Singapore’s financial technology (fintech) industry is advancing into a new phase of sophistication. This phase is characterized by the embracement of artificial intelligence (AI), the introduction of stricter regulations, and an increasing focus on regional expansion. Consequently, industry players are radically reassessing their strategies for talent acquisition, development, and retention in response to a surge in AI-related roles.
There has been a marked 40% year-on-year increase in the demand for AI-related roles. As a result, fintech companies are ramping up their hiring of AI engineers, data scientists, and MLOps specialists. However, technical competence, while important, is not the sole criterion in the selection process. Employers are now placing greater emphasis on soft skills.
A study conducted by the Singapore Fintech Association (SFA) and Page Executive indicates this shift in hiring preferences. The study revealed that 92% of employers rank communication and teamwork as the most crucial factors for success, ranking higher than academic qualifications. Moreover, 85% of employers consider adaptability and learning agility as vital in an AI-driven work environment.
Despite a significant majority (90%) of job applicants possessing at least a bachelor’s degree, there is a growing trend towards continuous professional development in the sector.
Approximately one quarter of professionals are enrolled in online courses, particularly in AI, data analytics, and advanced Excel. This trend reflects a deeper commitment to upskilling in order to remain competitive.
Singapore continues to serve as the mainstay of Asia’s fintech ecosystem, hosting about a third of all fintech teams within the region. Nevertheless, as companies scale across the ASEAN market, they are adopting more integrated onshore-offshore operating models.
While 71% of fintech companies still prioritize local hiring for strategic functions including compliance, enterprise sales, and regulatory roles, regional expansion is leading to more geographically dispersed workforce structures. As we look ahead to 2026, 32% of organizations plan to boost their workforce, and 21% anticipate an expansion in contract and freelance roles. Additionally, 22% are investing in upskilling and reskilling initiatives to address emerging skills gaps.
The report underscores a growing gap in expectations surrounding remuneration. While 67% of fintech professionals regard salary as the primary reason for job changes, 70% of employers predict that cost optimization and budget constraints will influence hiring strategies in the coming year.
AI, cloud, and compliance specialists are enjoying salary premiums of between 20 and 35 percent. This has led companies to increase their investment in training. Over 70% of companies are financing certifications and structured learning programs, with more than half viewing professional development as an essential tool for employee retention.
The report provides four key recommendations for organizations:
1. Adopt a skills-first hiring approach that balances adaptability with technical depth.
2. Enhance the employee value proposition by achieving a balance between remuneration, purpose, career progression, and flexibility.
3. Develop leadership pipelines and prioritize critical roles.
4. Invest in training and mentorship programs to create a future-ready workforce.
What skills are increasingly in demand in the fintech sector?
Demand for AI-related roles like AI engineers, data scientists, and MLOps specialists has climbed by 40 percent year-on-year. However, alongside technical skills, employers are also valuing soft skills like communication, teamwork, adaptability, and learning agility.
What trends are emerging in terms of upskilling in the fintech sector?
Almost 25% of professionals are enrolled in online programs, focusing on AI, data analytics and advanced Excel. This reflects a growing commitment to continuous learning and upskilling in the sector.
What is the future outlook for hiring in the fintech sector?
Looking ahead to 2026, 32% of organizations plan to increase their workforce. Another 21% expect to expand contract and freelance roles, while 22% are investing in upskilling and reskilling initiatives to bridge emerging skills gaps.
