Singapore’s job market illustrates a global paradox. Even as tech giants announce layoffs, demand for roles in AI, cloud, cybersecurity, and data science continues to climb. A report by Mavenside titled Singapore Tech Talent Trends 2025 revealed that 79% of companies in Singapore report difficulties filling tech positions, with projections pointing to an additional 1.2 million digitally skilled workers needed — underscoring a growing workforce gap at the heart of the digital economy.
For HR leaders, these dynamics signal a new reality where workforces are being reshaped by technology faster than traditional workforce planning models can adapt. To remain competitive, employers must address how people want to work and why they choose to stay.
Above-the-Line Thinking in Leadership
At Cloudera, we adopt “above-the-line thinking” as a way to frame leadership in uncertain times. It means moving away from reactive decision-making and asking bigger, more strategic questions. How do we balance speed with sustainability? How do we ensure inclusion is embedded into every process? How do we create space for trust, transparency, and accountability?
Applied to AI, above-the-line thinking resists quick wins in favour of building systems that are governed, ensuring that data is trustworthy, models are explainable, and outcomes are consistently reviewed. Leaders play a critical role in this shift by taking ownership and making accountability a shared responsibility across every team.
It also means empowering people to challenge assumptions and, when necessary, pause or redirect projects where ethical or cultural concerns arise. By being open about how decisions are made, leaders build workplaces where employees feel trusted and invested in the results.
Why Flexibility and Wellbeing Are Non-Negotiable for Growth
The shift to hybrid work is a clear example of how employee expectations have changed. According to the EY 2024 Work Reimaged Survey, 40% of Singaporean employees say flexibility in work location is a key factor when considering new roles, while 76% of employers now offer hybrid arrangements — up from just 54% in 2023. Flexibility has progressed from a perk to an expectation; people want autonomy over how and where they work. Organisations that respond with rigid mandates risk disengagement, while those that trust their teams to choose the best way to collaborate build loyalty and accountability.
Wellbeing is equally essential. Employees seek workplaces where mental health is openly acknowledged and actively supported. Counselling services, wellness days, and resilience programs all play a role, but culture is what truly makes the difference.
At Cloudera, we take the mental and physical health of our employees seriously. We encourage everyone to take the time they need to rest and recharge. To support this commitment, we provide employees with dedicated Unplug Days — paid company holidays designed to disconnect from work and prioritize wellbeing.
Inclusion That Powers Performance
Inclusion is no longer about ticking boxes, but more like a core part of leadership. It shows up in who gets a seat at the table, whose ideas influence decisions, and whether people feel safe speaking up and challenging assumptions.
For companies deploying AI, inclusion means building teams that reflect the customers and communities they serve. It requires proactively identifying and addressing bias in datasets, while embedding governance, privacy, and fairness from day one. Inclusion ensures that innovation is not only technically sound but also socially attuned — shaped by those who understand the communities it serves.
Inclusive organisations look beyond hiring metrics to who leads projects, whose ideas are funded, and who advances into leadership roles. Leaders cannot outsource this responsibility. By listening first, inviting challenges, and investing in diverse talent pipelines, they turn inclusion into both a cultural strength and a competitive advantage. Our Employee Resource Groups (ERGs) play a key role in this process, fostering community, belonging, and connection while providing education and strategic insights that support our goals.
Purpose Beyond the Paycheck
Employees want to know that their work connects to something larger than quarterly results. They want their skills to matter to customers, communities, and society.
This is why initiatives that align technology with social good resonate so deeply. At Cloudera, our collaboration with an NGO, Mercy Corps, through Tech To The Rescue’s AI for Changemakers program, has enabled us to co-develop AI solutions that help humanitarian responders anticipate crises and act faster on the ground. The AI-powered Methods Matcher tool enables field-based humanitarian workers to access proven research and techniques that would otherwise be out of reach.
As technology evolves, so do our partnerships. We are also working with a leading pharmaceutical research company to revolutionize drug development through advanced data analytics and real-time monitoring. By enabling personalized treatments, this approach not only accelerates time-to-market and reduces R&D costs but also significantly improves patient outcomes, setting a new standard for precision medicine.
Closer to home, our volunteer efforts through Cloudera Cares remind us that progress is as much about how we show up for one another as it is about what we build. Supporting Assisi Hospice, for instance, gave our team the chance to spend meaningful time with patients, caregivers, and staff during their Christmas Tree Light-Up event — a reminder that empathy and connection matter just as much as productivity.
Technology has the power to amplify human potential. The choices we make today will shape both markets and society, and in turn provide the sense of pride and belonging that ultimately sustains engagement.
A Milestone in Creating Workplaces That Last
Our recognition as a Great Place to Work in Singapore for the second year in a row is a testament that when organisations align their practices with evolving expectations, they create environments where people thrive and high payoffs are realised.
This recognition comes on the heels of Cloudera being named a Leader in the 2025 IDC APAC MarketScape for Unified AI Platforms, affirming our dual commitment to building a people-first culture and delivering a data and AI platform that large organizations trust to bring AI to their data anywhere it lives.
The challenge for leaders now is to keep pace with this evolution. Workplaces must be designed not only to attract and retain talent, but also to prepare people to innovate responsibly in a world increasingly shaped by AI. The recognition is a milestone worth celebrating, but the true legacy is a workplace where people are empowered to do their best work and drive responsible progress.
About the author
Julia Tan, Managing Director, Singapore at Cloudera, is an accomplished enterprise software business leader with more than 15 years of experience in driving growth and transformation across the technology sector. On top of enterprise software, she brings expertise in business process, partner management, and go-to-market strategy, with a strong record of leading teams to deliver measurable impact for customers. Prior to joining Cloudera in 2019, she held senior positions at Oracle, SAP and Microsoft. At Cloudera, she has progressed from Director to Country Manager and now serves as Managing Director for Singapore.
