In Singapore’s Dynamic Talent Landscape, What Do Fintech Employers and Talent Want?
The future of finance is unfolding in powerful waves, shaped by the convergence of technology, talent, and imagination. AI and other technologies drive decisions at scale, digital ecosystems blur the lines between industries, and innovation increasingly moves without borders.
Yet for all this acceleration, one reality endures: human capability is what turns technology into real impact.
Nowhere is this more evident than in Singapore, where talent has long been treated as strategic infrastructure. The nation’s skill-first mindset recognises that human capital fuels everything else: innovation, competitiveness, and the ability to build world-class fintech products that scale.
The latest SFA Fintech Talent Report captures this reality with clarity and depth. Drawing from a wide base of real-world perspectives, founders, hiring managers, educators, and job seekers, it distils today’s talent landscape into sharp insights and forward-looking strategies.
The report reflects what’s actually happening on the ground: how companies are hiring, how candidates are moving, and how roles are evolving in a digital-first economy.
Some findings are surprising, others deeply validating. For instance, 92% of employers say communication and teamwork matter more than certifications (a mere 8%), underscoring a shift toward adaptable, people-centred talent in a sector often stereotyped as purely technical.
And that’s just the beginning. What else is reshaping the fintech talent equation in Singapore, and what does it say about where the industry is heading next?
What’s the State of Fintech Talent Like in Singapore?
Singapore stands among the world’s 12 global tech powerhouses, an achievement that surprises no one familiar with its ecosystem. The country’s mature digital infrastructure, deep talent pool, and pro-innovation policies have created an environment where ambitious companies can scale with confidence.
Despite its compact footprint, Singapore competes head-to-head with giants like China and India, and is now actively shaping its future as an AI powerhouse by accelerating talent development and expanding global partnerships.
The goal is clear: to anchor itself firmly in the next era of intelligent innovation. Tawishi Singh, Vice-President of the Singapore Fintech Association, shared,
Tawishi Singh
“Singapore has long been a global hub for fintech, with talent at the heart of its success. Future-proofing the sector means equipping employees with both hard and soft skills to thrive alongside evolving technologies such as AI.”
Source: SFA Fintech Talent Report 2025
This strength is reflected in how fintech teams are built today. While Singapore remains the primary hub, many organisations now operate with talent distributed across the wider APAC region, a sign of increasingly hybrid, regionally integrated workforce models.
The survey also reveals what will drive fintech hiring in the year ahead. Business growth priorities, cost optimisation, and shifting geopolitical or macroeconomic conditions top the list.
Almost 70% of companies cite budget constraints as a key hurdle. Yet, a significant 62% still plan to increase headcount to support expansion, underscoring both cautious spending and sustained confidence in the sector’s potential.
Tech Companies Now Hire With a Strategic, Targeted Approach
The biggest question in talent management has always been this: where do you find, retain, and upskill talent to match the industry? The current favoured approach is to be both strategic and precise.
While 54% of surveyed companies are still hiring significantly, fintechs are now also going beyond tech, and increasingly seeking out product managers, partnership leads, and senior regulatory experts.
Source: SFA Fintech Talent Report 2025
Still, the most in-demand roles remain anchored in software engineering, data science, cybersecurity, product management, and compliance. Flexible models are also rising. Companies are turning to contract specialists and project-based hires to stay agile while managing costs.
On the other side of the equation, candidates are selective. Job seekers prioritise career growth, exposure to advanced technologies, and hybrid work arrangements.
With 91% of fintech applicants in Singapore holding a bachelor’s or master’s degree, strong academic credentials clearly give candidates a solid advantage when entering this fast-moving industry.
The Three Talent Pressures Reshaping The Fintech Workforce
Singapore’s fintech employers are navigating three pressing talent challenges. First, the 2025 SFA survey highlights a growing difficulty in filling senior and C-suite roles.
These positions are the hardest to close because top talent is often pulled toward markets like India, the United States, and China, where compensation packages can run up to 30% higher. This creates a smaller local talent pool and intensifies competition for experienced leaders.
