Singapore companies are increasingly looking beyond national borders to meet their talent needs, with new research showing that international hiring is now a central part of their growth strategies. According to Remote’s Global Workforce Report 2025, almost half (49%) of new hires made by Singapore businesses in the past six months were based overseas. That figure is expected to remain high, with 40% of new roles in the next six months also expected to be filled by talent abroad.
The survey, which gathered insights from more than 3,600 business leaders across 10 countries, highlights how companies are responding to ongoing local talent shortages by expanding their global workforce. Nearly three-quarters of respondents said they had grown their international teams over the past year, with the fastest expansion seen among companies based in the UK, US, and Germany. Singapore and South Korea showed particularly strong appetite for hiring internationally, especially among mid-sized firms, while Australia lagged behind.
Small HR teams face mounting global compliance challenges
The report reveals that the average Singapore-based white-collar company now employs staff in three or more countries, and that number is expected to rise significantly by 2026. While international hiring opens access to new markets and helps address domestic skills shortages, it also brings added complexity to HR operations, many of which are run by lean teams.
Most HR teams in Singapore consist of five or fewer members, yet their responsibilities increasingly span multiple time zones and regulatory environments. To manage this growing complexity, many are turning to automation and artificial intelligence to streamline payroll, ensure compliance, and navigate labour laws.
The survey of 250 Singapore-based companies highlights several key challenges. A large majority (79%) said unclear or conflicting local regulations make it difficult to confidently hire overseas talent. More than a quarter (29%) reported being unable to enter new markets due to difficulties in paying or onboarding staff compliantly. Two-thirds (66%) said they have faced compliance issues when hiring internationally, with the average cost of each incident exceeding US$36,200.
Among the most common pain points for HR teams are maintaining a consistent employee experience (26%), managing misclassification risks between employees and contractors (24%), and handling multiple HR tools and platforms (24%).
Integrated technology platforms reshape the future of global HR
As international hiring accelerates, technology is playing a crucial role in helping small HR teams overcome these challenges. Integrated HR platforms that bring together payroll, compliance, and hiring tools are becoming increasingly vital for managing global workforces efficiently. One of the biggest pain points cited by Singapore HR leaders is juggling too many disconnected systems, and half (51%) are actively seeking to replace their current tools with a single, unified solution.
Job van der Voort, CEO and co-founder of Remote, said technology is now transforming not just how companies hire globally but also how they manage those workforces. “The first wave of technology in HR made it possible to hire globally. The next wave is transforming how those teams are managed. Beyond supporting HR operations as standard, AI is becoming the operating system for how companies run a global workforce. The most successful HR teams are already leaning on integrated payroll and responsive, adaptable HRIS as the foundation for handling global payroll, compliance and reporting,” he said.
Remote’s Global Workforce Report 2025 underscores that international hiring is no longer just a response to talent shortages but a strategic approach to business growth. As companies in Singapore and beyond expand their global teams, the ability to manage complex compliance, payroll, and workforce needs through integrated technology will be key to sustaining this momentum.
