Best job sites, job boards, and job portals in Singapore for employers in 2026

Hiring in Singapore comes with a twist most job-board roundups skip: the sites Singaporeans actually use are not always the ones employers are told to buy, and one of them is tied to a government rule that can hold up your Employment Pass application.

This is an employer-side guide to the best job sites in Singapore: where to post, which channels are worth paying for, and the boards you can safely skip. We rank them by who they actually work for, not by brand recognition.

Job-seeker reach still matters here, but only as a signal of who you will reach on each board.

A quick heads-up before you spend a dollar: several boards that still show up on 2018-era "top job portals" lists are dead, renamed, or not even operating in Singapore. We flag those too.

The path from here: the one compliance rule to check first, then the boards worth your time, then what to skip, and finally how to keep every applicant in one place.

The best job sites in Singapore at a glance

Read this table by segment, not by rank. Singapore hiring splits into four lanes: the government portal, the regional volume boards, the professional network, and the frontline apps. The right choice depends on the role.

One thing the table cannot show: the government portal comes with a rule attached. Start there, because it changes how you sequence everything else.

Before you post: the Fair Consideration Framework rule to check first

This is the part that separates Singapore from every other hiring market. Job-portal choice is not purely a marketing decision when you plan to hire from overseas.

As of July 2026, Singapore's Ministry of Manpower requires many employers applying for an Employment Pass or S Pass to first advertise the role on MyCareersFuture for at least 14 consecutive days.

Check the current MOM requirements and exemptions before posting, since the rule and thresholds change over time.

That single requirement is why MyCareersFuture sits at the top of almost every serious Singapore hiring plan, not because it is the flashiest board.

MOM lists four situations that are generally exempt from the advertising step. According to MOM's current guidance, these are:

• Companies with fewer than 10 employees
• Roles paying a fixed monthly salary of $22,500 or more
• Roles that last a month or less
• Roles filled by a local transferee

COMPASS, the points-based framework MOM uses to assess Employment Pass applications, is separate from the advertising rule but shares that same $22,500 salary exemption. Treat both as things to verify against the official page for your specific case, not as advice from a blog.

The practical effect is what matters for this article. A compliance ad on MyCareersFuture plus your commercial boards creates two separate pipelines, and most teams end up copying candidates between systems.

Hold that thought; the last section shows one way to keep those channels together.

The best job sites in Singapore for employers

We list our own tool first as a matter of disclosure, then the channels by segment. There is no single "number one" board in Singapore. Ask five recruiters and the answer flips depending on the role, so we tell you what each one is genuinely good at.

100Hires: manage applicants from every Singapore channel in one pipeline

Full disclosure: 100Hires is our product, and you will not find Singapore recruiters chatting about us on Reddit yet. We would rather tell you that than pretend otherwise.

100Hires is not a job board. It is the layer that sits above the boards below and keeps every applicant in one place. It posts natively to LinkedIn and Indeed.

For local boards it cannot post to directly, such as JobStreet, MyCareersFuture, FastJobs, or a Telegram channel, you use a trackable link so those applicants land in the same tagged pipeline. That is the exact workaround our team walks Singapore customers through on calls.

It is trackable links, not a native JobStreet or MyCareersFuture integration, and we say so plainly.

Why bother? Because Singapore's high-volume boards bury you in applications.

One recruiter described sorting through hundreds of applicants for a single role and losing hours just filtering.

100Hires runs AI Score and knockout questions on every applicant, so a neutral "are you legally authorized to work in Singapore?" screen routes candidates to a review queue instead of your inbox.

Where it falls short: our support runs on US and European hours, not an APAC desk, so a same-hour phone call is not our strength. The free trial does not include paid board posting.

And the boards we can post to directly are mostly North American, which is why we are clear that LinkedIn and Indeed are the SG channels we post to directly. If you want the full menu of where employers advertise, our job posting sites guide covers it.

MyCareersFuture: government-verified roles and work-pass hiring

MyCareersFuture is the government portal, run by Workforce Singapore. It is free to post for Singapore-registered entities, and you will need Corppass to get in.

The nuance generic listicles miss is this. Larger companies often post here mainly to satisfy the advertising rule before an Employment Pass filing, which is why some Singaporeans view it as a box-ticking exercise.

Yet the employers who genuinely hire from it tell a different story: small businesses, and teams filling contract, temp, or local roles, repeatedly call it their single best channel.

Candidates report real interviews and offers coming through it too, so this is not just a compliance board. The clearest way to frame it: it works best for SMEs and work-pass-tied hiring.

One useful side effect: every listing carries a salary band, which turns the portal into a rough public salary benchmark that hiring teams quietly use to set their own ranges. With MyCareersFuture's own count of more than 100,000 live jobs, it is a lot of comparison data.

Weak spots: the interface feels dated, and being government-run does not make it fraud-proof, since scam listings have slipped through before. Treat it as the compliance and local-hiring anchor, not your only channel.

