Airwallex
Airwallex Company Culture & Values
Cultural Alignment
Airwallex’s culture is fast, builder-led, and people-first.
- Move fast with conviction: we ship in weeks, not years.
- Scaled and global, yet entrepreneurial: new leaders are refining processes without slowing speed.
- People at the core: our strategy centers on SaaS, Infrastructure, and People Ops, driving upgraded total rewards and stronger office community (lunches, socials, events).
- Transparent, learning leadership: CEO Jack and the exec team openly share what’s working and what’s not.
- Externally recognized: 2025 Best Employer Award (Asia Fintech Awards).
Bottom line: a high-ownership, high-support environment where ambitious builders can have visible impact.
Team Dynamics & Collaboration
Teams at Airwallex collaborate globally, cross-functionally, and with clear ownership.
- Structures that keep work moving: cross-functional teams, clear owners, shared KPIs, and accountability frameworks to avoid bottlenecks.
- Daily ways of working: Slack and Jira, cross-team standups, retros, and guilds; structured forums and all-hands to surface concerns and align.
- Open, supportive culture: managers are empowered to resolve conflicts and encourage respectful dissent; leadership publishes shared goals across functions.
- Connected offices: 85% feel connected to colleagues in-office and see our Operating Principles in action.
- Proof in practice: product, engineering, and commercial teams co-build (e.g., AI tools like AirCheck; global customer integrations) to ship fast and learn fast.
- External validation: 2025 Asian Fintech Best Employer Award and Fast Company recognition for innovation.
Bottom line: open, agile, global collaboration with clear goals and accountability so teams can ship quickly and solve complex problems together.
Recognition Practices
We recognize great work through:
- Total Rewards: Competitive base pay, a short‑term incentive plan, and long‑term equity, all aligned to outcomes and our operating principles.
- Merit cycles & promotions: Formal reviews twice a year, with promotions and milestones celebrated at regional All Hands.
- Annual Bonus: A discretionary bonus based on company, division/department, and individual performance, with clear eligibility and payout via local payroll.
- RSUs & ownership: RSUs are our primary long‑term incentive (globally, with noted exceptions), with grants managed on Carta for a smooth employee experience.
- Culture & craftsmanship awards: Peer‑nominated Operating Principle Awards (AU) and company hackathon awards spotlight innovation, impact, and execution.
- Employee voice: A twice-yearly Employee Engagement Survey with historically high participation (e.g., ~90%) informs continuous improvements.
- External recognition: Named Best Employer of the Year at the Asia FinTech Awards 2025 and recognized by Fast Company’s Most Innovative Companies (No. 3 in Finance, 2025).
Cultural Alignment
Team Dynamics & Collaboration
Recognition Practices
Airwallex’s culture is anchored by 12 Operating Principles that guide daily decisions, hiring, and how we work together.
Who we are:
- Visionary, Curious, Reliable, Determined, Resilient, Optimistic.
How we work:
- Prioritize our customers.
- Move fast with conviction (decisive, “disagree and commit”).
- Champion craftsmanship (no compromise on quality).
- Take ownership (accountable, data-driven, thoughtful risk-taking).
- Never settle (raise the bar, keep learning).
- Optimize for long-term value (build for enduring impact).
Bottom line: an ambitious, customer-obsessed, builder culture that moves fast, sweats the details, owns outcomes, and plays the long game.
