- Not really a financial brokerage. Largely focus on synthetic indices and gambling products. If you want to work on financial products/ derivatives, look elsewhere.
- Casino management style in managing some risk.
- Management changes their mind too quickly and only plan for the short term (max 3-6 months only). Always seek low hanging fruit (fast products that make quick money).
- Too much power concentrated in the hands of a few and lack of data-driven decision making. A lot of decisions go by “I feel this is going to work”.
- They also like to do things differently. Structural and organisational changes can happen very quickly . This may or may not be a con depending on how you see it. But it’s a 20+ year old company with high growth only in recent years. Whether it pays to be different is very subjective and I leave it up to the reader.
- Pay scale saturates very quickly as you progress to more senior roles. The company prefers and are willing to gamble on younger employees anyway because they don’t really know how to handle senior roles. Also, I believe that way they have more control.
- No WFH flexibility (are we actually a tech firm?). Rigid process to request for WFH. If WFH is approved, you will need to use a software that tracks your hours and takes 3 random screenshots every 10 mins.
- Covid matters: you can easily find matters related to this in previous reviews. There are strong contradicting policies. Company is afraid that you spread the virus, so it became a mandate to get vaccinated or get fired. But at the same time, they are afraid that you are unproductive (even with the tracking software) and they made everyone come back to office to work during height of covid. While the pandemic might be coming to an end, this gives you an idea how insecure the company is and how the company functions.
- Visibility plays a huge role in securing a good bonus. It's discretionary and lacks transparency.
- Lots of non-standard HR practices. Some are ok, some are ridiculous. HR does not represent employees’ voices, nor at least pretend to. Need better internal comms and change management to improve this.
- Generous promotions, but your compensation only get adjusted after 3-4 months of probation.
- Micro-management. Ties back to my point on visibility.
- The above reasons lead to very high turnover rate, but we’re gonna keep hiring aggressively anyway.
