Command Configuration
HR settings — Departments, Hiring, Appraisals, Leave Policies & Salary Structure
6 DEPARTMENTS CONFIGURED
| DEPARTMENT | FACTION | HEAD | HEADCOUNT | BUDGET (ANN) | AVG PERF | ACTIONS |
|---|---|---|---|---|---|---|
|
Engineering
Software, Platform, AI/ML
|
⚡ PROTOSS | David Chen | 24 | S$3.8M | 4.1 / 5 | |
|
Sales
AE, SDR, Sales Ops
|
🦾 ZERG | Lena Toh | 15 | S$2.4M | 3.8 / 5 | |
|
Operations
Finance, Admin, Legal
|
🏗 TERRAN | Ray Lim | 11 | S$1.8M | 4.2 / 5 | |
|
Product
PM, UX, Design
|
📦 TERRAN | Maya Patel | 8 | S$1.4M | 4.3 / 5 | |
|
Human Resources
HR BP, Talent, L&D
|
⚙ TERRAN | Clara Ng | 6 | S$0.9M | 4.0 / 5 | |
|
Finance
FP&A, Accounting, Tax
|
💰 TERRAN | Rajan Pillai | 9 | S$1.5M | 3.9 / 5 |
ACTIVE HIRING PIPELINE
| ROLE | DEPT | STAGE | APPLICANTS |
|---|---|---|---|
Principal Engineer |
Engineering | INTERVIEW | 11 / 48 |
Senior AE |
Sales | SCREENING | 22 / 31 |
DevOps Engineer |
Engineering | OFFER | 4 / 18 |
HR Business Partner |
HR | SOURCING | 7 / 7 |
HIRING CONFIG
Probation Period
Standard for all new hires
3 months
Background Check Required
Criminal & employment history
Yes — all grades
Notice Period — Staff
G1–G5
1 month
Notice Period — Senior
G6+
3 months
Referral Bonus
Paid at 6-month tenure
S$2,000
Default Interview Rounds
4 rounds
APPRAISAL CYCLES
Cycle Frequency
Bi-annual (Jan + Jul)
Current Cycle
Q2 Mid-Year Review
Active
Self-Assessment Window
Apr 15 – Apr 30
Manager Review Window
May 1 – May 15
Calibration
May 20 – Jun 5
Results Communication
Jun 15
RATING SCALE
| RATING | LABEL | DISTRIBUTION |
|---|---|---|
| 5.0 | Outstanding | ~5% |
| 4.0–4.9 | Exceeds Expectations | ~20% |
| 3.0–3.9 | Meets Expectations | ~55% |
| 2.0–2.9 | Developing | ~15% |
| 1.0–1.9 | Below Expectations | ~5% |
Increment eligibility: Rating ≥ 3.5 · Bonus multiplier: Rating × base bonus %
LEAVE ENTITLEMENT MATRIX
Per Singapore Employment Act 2026 — MOM aligned
| LEAVE TYPE | YR 1 | YR 2 | YR 3+ | MAX | NOTES |
|---|---|---|---|---|---|
Annual Leave |
7d | 14d | 15d | 18d | Prorated for new hires |
Medical Leave |
14d | 14d | 14d | 60d | 60d includes hospitalisation |
Childcare Leave |
6d | 6d | 6d | 6d | Per child, up to age 7 |
Paternity Leave |
4wk | 4wk | 4wk | 4wk | SG Citizens — Govt-Paid |
Compassionate Leave |
3d | 3d | 3d | 3d | Immediate family only |
Study / Exam Leave |
5d | 5d | 5d | 5d | Approved courses only |
Marriage Leave |
3d | 3d | 3d | 3d | Once per employment |
GRADE SALARY BANDS — 2026
Monthly gross · Singapore Dollars · Inclusive of fixed allowances
| GRADE | TITLE (ENG TRACK) | MIN | MID | MAX | BAND RANGE | BONUS |
|---|---|---|---|---|---|---|
| G1 | Engineer I | S$3,550 | S$4,275 | S$5,000 | 0.5–1× month | |
| G2 | Engineer II | S$5,000 | S$6,000 | S$7,000 | 1× month | |
| G3 | Senior Engineer | S$7,000 | S$8,250 | S$9,500 | 1–1.5× month | |
| G4 | Staff Engineer ← YOU | S$9,500 | S$11,250 | S$13,000 | 1.5–2× month | |
| G5 | Principal Engineer | S$13,000 | S$15,500 | S$18,000 | 2–3× month | |
| G6 | Engineering Manager | S$14,000 | S$17,000 | S$20,000 | 2.5–4× month | |
| G7 | Director / VP Engineering | S$20,000 | S$30,000 | S$40,000 | 4–6× month + equity |
* Bands represent market P25–P75 benchmarks (Singapore tech sector, 2026). Annual review each Jan. Equity (RSU) eligibility begins at G5+.