside it, rising with age to 10,700 and 11,800 respectively. Both floors rise on 1 January 2027, to 6,000 and 6,600 dollars.
Candidates on an Employment Pass are also assessed against COMPASS, a points system that requires 40 points across six criteria including salary, qualifications and how your existing workforce is composed. That is worth knowing before you post, because a role written for one candidate can fail COMPASS on the company’s profile rather than the person’s.
None of this applies if you are hiring a Singaporean or a permanent resident. In that case, pick boards on reach and cost like anywhere else, and see DataReportal’s Digital 2026 Singapore report for the audience picture: 5.78 million internet users at 98.4 percent penetration.
What a Job Board Will Not Do for You
A job board stops at the offer, and in Singapore the offer is where the two-track system starts. Singaporeans and permanent residents go into CPF, the Central Provident Fund, with employer and employee contributions that vary by age. Foreign staff on an Employment Pass or S Pass do not.
That split changes your cost per hire depending on who you pick, and it is decided after the shortlist rather than before it. The pass application, the COMPASS assessment and the levies attached to S Pass holders all sit outside anything a board handles.
Our guide to Singapore payroll, benefits and tax covers the contribution mechanics, and payroll software in Singapore covers the tooling. Without a local entity you cannot post on MyCareersFuture at all, which is where an employer of record in Singapore comes in, and our comparison of EOR providers in Singapore covers who does it well.
Job Board, Recruitment Agency, or Hiring Partner
Post on a board when the role is common, the pay is competitive and you can screen locally. MyCareersFuture plus JobStreet covers most Singapore hires, and both cost nothing.
Use an agency when the role is senior, confidential, or so specialised that a 5.88 million person market holds only a handful of candidates. Our list of IT recruitment agencies in Singapore covers that route, and staffing companies in Singapore covers contract and temporary hiring.
The third option is to stop hiring in Singapore. Singapore salaries are the highest in Southeast Asia, and for engineering roles the same work often runs from Vietnam or the Philippines at a fraction of the cost. Our guide to platforms for hiring software engineers in Singapore and our overview of software development in Singapore both cover where that trade-off lands.
Frequently Asked Questions
Do I have to post on MyCareersFuture?
If you are filing an Employment Pass or S Pass application, yes. The role must be advertised on MyCareersFuture for at least 14 consecutive days and every applicant fairly considered first. Some roles qualify for an exemption, so check the MOM guidance for your case.
Can a foreign company post a job in Singapore?
On the commercial boards, yes. Indeed, LinkedIn and Glints all accept overseas employers. MyCareersFuture is the exception: employer access runs through Corppass, which needs a Singapore-registered entity.
Which Singapore job boards are free?
MyCareersFuture is free with no paid tier. JobStreet offers free Lite ads, Indeed a free job post, Glints free unlimited listings after verification, and FastJobs free employer registration. LinkedIn includes one free job slot.
How long does hiring take in Singapore?
Four to eight weeks for a local hire. Add the 14 day advertising window plus pass processing if the candidate needs an Employment Pass, which realistically pushes a foreign hire past two months from posting to start date.
What is the minimum salary for an Employment Pass?
As of August 2026, 5,600 dollars a month outside financial services and 6,200 dollars inside it, rising with age to 10,700 and 11,800 at 45 and above. Both floors rise on 1 January 2027, to 6,000 and 6,600 dollars. Candidates must also score 40 points on COMPASS.
Takeaways
- If the hire might need a pass, MyCareersFuture comes first and runs for 14 consecutive days. Nothing else satisfies that requirement.
- Run JobStreet or Indeed in parallel rather than after. The audiences barely overlap, and both post for free.
- LinkedIn reaches 86.7 percent of the population on paper, which makes Singapore the one market where sourcing beats advertising.
- Segment the role before picking: FastJobs for non-executive, NodeFlair for tech, Glints when the job could sit in a cheaper neighbouring market.
- The board ends at the offer. CPF applies to locals and PRs only, and the pass, COMPASS and levies are all yours to handle.
If the role does not have to sit in Singapore, we shortlist pre-vetted candidates across APAC within 24 hours and can employ them for you where you have no entity. Tell us what you are hiring for and we will come back with names.
![How to Hire Developers in Asia Remotely. How to Hire Developers in Asia Remotely from the USA [2026], by Second Talent.](https://www.secondtalent.com/wp-content/uploads/2026/09/hire-developers-in-asia-remotely-featured-v2-768x403.jpg)
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