Public salary observations · Singapore green-collar jobs
Singapore Foreign-Talent Hiring Radar
Singapore publishes a minimum qualifying salary for the Employment Pass (EP), and salaries on MyCareersFuture postings are public information. Put the two together and one question becomes answerable from public data alone: which employers have posted green-collar vacancies whose salary floor already meets the EP threshold. This page currently covers 41 such salary-disclosed postings across 35 employers. It states one verifiable fact about posted salaries; it says nothing about any employer’s hiring intent and is not immigration advice.
Read the methodology first →See the floor for your age →
- 41
- Postings at threshold
- 35
- Employers covered
- 10
- Clear the bar at any age
- 91
- SG salary observations on ledger
The newest observation on the ledger is 2026-08-18 (from the daily posting sweep and the salary ledger; if the pipeline stops, this date stops moving). It is the newest date in the table, not a date on which every row was seen.
The newest row here was observed on 2026-08-18 and the oldest stops at 2026-07-22; each row prints its own last-observed date in the final column. An old date does not mean the posting came down, only that our sweep has not seen it since.
By employer
“At threshold” means the posted salary floor is at least S$5,600, the minimum qualifying salary for candidates aged 23 or below outside financial services, which is the lowest rung of the whole scale. Every row shows its sample size; for employers with one or two postings the band is just those postings, so read it with the n.
Read this before the table: 8 postings at threshold, across 8 employers, have a posted floor between S$5,600 and S$6,200. Inside that band the answer depends on which sector MOM assigns the employer to, which this site cannot determine on MOM’s behalf, so those rows are marked ‡. If the role you are applying for is in financial services, those rows are not at threshold for you.
The “at any age” column carries the same caveat against a different line. The number of at-threshold postings whose posted floor falls between S$10,700 and S$11,800 is 3, spread across 3 of the employers listed. A floor in that band clears the top rung of the non-financial scale, but the financial-services top rung sits higher, so where MOM classifies the employer as financial services it does not clear the age-45 rung. Those rows are marked ‡ as well.
35 matching
This table is wider than a phone screen. Swipe sideways on it to reach the remaining columns.
| Employer | At threshold | At any age | Posted band (SGD/mo) | Functions | Last observed |
|---|---|---|---|---|---|
| NANYANG TECHNOLOGICAL UNIVERSITY ‡ | 3(of 7 observed) | 0 | 6,143–10,700(n=3) | Corporate sustainability ×3 | 2026-08-18 |
| HAYS SPECIALIST RECRUITMENT PTE. LTD. | 2 | 0 | 7,500–11,000(n=2) | Compliance & disclosure ×2 | 2026-08-18 |
| IDEMITSU INTERNATIONAL (ASIA) PTE. LTD. | 2 | 2 | 18,000–23,000(n=2) | Corporate sustainability, Climate tech | 2026-08-18 |
| NATIONAL UNIVERSITY OF SINGAPORE ‡ | 2(of 5 observed) | 0 | 5,900–13,000(n=2) | Climate tech, Corporate sustainability | 2026-08-18 |
| CARBON TRUST SINGAPORE PTE. LTD. ‡ | 2 | 0 | 6,000–10,450(n=2) | Carbon & environmental commodities ×2 | 2026-08-06 |
| AET TANKERS PTE. LTD. | 1 | 0 | 7,000–13,000(n=1) | Corporate sustainability | 2026-08-18 |
| ENGIE ENERGY MARKETING SINGAPORE PTE. LTD. | 1 | 0 | 6,500–7,500(n=1) | Corporate sustainability | 2026-08-18 |