JobStreet by SEEK: large-volume applications across Southeast Asia

JobStreet is the regional volume incumbent and the board with the deepest applicant pool. It now runs on the unified SEEK platform, and you post through the SEEK employer console.

Pricing is quote-based. SEEK publishes tier names (Lite, Basic, Advanced, Premium) but not hard SGD figures, so budget for a conversation rather than a checkout page.

What you get in return is scale: JobStreet reports hundreds of thousands of monthly applicants, which makes it strong for high-volume commercial roles where you need a large applicant pool.

The trade-off is quality control. Employers report uneven applicant quality and common complaints about recruiter spam. One Singapore nonprofit we work with flagged that getting the employer account approved took a business permit, which slowed their first post.

Worth knowing: JobsDB, once a separate name, now lives under the same SEEK umbrella as a regional portal, so you do not need to treat it as a distinct channel.

Indeed Singapore: broad reach on a free-plus-sponsored model

Indeed is the widest net you can cast cheaply. Post for free and appear in organic results, or pay to sponsor urgent roles and get applications faster. It shows up organically in every Singapore job search we checked, which is why it is most teams' default first post.

It plugs straight into 100Hires, so you can push a job to Indeed and pull applicants back into one pipeline without a second login. See how the Indeed integration works if that is your main channel.

The catch with any free, high-volume board is noise: duplicate or stale postings and a fair amount of low-fit applicants at the free tier. Sponsoring the roles that matter and screening applicants early keeps it useful.

LinkedIn: professional, mid-senior and hard-to-fill roles

LinkedIn is the professional default, with more than two million Singapore users. Post a job for free or pay to promote it. It is strongest for PMET, mid-senior, and specialist roles, exactly where the high-volume boards tend to underdeliver.

It also connects to 100Hires, so LinkedIn applicants flow into the same pipeline as everyone else. The LinkedIn posting integration covers the setup.

Be realistic about its ceiling. For senior, executive, and VC or PE roles, the post-and-wait model does less than people hope.

Recruiters filling those seats consistently say the same thing: referrals and direct outreach beat the portal, and a pure "keep applying and posting" strategy stalls at the top of the market.

LinkedIn is a strong sourcing tool for those roles, but the job-post feature is not where senior hires usually close.

FastJobs: non-executive, part-time and shift-based hiring

FastJobs earns its spot by owning a segment none of the boards above serve well: frontline and blue-collar hiring across F&B, retail, logistics, and hospitality, plus part-time and contract work.

It is built mobile-first, because the applicant is on a phone, not a laptop.

The platform reports hundreds of thousands of active jobseekers, most of them Singaporeans and PRs, which is the right pool for shift work. Employer packages exist, but pricing is not published, so you will ask for a quote.

It is simply not the channel for professional or executive roles.

foundit, Glints and other niche Singapore job portals

Beyond the big five, a handful of niche boards are worth a line each, depending on what you are hiring for:

• foundit: formerly Monster, rebranded in 2022. If an older list still says "Monster Singapore," this is the board it means. It runs AI matching and claims 200,000-plus live SG jobs, though employer feedback is thin and leans toward upsell complaints.
• Glints: startup, tech, and fresh-graduate talent across Southeast Asia, and a favorite of the editorial roundups.
• GrabJobs: the one niche board with public self-serve pricing, from about $89 a month, with 60-second posting and chat-based applications. The listed currency is not clearly marked as SGD, so confirm before you buy.
• Tech in Asia Jobs and NodeFlair: tech and startup roles. NodeFlair leans toward a recruitment-service model rather than a self-serve board.
• eFinancialCareers: the finance-specific option.
• Jobscentral: still running under Kariera Group, on a credit-based model.
• Careers@Gov: the public-sector portal. Worth knowing it exists, but private employers cannot post here, so it is a candidate-side channel for you, not a posting option.
• Jora: a free aggregator. JobStreet Express folded into Jora Singapore, so treat it as broad, low-cost reach.

Telegram job channels: the Singapore channel no listicle covers

You will not find this channel on any "top job portals" list, yet Singaporeans use it every day. Telegram job channels aggregate live listings at scale.

One popular bot operator reports tracking tens of thousands of live Singapore listings, and younger candidates use these channels to find jobs.

For an employer, it is fast and it reaches people who never open a traditional board. That is the upside. The downside is real: Telegram and WhatsApp job messages are also a known scam vector in Singapore, and these channels are unvetted and unmanaged.

If you use them for frontline or volume roles, route every applicant back through a tracked link so you can tell the genuine ones from the noise. That is why every channel should feed into the same applicant pipeline.

Job sites to skip in Singapore (the reality check)

Several ranking pages that still show up when you search for Singapore job boards were written years ago and never updated. They send employers to boards that are dead, renamed, or not operating here. Save yourself the wasted budget.

