People & Talent
Remote Talent Solutions Singapore
Hire English-speaking SEA remote talent - KL, HCMC, Bangkok, Jakarta - through our local entities
Hire people in Vietnam, Malaysia, Thailand or Indonesia without incorporating anything. We recruit them, employ them through our own entity in their country, and carry the local labour compliance, payroll and statutory contributions. They work to you. You pay one monthly rate in SGD, and the consultants who sourced them are based in the same market they are.
24+ years
of Singapore HR experience
4 hiring markets
VN · MY · TH · ID employment
Single SGD invoice
covering all local statutory costs
5 markets
SG · MY · TH · VN · ID
How it works
1
Scope
Set out the role, which hours have to overlap with your team in Singapore, how much of the work is written rather than spoken, and which market makes sense for the base.
2
Source
We shortlist from our own network in Malaysia, Thailand, Vietnam and Indonesia, screened against that brief rather than a generic remote-worker profile. You interview before anyone is placed.
3
Employ
The employment contract is issued by our entity in the country the person lives in, and payroll, statutory contributions and local filings run from there.
4
Operate
You receive one invoice in SGD. The work is yours to direct; employment, payroll and compliance in the other market stay with us.
Remote Talent Solutions - built on 24+ years across 5 markets
Geographic wage arbitrage works when the employment relationship is handled properly. Every remote professional you engage through People Profilers - whether a software engineer in Ho Chi Minh City, an operations coordinator in Kuala Lumpur, a finance analyst in Bangkok, or a customer support specialist in Jakarta - is fully employed by our local People Profilers entity in that country. That means locally compliant employment contracts, locally administered payroll and statutory contributions, and a single monthly invoice to you covering the full cost of engagement - typically at a fraction of an equivalent Singapore-based hire. Built on our 5-market presence since 2002, with the operational discipline of a Singapore HR group, not a generic offshore staffing platform.
How our monthly engagement works
One monthly rate per person, quoted in SGD. It covers the salary, every statutory contribution owed in the country where that person is employed, our employment administration, and the compliance overhead that comes with operating in that market. One invoice, one currency, one person to call. Engagement length and notice periods are set out in the engagement letter before anyone onboards.
Engineering & Technical
- ✓Software engineers, DevOps, QA
- ✓English-speaking technical professionals
- ✓Strong written and verbal English communication
- ✓4–8 hour overlap with SG business hours
Operations & Support
- ✓Customer service, operations coordinators
- ✓Finance, accounting, admin support
- ✓Pre-screened for relevant English communication
- ✓Full-time engagement, locally employed
Creative & Specialist
- ✓Designers, content writers, digital marketers
- ✓Analysts, researchers, specialist roles
- ✓Portfolio + English-communication verified at shortlist
- ✓Mid to senior seniority
Every remote professional is a full employee of our local entity in their own country. Not a contractor, and not exposed to co-employment questions on your side. The monthly SGD rate is the whole cost of employing them.
When Remote Talent Solutions makes sense
The distinction that matters is that these are named people who join your team, not a service you buy an output from. Three situations account for most of the demand.
Lower cost on an existing function
A function you already run has become expensive to staff in Singapore. Support, admin, finance operations: the work has not changed, but the wage bill has, and attrition keeps resetting the training clock. The function stays yours, with the same ownership and the same processes. The seats move to a market where they cost less to fill.
Scale capacity without scaling SG salary band
You need more engineering, support or operations capacity and you do not want it to arrive as Singapore headcount at Singapore salary bands. The new people work inside your existing tools, standups and release cycle. Where they sit happens to be Ho Chi Minh City, Kuala Lumpur, Bangkok or Jakarta.
Reduce attrition exposure with managed regional employment
Transactional roles churn, and every departure costs recruitment time, training time and whatever knowledge walked out with the person. Because we are the employer, that churn lands on us. You see a seat that stays filled; the work of keeping it filled is ours.
All of which assumes you want people. If what you actually want is to hand a function over and receive an outcome against a service level, that is BPO Services instead.
How it works
Remote professionals across Malaysia, Thailand, Vietnam and Indonesia, employed through our own entity in each.
Define the role, the hours overlap and the country base · Shortlist from our regional network · Four hiring markets outside Singapore
Functional Areas We Deploy
The roles Singapore companies move into the region are fairly predictable: operations that run every day, support that has to answer quickly, and specialist back-office work that does not need to sit in the same building. We recruit for them in Vietnam, Malaysia, Thailand and Indonesia, employ the person through our entity there, and match against both your role specification and the level of English the role genuinely requires.