| FASHION CHOICE PTE. LTD. | 1 | 1 ‡ | 11,500–23,000(n=1) | Corporate sustainability | 2026-08-18 |
| Flintex Consulting Pte. Ltd. | 1 | 0 | 10,000–12,000(n=1) | Climate tech | 2026-08-18 |
| NANDINA REMANUFACTURING PTE. LTD. ‡ | 1 | 0 | 6,000–8,000(n=1) | Corporate sustainability | 2026-08-18 |
| RIO TINTO COMMERCIAL PTE. LTD. | 1 | 1 | 15,000–21,000(n=1) | Carbon & environmental commodities | 2026-08-18 |
| ROADGET BUSINESS PTE. LTD. | 1 | 1 ‡ | 11,500–23,000(n=1) | Corporate sustainability | 2026-08-18 |
| SINGAPORE HEALTH SERVICES PTE LTD | 1(of 2 observed) | 0 | 8,000–12,000(n=1) | Corporate sustainability | 2026-08-18 |
| SUMITOMO MITSUI BANKING CORPORATION Singapore Branch | 1 | 0 | 9,400–14,000(n=1) | Corporate sustainability | 2026-08-18 |
| PIXEL AUTOMATION PTE. LTD. ‡ | 1 | 0 | 6,000–10,000(n=1) | Corporate sustainability | 2026-08-17 |
| SINGAPORE MANAGEMENT UNIVERSITY | 1 | 1 | 15,000–25,000(n=1) | Corporate sustainability | 2026-08-17 |
| TALENT TITANS PTE. LTD. | 1 | 0 | 10,000–12,000(n=1) | Corporate sustainability | 2026-08-17 |
| MANPOWER STAFFING SERVICES (SINGAPORE) PTE LTD | 1(of 3 observed) | 0 | 7,000–8,800(n=1) | Carbon & environmental commodities | 2026-08-11 |
| ADVARIO ASIA PACIFIC PTE. LTD. ‡ | 1 | 0 | 6,000–8,000(n=1) | Corporate sustainability | 2026-08-10 |
| KEE SONG FOOD CORPORATION (S) PTE. LTD. | 1 | 0 | 8,000–12,000(n=1) | Corporate sustainability | 2026-08-09 |
| CONTINENTAL TIRES HOLDING SINGAPORE PTE. LTD. | 1 | 0 | 7,500–12,000(n=1) | Corporate sustainability | 2026-08-06 |
| JONES LANG LASALLE PROPERTY CONSULTANTS PTE LTD | 1 | 0 | 6,600–8,750(n=1) | ESG consulting | 2026-08-06 |
| 129 KNOTS PTE. LTD. | 1 | 1 | 12,000–20,000(n=1) | Carbon & environmental commodities | 2026-07-26 |
| BANCO BILBAO VIZCAYA ARGENTARIA, S.A. ‡ | 1 | 0 | 6,000–6,500(n=1) | Corporate sustainability | 2026-07-26 |
| KPMG SERVICES PTE. LTD. | 1 | 0 | 9,000–17,000(n=1) | ESG consulting | 2026-07-26 |
| RAMBOLL PTE. LTD. ‡ | 1 | 0 | 6,000–9,000(n=1) | Carbon & environmental commodities | 2026-07-26 |
| TARA CLIMATE LTD. | 1 | 0 | 9,000–10,000(n=1) | Climate tech | 2026-07-26 |
| TUM CREATE LIMITED | 1(of 2 observed) | 0 | 6,200–8,200(n=1) | Climate tech | 2026-07-26 |
| CTES CONSULTING PTE. LTD. | 1 | 0 | 10,000–11,000(n=1) | Sustainable finance | 2026-07-22 |
| HP PPS Asia Pacific Pte. Ltd. | 1 | 0 | 6,475–12,950(n=1) | ESG consulting | 2026-07-22 |
| JONDAVIDSON PTE. LTD. | 1 | 0 | 9,000–17,000(n=1) | Sustainable finance | 2026-07-22 |
| Schneider Electric Asia Pte. Ltd. | 1 | 1 | 15,000–30,000(n=1) | Corporate sustainability | 2026-07-22 |
| Stavian (undisclosed merchant trading firm) | 1 | 1 | 15,000–20,000(n=1) | Carbon & environmental commodities | 2026-07-22 |
| TEMP-TEAM PTE LTD | 1 | 0 | 6,500–7,000(n=1) | Corporate sustainability | 2026-07-22 |
| UNRAVEL CARBON PTE. LTD. | 1 | 1 ‡ | 11,000–16,000(n=1) | Climate tech | 2026-07-22 |
‡ = at least one posting in this cell has a floor between the general and the financial-services minimum, so if MOM classifies the employer as financial services those postings do not clear gate one. Each column has its own bar: “at threshold” compares against S$6,200, “at any age” against S$11,800.
How to read this table
“At threshold” states one thing only: the publicly posted salary floor of the vacancy is not below S$5,600, the entry point of the EP minimum qualifying salary. That is the lowest rung of the scale. The actual bar rises with the candidate’s age, and financial services has a higher scale altogether, so clearing this rung does not mean the posting clears the bar for everyone.
