Singapore continues to be Asia’s most strategic business and hiring hub. With its pro-business environment, highly skilled workforce, strong financial ecosystem, and gateway position into Southeast Asia, Singapore remains a priority market for global companies expanding across APAC.
At the same time, hiring in Singapore comes with strict regulatory oversight. The Ministry of Manpower (MOM), Central Provident Fund (CPF) obligations, employment pass requirements, and termination regulations make compliance a non-negotiable aspect of hiring.
As a result, companies hiring in Singapore in 2026 increasingly rely on Recruitment Process Outsourcing (RPO) for speed and market access—while pairing it with Employer of Record (EOR) in Singapore to manage employment, payroll, and compliance without setting up a local entity.
Why RPO Demand in Singapore Is Rising in 2026
Several factors are driving increased RPO adoption in Singapore:
- High demand for skilled talent in fintech, SaaS, AI, cybersecurity, and biotech
- Talent shortages for senior, niche, and bilingual roles
- Rising hiring costs in a competitive market
- Strict MOM enforcement and employment regulations
- The need for fast market entry without entity setup
For global companies looking to build teams in Singapore, RPO delivers recruitment efficiency but compliance is the real differentiator.
What Is Recruitment Process Outsourcing (RPO) and Why It Matters in Singapore
Recruitment Process Outsourcing (RPO) is a hiring model where an external provider manages part or all of an organisation’s recruitment lifecycle. Unlike traditional recruitment agencies that focus on individual placements, RPO providers embed into the client’s hiring process and support workforce planning, sourcing, screening, interviews, and offer coordination.
In Singapore, RPO is particularly valuable due to the importance of local networks, employer branding, and regulatory awareness when hiring both local and foreign professionals.
However, RPO providers do not legally employ workers. They do not handle payroll, CPF contributions, or compliance with Singapore employment laws. For companies hiring employees in Singapore without a local entity, this gap creates significant risk.
Keywords used naturally: hiring in Singapore, hiring employees in Singapore, labour laws in Singapore
RPO vs Staffing Agencies vs EOR — What’s the Difference?
Understanding the distinction between recruitment and employment outsourcing is critical in Singapore.
| Aspect | Staffing Agency | RPO Provider | Employer of Record (EOR) |
| Primary role | Candidate placement | Recruitment management | Legal employment |
| Who employs the worker | Client | Client | EOR |
| Payroll & tax | Client | Client | EOR |
| CPF & statutory benefits | Client | Client | EOR |
| MOM compliance | Client | Client | EOR |
| Termination risk | Client | Client | EOR |
Key takeaway: RPO manages how you hire. An Employer of Record manages how you employ compliantly.
When Should Global Companies Use RPO in Singapore?
RPO is most effective when aligned with business scale and market-entry objectives.
Global companies typically use RPO in Singapore when:
- Hiring their first employees in the country
- Scaling from 5 to 100+ employees
- Recruiting niche, senior, or regional leadership roles
- Supporting APAC expansion initiatives
However, RPO alone is insufficient when companies lack a Singapore entity, payroll setup, or MOM compliance expertise. In such cases, a hybrid RPO + EOR model enables companies to hire quickly while managing regulatory risk.
Top 10 Recruitment Process Outsourcing Companies in Singapore (2026)
Below is a curated list of RPO providers supporting hiring in Singapore. Each company is summarised briefly, followed by key capabilities.
1. Asanify (RPO + Employer of Record–Led Model)
Asanify leads with a compliance-first approach by combining Recruitment Process Outsourcing with Employer of Record services in Singapore. Instead of stopping at recruitment, Asanify enables global companies to legally employ talent, manage payroll, and comply with MOM regulations without setting up a local entity.
Key Features
- Integrated RPO + EOR in Singapore
- MOM-compliant employment contracts
- Payroll, CPF, and tax management
- Statutory benefits and termination compliance
- Entity-free hiring for global companies
2. Randstad Singapore (RPO)
Randstad Singapore offers RPO services across technology, finance, life sciences, and professional services.
Key Features
- End-to-end and project-based RPO
- Local and regional hiring expertise
- Enterprise recruitment support
3. Hays Talent Solutions Singapore
Hays Talent Solutions delivers embedded and project-based RPO services, focusing on professional and technical roles.
Key Features
- Embedded RPO teams
- Specialist and leadership hiring
- Strong employer branding support
4. Allegis Global Solutions Singapore
Allegis Global Solutions provides enterprise-grade RPO and total talent management solutions in Singapore.
Key Features
- Enterprise RPO delivery
- Total Talent Management (TTM)
- Workforce optimisation
5. PeopleScout Singapore
PeopleScout offers technology-enabled RPO services focused on candidate experience and recruitment marketing.
Key Features
- High-volume RPO
- AI-powered sourcing tools
- Employer branding solutions
6. Korn Ferry Singapore (RPO)
Korn Ferry delivers RPO services aligned with leadership hiring and workforce advisory.
