People & Talent
RPO Services Singapore
On-site, off-site, and hybrid recruitment process outsourcing across Southeast Asia
Recruiters who sit inside your team and run the hiring, from sourcing and screening through candidate management to the point where onboarding takes over. The shape varies: a volume intake, a set of hard specialist roles, or the whole talent acquisition function. Operated under MOM EA Licence 02C4944 and across five markets in the region.
24+ years
of Singapore HR experience
EA 02C4944
Licensed General Recruitment Employment Agency since 2002
15 industries
Specialist sector coverage
5 markets
SG · MY · TH · VN · ID
How it works
1
Scope
Define hiring volume, role categories, timeline, and the depth of integration with your in-house TA team.
2
Embed
Deploy a scoped recruitment team - sourcing, screening, coordination - operating under your brand and process.
3
Deliver
Pipeline candidates against agreed SLAs for time-to-shortlist, cost-per-hire, and quality benchmarks.
4
Iterate
Regular performance reviews, sourcing channel optimisation, and capacity adjustments as your hiring needs flex.
RPO Services Singapore - built on 24+ years and MOM EA Licence 02C4944
RPO is recruitment scaled, not recruitment outsourced. Every embedded talent acquisition team we deploy - whether to support a growth-stage scale-up filling 50 roles in six months, an established enterprise rationalising recruitment cost across business units, or a regional rollout staffing new offices across SEA - operates under your brand and your hiring manager relationships. People Profilers has run scoped recruitment programmes for 24+ years, holding MOM Employment Agency Licence 02C4944 since our founding partnership in 2002. That heritage means a sourcing playbook proven across 15 industries, recruiter capacity that flexes with your hiring cycle, and SLA discipline backed by an established licensed recruitment practice.
How our RPO engagements are structured
The engagement is built around how much you are hiring, what mix of roles, and how deeply the recruiters sit inside your organisation. Whether that is billed as a monthly retainer, per hire, or a combination of the two is a decision that comes out of scoping, and it is fixed in the engagement letter before any recruiting starts.
Project RPO
- ✓Time-bounded engagement (e.g., 6-month hiring sprint, regional office launch)
- ✓Scoped recruiter capacity, defined SLAs
- ✓Per-engagement commercial
- ✓Suitable for growth bursts and one-off hiring campaigns
Functional RPO
- ✓Ongoing coverage of a specific function (e.g., volume hiring, tech recruitment)
- ✓Embedded recruiter capacity, monthly engagement
- ✓SLA-backed delivery on cost, time, and quality
- ✓Flex up or down quarterly based on hiring forecast
Enterprise RPO
- ✓Full-function recruitment partnership
- ✓Multi-year engagement with dedicated team
- ✓Hybrid commercial (retainer + per-hire)
- ✓Full talent acquisition operations transformation
Service levels on time-to-shortlist, shortlist quality and cost per hire are written into the engagement letter rather than agreed informally. So are the commercial terms, whichever model applies.
What makes RPO succeed
24+ years of running scoped hiring programmes in the Singapore market has made three differences obvious between engagements that work and engagements that grind.
Aligned hiring managers
Hiring managers who treat an embedded recruiter as one of their own. Same calendar access, same context on the team, same speed of decision. Where a recruiter is held at arm's length as a vendor, the pipeline stalls regardless of how good the sourcing is.
Realistic SLA setting
Targets set against your own role mix and the market you are actually hiring in. Time-to-shortlist for a senior actuarial role and for a contact centre intake are not the same number, and benchmarks copied from a vendor deck help nobody.
Sourcing discipline
A written playbook covering channels, screening standards and how candidates are treated, so the programme survives a recruiter moving on. Knowledge that lives in one person's head is a risk you are paying for.
Engagement model
RPO is recruitment scaled, not recruitment outsourced.
Embedded recruiter capacity · SLA-backed on cost, time and quality · Scoped and priced before activity begins
Industries & Functions We Cover
Hiring volume behaves differently by sector. A shipyard hiring trade-qualified staff against a project schedule, a bank hiring for regulated roles with background screening in the way, a technology firm hiring engineers against three competing offers: each needs a different pipeline and a different definition of a good week. 24+ years of recruiting into Singapore employers is what lets an embedded recruiter start from that rather than learn it during your programme.
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 provides the RPO service?
RPO engagements are operated through People Profilers Pte. Ltd. under MOM Employment Agency Licence 02C4944. The recruiters deployed are People Profilers employees acting under our EA licence, operating within your hiring process and using your tools and employer brand where appropriate.
What hiring volumes does RPO make sense for?
The honest threshold is not a number of hires, it is whether the hiring is continuous. An employer making twenty scattered hires a year across unrelated functions is usually better served role by role. An employer hiring steadily into the same families of roles, where the pipeline never really closes, is where an embedded programme pays for itself.
Below that, contingent or retained recruitment costs less and carries no commitment. We will tell you when that is the case rather than scope a programme you do not need.
How is RPO priced?
Three shapes. A monthly retainer where recruiter capacity is dedicated to you and volume is predictable. A per-hire fee where the volume is lumpy and you would rather pay on results. Or a combination, with a smaller retainer covering the embedded capacity and a reduced fee on each hire. Which one fits comes out of scoping, and the fee schedule goes into the engagement letter before recruiting begins.
Do RPO recruiters operate under our employer brand?
Yes, if that is what you want. Embedded recruiters can work under your name, with your email address, representing your company to candidates. For most volume programmes that is the right call, because candidates should experience your brand rather than an agency's.
Some clients prefer the opposite, particularly for confidential or senior hiring where an agency approach reads as more natural. Either way it is agreed at the start, not improvised.
What SLAs do you commit to?
Time-to-shortlist, shortlist quality measured by the proportion progressing to interview, and cost per hire. Those three, defined against your role mix during scoping and written into the engagement letter.
What we do not commit to is a fill date, because an offer depends on your interview cadence and the candidate's decision, neither of which we control. Where a target is being missed, the quarterly review is where the reason gets identified, and it is as often an internal bottleneck as a sourcing one.
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.
