Frequently Asked Questions

Job placement isn't limited to matching the exact subject studied. At Trampolene, training builds on the youth's employability skills, giving them a wider and more realistic range of job opportunities to apply for.

Training includes going through 5 parts:

• Classroom lessons to build the basics and foundation
• Learning journey to visit real companies
• Talks from industry professionals
• Attend and participate in career fairs
• Job tasting to try out different roles

• At least 16 years old and above
• Must be a Singapore Citizen or Permanent Resident
• Must have graduated from an Institute of Higher Learning background – ITE, Polytechnic or University
• Able to travel independently using public transport and buy their own meals
• Eligibility is confirmed during the initial assessment
• Additional terms and conditions apply for those from a special education background

Job searching begins during training, not after it ends. Career fairs and job tasting are part of training itself, and youth who are ready can begin short paid work early.

Yes, job coaches remain engaged even after placement, through:

• Ongoing coaching
• Performance review and probation guidance
• Conversations around salary and career progression
• Next-career planning and independent living skills, for those progressing further

Trampolene also maintains contact with the employer, resolving issues before they escalate.

Classes are held at both the one-north and Mapex campuses, depending on the class and training type.

On average, it takes about 3 months after training for university graduates, and about 6 months for those from an ITE or polytechnic background. Every youth is different, so the actual time depends on their own goals and the job market at the time of enrollment.

The assessment looks at:

• The youth's potential
• Strengths and areas to work on
• Existing employability skills

From this, a proposal is put together showing the way forward, and shared and aligned with the family before training starts.

Caregivers are critical throughout the journey. That's why we have our CareAHEAD programme, where we encourage caregivers to get practical training, guidance on how the process works, and connection with a community of other caregivers going through the same journey. This way, what's taught at Trampolene is reinforced at home, not undone.

Fees are discussed during the assessment conversation, and financial help or support can apply to help offset the cost of training.

Trampolene works with employers to assess organisational fit, identify suitable roles, prepare managers, and secure leadership buy-in, so inclusive hiring is built on solid ground from the outset rather than trial and error.

Candidates are matched based on role requirements, strengths and performance expectations, rather than interview performance alone, since traditional interviews often don't reflect actual on-the-job capability.

Role design, onboarding and workplace structures are reviewed together with the employer before any conclusions are drawn, since early friction is often a fixable mismatch rather than a sign the placement has failed.

Most workplace adjustments cost little to nothing, and grants may be available to help offset onboarding or job redesign costs, so cost is rarely the barrier it first appears to be.

Work trials allow employers to assess fit before a formal hiring decision, without the risk of a full commitment upfront.

Opportunities range from mentoring and coaching in sessions to one-off events and employer-facing initiatives such as mock interviews or workplace visits.

This depends on the volunteer's own availability, though a regular or weekly commitment is encouraged, as it helps build a stronger, long-term mentoring and coaching relationship with the youth.

Yes, an orientation session covers the basics of working alongside neurodiverse youth, along with practical guidance for the specific role a volunteer takes on.