June 30, 2023

Salary Survey in Singapore: A Comprehensive Guide to Salary Benchmarking in Singapore

Cheryl Goh, Product Marketing Manager

Salary Survey in Singapore: A Comprehensive Guide to Salary Benchmarking in Singapore


In today's competitive business environment, the right compensation can be a game-changer. That's where 'compensly' comes into play - a cutting-edge compensation benchmarking platform focusing on the APAC region, ensuring real-time data through direct HRIS, payroll, and cap table software integrations. But before delving into how 'compensly' is revolutionizing the industry, let's explore the traditional methods of data collection for salary benchmarking in Singapore.

Traditional Methods of Salary Data Collection

1. Market Salary Reports

Industry salary reports, like the JobStreet Salary Guide, offer a broad overview of salary ranges across various job roles. These guides can serve as a useful starting point but often lack the granular, real-time data necessary for nuanced decision-making. For example, they might not account for recent industry trends or company-specific factors like size, funding stage, and company culture.

2. Job Boards

Job boards such as MyCareersFuture can be a treasure trove of salary information. They list open job positions, often with accompanying salary ranges. But remember, these figures are typically broad ranges, don't always reflect the complete compensation package, and are influenced by various factors like job role complexity, company size, and market demand.

3. Networking with HR Leaders

Personal networks and professional groups can provide valuable insights. By engaging in conversations with HR leaders across the industry, you can gather anecdotal evidence about current salary trends. However, this method is far from ideal. It's time-consuming, potentially biased, and the accuracy of the information is reliant on the willingness of peers to share sensitive data.

4. Recruitment Agencies

Headhunters and hiring companies often have a wealth of information about the current job market, but their insights can be skewed or outdated. They typically focus on a particular segment of the job market and might not have comprehensive data for all job roles or industries. Moreover, their primary goal is to place candidates, which can sometimes lead to inflated salary information.

5. Crowdsourced Websites

Crowdsourced salary websites can seem like a convenient source of compensation data. However, these platforms pose significant risks. The data is self-reported, often outdated, and lacks thorough vetting. It's alarmingly easy for individuals to share false information — our research showed that many people have even gone as far as submitting manipulated payslips created in Photoshop. These inaccuracies can lead to flawed benchmarking results and poor compensation decisions.

6. Traditional Survey Providers

Traditional survey providers offer detailed and well-structured compensation surveys. While this method might seem appealing, these services often come with a hefty price tag, making them unaffordable for startups and small businesses. Additionally, their data collection and analysis methods often result in outdated reports, leading to less accurate benchmarking. Also, they don't specifically cater to tech companies, further limiting their effectiveness.

Compensation Benchmarking: More than Just Data Collection

While data collection is the first step, effective salary benchmarking requires much more. It's about analyzing the data, understanding its implications, and using it to make informed decisions. This process can be broken down into several steps:

  1. Data Collection: Gathering reliable and real-time salary data.
  2. Data Analysis: Identifying trends and disparities in the data.
  3. Benchmarking: Comparing your company's compensation packages with the market data.
  4. Strategy Formulation: Developing a fair and competitive compensation strategy based on the benchmarking results.
  5. Implementation: Applying the strategy while remaining flexible to market changes.
  6. Review and Update: Regularly reviewing and updating the compensation strategy as per industry trends and business growth.

compensly: Your Solution for Real-time Compensation Benchmarking

Understanding the limitations of traditional methods, 'compensly' presents a revolutionary approach to compensation benchmarking. Our platform directly connects to your HRIS, payroll, and cap table software, offering real-time compensation benchmarking.

With 'compensly', you can bid farewell to manual compensation surveys and save your valuable time. By focusing on the tech industry, we offer more relevant filters for your data — whether that's by job role, company size, or funding stage. We provide insights that are tailored to your company's unique needs.

At 'compensly', we believe in the power of data to transform your compensation strategy. Our platform offers a more holistic approach, including tools for compensation planning and compensation reviews. From understanding the importance of compensation benchmarking in today's job market to maximizing your team's potential with compensation reviews and promotions, compensly is here to guide you every step of the way.

"With compensly, you get more than just numbers. You get a strategic partner helping you navigate the world of compensation."

In conclusion, compensation benchmarking doesn't have to be a daunting task. With the right tools and data, you can confidently navigate the complex landscape of salaries, benefits, and equity. Partner with compensly and gain an edge in the competitive tech industry with real-time, reliable, and relevant compensation data. Together, let's create a more equitable and transparent compensation landscape.