Aerospace & Aviation
Licensed aircraft engineers, avionics and component specialists, MRO planners and supply chain roles across Seletar Aerospace Park and Changi.
Automotive
Regional sales and aftersales leadership, parts and distribution specialists, and EV and mobility roles for distributors running Asia from here.
Banking & Financial Services
Relationship managers, compliance and AML officers, risk and quantitative analysts and operations specialists across MAS-regulated banks, asset managers and family offices.
Biotechnology & Pharmaceutical
Regulatory affairs, QA and validation, bioprocess specialists and market access roles across the Tuas Biomedical Park cluster.
Chemical
Process, plant and reliability engineers, HSE officers and technical sales across the Jurong Island petrochemical complex.
Construction & Civil Engineering
Project and site managers, structural and M&E engineers, quantity surveyors and safety officers on BCA-regulated projects.
FMCG & Retail
Regional brand and category managers, trade marketing, e-commerce and retail operations for companies running Asia from Singapore.
Healthcare
Clinical operations, nursing leadership, regulatory and medical affairs across the public clusters, private groups and device companies.
IT & Telecommunication
Software engineers, cloud and DevOps, product managers, cyber security and data specialists across one-north, Changi Business Park and the CBD.
Logistics & Transportation
Freight forwarding, customs and trade compliance, warehouse and supply chain planning roles around PSA, Changi Airfreight and Tuas Port.
Marine & Offshore Engineering
Naval architects, marine and subsea engineers, project managers and yard operations roles across the Tuas and Benoi yards.
Media & Publishing
Regional account management, content and performance marketing, design and communications roles for agencies and platforms based here.
Oil & Gas
Trading and commercial analysts, process and project engineers, HSE and terminal operations roles across the energy majors and traders.
Real Estate & Property
Investment and asset managers, leasing and property managers, facilities leads and development roles for REITs and developers.
Semiconductor
Process, equipment, test and yield engineers, packaging specialists and fab operations roles across Woodlands, Tampines and Pasir Ris.
Frequently asked questions
Who employs the remote talent?
We do. Each remote professional is employed by our own entity in the country they live in, on a local contract, with local statutory contributions paid at official rates.
That is deliberate. Engaging people across borders as contractors is how companies end up arguing about misclassification years later, and it is the client who carries that argument. Employing them properly removes the question.
How is Remote Talent Solutions different from BPO Services?
Remote talent gives you people. Named individuals, in your team, taking direction from your managers and working your priorities on your systems.
BPO gives you an outcome. You define the process and the service level; how it gets staffed is our problem, and if someone is away the work still closes on time.
The way to tell which you want: if you would expect to run a one-to-one with this person, you want remote talent. If you would rather never think about who does the work, you want BPO.
Both run through the same local entities, so the compliance footing is identical either way.
How is the monthly rate calculated?
It is built from the salary the role commands in that country, the statutory contributions owed on it there, our employment administration, and the compliance cost of operating in that market. Nothing is billed separately afterwards.
Which country the person sits in is the biggest single variable, followed by the seniority of the role and the English level it requires. We quote the rate before you commit, in SGD, and it does not move during the term unless statutory rates themselves change.
What about English communication levels?
We assess it against the role rather than against a certificate. A finance operations seat that mostly touches systems needs a different standard from a support role that speaks to your customers daily, and pretending otherwise just produces bad matches.
Candidates are screened for the level the role actually needs, and you interview them before anyone is placed. If the fit is wrong on that dimension, it should be wrong in the interview rather than in month three.
How quickly can you deploy remote professionals?
For common operations, support and administrative roles in markets where we already have depth, expect a shortlist within a couple of weeks and someone starting a few weeks after that, most of which is the candidate's notice period rather than our search.
Specialist and technical roles take longer, and roles requiring an uncommon language pairing longer still. We give a realistic timeline against your actual specification at the point of briefing rather than quoting an average that fits nobody.
Explore our other services
Need something different? Browse our other broad service categories.
Build strong teams with confidence. Our recruitment solutions connect you with the right talent, at the right time, using a consultative approach that prioritises long term fit and performance.
Simplify workforce management while staying compliant. Our employer and payroll solutions reduce administrative burden and allow you to focus on growing your business.
