By SGN | 24 Jun 2026
Singapore’s finance hiring market is gaining momentum in 2026, creating new opportunities for professionals with specialist skills. Andrew Zee, Executive Director at Phaidon International, shares where demand is growing, what employers are looking for, and how finance professionals can position themselves for success.
Key Takeaways: Singapore finance hiring in 2026
Finance hiring across APAC is improving in 2026, but employers are taking a more targeted approach to recruitment.
In Singapore, demand is strongest for finance professionals with specialist skills in fintech, AI, data, cybersecurity, risk management, compliance, private wealth, and quantitative finance.
Candidates who can show measurable impact, local market knowledge, and exposure to transformation or regulatory change are likely to stand out.
How is finance hiring across APAC changing in 2026?
Finance hiring across APAC is picking up again, but it looks very different from the post-pandemic hiring boom.
Firms are hiring more cautiously, with many roles are replacement hiring rather than new headcount. Competition has also intensified across banking, fintech, and investment roles. That’s why finance hiring can feel slower, even though firms are still recruiting.
That’s not to say that demand has disappeared. Rather, it has become more selective than before.
Which finance roles are most in-demand in Singapore and APAC in 2026?
I’ll highlight a few in-demand areas from our full 2026 Selby Jennings APAC Financial Services Hiring Outlook report.
- Fintech, AI, Data, Cybersecurity and Cloud Engineering
Compensation remains highly competitive, driven by a tight talent market and accelerating demand for AI, data, cybersecurity, and cloud native engineering skills.
Companies increasingly differentiate through total compensation packages rather than base salary alone, as high demand specialist roles – particularly in AI/ML and cybersecurity – command significant premiums, with AI related skills contributing to sharp salary increases and forming 30–40% of cloud related demand
Singapore’s ONE Pass, including the AI and Tech track announced in 2026, also reflects the growing demand for highly-skilled technology and AI talent. - Risk Management, Compliance, AML/KYC and Regulatory Transformation
Risk hiring accelerated significantly in APAC as organisations face expanding regulatory demands, rapid technological disruption, and heightened market volatility.
Regulatory shifts, including Monetary Authority of Singapore (MAS) tightening its guidance on financial crime prevention, customer due diligence, liquidity and capital adequacy, ESG governance, and third party risk, has prompted banks, fintech firms, and corporate treasury teams to expand their risk and compliance headcount across AML/KYC, transaction monitoring, operational risk (compliance advisory functions).
Talent shortages are apparent – particularly in quantitative risk, market risk, liquidity risk, and first line risk management roles – driving strong competition for experienced professionals. - Wealth Management, Private Banking and Family Office Hiring
Singapore and Dubai have solidified their positions as the most active global hubs for private banking recruitment, driven by sustained wealth inflows, favourable tax regimes, and the rapid rise of family offices.Private banks have expanded front‑office teams aggressively in these markets, while also overhauling leadership structures to enhance efficiency and deepen UHNW client coverage.
Hiring is expected to remain active yet increasingly strategic, with institutions prioritising roles tied directly to revenue generation, client retention, and advisory excellence.
For salary guidance and hiring trends across other sectors, including Commodities, Quantitative Analytics, Research & Trading, Corporate & Investment Banking, Finance & Operations and more, refer to the full 2026 Selby Jennings APAC Financial Services Hiring Outlook report.
With firms becoming increasingly selective in their hiring, how can finance candidates make their CV stand out?
In a more selective market, a CV that lists responsibilities is no longer enough. Talent Acquisition Teams and hiring managers want to see impact.
Our advice is to lead with outcomes, not duties: quantify what you delivered, whether that’s revenue generated, risk reduced, a book of clients retained, or a system shipped. Tailor the CV to the specialism you’re targeting rather than sending one generic version.
Finally, given how much of today’s demand is concentrated in AI, data, and regulatory transformation, make any exposure to those areas explicit and easy to find. The strongest CVs that we have seen are concise and evidence led, including projects and results relevant to the role required.
How can finance professionals land their first international role in Singapore?
Understand Where Genuine Demand Exists
In Singapore, FinTech, risk, and wealth management are absorbing talent. Aligning your search to those areas materially improves your odds.
Build Local Context
Follow the regulatory environment, particularly the Monetary Authority of Singapore’s (MAS) direction of travel, so you can speak credibly to how the market actually works here.
Invest in Your Network
Many of the best roles move through referrals and trusted intermediaries before they're ever advertised. Build 30 to 50 connections at least to have meaningful impact and response rates.
Seek an Expert's View
Speaking with a specialist recruiter who knows your sector can be the difference to know where your profile stands.
Finally, what should junior and mid-level professionals focus on to build long-term careers?
Early on, I’d prioritise depth over title. Build genuine expertise in a specialism as the market consistently pays a premium for people who are excellent at something specific rather than adequate across many things.
Pair that with skills that are only becoming more valuable, including comfort with data and AI tools, and a real understanding of the regulatory landscape, all of which will compound over an entire career.
Just as importantly, treat relationships as a long-term investment. The mentors, peers, and clients you build trust with now will open doors in the future. As it is also not easy to pinpoint what long-term career focus you would want to move into just yet, having a senior network would help. Finally, speaking to recruiters specializing in various verticals would allow you to gain insights on the different paths to get to your ultimate end goal.
About Andrew
Andrew Zee is the Executive Director of Phaidon International, a global specialist recruitment firm operating across Asia, Europe and the US. Andrew leads the leam across financial services, technology, life sciences, supply chain, engineering, and regulatory & legal sectors.
Connect with him here.
