All over the world, workers are rethinking what truly matters in their careers. For many, it’s no longer just about chasing the biggest paycheque or the most impressive title — it’s about finding balance, feeling valued, and doing work that has purpose. A recent survey by global professional services company Deloitte found that nearly 70% of Gen Z and millennials would choose better work-life balance and values-driven workplaces over higher pay.
This shift is also occurring in Singapore, where jobseekers are placing greater emphasis on emotional well-being, long-term growth, and meaningful work. The tech sector, in particular, is responding by investing in continuous learning, adopting skills-first hiring practices, and building supportive and transparent workplace cultures.
These changes reflect how employers are stepping up to meet evolving expectations while preparing for the skills needed to thrive in a digital economy.
Miao Xia Neo, associate manager at global recruitment company Michael Page, shares how tech companies are redesigning their hiring strategies to build a workforce that’s ready for the future.
What are the most significant shifts you are seeing in what tech professionals value in an employer today, beyond salary and job titles?
Beyond compensation and job titles, tech professionals are increasingly prioritising clarity on their role and long-term growth potential. They want to understand their career trajectory and seize opportunities to build transferable, future-ready skills that will keep them competitive in our rapidly evolving market.
However, actual career growth is only possible when employees feel secure in their roles and have confidence in their organisation. This highlights the increasing importance of working for a financially stable company with a supportive, transparent, and values-driven culture.
Professionals are drawn to firms that not only invest in upskilling and development, but also provide a healthy environment that genuinely balances their personal and professional lives.
In today’s climate of uncertainty and rapid change, companies that foster a stability and growth mindset are far more likely to attract, retain, and empower top tech talent.
How are tech companies in Singapore redesigning their hiring strategies to better align with purpose-driven work and continuous learning?
Tech companies in Singapore are reevaluating their hiring strategies to meet the rising demand for purpose-driven work and continuous learning, supported by robust government initiatives. SkillsFuture Credit and the SkillsFuture Enterprise Credit (SFEC) enable individuals and employers to invest in training and development. Meanwhile, platforms such as Coursera and LinkedIn Learning offer accessible courses for all levels.
To broaden exposure and build global perspectives, programmes like the Global Ready Talent Programme (GRTP) and Smart Nation Fellowship give employees valuable international experience. Meanwhile, the Economic Development Board (EDB) supports Centres of Excellence (COEs) and R&D innovation hubs to attract top talent and drive local innovation.
For mid-career switchers and returnees, pathways such as IMDA’s TechSkills Accelerator (TeSA) and WSG’s Career Conversion Programmes (CCPs) ease entry into the tech sector. One example of this ecosystem in action was a workshop co-organised by Michael Page and Generation Singapore, where mock interviews led by industry volunteers helped recent tech-convert graduates build confidence and boost their employability.
Flexible work is now expected by many in tech. How are companies balancing flexibility with team cohesion and performance?
In Singapore, there’s a noticeable shift with more tech companies encouraging a return to the office. Many companies are adopting hybrid models to strike a balance between flexibility and performance. Some offer flexible start and end times to accommodate family responsibilities, while others provide caregivers with greater autonomy to adjust their schedules.
Rather than a one-size-fits-all approach, employers are focusing on outcomes over hours, supported by clear communication and robust tech tools to maintain team cohesion and respect personal commitments.
GenAI adoption is growing fast. What are tech jobseekers looking for in terms of clarity around AI usage, upskilling, and long-term career impact?
As the adoption of Generative and Agentic AI accelerates, tech jobseekers are seeking clarity on how these technologies will impact their roles and careers. Many worry about falling behind and as such, they are looking for employers that integrate AI thoughtfully while offering accessible upskilling, certifications, and training.
They value AI for automating routine tasks, allowing them to focus on higher-value, creative work. Companies that clearly articulate their AI strategy and invest in AI literacy gain a competitive edge in attracting talent.
How important is company culture in hiring and retaining tech talent, especially in remote or hybrid teams?
Company culture — particularly trust and transparency — is critical for hiring and retaining tech talent in today’s complex job market. As hiring expands across regions, clear leadership and open communication are crucial for aligning diverse teams.
Without trust, misunderstandings and disengagement are inevitable, especially in remote or hybrid settings. When managed well, these challenges become opportunities to build inclusive, collaborative, and resilient cultures that support long-term employee commitment.
Are you seeing more companies in tech move towards skills-first hiring or “new collar” approaches? What’s driving this change?
More companies in Singapore are shifting towards skills-first hiring to meet rapidly changing business demands. Employers are prioritising practical skills, adaptability, and relevant experience over academic qualifications, supported by the growing use of competency-based assessments.
This approach focuses on immediate contribution and growth potential, reflecting a shift towards hiring based on potential, personality, and agility rather than formal credentials.
What advice would you give to tech employers looking to futureproof their talent strategy in a competitive, fast-evolving hiring landscape?
Tech employers should prioritise open communication with employees and align HR strategies, spanning recruitment, performance evaluation, and career development, with business goals.
Transparent, well-communicated hiring and retention policies build trust and motivation, creating a resilient and future-ready workforce in today’s fast-changing economy.
This article was done in collaboration with Michael Page.
