We place people who fit your team and stay — not just CVs that match a job description. From frontline hires to specialists and leadership, built on cultural fit and a genuinely human process.
A permanent hire is a long-term decision, so we treat it like one. Permanent recruitment with JTE isn’t about forwarding a stack of CVs and hoping one sticks — it’s a proper search. It starts with the brief: we take time to understand your team, how it actually works, the problem the role needs to solve, and the kind of person who’ll still be thriving there in two or three years.
From there we map the market. We tap a network built since 2014, headhunt directly, and reach the people who aren’t scrolling job boards — then screen everyone for skills and for fit and longevity, because a hire who leaves in six months costs far more than the salary. You meet a short, considered shortlist of people we’d genuinely vouch for, not a pile to sift through yourself.
It all runs on a success-fee basis — you only pay when your hire actually starts — and every placement is backed by a replacement guarantee whose length scales with the seniority of the role. We stay close from the first interview to the first day, so the person who says yes is the person who stays.
Candidates screened for skills and cultural fit — not just matching keywords.
A shortlist of people we’d genuinely vouch for — not a stack of CVs to sift.
A deep bench across engineering, logistics, manufacturing and healthcare.
Honest guidance on salary, the market and what to realistically expect.
A replacement guarantee suited to the role — agreed with you upfront.
Recruiters who actually know your sector and speak your language.
From the frontline up to the boardroom — across engineering, logistics, manufacturing, healthcare and the commercial and IT functions that support them.
The hands-on roles that keep operations moving — technicians, engineers, coordinators, healthcare and allied staff, warehouse and supply-chain specialists, and the commercial and support roles around them. Practical hires, done well and in volume.
Team leads, supervisors, engineering and operations managers, and department heads — the people who turn a headcount into a functioning team. We screen for the leadership and judgement the role needs, not just the years on the CV.
Hard-to-find, deeply skilled individual contributors — specialist engineers, QA and compliance, clinical and technical experts, IT and data professionals. Recruiters who understand the field can judge real capability, not keyword-match a spec.
Senior and C-suite hires — directors, general managers and functional heads — handled discreetly. For confidential or hard-to-fill mandates we run a focused, mapped search with the priority a leadership hire deserves.
Design office to plant floor
Warehouse to supply chain
Production line to plant
Clinical, allied & support
Finance, HR, sales & admin
Support to software engineers
From a single specialist to a whole team — junior to senior.
Not every role should be a permanent headcount. Here’s a straight read on when each makes sense — and we’ll tell you honestly if a role is better filled the other way.
The role is core to how the business runs and you need it for the long term.
You want someone to build knowledge, own relationships and grow with the team.
Cultural fit and retention matter as much as the skills on paper.
You’re hiring leadership, or a specialist whose absence would hurt.
That’s the search this page is about — success-fee, replacement-guaranteed permanent hiring.
The need is tied to a project, a peak season or covering a leave gap.
You want the headcount without the permanent employment overhead.
You’d like JTE to be the employer of record — CPF, leave, IR8A and insurance handled — while you direct the work.
You want to trial a capability before committing to a permanent role.
Still deciding? Talk it through with us — we’ll point you to whatever actually fits, not whatever bills more.
A proper search, not a CV blast. Here’s how a permanent hire runs with JTE.
We sit down with you to understand the team, the role, the reporting line and what “good” really looks like — plus the salary band, must-haves and nice-to-haves. This is where we’ll also give you an honest read on the market and a realistic timeline.
We work our network, headhunt directly and reach passive candidates, then screen for skills, fit and longevity — checking track record, motivations, notice period and salary expectations. You receive a short, considered shortlist of people we’d vouch for, each with our honest take.
We coordinate interviews, prep both sides, and gather candid feedback after each round — so you keep momentum and the strong candidates stay warm rather than drifting to a competing offer.
When you’ve found the one, we help structure an offer that lands — managing salary, counter-offers, notice periods and start dates so the deal closes cleanly and expectations are set on both sides.
We stay close through resignation, notice and the first weeks on the job — the period when a hire is most at risk of wobbling — and every placement is backed by a replacement guarantee whose length scales with the seniority of the role.
A frontline or specialist search often produces a shortlist within a week or two; mid-management and technical specialists usually take longer; and a leadership or particularly niche hire can run several weeks or more — especially once notice periods are factored in. We’d rather quote you an honest timeline at the brief than an optimistic one we can’t keep.
We screen for how someone works, not just what’s on paper — so the hire lasts.
Recruiters who know your field can judge a candidate properly, not just keyword-match.
Support through offer, notice and onboarding, backed by a replacement guarantee.
From frontline and specialist roles to leadership hires, across engineering, logistics, manufacturing, healthcare and the commercial and IT functions that support them. That spans individual contributors, mid-management, technical specialists and executive search.
It depends on the seniority and how niche the skills are. A frontline or specialist search often moves in a few weeks; a leadership or hard-to-find technical hire can take longer. After we take the brief, we give you a realistic timeline upfront rather than an optimistic one.
Permanent placements work on a success-fee basis — you only pay when your hire actually starts. There’s no upfront cost and no fee if you don’t hire. We agree the fee and terms clearly with you before any search begins. Get in touch for a quote.
Every permanent placement comes with a replacement guarantee: if the hire leaves or doesn’t work out within the agreed period, we find a replacement. The length of the guarantee scales with the seniority of the role, and we set it out with you before the search starts.
Both. Most roles run on a contingent basis — you pay only on a successful hire. For senior, confidential or hard-to-fill mandates, an exclusive or retained search gives the role our fullest priority and a deeper market map. We’ll advise which fits your role.
We combine our own network built since 2014 with direct headhunting and referrals — including passive candidates who aren’t applying anywhere. Every shortlisted person is screened for skills and for fit and longevity: we check track record, motivations, notice period and salary expectations before you ever meet them.
Yes. For a permanent hire from overseas we can guide Employment Pass and S Pass applications, relocation and onboarding, and handle ongoing payroll if you need it — see payroll & work pass — so a cross-border permanent hire stays compliant and simple.
We recruit across engineering, logistics and supply chain, manufacturing, healthcare, and the commercial, support and IT functions that keep those businesses running — junior to leadership.
Permanent hiring is one of several ways we help Singapore employers build teams.
Project, seasonal or cover headcount — with JTE as employer of record.
Hand us the payroll and compliance for staff you already have.
Employment Pass, S Pass and payroll support for overseas hires.
The full picture of how we help you hire and build teams.
What roles pay across our sectors in the Singapore market.
Every way JTE can support your hiring — in one place.
Tell us the role and the kind of person you’re after. No obligations — just a straight conversation with recruiters who know your sector. Not sure permanent is the right route? See temp & contract or explore everything we do for employers.
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