Pros
• Friendly and supportive colleagues at the operational level. • A low-pressure physical environment, suitable for introverts — most communication was online, as the majority of employees were Malaysian and Indonesian staff working remotely from their home countries. • Exposure to Singapore’s recruitment market for overseas recruiters, even without the Certificate of Employment Intermediaries (CEI). The company’s position is that CEI certification is only required for those physically conducting Employment Agency (EA) work in Singapore. • Benefits focused on retention, such as meal reimbursements for Singapore-based employees.
Cons
• Strict Monitoring and Daily Oversight: Employees were required to screen-share their desktops continuously and to log all breaks, including for lunch, restroom visits, and water refills, through the internal system. • Mixed Messaging Around Remote Work: Although work-from-home arrangements were allowed for Malaysia and Indonesia-based employees, leadership comments such as “most companies have returned onsite, but we still allow WFH” were often used to justify stricter oversight. This seemed at odds with current practices in larger organizations that offer flexible models built on trust. • Limited Engagement Opportunities: For introverted employees, minimal physical interaction could be a plus. However, the isolation was real. A colleague cited lack of engagement as a factor influencing her decision to leave. • Turnover and Exit Experiences: Turnover during my time was notable. In one case, an experienced colleague who resigned was subjected to unnecessary scrutiny, including being asked to justify her resignation repeatedly. Her exit was shared as being “overwhelmed with training,” which did not accurately reflect the reasons for her departure. This led to a sense of disrespect for employees who choose to move on.