Flexible Hiring at Your Fingertips

For over 75 years, Manpower has recruited high quality temporary and contract employees for our clients. Our national office network allows us to match candidates to clients and clients to candidates. We have a proven track record in delivering total recruitment solutions in Singapore. Our starting point is understanding your business and matching our people to your business needs. Through our validated methodology and process we are able to supply the skilled and quality people to suit our client's needs.

Scalable Contingent Staffing for the World’s Biggest Brands

At Manpower Singapore, we power the workforce behind some of the world’s largest warehousing and tech operations. Our contingent staffing solutions are built for scale—delivering hundreds of reliable, job-ready workers quickly and efficiently. Whether you need 10 or 1,000, we have the reach, systems, and expertise to keep your operations running at full speed.

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Frequently Asked Questions About Temporary and Contract Recruitment

What’s temporary and contract recruitment?

Temporary and contract recruitment can help organizations in various ways, from increasing productivity, to managing workload, and even assessing staff candidates for full-time positions. 

  • Temporary recruitment involves hiring individuals for a short-term period to fill gaps in a company's workforce due to factors like seasonal fluctuations, unexpected workload surges, or employee absences, including maternity leave, paternity leave, medical leave, or other short-term gaps.
  • Contract recruitment involves hiring individuals for a specific project or task with a defined scope and duration. These employees are typically hired on a contractual basis and possess specialized skills required for the project. 
Temporary Contract
Temporary recruitment durations are generally used to replace short-term workforce gaps caused by seasonal variations, staff absences, or unanticipated demand surges. Contract recruiting is commonly used to hire people with specialized skills or knowledge for a specific project or initiative.
Temporary recruitment contracts tend to be simpler with fewer terms and conditions. Contract recruiting normally includes a more comprehensive contract outlining the scope of work, duration, and terms and conditions.
Temporary recruitment durations are frequently used to fill short-term gaps in the workforce. For example:
  • Seasonal Fluctuations: When businesses experience significant seasonal variations in demand (e.g., retail during holidays, tourism during peak seasons).
  • Unexpected Events: To address unforeseen circumstances like natural disasters, economic downturns, or sudden increases in customer orders.
  • Employee Absences: To fill gaps caused by extended employee absences due to illness, maternity leave, or other reasons.
  • Peak Workloads: To handle unusually high workloads during product launches or major events.
 Contract recruitment is typically used to hire individuals with specialized skills or expertise. For example:
  • Project-Based Work: For temporary projects or initiatives that require specialized skills.
  • Short-Term Needs: When a company needs to fulfill a specific task within a limited timeframe.
Both Temporary and Contract recruitment offer benefits such as flexibility, cost-effectiveness, and access to specialized skills. However, it's important to consider factors like duration of employment, employment rights, and contract terms when deciding between the two.

What’s the difference between contingent, contract, and temporary staffing?

These terms are often used interchangeably, but they have distinct meanings:

Contingent staffing is a broad category that includes any non-permanent workforce—such as freelancers, contractors, and temporary workers—typically hired to meet fluctuating business needs.

Contract staffing refers to professionals hired for a fixed duration or specific project, often with specialized skills. They may work full-time but are not permanent employees.

Temporary staffing involves short-term hires to cover immediate needs like staff absences, seasonal demand, or urgent workload spikes. These roles are usually lower in duration and scope than contract roles.

Each model offers flexibility, and we’ll help you choose the right one based on your business goals, timelines, and workforce strategy.


What types of roles can you fill?

We recruit for a wide range of roles across logistics, warehousing, FMCG, IT, admin, and more—matching job-ready talent to your specific needs.

Can you support high-volume hiring?

Yes. We have a proven track record of delivering large-scale staffing solutions for some of the world’s biggest warehousing and tech companies, with the agility to scale up or down as needed.

Do you handle compliance and payroll?

Yes, we manage the full scope of employment administration—covering employment contracts, monthly payroll processing, statutory contributions such as CPF (Central Provident Fund), SDL (Skills Development Levy), and foreign worker levies, as well as insurance and leave entitlements. We ensure full compliance with Singapore’s labor laws and MOM regulations.

To support seamless operations, we also use robust and flexible digital platforms that enable real-time communication, transparent reporting, and prompt updates across all stakeholders. This ensures accurate tracking of attendance, performance, and payroll, while keeping your team, our consultants, and the deployed workforce aligned and informed at every step.

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Contract, Contingent or Perm: What’s the Right Workforce Mix?

In today's rapidly changing business environment, finding the right workforce mix is crucial for organizational success. The blend of contract, contingent, and permanent employees can significantly impact your company's efficiency, flexibility, and bottom line. Understanding the differences between these types of workers and how they fit into your workforce strategy is essential.

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