Gate one: the minimum qualifying salary
EP assessment is two gates in sequence, not one. Gate one checks whether the fixed monthly salary meets the published minimum: the bar rises with age, reaching S$10,700 at 45 and above, and the whole scale sits higher for financial services. Below the salary line, the points at gate two are never counted.
| All sectors except financial services | Financial services | |
|---|---|---|
| Current (applications before 1 Jan 2027) | S$5,600 (Age 23 or below) → S$10,700 (Age 45 and above) | S$6,200 (Age 23 or below) → S$11,800 (Age 45 and above) |
| From 1 Jan 2027 (new applications) | S$6,000 (Age 23 or below) → S$11,500 (Age 45 and above) | S$6,600 (Age 23 or below) → S$12,700 (Age 45 and above) |
At your age, what is the bar
This page measures employers: which of them have posted green-collar vacancies whose salary floor reaches S$5,600, the most permissive rung of the whole scale. The bar itself is graded by age and rises the older you are. The same salary-disclosed ledger drives a second page that walks it age by age: enter an age and a sector, and it prints the minimum qualifying salary at that age, how many postings could legally hire you on posted floors alone, and what the raised floors from 1 Jan 2027 do to that count.
Gate two: COMPASS points
Past the salary line, an application must still score 40 points on COMPASS, a points table across four foundational criteria and two bonus criteria that weighs how the candidate and the employer complement the local workforce. “Salary at threshold” and “passes COMPASS” are therefore two different claims and must never be conflated.
- C1 salary: benchmarked against local PMET salaries in the sector; the 65th percentile scores 10 points, the 90th scores 20. Benchmarks come from MOM’s annual labour force survey, adjusted by age and sector.
- C2 qualifications: 10 points for a degree-equivalent qualification, 20 for a top-tier institution.
- C3 diversity: the smaller the share of the candidate’s nationality among the firm’s PMETs, the higher the score.
- C4 support for local employment: the higher the firm’s local PMET share ranks within its sector, the higher the score.
- C5 bonus: the role is on the Shortage Occupation List. C6 bonus: the employer takes part in strategic economic priority programmes.
Candidates on a fixed monthly salary of S$22,500 or more, overseas intra-corporate transferees, and roles of one month or less are exempt from COMPASS.
Why MyCareersFuture is the window
The Fair Consideration Framework (FCF) requires most vacancies to be advertised on MyCareersFuture for at least 14 consecutive days before an EP application, so local candidates see them first. That is exactly why this site observes MCF public data: for most EP-level vacancies, MCF is the mandatory public window before an application.
The same rule skews the sample: vacancies paying a fixed monthly salary of S$22,500 or more are exempt from advertising, as are firms under 10 employees, short-term roles, local transferees and intra-corporate transfers, so those never appear on MCF at all. What this table can see is only the salary-disclosed slice of the market.
What this table is not
- It does not say that any employer has applied for, or is willing to apply for, an EP for anyone. A posted salary at threshold is a fact about the offer price; whether to hire a foreign candidate is the employer’s own decision, and neither can be inferred from the other.
- It does not predict any application outcome. EP applications are assessed case by case by MOM under the two-stage framework; this site plays no part in that assessment and promises nothing about results.
- It is not immigration, legal or career advice. The thresholds change (the increase from 1 Jan 2027 is already announced); check mom.gov.sg on the day before acting.
Methodology
The filter rules, why this threshold, how employers are grouped, the sample bias and the disclaimers are all laid out on the methodology page, with an official source and verification date for every figure.
Conflict of interest: the author of this site works in the carbon market industry. This is a personal project, unrelated to and not representing his employer. This site does not rate carbon credits and does not do recruitment agency work. The author separately sells one-on-one consultations; the data products themselves are free. About this site and its author
COMPASS self-check tool and new-employer alerts (planned for 2027)
Two things are planned next: a self-check tool to rough out C1 to C4 with your own numbers, and an email alert when a new employer reaches the threshold. Neither exists yet; leaving your email means exactly one thing: you want it. If enough people do, it gets built, you hear first when it opens, and it costs nothing throughout.
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Radar updates, only when worth saying
Leave an email and I will write when something worth mentioning is observed: a new employer at threshold, MOM adjusting the thresholds, or a methodology revision. Irregular by design; only what is worth sending.
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