People & Talent
Executive Search Singapore
Retained executive search for C-suite, regional leaders, and senior specialists
From CFO and Managing Director searches to regional Heads of Function — discreet, methodical executive search delivered by consultants with deep industry networks. MOM EA Licence 10C3804, with locally-licensed entities across Singapore, Malaysia, Thailand, Vietnam, and Indonesia.
8–12 weeks
Typical brief-to-offer timeline
EA 10C3804
Licensed Executive Search since 2010
23+ years
Singapore HR experience
5 markets
SG · MY · TH · VN · ID
How it works
1
Brief
Understand the role, team culture, success criteria.
2
Map the market
Build a target list from competitors and our network.
3
Engage candidates
Approach discreetly, qualify, present a curated shortlist.
4
Place and follow up
Interview support, offer negotiation, 6-month follow-up.
Executive Search Singapore — built on 23+ years
Executive search Singapore is not a transactional service. A C-suite or Country Head appointment touches every team, every quarter's strategy, and often the company's next chapter. People Profilers has placed senior leaders for 23+ years — first under our founding partnership in 2002, formalised through our licensed executive search practice under MOM EA Licence 10C3804. What that gives you is depth in candidate relationships, a researcher network tracking careers from VP to C-suite over multiple cycles, and the institutional memory to know which candidate fits which culture.
Two engagement models for executive search
Every executive search engagement starts with a scoping conversation. Based on the role's seniority, urgency, and confidentiality, we recommend one of two commercial models — you pick the one that fits.
Retained Search Model
- ✓Fee paid in three staged instalments (typically 30% at engagement, 30% at shortlist, 40% on commencement)
- ✓Exclusive mandate with dedicated researcher capacity
- ✓Confidential market mapping; passive candidates approached by name
- ✓Best fit for confidential replacements, C-suite, Country Head, and Board appointments
- ✓No guarantee period or replacement obligation — fees non-refundable once milestone is met
Success Fee Model
- ✓Fee payable only on candidate commencement — calculated as a percentage of Total Annual Remuneration
- ✓Lower upfront commitment, faster initial activity
- ✓Best fit for senior roles where multiple credible candidates are likely and speed matters more than confidentiality
- ✓Same partner-led process, shortlist standards, and 6-month follow-up as retained
- ✓Minimum Fee applies regardless of placement TAR
Both models reference Total Annual Remuneration narrowly defined in our engagement letter (excludes equity, LTIPs not paid in first 12 months, and discretionary bonuses).
What makes an executive search succeed
After 23+ years of senior leadership hiring, three things consistently separate a successful executive search from a stalled one.
An honest brief
The strongest searches start with a candid conversation about the role's real challenges — not the polished job description for the board. If the previous incumbent left under conflict or compensation sits below market, we need to know upfront.
Aligned decision-makers
Executive search fails when the CEO wants a transformer, the chairman wants a steward, and HR is screening for cultural fit. We facilitate alignment in the first two weeks through stakeholder interviews and a written success scorecard.
C-suite pace
Senior candidates expect concise interview cycles, partner-level access, and offer clarity. We coach clients through interview cadence so the strongest hires are not lost to faster-moving competitors.
"Their search filled our Country Head role in 9 weeks — three of the four shortlisted candidates would have been credible hires."
— VP HR, Regional MNC
Industries & Functions We Cover
People Profilers has placed senior leaders across every major Singapore industry for 23+ years. Our executive search consultants combine industry depth with functional expertise — some specialise in a sector, others in a role family like CFOs or country heads, and most carry mandates across both.
Banking & Financial Services
CEOs, MDs, Heads of Trading, Wealth Management, Compliance, Risk
Technology & SaaS
VP Engineering, CTO, CISO, Heads of Product, Country Heads
Manufacturing & Industrial
Plant Directors, Heads of Operations, Supply Chain Leaders, Quality Heads
Energy & Resources
Country General Managers, VP Operations, Heads of Trading, HSE Directors
Consumer Goods & Retail
General Managers, Heads of Brand, Country Sales Directors, Category Leads
Healthcare & Life Sciences
Country Managers, Heads of Medical Affairs, Commercial Directors, Heads of R&D
Real Estate & Construction
Country Heads, Project Directors, Heads of Investment, Asset Managers
Logistics & Supply Chain
VP Logistics, Heads of Operations, Country Distribution Heads, Procurement Directors
Media & Communications
Heads of Content, Country Marketing Directors, Heads of Digital, Heads of Publishing
Frequently asked questions
Who is People Profilers (Executive Search) Pte. Ltd.?
People Profilers (Executive Search) Pte. Ltd. is the executive search arm of People Profilers, a Singapore-headquartered HR group founded in 2002. We hold MOM Employment Agency Licence 10C3804 and run executive search engagements for C-suite, Country Head, and senior leadership mandates across Singapore and the wider region.
What seniority levels do you cover?
Our executive search practice — operated under People Profilers (Executive Search) Pte. Ltd. and MOM EA Licence 10C3804 — focuses on Director through C-suite mandates: Country Heads, Managing Directors, CFOs, CHROs, COOs, CIOs, Heads of Sales, Heads of Engineering, and Board-level appointments.
For Manager and Senior Manager mandates, we typically engage through our General Recruitment team under People Profilers Pte Ltd (MOM EA Licence 02C4944) — same group, different licensed entity, designed for higher-volume mid-level hiring under a tiered placement fee model.
Is executive search retained or contingent?
Both. We offer two engagement models and recommend one based on the role's seniority, urgency, and confidentiality requirements.
Retained Search — fee paid in three instalments (typically 30% on engagement, 30% on shortlist, 40% on candidate commencement). Exclusive mandate, dedicated researcher capacity, confidential market mapping. Best fit for confidential replacements, C-suite, Country Head, and Board appointments. No guarantee period or replacement obligation.
Success Fee (Contingent) — fee payable only on candidate commencement, calculated as a percentage of Total Annual Remuneration. Lower upfront commitment, faster initial activity. Best fit for senior roles where multiple credible candidates are likely and speed matters more than confidentiality.
Each engagement starts with a scoping conversation so we can recommend the right model.
How long does an executive search take?
A typical executive search runs eight to fourteen weeks from kickoff to signed offer, depending on confidentiality and stakeholder availability. At kickoff we share an indicative timeline aligned to the role and market, and stay in close contact as the search develops.
Confidential replacement searches, board-level appointments, and roles requiring relocation or work-pass coordination may extend beyond this window — we will flag any such factors in scoping.
Do you handle confidential replacement searches?
Yes. A meaningful share of our executive search work is confidential — replacing an incumbent who has not yet been informed, or building a succession bench discreetly. We brief our researchers on confidentiality protocols, conduct outreach under non-disclosure, and never reveal client identity in the market until you authorise it.
References, candidate dossiers, and longlist materials are shared only with the named stakeholders agreed at kickoff.
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