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Senior Regional Business Development Manager

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Working with Reed, you don't have to go it alone. With over 60 year's experience in specialist recruitment, our dedicated consultants work with you to find talented professionals, to help your business flourish.

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Giovanni Guarino

Giovanni Guarino

General Manger

Shanice Abela

Shanice Abela

HR Officer

Michael Portelli Madden

Michael Portelli Madden

General Manager

Elisa Lo Iacono

Elisa Lo Iacono

Associate Service Manager

Steve Clough

Steve Clough

Construction T-Level Coordinator

Daniel Cumbo

Daniel Cumbo

Electronics Engineer

Giovanni Guarino

Reed are fantastic and professional recruiters, who immediately understood my profile and gave me precious pieces of advice with regards to the Maltese labour market. Their availability and attention to details make him undoubtedly a precious resource for any organization. I have met several recruiters but reed are probably one of the best ones I have met.

Shanice Abela

Reed have always been a very professional company to work with. Very patient and do their best to understand a client's needs.

Michael Portelli Madden

Reed show great attention to detail and are responsive to their client needs. Reed provide a “one to one” recruitment service, ensuring both employer and candidate are the optimum match and best cultural fit for each other. Definitely recommended.

Elisa Lo Iacono

​Reed are a highly qualified and professional recruiters who helped me in my job research. We met for a first interview where I felt at ease and he was able to summarise my skills and competences in a well written cover letter.

Steve Clough

​I am happy with the approach and process and would be happy to work with Reed again. The role has been immensely interesting, and it’s been rewarding to see the fruition of the project plan take place.

Daniel Cumbo

I am lucky to have been a client of Reed. They were were genuinely invested in placing me at a great company and in reaching my career goals. Very insightful, particularly in the tech industry.

What's happening

The evolution of the CIO: an evolving role
4 mins read
  1. Article

The evolution of the CIO: an evolving role

​Technology has become ingrained in almost every part of business life – no matter the industry or sector.As employers have learned to survive in unstable market conditions, they’ve come to realise the value of having an innovative and business-focused chief information officer (CIO).With technology advancing at an unprecedented pace, the traditional responsibilities of the CIO have expanded, with their role becoming increasingly important to the success of an organisation. In today’s business world, CIOs are required to not only manage IT infrastructure and systems, but also to drive forward and align technology initiatives with overarching business goals.The changing roleHistorically, the CIO's primary focus has been on overseeing the implementation and maintenance of technology systems within an organisation. However, as businesses have become more reliant on technology for their operations and growth, the role has evolved to encompass a broader set of responsibilities.Today, CIOs are expected to be strategic business partners who are there to help enhance operational efficiency and leverage technology to create competitive advantages – maximising the return on the company’s investment in technology. In other words, it’s now essential for a CIO to focus not only on cost savings, but on using technology to add value and increase revenue for the business.CIOs are now required to collaborate closely with other c-suite executives to align technology initiatives with overall business objectives, identify opportunities for digital transformation, and mitigate potential risks associated with technology adoption. It’s an exciting era, as CIOs now have the chance to be transformational leaders who can harness technological advancements and data to consolidate their tech stacks and gain efficiency.Challenges in staying up to dateStaying current with the latest technological developments can be a considerable challenge. The rapid pace of innovation, coupled with the proliferation of widespread AI technologies, presents a daunting task for CIOs looking to stay informed and ready to address the potential impact these technologies can have on their organisation.According to digital adoption platform, Userlane, and leading consultancy, PwC, almost two thirds of CIOs surveyed were concerned that the state of the economy will affect their digital transformation plans. But at the same time, 62% plan to deepen their investment in technology, illustrating just how important technology integration now is at leadership level.One of the biggest challenges is offering digital services that are safe and secure for the consumer, which makes cybersecurity a number one priority for the majority of CIOs; their responsibility is to protect the systems and data that shareholders and stakeholders entrust them with.As cyber threats become more sophisticated, CIOs must continually evaluate and implement robust security measures to safeguard their organisations' data and infrastructure.Understanding the capabilities of AIGiven the uptake in generative AI across the workplace, it’s no surprise that AI is expected to shape the future of business. Large language models (LLMs) will continue to play a part in generating documentation on business processes, designing training programmes, and writing and rewriting code.AI has been hotly anticipated by technology departments for a while, but has only recently reached a point where its potential benefits, capabilities, and enhancements, have become clear. CIOs are being asked to learn what AI is capable of and how it can be harnessed to competitive or strategic advantage across the business – similar to the adoption of any other technology.More recently, generative AI is offering an entry point for companies looking to spearhead investment decisions. Rather than manually researching information, CIOs have the ability to use generative AI to summarise markets, telling them where to look and where to harness department energy.Managing business needsThis transformation now sees CIOs juggling evolving responsibilities, to shape their departments. This requires a thorough understanding of their organisation's strategic objectives – helped by their c-suite role – as well as the ability to identify and prioritise technology initiatives that will best support those objectives.As the role grows, it’s important for CIOs to develop and maintain strong relationships with other business leaders and departments, gaining insights into their challenges and opportunities, and leveraging technology to address them. As a company grows, so does the amount of data, which makes having an innovative leader and strong IT department even more essential.We’re seeing CIOs steering the ship, promoting continuous improvement within their teams, while further encouraging the exploration of new technologies to drive meaningful change to stay competitive, relevant, and secure.The sooner companies realise the true value of the CIO position, the better their chances of success.To find a talented tech professional for your company, or to take the next step in your career, contact our specialist technology recruiters now.

