Job Boards That Actually Work in Southeast Asia

The Problem with Posting Everywhere

“Not all job boards are created equal,” and posting your opening on every site you can find often backfires. Here’s what happens when you blast your job ad everywhere without a plan:

• You attract too many unqualified applicants. With generic posts, recruiters today report being drowned in low-quality applications in one survey, 63% of employers said their top challenge with job boards is “too many unqualified applicants,” far outweighing those worried about too few candidates. The result? Your team wastes hours sifting through “spam” resumes to find a fit.

• Your best-fit candidates never see the listing. The ideal hires might be active on a different platform entirely. For example, in some countries LinkedIn is ubiquitous, while in others local sites like Kalibrr or JobStreet dominate. If you’re posting in the wrong place, the right people simply won’t know about your job.

• Your job post gets buried or ignored. On overcrowded boards, a new listing can vanish from the first page within hours. And on platforms where anyone can post for free with no targeting, your job ad is just one more drop in an ocean of noise. Without a way to stand out, even interested candidates might never find it.

• You waste time on the wrong profiles. Every hour spent reviewing irrelevant applications is an hour not spent engaging with qualified talent. Posting everywhere often means filtering more instead of hiring faster. As one hiring expert put it, the goal now is precision sorting signal from noise not maximizing volume.

Bottom line: Posting jobs smarter (on the right platforms) means you filter less. A targeted approach yields better candidates, faster, than a scattergun strategy.

Top Job Boards in Southeast Asia (By Country)

To improve your signal-to-noise ratio, focus on the platforms that work best for your target talent pool in each country. Here are the top-performing job boards and networks in the Philippines, Singapore, Malaysia, and Indonesia and what types of roles they excel at filling.

Philippines: Quality Hires Beyond the Noise

• Kalibrr for mid-to-senior, especially tech and marketing roles. Kalibrr is a Philippine-founded platform known for its AI-powered job matching, which helps pair skilled professionals with the right opportunities. Employers report that Kalibrr tends to attract driven, experienced candidates (e.g. developers, marketers) rather than masses of random applicants. If you’re seeking quality over quantity in the Philippines, Kalibrr is a go-to site. (Fun fact: Kalibrr has over 2 million users and has expanded beyond PH to Indonesia, making it a growing regional talent ecosystem.)

• LinkedIn for wide visibility and senior hires. While LinkedIn is globally ubiquitous, in the Philippines it’s especially useful for reaching experienced and client-facing talent. With millions of Filipino professionals on LinkedIn, a well-targeted job post here can net candidates with strong English skills and multinational experience. Keep in mind, however, that LinkedIn’s strength is in professional networking. You may get fewer applications than on local boards, but those who apply are often more qualified. (LinkedIn overall boasts 900+ million users worldwide, including a significant base in SEA.)

• Facebook Groups for entry-level and high-volume roles. It may surprise outsiders, but Facebook is a powerful hiring channel in the Philippines. Many companies (especially BPOs, retail, and SMEs) share openings in Facebook jobs groups or marketplace because that’s where the people are. With over 88 million Filipino Facebook users, the platform naturally doubles as a job board. For roles that don’t require a polished LinkedIn profile, think fresh grads, interns, blue-collar or volume hires targeted Facebook groups can yield a flood of applicants. (Just be prepared to screen for quality, as the barrier to applying via Facebook Messenger is low.)

Singapore: Hitting the Mandatory and the Modern

• LinkedIn is the default choice for most hiring. In Singapore, LinkedIn is considered the standard recruiting platform for professionals. Virtually every mid- to senior-level candidate is on LinkedIn, and employers commonly use it to scout and post jobs for everything from finance to tech. The advantage is clear: a huge pool of talent and robust search tools. In fact, LinkedIn is so widely used in SG that not tapping into it would leave out a large chunk of the candidate market. Leverage features like targeted job ads or LinkedIn Recruiter to zero in on local candidates with the skills you need.

