Use a salary band plus a simple step-up plan (for example, a training/probation rate and a confirmed rate after a skills checklist). This keeps fixed costs controlled while still giving candidates a clear progression path. It also reduces the temptation to “hide” compensation in an inflated base salary.
How do we set starting pay without overpaying if readiness varies more in 2026–2027?
Share This Story, Choose Your Platform!
About the Author: Bernard Koo
Bernard Koo is a business development strategist and AI consultant with a background in marketing and advertising. He helps businesses grow through data-driven SEO, PPC, and campaign strategies, while also guiding company incorporation and compliance across Singapore, Malaysia, and Indonesia. With experience in AI-powered messaging, WordPress development, and regulatory advisory, Bernard delivers practical, scalable solutions that align marketing, technology, and operations for business success in Southeast Asia.
Leave A Comment