Eight soft skills salespeople can adopt to improve their performance
4 mins read
  1. Article

Eight soft skills salespeople can adopt to improve their performance

When you are trained for a new job you expect technical skills to be at the top of the list, but in sales, the best tools you can have are your skills. Of course, hard skills such as using computer systems are still essential, but making yourself a valuable asset has gained greater importance to employers recently.Soft skills are increasingly emphasised in most industries, however, salespeople rely on them to be able to build rapport with customers. Products are easier to buy from someone that the customer likes and trusts - if you come across as disrespectful or pushy, this reflects badly on the product you are trying to sell and business will in turn suffer.Here are some soft skills that every salesperson can adopt with the right motivation.A growth mindsetMaking yourself valuable to a company, in a world where change is rapid, you need to change yourself at times too. If you become stuck in your ways and unable to adapt, you will lose your value every time your skills become obsolete. Don’t be satisfied with just reaching your sales goal and only focusing on numbers; aiming to become better will allow you to exceed those goals. Personal development is one of the most important aspects.ConfidenceThis can mean the difference between a good salesperson and a great salesperson. If you don’t sound confident in what you’re saying, customers will not believe that you know what you’re talking about or that you honestly believe what you’re saying. If you don’t have confidence, there are many techniques to try out. For example, writing down what you need to say before you make a phone call can make you feel more prepared, and this will come across when you speak to the customer.PassionHaving ambition and drive for selling can come from your passion and enjoyment. Loving what you do is the best way to be better at what you do in any field – your positivity will shine through and you’ll be compelled to be better by practising and your talent will come naturally to you. Passion can be good for teamwork, which is increasingly important in sales. Your passion can influence that of others in your team and create a more social, happy and effective sales team.Effective communicationIf you want someone to give you their time, you need to earn it by communicating well. A salesperson needs to be a good communicator at all times. Knowing how to speak to different people is vital – you would never speak to a customer the same way you would speak to a friend or colleague. Imagine you are talking to someone very important - which your customers are - like your boss, for example. Be polite, honest, clear and concise.  Active listeningWhen you’re talking to a potential customer, you shouldn’t be dominating a conversation, no matter how badly you want to reach your sales target. People will appreciate it if you listen to what they need, not just what you want to brag about – although it may be tempting when you’re in a hurry. Showing them that you are listening can be as simple as nodding and making eye contact when face-to-face, or simply saying “yes, I agree” over the phone. Having empathy is in itself a soft skill which will take you far in sales.KnowledgeThis may sound obvious, but you need to know what it is you’re selling and who you are selling to. It also helps to understand why a customer would want to buy something from you. Understanding your customer requires building and maintaining a relationship or just a good bit of research. Touching back on the confidence point, knowing what you are doing will generate more trust in what you are saying. These skills do not just benefit you as a salesperson but as a member of a team. A business can thrive more with a team of people with these soft skills, than just a team with technical skills. Each of these skills is transferable to any profession and can be useful in your social life as well.Soft skills are not as easy to adopt as hard skills because they are seen as innate personality traits, but they can be learned, and they can also be measured by employers.Another benefit of having soft skills is that they can’t be replaced by technology – these are people skills.If you're looking for your next sales role or a talented candidate, find your nearest Reed office.