• MyCareersFuture for local reach and legal compliance. MyCareersFuture (MCF) is Singapore’s government-run job portal. If you’re hiring in SG, you might have to use this one. The Fair Consideration Framework requires employers to advertise most roles on MCF for at least 28 days before hiring a foreign candidate. Compliance aside, posting on MCF ensures your job is seen by Singaporean citizens and PRs via a trusted channel. It’s free to post and the site is integrated with Workforce Singapore’s career services. The volume of applicants may be lower than LinkedIn, but they will be predominantly local talent actively seeking jobs (which is great for roles where you need to hire Singaporeans or fulfill quota expectations).

• Tech in Asia Jobs for tech and startup roles. Tech in Asia isn’t just a news site it runs a jobs marketplace popular among startups across Southeast Asia. In Singapore’s startup community, Tech in Asia’s job board is a gem for finding developers, designers, and growth hackers who follow the region’s tech scene. It offers affordable listings (starting around US$29 for startups) and even premium features for larger hiring sprees. If your role is in a tech company, especially if you’re a startup looking for talent who “gets” startup culture, this platform can deliver motivated candidates who might miss your post on a generic site.

(Honorable mentions in SG: JobStreet and Indeed also have a presence in Singapore, but many employers find them less critical given LinkedIn’s dominance. Niche portals like eFinancialCareers for finance or StackOverflow Jobs for developers can supplement your search for specialized talent.)

Malaysia: Mixing Traditional and New-School Platforms

• JobStreet for broad reach in junior and operational roles. Malaysia’s hiring market is still heavily anchored by JobStreet. Founded in KL over 20 years ago, JobStreet (now part of SEEK Asia) remains one of the most dominant job boards in Southeast Asia. It has an enormous database of candidates across industries from fresh grads to seasoned execs and is especially useful for filling operations, administrative, and entry to mid-level roles at scale. If you post a job in Malaysia, there’s a good chance JobStreet will deliver a solid volume of local applicants. Its technology has kept up too, using AI filters to match candidates and help your post be seen by the right skill sets. In short, don’t overlook this “old but gold” platform when hiring in MY.

• LinkedIn for mid-to-senior and client-facing roles. Much like Singapore, Malaysia’s professionals are active on LinkedIn. It’s often the preferred space to recruit managerial talent, sales and marketing professionals, and others who need a strong business acumen. LinkedIn lets you tap into passive candidates here those who aren’t on job sites but might consider a great offer. For roles requiring bilingual proficiency, international exposure, or polished communication, LinkedIn’s network is invaluable. Plus, you can screen profiles for exactly the experience and skills you need. Use paid LinkedIn job ads or Recruiter search in Malaysia to target by industry and keywords, ensuring you don’t get flooded with completely off-profile applicants.

• Hiredly for youth and startup-friendly hiring. Hiredly (formerly known as WOBB) is a Malaysian platform laser-focused on Gen Z and young professional talent. It’s designed to connect employers with fresh, ambitious candidates and is known for its rich-media job posts and employer branding features. Hiredly is especially popular for startups or modern companies that want to showcase their culture to attract junior to mid-level hires. (In fact, WOBB originally started as a youth career site and Hiredly grew out of it to also offer headhunting for higher-level roles.) Use Hiredly when your ideal hire is a digital-native, early-career professional who might be trolling for cool opportunities on a platform built for their generation. It’s an antidote to the sometimes overly broad JobStreet approach, giving you a more curated talent pool in Malaysia.

(Tip: Other niche Malaysian sites include Maukerja for Malay-speaking and blue-collar jobs, LinkedIn’s Project Marketplace for contract gigs, and FastJobs for part-time and temp positions. Always choose the portal that matches the seniority and skill-level you need.)

Indonesia: Targeting the Archipelago’s Talent Hubs

• Glints for startup-savvy, multilingual candidates. Glints has rapidly emerged as Indonesia’s favorite platform for young professionals, especially in tech, marketing, and creative fields. Originally founded in Singapore, Glints gained a huge foothold in Indonesia’s startup scene boasting over 5 million users by 2023. It’s particularly popular among tech companies and startups, thanks to its emphasis on career growth, skills development, and a user base that often speaks both Bahasa Indonesia and English. Use Glints to find ambitious early-career individuals who are actively looking for roles in forward-thinking companies. The site offers free postings (with optional paid boosts) and tends to attract candidates who are a cut above the typical job fair crowd, people actively building their skills and seeking a modern workplace. If you need a bilingual UX designer, a content marketer, or any talent with a startup mindset in Indonesia, Glints is a top pick.

