I hire a lot of engineers in Singapore — mostly EMS (electronics manufacturing) and precision engineering. Good companies, always hiring.
A lot of roles stay open longer than they should. There are many reasons why. But instead of listing them out, here’s a real story from recently. There’s something in it for both sides, employers and candidates.
What happened
A client came to me with a budget of up to $14k. He wanted a senior mechanical engineer to take care of a specific system.
Finding someone wasn’t hard. In about three weeks, I found a really good one. Fifteen years of experience. Thirteen of them in one company — that kind of loyalty is rare. He was already doing a manager’s job. Last drawn: $10,500.
The interviews went well. Everyone was happy. Then the offer came: $11,000. Just $500 more than his last drawn.
$11k sounds okay on its own. But look at the full package. In his current job he had a full 13th month (AWS), plus two to three months of bonus. The new offer was $11k with no guaranteed AWS — just a performance bonus. Add it up, and he’d actually earn less.
On top of that, he’d be leaving a big, established company for a smaller one. Give all that up, start over, for less money? That basically tells him you don’t really want him. (This is the last-drawn trap I wrote about before — judging a person by their old payslip, not what they can do.)
What I did
I went back to the hiring manager. Not to ask for more money — just to be honest.
This is a strong, loyal engineer. Hard to find. $500 over his last drawn, on a smaller package, was not going to work. I could have made the offer sound nice, and maybe he takes it. But an offer like that makes the company look cheap. I’d rather protect my client’s name than push it through.
So I told them straight: don’t make this offer. Put the role on hold. Let’s find someone whose level and pay match what you actually need — even if that’s closer to $11k than $14k.
Here’s the part I really want people to understand. A $14k budget doesn’t mean the role needs a $14k person. This guy was a bit too senior for where the company is now. A lot of what he brings, they wouldn’t use until they grow bigger. The company wasn’t lowballing anyone. They were just paying for what they needed.
The client agreed. I told the candidate honestly — it’s not the right fit right now. He took it well. And this matters to me: he never had to look at a lowball offer, which is a bit insulting for someone with his experience. Around a month later, we placed another engineer with the same company. Closer to $11k, and a much better fit — on budget and experience. Everyone’s happy.
What I want both sides to know
Employers: a low number isn’t the problem. A low number to the wrong person is. If someone is clearly above what the role needs, don’t squeeze them into a smaller offer. Find the person who fits. And protect your name — a bad offer can burn a bridge with someone you might want in a year or two.
Candidates: being offered less than you hoped isn’t always a lowball. Often it’s just about where the company is. They may have the budget, but at their stage they pay for what they need. Sometimes you’re simply more than the role needs today. That’s not an insult. It’s about fit.
That’s really my job. Sit in the middle. Be honest with both sides. Not just put a candidate in front of a client and take a fee — but tell the truth, even when the truth is “don’t make this offer.” It’s better for everyone, and better the next time round.
Not gonna lie though — sometimes I sit there and wonder how big my placement fee would’ve been if I’d just pushed that $11k deal through and closed it. 😭 Damn my professionalism.
That’s what we do at JTE — engineering recruitment across Singapore’s EMS and precision engineering, any level, entry up to senior and management. If you’re hiring and want an honest read on what a role should really pay, check the salary ranges — then come talk to me.