Recruitment insights
Setting salary bands for EP roles in Singapore
Pay is central to hiring the right talent and to EP eligibility. Here’s a structured approach to define bands that work for the market and for COMPASS.
1) Start with market data
- Use reputable sources (e.g., industry salary surveys, public job boards, agency insights) for the specific role, level and sector.
- Triangulate: median, 25th/75th percentiles and peer offers you’re seeing in live searches.
2) Layer internal equity
- Map the role to your existing grades; ensure compression doesn’t occur with current team members.
- Define a target band (e.g., S$X–Y) with guardrails for premium skills or scarce profiles.
3) Check EP minimum qualifying salary
Ensure the band comfortably clears the age‑adjusted MQS for the sector. For senior hires, set the floor meaningfully above MQS to reflect experience and strengthen COMPASS salary points.
4) Consider total compensation
- Clarify fixed vs variable pay, allowances and equity. Be transparent in the offer and in the EP application.
- Document how pay aligns with market and role complexity — useful if MOM asks for clarification.
Tip: Salary is one part of the value proposition. Role scope, manager quality, growth path and flexibility materially affect offer acceptance — include them in your message to candidates.