• JobStreet Indonesia for broad reach at mid-level. As elsewhere in SEA, JobStreet is a heavyweight in Indonesia for sheer volume and reach. It’s a great default for posting roles that need a lot of visibility you’ll tap into millions of registered Indonesian job seekers in one go. JobStreet ID can deliver a wide range of candidates for roles like accountants, customer service reps, engineers, you name it. Its robust filters help you narrow the avalanche of applications by industry, experience, etc., and it offers both free basic listings and premium options. For mid-level hires or roles where you want to cast a wide net, JobStreet is indispensable in Indonesia’s fragmented job market. Just be prepared to vet for quality (many employers pair JobStreet posts with pre-screening tests to weed out mismatches early).

• LinkedIn for tech, marketing, and remote-friendly roles. Indonesia’s LinkedIn community has grown significantly, especially among tech and white-collar professionals in cities like Jakarta and Bandung. If you’re hiring for roles that might be open to remote work or require English proficiency for example, a software developer who could work for a regional team, or a digital marketer for an international brand, LinkedIn is where these candidates are active. In fact, LinkedIn is widely used in Indonesia compared to many local boards for high-skill job searches. A targeted LinkedIn job ad can help you reach Indonesian candidates with specific skillsets (data science, SEO, enterprise sales, etc.) who may not frequent local job sites. Also, many Indonesian professionals on LinkedIn are open to cross-border opportunities, so you’ll get a mix of local applicants and even diaspora talent. Leverage LinkedIn’s filtering (by location, language, skills) to home in on exactly the profile you want. It's worth the effort when hiring in the region’s largest talent market.

(Note: Other Indonesia-specific sites include Karir and TopKarir for local jobs, and Kalibrr Indonesia which extends the PH platform’s reach into Indo tech hiring. But the three above Glints, JobStreet, LinkedIn cover the sweet spot for most hiring needs in Indonesia.)

Where to Find Freelancers & Project-Based Talent

Not every hire is for a permanent full-time role. If you’re looking for freelancers, contractors or project-based hires in Southeast Asia, the strategy shifts a bit you might not find these gig workers on traditional job boards. Here’s how to widen your search:

• Tap into freelance marketplaces. Platforms like Upwork, Freelancer.com, and Fiverr host thousands of SEA-based freelancers. For example, Upwork is a popular avenue for Filipino and Indonesian contractors in fields like design, writing, programming, and virtual assistance. These marketplaces handle the contracts and payments, making it easy to engage talent for short-term projects. If your priority is speed and specific skills (say, a 3-month web development project), posting on a freelance site can get you proposals within hours often from highly rated professionals.

• Leverage local freelance communities. Each country has its own networks: OnlineJobs.ph connects international employers with Philippine remote workers; Freelancing.my caters to Malaysian freelancers; Indonesia has platforms like Projects.co.id and active Facebook/LinkedIn groups for freelancers. Joining these communities or job groups can help you find contract talent who might not be on the big global sites.

• Adjust your job post for gigs. Even on traditional boards, make it crystal clear if a role is contract, part-time, or project-based. Gig-seekers will be scanning for those keywords. Consider posting in the “contract” or “freelance” sections of sites (JobStreet and LinkedIn both allow this filtering). And be prepared for a different style of hiring, often faster turnarounds, portfolio-based evaluations, and negotiations on hourly rates.

In short, if the role is a short-term project, don’t rely on the usual full-time job boards alone. Your ideal freelancer might be browsing Upwork or a niche Facebook group, not LinkedIn or JobStreet. Go where the gig-workers are, and you’ll hire the help you need much faster.

What to Avoid: Common Job Posting Pitfalls

Knowing where to post is half the battle. The other half is how you post. Steer clear of these common mistakes that can doom your job post before it even gets traction

❌ Relying on free LinkedIn posts with no targeting. Yes, LinkedIn offers free job postings but without any targeting or promotion, these often go nowhere. A free post won’t actively be shown to the most relevant candidates; it might only appear in generic search results or in the “Jobs” tab for some users. The result? Either very few applicants, or a deluge of untargeted ones. If you use LinkedIn, consider adding a modest budget to “sponsor” the post or using filters to target by location/skill. LinkedIn’s own algorithm favors posts that have targeting and engagement. In short, don’t just dump a job on LinkedIn for free and assume the right people will see it and put some strategy (or ad dollars) behind it.

