If you’re applying from the Philippines to a Singapore job, you’ll hit this question early: should I go direct hire, or through a Philippine recruitment agency? Both are valid, both have trade-offs. This guide lays them out honestly so you can pick based on your situation, not on marketing.
Quick note: terminology and rules matter here. Philippine-side recruitment is regulated by the Department of Migrant Workers (DMW). Singapore-side employment agencies are regulated by the Ministry of Manpower (MOM). Always check current rules at dmw.gov.ph and mom.gov.sg.
What "direct hire" actually means
Direct hire is when a Singapore-based employer hires you directly from the Philippines, no Philippine-side recruitment agency involved. The Singapore employer applies for your Work Pass, S Pass, or Employment Pass at MOM. You deal with the employer directly for the offer, contract, and onboarding.
Under Philippine law, direct hires must still be documented through DMW, the hiring must be verified at the Philippine Overseas Labor Office / embassy of the destination country (in Singapore, via the Philippine Embassy Singapore; see philembassy.sg).
So direct hire ≠ no DMW. It means no private Philippine agency. You still must be a documented OFW under Philippine rules.
What "agency hire" means
Agency hire is when a licensed Philippine recruitment agency brings you into the process, sourcing the job, endorsing you to the Singapore employer, handling pre-departure orientation, and completing DMW documentation. The agency is accountable under Philippine law for the conditions of your employment.
These agencies must be DMW-licensed. Verify via dmw.gov.ph.
Direct hire: pros and cons
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A big warning on "agencies"
The majority of Philippine-side job scams involve people posing as agencies. Signs that something is not a real licensed agency:
Operates via Facebook Messenger only.
No physical office, or an address that doesn’t check out.
Not on DMW’s licensed agency list.
Demands large upfront fees beyond DMW rules.
Promises fixed salaries in Singapore without a Singapore employer’s IPA.
Urges you to fly on a tourist visa and "convert" once in Singapore.
ACRA / BizFile record (is the company registered in Singapore?)
Company website and LinkedIn presence
In-Principle Approval (IPA) letter from MOM
Employment contract with salary, role, hours, leave, termination terms
For the Philippine agency (if via agency):
DMW licence valid and current
Office address and phone number (mobile-only contact is a red flag)
Company name matches exactly on DMW’s published list
Official Receipt for any fees paid
Fees: what’s reasonable, what’s not
Direct hire: Philippine-side documentation fees (DMW), medical exam, NBI clearance, passport fees, all legitimate, all small relative to agency placement fees. No large placement fee should be demanded.
Agency hire: DMW rules specify what can be charged per destination and role, typically equivalent to a defined portion of the first months of salary. Anything above these caps is illegal. Always demand Official Receipts for every fee paid.
Once you land in Singapore
Either way, once you’re in Singapore:
Make sure your pass is active and your IPA was genuine.
If you’re already in Singapore and switching employers
The direct-vs-agency question is mostly about first-time OFW hiring. If you’re already in Singapore and want to change employers, you’re typically dealing with Singapore-side recruitment directly, not a Philippine agency. Ensure your new employer is legitimate, request the new IPA, and verify the agency (if any) is MOM-licensed.
#Opportunities#Jobs#Direct Hire#Agency#DMW#Filipinos in Singapore
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Pros
Often faster, because there’s no middle agency layer.
Direct communication with the Singapore employer from day one, often better salary clarity and negotiation.
Lower cost (no agency fees under Philippine hiring rules for direct hires, though DMW processing costs apply).
Simpler paper trail, fewer parties, fewer hand-offs.
Cons
The employer is in another country. If things go wrong during hiring or after arrival, there’s less immediate backup in the Philippines.
You manage more of the process yourself. DMW verification, pre-employment medical, travel, and arrival logistics.
Requires more discipline on your part to verify the employer is legitimate (use ACRA / BizFile, LinkedIn, and check the IPA).
Good fit when: you’ve already got an offer from a credible SG employer (often through direct application, referral, or LinkedIn), and you have the patience to run the DMW and MOM process calmly.
Agency hire: pros and cons
Pros
Guidance through every step, from endorsement to arrival.
Pre-departure orientation seminar (PDOS) and documentation handled for you.
Accountability under Philippine law, the agency is answerable to DMW for contract breaches.
Useful if it’s your first time going abroad or if the Singapore role comes via the agency’s network.
Cons
Fees. Philippine agencies can charge allowable placement fees within DMW rules, these vary by country and sector. Check current DMW rules on dmw.gov.ph. Any fee beyond the allowed ceiling is illegal.
Slower in some cases, more checkpoints, more parties.
You’re one of many applicants, less individual attention unless the agency is small.
Risk of bad agencies. An unlicensed or poorly-run agency can leave you worse off. Always verify with DMW.
Good fit when: you don’t yet have a direct offer, you’re new to the OFW process, or your target role is one the agency specialises in (domestic work, healthcare, hospitality, specific engineering roles).
Verification beats speed
Neither direct hire nor agency is "better", they’re different tools for different situations. What matters is that whichever path you use, the Singapore employer is real, the IPA is genuine, and the fees are within legal limits. Slow, careful verification beats rushed decisions every time.
Last reviewed April 2026. Agency rules, DMW fees, and MOM pass procedures change, verify via dmw.gov.ph and mom.gov.sg before signing any contract or paying any fee.
