In Singapore, every company must appoint a corporate secretary within six months of incorporation—a legal necessity. This role involves more than paperwork; it requires ensuring compliance with ACRA, meeting deadlines, and staying updated with regulatory shifts.

The choice is whether to hire an in-house corporate secretary or outsource the work to a professional firm. The best option depends on your company’s size, complexity, growth plans, and risk tolerance. Let’s examine the benefits and drawbacks of each approach.

In-House: Full Control, Full Commitment

An in-house corporate secretary is a dedicated team member, working from your office. They’re available for immediate questions, urgent tasks like board resolutions, or shareholder updates, all without involving third parties.

This is particularly useful for businesses with complex structures—multiple directors, frequent filings, or international stakeholders. An in-house secretary who knows your operations can keep everything running smoothly.

But there are hurdles. Qualified corporate secretaries in Singapore are costly and difficult to recruit. If your needs are simple—like annual filings, AGM setup, or maintaining records—you might be paying for expertise you don’t fully need.

There’s also risk. If your secretary quits, gets sick, or makes a mistake, the company is still accountable. ACRA doesn’t accept internal errors as excuses. Training a new hire takes time, and trust isn’t immediate.

In-house is a great fit if you have steady, complex needs and the budget for a high-caliber hire. Otherwise, it might be excessive.

Outsourced: Streamlined and Scalable, With Caveats

Outsourcing corporate secretarial services is a popular choice for Singapore’s startups and SMEs. You get a team of professionals, access to specialized expertise, and no HR burdens. You only pay for what you use.

Whether it’s appointing a director, filing an annual return, or amending your Constitution, a trustworthy secretarial services provider handles it efficiently and accurately. They also stay on top of regulatory changes, often knowing updates before you do.

But outsourcing has its limits. You give up some control. Response times can vary, especially with firms juggling multiple clients. Some providers offer generic solutions that don’t fully align with your business. Urgent tasks—like same-day resolutions—might face delays without a priority agreement.

Some firms are also too reactive, completing only what you request without proactively spotting potential risks. This can be problematic for fast-growing or restructuring companies.

Outsourcing works well for straightforward needs or if you choose a proactive provider. Prioritize firms with a dedicated contact and a track record of catching issues early.

Compliance Is Mandatory

Singapore’s regulatory system is strict. Miss a filing or mishandle a director appointment, and you’re facing fines or worse. ACRA penalizes first and investigates later.

Whether you go in-house or outsource, someone needs to stay sharp on compliance—not just with today’s laws but with updates to the Companies Act, accounting standards, or digital filing systems. Experience is key.

An inexperienced in-house secretary might overlook a small mistake that grows into a larger issue. A passive outsourced provider might not warn you about upcoming risks. Either way, you need someone who anticipates problems.

Cost Goes Beyond the Invoice

Outsourcing often looks cheaper, but it’s not always that simple.

An in-house secretary at $3,500 a month might seem affordable—until you add training, benefits, and management time. A mistake or missed deadline can also lead to costly penalties.

Outsourcing might cost $150 a month for basic services, but extra fees for additional tasks or slow service can eat into savings. Time spent chasing updates or fixing errors is another expense.

The real cost is about how smoothly your business operates—how much time you spend on compliance and how confident you are it’s done right.

Growth Changes Needs

What’s right today might not be right tomorrow. A startup with a simple structure can often rely on outsourced company secretarial services to cover the basics without hiring staff. But as you scale—raising funds, restructuring, or expanding—you’ll need more tailored support or quicker responses.

Some companies start with outsourcing and switch to in-house as complexity grows. Others hire internally early on, then outsource when the workload gets heavy. It’s a choice to reassess as your business evolves.

Which Path Is Best?

There’s no one-size-fits-all answer. It depends on your company’s size, need for control, and risk appetite. If you want hands-on oversight, immediate access, and custom processes—and can afford a skilled hire—in-house is the way to go.

If you prioritize flexibility, cost savings, and expert support—and your needs are manageable—outsourcing makes sense. But the quality of the person or provider matters most. A proactive outsourced team can outshine a weak in-house hire, and a sharp internal secretary will always beat a careless firm.

You’re still accountable for compliance, so choose someone you trust.

The bottom line? It’s not just about how you handle corporate secretarial work—it’s about who’s doing it and whether they understand the stakes. In Singapore’s high-stakes regulatory world, that’s what separates seamless operations from costly errors.