❌ Using vague or cutesy job titles. Avoid the “Marketing Rockstar” or “Digital Guru” syndrome. It might sound fun, but unconventional titles backfire by confusing job seekers and tanking your search visibility. Many qualified candidates won’t even click on a “Coding Ninja” post because they’re not sure what the job really is. Stick to clear, straightforward titles that match what candidates are actually searching for (e.g. “Marketing Manager” or “Full-Stack Developer”). Save the quirky terms for internal use or the culture section of your post, not the title that needs to grab the right audience.

❌ Copy-pasting the same text to every platform. Different job boards and social networks have different audiences and norms. A one-size-fits-all job ad will invariably miss the mark somewhere. For example, a lengthy, formal job description might perform well on a site like MyCareersFuture (which expects detail for compliance) but flop on Facebook where people skim quick posts. Conversely, a super casual blurb that gets traction in a Facebook group might look unprofessional on LinkedIn. Tailor your tone and details: emphasize growth opportunities and company mission on LinkedIn, highlight salary range and benefits on JobStreet (where candidates often filter by pay), and keep things concise and catchy on social media. It’s extra effort, but it will significantly improve the relevance of applicants from each source.

❌ Posting on dead or irrelevant platforms. Just because a job site exists doesn’t mean it’s worth your time. Some local job boards have fallen out of favor or never had the user base they claim. Always check the activity: when was the last time jobs were posted there? Do those listings get any applications? If a platform has few active users, your post will go to die in an empty room. Similarly, avoid outlets that don’t match your target talent e.g. don’t post a software engineer role on a board for offshore oil jobs, or a niche academic forum. Focus on the top platforms (like those we listed by country) and ignore the rest. Spreading yourself too thin on a dozen sites, including obscure ones, won’t increase quality it just creates more administrative headache with negligible return.

Remember: posting everywhere ≠ smart sourcing. A smart strategy means choosing the right places and crafting the right message for each.

A Tool to Post Smarter: Our SEA Job Board Selector

If all this sounds like a lot to keep track of it is! That’s why we built a tool to simplify the process. Our SEA Job Board Selector is an interactive Notion-based database that helps clients pinpoint where to advertise their jobs for best results.

Here’s how it works: you input your country, role type, seniority, and hiring budget, and the tool will generate a shortlist of recommended job boards and platforms tailored to your needs. For example, say you’re hiring a senior software engineer in Malaysia on a startup budget the selector might suggest LinkedIn and Hiredly as top options, with notes on why. Hiring a junior accountant in the Philippines? It might recommend JobStreet and Kalibrr. Looking for a project-based freelancer in Singapore? The tool could point you toward LinkedIn (with contractor filters) and Upwork. It takes into account the nuances we’ve discussed from platform popularity to audience demographics so you get a data-backed posting strategy instantly.

This Job Board Selector is part of our private Client Tools on Notion. We’re currently offering early access to select partners just DM us or ask your UGP recruiter to get access. With this tool, you can save hours of research and avoid the trial-and-error of figuring out where to post each new role. Consider it a “cheat sheet” for smarter job postings in Southeast Asia.

(P.S. We update the database continuously. As new job sites emerge or old ones fall off, and as we gather performance data across clients, the recommendations evolve. You’ll always have an up-to-date map of the SEA recruitment landscape at your fingertips.)

Post Smart, Hire Better

In the dynamic hiring markets of Southeast Asia, where you post your jobs can be just as critical as how you write them. By focusing on the right channels be it Kalibrr in the Philippines, LinkedIn in Singapore, Hiredly in Malaysia, or Glints in Indonesia you can drastically improve the quality of candidates coming in and cut down time-to-hire. At the same time, avoid the common pitfalls that turn job posting into a time sink. A targeted approach, backed by local insights and the right tools, will always beat the “spray and pray” method of recruitment.‍

“Posting smarter means filtering less. The right platform = better candidates, faster.”‍

Keep this mantra in mind as you plan your next hire.