• ZipRecruiter: does not operate in Singapore. Its "Singapore" results resolve to Singapore, Michigan, and the service covers markets like the US, Canada, Australia, New Zealand, and India. Skip any list that includes it for SG hiring.
• STJobs: we could not reach it during this research in mid-2026, and it appears to be defunct, even though older SEO listicles still recommend it.
• Workclass: shows every sign of a wound-down product, including a dead domain and a copyright notice frozen years back.
• "Monster Singapore": no longer exists under that name. It became foundit in 2022, so a list naming Monster is simply out of date.

A few others, like Wantedly, Adzuna, and Jooble, show little or no visible employer activity in Singapore. Not scams, just not where your candidates are.

Job boards are only one channel

Job portals are one part of hiring in Singapore, not the whole game. It is worth being honest about that before you pour your whole budget into board ads.

Your own career page, indexed by Google for Jobs, captures the candidates who already want to work for you. Employee referrals and direct outreach to hiring managers close a large share of hires, especially the senior and executive roles where portals underperform.

And recruitment agencies exist for a reason: placement fees are commonly quoted in the region of 15 to 20 percent of annual salary, and companies pay it because the board model underserves the top of the market.

The catch is coordination. The more channels you run, such as a MyCareersFuture compliance ad, JobStreet, LinkedIn, a Telegram channel, and a few referrals, the harder it gets to see every applicant in one place.

How to manage applicants from every Singapore channel in one pipeline

Picture the reality: a compliance ad on MyCareersFuture, a paid post on JobStreet, a role on LinkedIn, and a Telegram channel for volume. Applicants land in four inboxes, and someone copies them into a spreadsheet. That is where hires slip through the cracks.

100Hires pulls those channels into one pipeline. It posts natively to LinkedIn and Indeed. For boards it cannot post to directly, such as JobStreet, MyCareersFuture, FastJobs, or a Telegram channel, you drop in a trackable link so those applicants join the same tagged pipeline.

To be clear, that bridge is trackable links, not a native JobStreet, MyCareersFuture, or SEEK integration.

Then it handles the flood. AI Score ranks incoming applicants, and knockout questions filter them before they reach you, so a neutral "are you legally authorized to work in Singapore?" screen sends unqualified applicants to a review queue rather than your inbox.

Your compliance pipeline and your commercial pipeline finally sit in one candidate database, side by side.

The honest limits still apply: support runs US and European hours, and the free trial does not include paid board posting. But if the problem is candidates scattered across four systems, one pipeline is usually the practical fix.

You can start a free trial and connect LinkedIn and Indeed in a few minutes.

How we chose these Singapore job sites

We cross-referenced what Singapore employers and job seekers say on Reddit threads like r/askSingapore, plus YouTube and X, against official board facts and the Ministry of Manpower's published requirements.

We also checked that each board is live and operating in Singapore in mid-2026, which is how we caught the dead, renamed, and US-only ones that other lists still recommend.

We ranked by employer posting model, cost transparency, and segment fit rather than brand recognition, and we disclosed 100Hires as our own product.

One honest limit on the research itself: most Singapore boards keep pricing behind a quote form, and third-party review coverage for them is thin, so we did not invent ratings or numbers we could not verify.

Frequently asked questions

What is the best job site for hiring in Singapore?

It depends on the role: MyCareersFuture for work-pass and local hiring, JobStreet for volume, and LinkedIn for professional and senior roles. Rather than pick one, 100Hires lets you post to LinkedIn and Indeed, use trackable links for other channels, and manage every applicant in a single pipeline, with AI Score to rank the incoming volume.

Do employers in Singapore have to post jobs on MyCareersFuture?

For many Employment Pass and S Pass applications, MOM currently requires a job to run on MyCareersFuture for at least 14 consecutive days, though exemptions apply, so check the current MOM rules for your case. 100Hires' trackable links let you run that MyCareersFuture ad and your commercial boards in one tracked pipeline instead of two.

Are free job posting sites in Singapore effective?

Free channels like MyCareersFuture, Indeed's organic listings, and Jora deliver real volume, but the applicant quality is noisier than paid boards. 100Hires' AI Score and knockout questions triage that flood automatically, which keeps free posting worth the effort instead of a time sink.

Do employers in Singapore use applicant tracking systems?

Many do, especially once applicants arrive from several boards at once and a spreadsheet stops coping. 100Hires is an ATS built for small and midsize teams that also distributes jobs to boards, so posting, screening, and your candidate pipeline live in one system rather than several.

How do I hire foreign talent in Singapore through job sites?

As of July 2026, first check whether your application is subject to the Fair Consideration Framework. If it is, MOM generally requires advertising the role on MyCareersFuture before the pass application, subject to the current rules and exemptions. Then screen candidates in 100Hires with a neutral "are you legally authorized to work in Singapore?" knockout question that routes applicants to review rather than auto-rejecting them.