vbybnSingapore is a global tech hub for fintech, AI, cloud, cybersecurity, and data-driven businesses. The city-state offers world-class infrastructure, low corporate taxes, and a gateway to the fast-growing ASEAN market—making it a magnet for international tech talent. For expats, though, success in Singapore’s IT job market means understanding which roles are in demand, which work passes you can qualify for, and how the new COMPASS points framework and salary benchmarks work.
This comprehensive guide explains the IT job landscape, visa pathways (Employment Pass, S Pass, ONE Pass, Tech.Pass), COMPASS scoring and bonus criteria (including the Shortage Occupation List), and practical job-search tactics—all with up-to-date references to Singapore’s Ministry of Manpower (MOM) and related official sources.
Why Singapore for Tech?
Scale and resilience. Singapore’s digital economy accounts for roughly 17.7% of GDP, with tech jobs growing to ~208,300 roles in 2023, underscoring sustained demand for digital skills.
High standards + clear rules. Singapore runs a structured work-pass regime—employers and candidates know the playing field, from salary benchmarks to points criteria (COMPASS).
Opportunities despite headlines. While headlines feature periodic layoffs, official labour-market releases show continued hiring pockets and relatively low temporary layoffs across the economy—tech included—relative to global peers.
The Work Passes Expats Use Most
1) Employment Pass (EP) — the main route for PMET roles in tech
The Employment Pass allows foreign professionals, managers and executives to work in Singapore. As of 1 January 2025, EP qualifying salaries have been raised and are now age-progressive (higher for older applicants) with sector-specific benchmarks for financial services. The EP is points-tested under COMPASS, on top of meeting qualifying salary.
Key idea: EP salaries are benchmarked to the top one-third of local PMET wages. Minimums start from S$5,600 for younger candidates in 2025 and scale up with age (higher for finance). MOM publishes detailed tables for new applications and renewals.
Duration: First grant up to 2 years; renewals up to 3 years. Certain tech roles in shortage can qualify for a longer 5-year EP (details below under SOL / C5).
When EP fits best: You have a confirmed offer as a software engineer, product manager, data scientist, cloud architect, cybersecurity lead, AI/ML engineer, solutions architect, or similar PMET-level IT role, at or above the EP salary benchmark for your age/sector.
2) S Pass — for mid-skilled technical talent
The S Pass targets mid-skilled roles. Qualifying salary and levy have risen in staged steps through 2025 (final stage in effect), and employers must stay within quotas and pay levies. For many core IT roles, EP remains the primary pass; however, some IT support, systems ops, or junior technologist roles may be S-Pass eligible depending on the employer’s workforce profile, salary, and quota.
3) ONE Pass (Overseas Networks & Expertise Pass) — for top global talent
ONE Pass (5-year, personalised) is designed for exceptional talent across sectors, including tech. It’s not tied to a single employer; holders can work for multiple companies or start businesses. Typical salary-based eligibility is S$30,000/month in the preceding 12 months or a comparable prospective salary in Singapore, with additional pathways for outstanding achievers (e.g., research, sports, arts).
When ONE Pass fits best: Senior CTOs, VPs of Engineering, principal researchers, distinguished AI scientists, or founders with high compensation and demonstrable impact who want flexibility across multiple ventures or roles.
4) Tech.Pass (EDB) — for proven tech founders/operators/investors
Tech.Pass (administered by the Economic Development Board) targets accomplished tech leaders (founders, senior operators, technical experts, or investors). Typical criteria include S$22,500+ last-drawn monthly salary in the past year and 5+ years in leadership roles at scale (e.g., a tech company with valuation ≥ US$500M / ≥ US$30M funding, or a VC with ≥ US$500M AUM). Valid 2 years, renewable another 2 on meeting renewal criteria. It allows broad flexibility across activities (work, found, invest).
When Tech.Pass fits best: Serial founders, ex-FAANG/AI unicorn leaders, principal engineers with scale experience, or tech investors seeking to build and operate in Singapore.
COMPASS: The EP Points Framework (What It Means for You)
To obtain an EP, candidates must now meet salary and pass COMPASS (unless exempt). COMPASS awards points across six criteria; you need at least 40 points overall.
Foundational criteria (C1–C4):
1. C1: Salary vs sector benchmark. Earn more points as your fixed monthly salary exceeds the 65th percentile of local PMET salaries for your sector.
2. C2: Qualifications. Degrees from recognised institutions score points; MOM publishes a list of top-tier institutions whose grads get 20 points automatically. Other accredited degrees can still earn points.
3. C3: Diversity. Favourable points if your nationality meaningfully improves the firm’s workforce diversity among PMETs.
4. C4: Support for local employment. Points if your employer has a strong PMET local-to-foreign mix relative to its sector.
Bonus criteria (C5–C6):
5. C5: Skills Bonus — Shortage Occupation List (SOL). If your role is on the SOL and you meet specific experience/qualification rules, you get bonus points—and eligible tech professionals can qualify for a longer 5-year EP. MOM publishes a guidebook for using SOL points correctly.
