PROGRAMME QUESTIONS
Internship programme FAQ.
Host-enterprise questions. Private policy draft for review, not approved service terms.
Employer FAQ · Private review draft
Host-enterprise questions.
Draft for review, not approved service policy. Answers marked proposed or unresolved require agreement before an engagement. No public launch or placement eligibility is confirmed by this preview. Candidate programme prices do not apply to employers.
This FAQ keeps existing outcome-based Managed Services distinct from the proposed managed internship offer. Scope, selection and delivery responsibilities for the internship offer remain subject to confirmation.
What is the difference between Managed Services and the intern programme?
Managed Services is our employer-side business: you define the outcome, and we select, train and manage the team that delivers it. Those services keep their published indicative starting prices on talentpool.com.sg. The intern programme is a separate offer: candidates fund their own programme, and companies can also host interns under the routes below. The candidate programme prices do not apply to employers.
Which roles suit an intern rather than a Managed Services engagement?
Internships suit supervised, learning-oriented work with a training plan - projects, research, operations support - where the training matters as much as the output. If you need a defined result delivered and checked, that is a Managed Services engagement. We help you decide which fits during scoping.
Can our company host an international intern?
It depends on the candidate's eligibility and your obligations as a host - not every student or graduate qualifies for a pass. Under the Training Employment Pass, your company applies as the host, the internship must be part of the student's course of study, and the stay is up to 3 months. Under the Work Holiday Pass, the candidate holds their own pass - students and graduates aged 18 to 25 of recognised universities in ten countries and regions - and can work for up to 6 months. We verify the route before any engagement is scoped.
Who applies for the pass?
For the Training Employment Pass, the host company applies. For the Work Holiday Pass, the candidate applies.
Are there salary or cost requirements for hosts?
For the Training Employment Pass, the student must be studying at an acceptable institution or earn a fixed monthly salary of at least S$3,000. Separately, Singapore regulations place the cost of training required by the employer on the employer for these passes. We walk hosts through the current rules before any engagement is scoped.
Can we interview and select the intern?
Proposed policy, for approval: hosts review shortlisted candidates and can interview and decline before acceptance. No match is final until both sides accept in writing. The exact selection terms are still being drafted.
Who trains and supervises the intern, and who is accountable for their work?
Proposed split, for approval: the host provides day-to-day supervision and the training the attachment requires; the programme side adds a structured training plan, a named mentor and weekly check-ins. Accountability for the intern's work and conduct during the attachment is a host-agreement term still being drafted.
Where does the intern work, and what hours and duration apply?
Location, hours and work scope are agreed per engagement in the training plan before the pass application. Duration is capped by the pass: up to 3 months on a Training Employment Pass, up to 6 months on a Work Holiday Pass.
Who employs the intern, and who pays any allowance?
Unresolved terms, being drafted: the employment or attachment relationship, any allowance and payroll handling depend on the pass route and the host agreement. The written scope will state who pays what before anything is signed.
What do we receive during the internship?
Proposed, for approval: a named delivery contact, agreed progress updates and exception reporting - the same delivery discipline as Managed Services. Final reporting terms are set per engagement.
What happens if the intern is a poor fit or leaves early?
Unresolved terms, for approval: replacement, early-termination and any fee adjustments will be defined in the host agreement before signing. No replacement is promised today.
How are confidentiality, IP and data handled?
Proposed, for approval: confidentiality, intellectual-property and data-handling terms will form part of the host agreement, scoped to your environment and systems. There are no standard terms to quote yet.
Is there a limit on how many interns we can host?
MOM can reject Training Employment Pass applications from companies with a high number or proportion of TEP applications compared with similar companies in the industry. The Work Holiday Pass has a national cap of 2,000 pass holders at any one time.
What does hosting an intern cost?
Intern hosting is a separate engagement from the published Managed Services price list: it is scoped per requirement - role, duration, pass route and support - and priced in a written scope before agreement.
Can an internship lead to hiring?
It can, but no conversion is promised to either side. Hiring a foreign intern into a permanent role follows the normal work-pass routes, such as the Employment Pass with its qualifying salaries - not the internship passes.
How do we start?
Tell us the role, the tasks and the standard over WhatsApp. We scope the engagement and the pass route with you before anything is agreed.
Pass-rule wording reproduced from the employer FAQ draft, checked by its author on 13 November 2026. Proposed and unresolved terms are drafts, not current commitments. The written scope must settle responsibilities, costs and requirements before agreement.