Key Features
- Executive and specialist RPO
- Workforce strategy consulting
- Leadership hiring expertise
7. ManpowerGroup Singapore (Talent Solutions)
ManpowerGroup provides RPO and workforce solutions supporting regulated and high-volume hiring environments.
Key Features
- RPO and workforce planning
- Multi-industry hiring support
- Governance-driven recruitment
8. Adecco Singapore (RPO)
Adecco offers scalable RPO services backed by its global staffing infrastructure and strong local presence.
Key Features
- Project-based RPO
- Multi-industry coverage
- Large talent networks
9. Michael Page Singapore (RPO Services)
Michael Page supports professional and managerial hiring, offering RPO-style recruitment programs for enterprises.
Key Features
- Professional and leadership hiring
- Strong employer brand
- Global client experience
10. Robert Walters Singapore (RPO)
Robert Walters is well known for specialist and bilingual hiring in Singapore, offering RPO and recruitment services.
Key Features
- Specialist and executive hiring
- Bilingual candidate sourcing
- APAC hiring expertise
The Missing Piece in Most RPO Models — Compliance & Employment Risk
Most RPO providers focus on recruitment outcomes such as speed and candidate quality. However, in Singapore, employment compliance is where most risk lies.
RPO providers do not:
- Manage CPF contributions
- Handle employment pass compliance
- Ensure MOM-compliant terminations
- Assume employment dispute risk
This exposes global companies to regulatory penalties and legal issues. This is where Employer of Record services in Singapore become essential.
How Employer of Record (EOR) Services Complement RPO in Singapore
An Employer of Record acts as the legal employer of Singapore-based workers, while the client retains full operational control.
In an RPO + EOR model:
- RPO sources and selects candidates
- EOR employs workers under Singapore employment law
- Clients manage performance, output, and culture
This approach enables fast hiring, removes the need for entity setup, and ensures full compliance with Singapore regulations.
RPO + Asanify EOR: A Smarter Way to Build Teams in Singapore
Asanify provides the employment, payroll, and compliance layer that complements RPO providers and internal recruitment teams. This allows global companies to hire in Singapore without assuming legal or operational risk.
Asanify integrates seamlessly into hiring workflows, ensuring recruitment success translates into compliant employment.
What Asanify Handles
- MOM-compliant employment contracts
- Payroll, CPF, and income tax
- Statutory benefits and termination compliance
- Ongoing regulatory adherence
This model is increasingly preferred by companies looking to build teams in Singapore in 2026 with speed and certainty.
Cost Considerations — RPO Fees vs Employer of Record Services Cost
| Cost Aspect | RPO | Employer of Record (EOR) |
| Pricing structure | Percentage of salary, retainer, or per hire | Per employee per month |
| Covers recruitment | Yes | No |
| Covers payroll & tax | No | Yes |
| Covers CPF & statutory benefits | No | Yes |
| Covers employment law compliance | No | Yes |
| Requires local entity | Yes | No |
| Reduces regulatory risk | No | Yes |
Key takeaway:
RPO accelerates recruitment, while EOR manages employment risk. Together, they provide a compliant and scalable hiring solution.
How to Choose the Right RPO Partner in Singapore (2026 Checklist)
Global employers should evaluate RPO providers with a compliance-first mindset.
Key Questions to Ask
- Do you support hiring without a Singapore entity?
- Can you work with Employer of Record providers?
- Do you understand MOM and CPF requirements?
Red Flags
- “Compliance is not within our scope”
- No experience with foreign employers
- Limited understanding of payroll and post-hire obligations
Aligning RPO providers with EOR providers in Singapore helps future-proof hiring strategies.
Conclusion
Recruitment Process Outsourcing is an effective way to access Singapore’s talent market—but it is not a complete hiring solution on its own.
In 2026, successful global hiring strategies in Singapore will:
- Use RPO to accelerate recruitment
- Use Employer of Record services to manage MOM and CPF compliance
- Avoid premature entity setup
By combining RPO with Asanify’s Employer of Record in Singapore, global companies can scale confidently, compliantly, and efficiently.
FAQs
What are the top recruitment process outsourcing companies in Singapore in 2026?
Leading providers include Asanify, Randstad Singapore, Hays Talent Solutions, Allegis Global Solutions, and Korn Ferry.
How does recruitment process outsourcing work in Singapore?
RPO providers manage recruitment, while legal employment requires a local entity or an Employer of Record.
Is RPO enough for hiring employees in Singapore without an entity?
No. RPO does not manage payroll, CPF, or employment law compliance.
What is the difference between RPO and Employer of Record in Singapore?
RPO handles recruitment; an EOR legally employs workers and ensures compliance.
How much do Employer of Record services cost in Singapore?
EOR services are typically priced per employee per month and include payroll, CPF, and compliance.
Can startups use RPO and EOR together to build teams in Singapore?
Yes. This hybrid model is ideal for fast, low-risk expansion.
What labour laws in Singapore should foreign companies consider?
Employment Act requirements, CPF contributions, MOM regulations, and termination rules.
Which EOR providers in Singapore work best with RPO companies?
Modern EOR platforms like Asanify integrate seamlessly with RPO and internal hiring teams.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.