6. C6: Strategic Economic Priorities (SEP) Bonus. Firms contributing to national priorities (e.g., innovation, internationalisation) can earn bonus points for their EP candidates.
Who is COMPASS-exempt? Certain high earners and categories are exempt (e.g., fixed monthly salary ≥ S$22,500, intra-corporate transferees under trade agreements, very short assignments). If you’re exempt, COMPASS scoring doesn’t apply (but salary and other base conditions still must be met).
2025 EP Salary Benchmarks: What Changed
In March 2024, MOM announced an increase of the EP minimum qualifying salary from S$5,000 to S$5,600 (higher for financial services), effective 1 January 2025. In March 2025, the Minister confirmed there would be no further changes in 2025 beyond this uplift. MOM’s EP page provides the full age-tiered tables for both general and financial services sectors.
Takeaway: If you’re negotiating an offer, ensure the base salary (fixed monthly) clears the correct age-specific and sector-specific threshold for new EP applications in 2025—and consider targeting the 65th percentile or above to score well on C1 within COMPASS.
In-Demand IT Roles (What Hiring Managers Want)
While demand varies by quarter and company, these clusters remain consistently active:
1. Software Engineering & Platform
Full-stack, backend (Java, Go, Rust, Node, .NET), mobile (iOS/Android), DevOps/SRE, platform engineering, and test automation.
Fintechs, digital banks, SaaS scaleups, and MNC tech hubs drive much of this demand.
2. Cloud & Infrastructure
Cloud architects (AWS/Azure/GCP), Kubernetes, IaC (Terraform), networking, zero trust, observability, cost optimisation, and reliable multi-cloud design.
3. Cybersecurity
Threat detection & response, red teaming, AppSec, cloud security posture management, identity and access management, governance/risk/compliance (GRC), and OT security.
4. Data & AI
Data engineers, analytics engineers, data scientists, MLOps, LLM application engineers, prompt engineers (with product sensibility), and AI platform leads.
5. Product, UX, and Agile Delivery
Product managers, technical program managers, UX/UI, and researchers who ship measurable outcomes—especially in fintech, e-commerce, and B2B SaaS.
6. Payments & Fintech Specialists
Risk, fraud, payments orchestration, compliance tech (RegTech), core banking engineering, and digital asset infrastructure.
Singapore’s own messages to industry emphasise that tech remains a long-run growth engine, even with near-term hiring adjustments. The digital economy continues to expand and tech wages remain above the national median, reflecting premium demand for skills.
How to Qualify—and Win COMPASS Points
Step 1 — Map your role to the right occupation and salary.
Work with your prospective employer to ensure your job title and duties align with an occupation MOM will accept for EP, and that your fixed monthly salary exceeds the relevant benchmark (and ideally the 65th percentile for strong C1 points).
Step 2 — Optimise C2 (Qualifications).
Check whether your degree’s awarding institution appears on MOM’s top-tier list for automatic 20 points. If not, you may still score points with recognised degrees; confirm your credential evaluation in advance to avoid delays.
Step 3 — Use the SOL (C5) if you’re a match.
If your target role is on the Shortage Occupation List, ensure you meet all specific sub-criteria (years of experience, degree equivalence, etc.) and document them meticulously. Besides bonus points, eligible tech professionals may receive a longer 5-year EP, enhancing stability for you and your employer.
Step 4 — Choose employers with strong C3/C4 profiles.
Diversity (C3) and support for local employment (C4) score at the employer level. Larger multinationals and high-growth scaleups often plan their workforce mix to stay COMPASS-friendly—this can indirectly help your application.
Step 5 — Consider COMPASS-exempt routes.
If you qualify for ONE Pass (S$30k/month track) or Tech.Pass, you may bypass EP and COMPASS entirely, gaining broader flexibility (e.g., concurrent roles, founding).
Salary & Offers: How to Negotiate Smartly
Use MOM’s 2025 tables as a baseline “must-clear” to avoid rejection at the gate. Then aim to exceed the 65th percentile for stronger C1 points.
Total compensation is common in tech, but EP/COMPASS assess “fixed monthly salary.” Ensure your base alone clears the required benchmarks; variable bonuses and equity don’t count for C1.
Role seniority vs. sector. Finance tech (quant/low-latency/infra security in banks) often needs higher base vs. other sectors because financial services benchmarks are higher.
Where to Find IT Jobs (with Higher Pass Success Odds)
1. Multinational Tech Hubs & Cloud Providers.
Singapore hosts regional engineering, data, and security teams for global companies. These employers know the pass process and maintain COMPASS-aware hiring.
2. Fintech & Digital Banking.
Payments, core banking stacks, and compliance platforms continue to hire for product + engineering + risk tech talent.
3. Enterprise SaaS & B2B Platforms.
Regional SaaS firms serving ASEAN often build core engineering in Singapore for proximity to customers and capital.
4. Consulting & Systems Integrators.
Cloud transformations, security programs, and data platform modernisation remain steady revenue lines, hence steady hiring.
