Singapore's public relations and communications job market is undergoing a significant reset rather than a downturn, according to The Shortlist's PR & Comms Talent Report 2026.Based on a survey of more than 100 PR and communications professionals across Singapore—including hiring managers, in-house communications leaders and candidates—the report reveals a market where hiring priorities are shifting, candidates are becoming more selective, and organisations are placing greater emphasis on strategic fit than sheer availability of talent.Agency Landscape Undergoing TransformationThe report finds that the traditional agency model is facing mounting pressure. Large network agencies are navigating restructurings, workforce reductions and a growing trend of clients bringing communications functions in-house.As a result, agencies are being encouraged to compete on more than brand recognition by offering clearer career progression, broader responsibilities, workplace flexibility and stronger organisational culture.Meanwhile, boutique and independent agencies are emerging as increasingly competitive employers. Their agile structures, stable leadership and partnership-driven regional expansion strategies are helping them attract and retain talent.Demand for In-House Communications Continues to RiseOrganisations across sectors such as financial services, technology and professional services are continuing to strengthen internal communications teams, the report notes.These roles increasingly require experienced professionals capable of operating independently, advising senior leadership and managing complex stakeholder relationships without agency support.The study also highlights the growing importance of commercial acumen. Successful in-house communicators are expected to demonstrate business understanding, engage confidently with executive leadership and clearly connect communications initiatives to organisational outcomes.Strategic Advisory and Business Development Skills in High DemandBusiness development responsibilities are expanding beyond senior leadership positions, with expectations increasingly extending to Senior Account Managers and Account Directors as agencies seek new revenue opportunities amid slower client pipelines.The report also identifies a shortage of professionals capable of providing high-level strategic counsel. Organisations are looking for communicators who can align communications strategies with business priorities, advise senior executives and make informed decisions in high-pressure situations.AI Reshaping Workflows, Not Replacing ExpertiseArtificial intelligence is becoming a mainstream workplace tool, with adoption progressing more rapidly among employers than job seekers.According to the report, 60% of hiring managers consider AI essential or already use it regularly in their workflows, compared with 48% of candidates who say they are highly confident using AI in their daily work.Despite growing adoption, the report stresses that AI cannot replace core human capabilities such as relationship management, strategic thinking and business development—skills that remain in short supply across the industry.Fractional Communications Leadership Gains MomentumThe report also points to growing interest in fractional communications leadership, where experienced professionals provide strategic guidance on a part-time or flexible basis rather than joining organisations full-time.Unlike traditional freelance work, these roles typically involve senior advisory responsibilities, allowing organisations to access executive-level communications expertise without appointing a full-time communications director or chief communications officer.For senior practitioners, fractional roles offer greater flexibility while enabling them to continue delivering strategic value across multiple organisations.Hiring Challenges Reflect Quality of Match Rather Than Talent ShortageSurvey findings suggest that hiring difficulties stem more from alignment than from a lack of candidates.Among respondents:• 45% of candidates reported being ghosted during recruitment processes.• 33% cited a shortage of suitable opportunities matching their seniority as their biggest challenge.• 43% of hiring managers said finding the right candidate remains their primary recruitment hurdle.The report concludes that both employers and candidates are struggling to identify the right fit, with poor communication throughout recruitment further widening the gap.Building Future-Ready Communications CareersFor communications professionals, the report recommends investing in personal visibility and professional networks before actively seeking new opportunities, particularly for senior leadership positions that are frequently filled through industry relationships rather than public job listings.It also identifies commercial awareness, strategic advisory capability, business development skills, AI proficiency and the ability to demonstrate measurable business impact as key differentiators in today's market.For employers, the report recommends greater transparency during recruitment. Clearly defined role expectations, salary ranges, career progression opportunities and realistic business development responsibilities are likely to improve candidate engagement and help organisations attract stronger talent.