Advantages of Employee Ambassadorship for Your Company
4 mins read

Advantages of Employee Ambassadorship for Your Company

​To what extent do you believe your employees would willingly and independently support your company? How invested do you think they are in the business beyond their salary and benefits? Employers use employee advocacy programs to strengthen relationships with employees and find answers to these questions.What is the difference between an employee benefits program and the ambassadorship program?An employee benefits program provides various perks to employees as part of their benefits package. These perks include gym memberships, health and life insurance, retirement plans, paid time off, and more.An employee ambassador program empowers employees to be brand advocates and representatives by recognizing them in various ways. This program motivates employees to promote the company's values, products, and services through social media, events, and community outreach.While both programs aim to enhance employee satisfaction and engagement, they differ in their focus and objectives.What does employee ambassadorship mean?Employee ambassadorship is when companies use staff members to promote their brand and improve their reputation. These selected employees have a genuine passion for promoting the positive aspects of the company.They typically do this through participation in events and engagement on social media platforms. Their goal is to encourage interaction and improve the company's reputation. Compensation for working beyond regular hours may include monetary rewards or additional privileges and benefits.An employee ambassador program is great for those who like social media, are creative, and feel comfortable online and offline. Ambassadors have the opportunity to showcase their unused skills, uncovering qualities that may contribute to their career progression.What's involved in employee ambassadorship?The initial stage involves identifying staff members who demonstrate a true enthusiasm for the organization and its values. Consider factors such as communication skills, leadership qualities, and a positive mindset.Give the project to HR. They will explain the program to staff and talk to potential candidates.Remember the importance of diversity and inclusion within your team. Having employee representatives from different backgrounds is crucial. Additionally, be prepared to provide support to those with specific needs or requirements.Employee screening: assessing online and offline activityCheck the person's social media to see if they would be a good online representative for your brand. Someone active on LinkedIn with a big network can create a lot of interest in your business. However, do not overlook individuals who are less active or have fewer connections. A well-placed post from them can be just as valuable as one shared in a busy stream of posts.If you believe someone would be better at representing the company in person, ask if they're interested in doing so. The goal is to select individuals who can truly represent the company using their unique strengths and personality.Provide training, establish guidelines, and offer incentivesEnsure that ambassadors receive comprehensive training on the company's background, values, and key messages. Equip them with effective communication skills and tools to represent the organization well in various situations. Conduct regular meetings to keep them updated on industry and company news. Maintain open communication with your internal communications/marketing team to avoid conflicting messages.Create opportunities for ambassadors to share their experiences and knowledge with both internal and external audiences. This can include internal newsletters, company recognition, industry events, social media platforms, and regular employee meetings. Encourage ambassadors to actively participate in relevant industry events and conferences.Recognize the efforts of ambassadors through appreciation programs and rewards. This motivates ambassadors and inspires other employees to aim for the role, creating a positive cycle of involvement.Implementing employee ambassadorship programsSeek support from upper management for the ambassadorship program. Managers and directors may need to involve themselves in or respond to ambassador actions, both online and offline. This creates a positive environment and highlights the importance of the program.Establish clear goals for the program, whether it's boosting employee morale, enhancing brand image, or increasing social media engagement. Develop metrics to measure the program's success and make necessary adjustments.Regularly gather feedback from ambassadors to adapt the program to the changing needs and challenges of the organization. Encourage input from employees regarding their thoughts on ambassadorship tasks and suggestions for improvement.Collaborate closely with the HR department to align the program with existing employee engagement efforts. HR teams can help manage the impact of additional ambassador tasks on employees' regular workload. The ambassadorship role should not negatively affect an employee's well-being. If at any point they are unable to handle their responsibilities, it should not harm their professional reputation.What are the long-term benefits for employers?Ambassadorship programs enhance company culture, improve the work environment, attract potential employees, and are cost-effective compared to other marketing strategies. They also provide the advantage of authenticity. Employee support is crucial for achieving company recognition, increased job applications, leadership in sustainability, or successful promotion of charitable events.If you want to attract employee advocates or join a progressive company, contact our expert consultants now.