5. Deep-Tech, AI & Cyber Startups.
Early-stage ventures may be more selective on sponsorship due to cost, but if you bring niche capabilities (e.g., LLM infra, security research), they’ll engage.
Tip: Watch MOM’s labour-market communications and credible industry pages for macro context and confidence signals.
Application Timeline & Documents (What to Prepare)
Accurate CV with clear responsibilities, scope, impact, tech stack, and leadership.
Degree certificates + transcripts (and any credential evaluations needed). Check C2 institution list if applicable.
Reference letters and employment verification (job titles, dates, responsibilities).
Portfolio/GitHub for engineers; case studies for product/UX; OSS or publications for AI/ML.
Clean, consistent role descriptions matching the occupation you’re being hired into—MOM checks for job genuineness.
Passport + bio details, expected start date, and a salary letter that meets the fixed monthly criteria.
Processing time varies by employer readiness and documentation quality. Employers file the EP; COMPASS evaluation runs in the background based on the submitted facts and MOM data. (If you’re eligible and choose ONE Pass or Tech.Pass, follow those agencies’ application flows.)
Common Reasons Applications Falter (and How to Avoid Them)
Base salary below the 2025 threshold for your age/sector. Solution: renegotiate the base, or consider a different role/sector match.
Weak COMPASS score even if salary qualifies. Solution: strengthen C2 (e.g., validated degree), target SOL roles for C5 bonus, or join firms with stronger C3/C4 profiles.
Mismatch between job duties and occupation (title inflation vs. duties). Solution: align the job description with actual responsibilities and the right occupation code.
Fragmented documentation (inconsistent dates/titles, missing letters). Solution: prepare a document pack and align all records before the employer files.
Relying on variable pay to cross salary thresholds. Solution: ensure fixed monthly meets benchmarks; bonuses/equity do not count for C1.
Alternative Pathways for Senior Leaders
If you’re very senior or multi-role by design:
ONE Pass (5 years, multi-employer, no sponsor required): for S$30k/month candidates or outstanding achievers. Great for portfolio careers, venture building, and advisory work.
Tech.Pass (2+2 years, EDB): for accomplished founders/technical leaders/investors with S$22.5k salary and leadership credentials at scale. Lets you found, invest, and work without switching passes.
Job-Search Playbook for Expats (2025 Edition)
1. Calibrate your target. If your profile tracks SOL roles (e.g., specific cybersecurity or AI skills), prioritise those—bonus points and possible 5-year EP are huge advantages.
2. Shortlist COMPASS-savvy employers. Look for companies with mature HR functions and a history of sponsoring EPs. C3/C4 tends to be stronger at large MNCs and established scaleups.
3. Lead with evidence. Publish code, papers, patents, OSS contributions, conference talks, or a product portfolio. Singapore hiring is evidence-driven.
4. Negotiate base pay first. Ask HR to validate your age-specific benchmark for 2025 and whether your base will also clear the 65th percentile for COMPASS C1 points.
5. Line up degrees and transcripts early. If your university is on the C2 top-tier list, highlight it prominently.
6. Consider interim or hybrid moves. Contractors or remote employees converting to on-site roles can sometimes move faster if they demonstrate impact and business need.
7. Track macro signals. MOM’s quarterly labour-market reports and IMDA’s digital economy updates help you time the market and pick resilient sub-sectors.
Frequently Asked Questions (FAQs)
Q1: What’s the minimum salary for an EP in 2025?
For new EP applications from 1 Jan 2025, the minimum qualifying salary starts from S$5,600 for younger candidates and scales with age; financial services requires more. MOM publishes full, age-tiered tables by sector.
Q2: Is COMPASS a pass/fail test or a score?
You must achieve at least 40 points across C1–C6 (with C5/C6 being optional bonus criteria). High salary and recognised qualifications help; SOL and SEP provide bonus points.
Q3: Can I get a 5-year EP as a technologist?
Yes—eligible tech professionals applying for roles on the Shortage Occupation List can qualify for a 5-year EP and bonus points under C5 (subject to meeting all role-specific criteria).
Q4: Do equity or bonuses count toward EP salary for COMPASS C1?
No. C1 uses fixed monthly salary. Negotiate base pay accordingly.
Q5: Is ONE Pass better than EP for expats?
It depends. ONE Pass offers 5-year flexibility and no single-employer tie—but eligibility is much higher (e.g., S$30k/month). EP is the standard route for most expat tech professionals.
Q6: What about market conditions—are there still jobs?
Yes. Although specific firms may downsize, the broader digital economy remains strong, and official data show continued hiring pockets. Choose resilient domains (cloud, security, data/AI, fintech infrastructure).
Action Checklist
[ ] Confirm your salary clears 2025 EP thresholds (age + sector) and aim for ≥65th percentile for strong COMPASS C1 points.
[ ] Map your role to SOL if applicable; gather evidence for C5 bonus and potential 5-year EP.
[ ] Validate your degree against the C2 top-tier list and prepare transcripts.
[ ] Prefer employers with strong C3/C4 profiles (diversity & local employment).
[ ] For exceptional candidates, consider ONE Pass or Tech.Pass for maximum flexibility.
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