Second, AI job demand surged by up to 40% in 2025, with specialist roles commanding salaries of up to S$200k annually.
But automation brings a parallel challenge: while it increases efficiency, it also creates new demand for AI governance, ethics, and risk experts. Companies now need to balance technological advancement with strong human oversight.
Third, the skills gap remains a structural issue. While 41% of fintech roles require technical skills, 36% demand non-tech functional expertise, according to MyCareersFuture. Yet many candidates lack regulatory and compliance knowledge, pushing firms to invest heavily in upskilling.
Specialists in AI, cloud, and compliance now command salary premiums of 20% to 35%, adding pressure to hiring budgets.
In response, companies are prioritising senior hires and shifting toward split workforce models, anchoring leadership teams in Singapore while offshoring engineering talent to Vietnam, Malaysia, and India.
Source: SFA Fintech Talent Report 2025
But to truly win the talent war, employers will need to rethink compensation, strengthen retention strategies, and build clear career pathways that keep leadership rooted in Singapore while tapping wider regional talent pools for scale.
The Expectation Gap Between Employers and Employees
Despite the survey showing that 84% of hiring needs are in commercial, technical, and product roles, active applicants only meet 47% of market demand, with the largest gaps appearing in commercial and tech functions.
What’s even more striking is the mismatch in priorities. Industry professionals place heavy emphasis on technical skills such as AI, machine learning, and cybersecurity for the year ahead.
Hiring managers, however, see things differently: 92% prioritise soft skills, and 85% highlight adaptability and learning agility.
Source: SFA Fintech Talent Report 2025
The takeaway is clear: technical expertise may get you noticed, but soft skills determine how far you go.
A widening disconnect is also emerging between what talent wants and what employers can realistically offer. 67% of professionals cite salary as the top reason for switching jobs, just behind career progression.
Yet on the employer side, 70% say budget constraints will shape hiring strategies in the coming year, and only 11% consider offering competitive pay a priority.
Talent, meanwhile, is taking ownership of their development. Professionals are actively upskilling or reskilling through online courses, mentorship programmes, and in-person workshops, signalling a workforce that is hungry to stay relevant.
Source: SFA Fintech Talent Report 2025
At the same time, expectations around work have shifted. 62% rank remote or hybrid flexibility and work-life balance as top pull factors, and 60% of hybrid workers would consider leaving if office time increases.
Together, these trends show that while candidates are willing to invest in themselves, they expect employers to meet them halfway with modern, flexible work environments.
The Real Differentiator? Alignment Between Employers and Talent
The SFA Fintech Talent Report makes one thing unmistakably clear: technological progress may set the pace, but it is human capability that determines how far the sector can go. And today, that capability is shaped by shifting expectations on both sides of the talent equation.
Employers must evolve. Companies will need to refine how they assess potential, rethink pay structures, and build environments that reward adaptability, learning agility, and cross-functional collaboration.
Budget pressures may be real, but talent will gravitate toward workplaces that offer meaningful growth, clarity of progression, and leaders who are both tech-fluent and mentorship-driven. Retention now matters as much as recruitment.
Talent, too, must adapt. Professionals who thrive will be those who continuously learn, invest in their craft, and build authentic, intentional career narratives.
Upskilling, reskilling, and contributing to projects; these are the new signals of readiness in a competitive and increasingly globalised fintech marketplace.
Jon Goldstein
Jon Goldstein, Managing Partner, Page Executive Southeast Asia and India, added,
“The next wave of success will belong to those who combine digital innovation with human insight, creating ecosystems that are not only efficient but trusted.”
Ultimately, the future of fintech talent in Singapore will hinge on alignment: between what companies need and what professionals aspire to; between technological progress and human judgment; between the ambition to scale and the ability to build sustainable, skilled teams.
Singapore’s strength has always been its people, and as fintech moves into its next era, that truth only becomes more important.
Featured image: Edited by Fintech News Singapore, based on image by sumarnimurni on Freepik
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