Access the Talent You Need to Modernize Your Software Stack
Client
Singapore-based News & Lifestyle Media Organization
Industry
Digital Media & Publishing
Timeline
2020 – Present
The
Challenge
In 2020, the Client was gearing up to radicallytransform and modernize their software stack andbackend architecture. The Client faced threespecific operational constraints:
Talent Shortage
There was an acute shortage of thespecific skills and experience in theSingapore market at the time. Theseincluded skills such as React, JavaScript,TypeScript, UI and UX, Node-js, NestJS,Java, Spring Boot, Python, PHP, Laravel,.NET, iOS, Android, AWS, cloud platforms,Docker, Kubernetes, DevOps, IAM,WordPress, Drupal, SAP, and QA.
HR Mandate
The Client had an internal freeze on hiringdirect full-time employees, requiring themto use an outsourced contract workforcemodel instead.
Legal Barriers
The client lacked legal entities in targetrecruitment hubs (Philippines, Vietnam,Indonesia, Sri Lanka), preventing directhiring.
The Solution: Multi-Country
Employer of Record (EOR)
Axpara helped the Client establish an offshore engineering hub, acting as the Employer of Record across all countries and hires. This transferred legal liability, contract management, and administration from the Client to Axpara.
Methodology
Sourcing
Working in tandem with the Client's hiring managers, we recruited talent across the Singapore, Philippines, Vietnam, Indonesia, and Sri Lanka.
Vetting
- Pre-interviews conducted by our technical recruiters
- Comprehensive background checks for shortlisted candidates
- Technical take-home assessments to verify coding competency
- Final stage client interview
Onboarding
Axpara would then onboard the talents with full statutory and legal compliance depending on which country they were based in.
Mobility Support
Our global reach allows us to support the talents in making cross-border moves, allowing the Client to retain critical institutional knowledge even as talents relocate (in two cases, from Singapore to Australia).
Commercial Model
Unlike standard EOR providers that charge a percentage of the employee's gross salary, Axpara implemented a flat-fee model. This decoupled the service cost from salary increases, allowing the client to hire, retain and reward senior talent without escalating administrative fees.
Quantitative Results (2020 – Present)
Recruitment Performance
Time to Hire
All open roles were filled within 45 days
Staff Quality
Hired engineers averaged 5 years of technical experience.
Retention
The offshore team maintained an average tenure of 2-3 years. Many of the talents have exceeded 5 years of service as of now.
Scaling Phases (Year-on-Year Hiring Volume)
The partnership began with a small pilot team and scaled aggressively based on the flat-fee model's success.
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Operational Outcomes
Successfully executed a significant enterprise-grade hiring expansion of the engineering headcount to meet critical business demands.
Not Sure Which Model
Fits Your Company?
Scale across Southeast Asia with full compliance, predictable cost structures, and long-term talent retention.