Airwallex
What's It Like to Work at Airwallex?
Frequently Asked Questions
Airwallex drives job satisfaction through practices that blend big scope with high support and accountability:
- Growth and impact: Stretch projects, steep learning, and visible results; 86% had learning/growth opportunities in the last 12 months. Employee's quote: “There are many learning opportunities and growth.”
- High-support management: Clear goals, quick unblocking, open communication. 84% say managers help them achieve more; 88% had a growth discussion in the past six months.
- Ownership culture: High-intensity, high-accountability environment where proactive people thrive; work tied to a meaningful mission.
- Competitive rewards and benefits: Market pay, bonuses, and benefits that reduce day-to-day stress; consistent recognition from managers.
- Listen-and-act routines: Twice-yearly engagement surveys (93% response); H1’25 engagement at 83% (+2 vs H2’24). We target lower-scoring areas each cycle, assign people partners, and adjust policies when issues surface.
- Leadership access: 2+ regional executive fireside chats quarterly for transparency and Q&A.
- External validation: 2025 Best Employer Award (Asia Fintech Awards). Three Built In 2026 Best Places to Work lists 🇺🇸 (Best U.S. Large Companies to Work For, Best Large Places to Work in San Francisco, Best Places to Work in San Francisco)
These practices create a high-intensity, high-support environment where people grow fast and see their impact.
Employee feedback from H1 2025 engagement survey (93% response) points to a strong willingness to recommend Airwallex as a workplace, driven by growth, impact, and support:
- Advocacy signals: 80% are proud to tell others they work at Airwallex. 93% understand how their work contributes; 87% have clear team OKRs—clear goals and line of sight to impact.
- Manager support and growth: 84% say managers help them achieve more; 86% had learning and growth opportunities in the last year.
- Why they’d recommend it: supportive culture, strong career growth, competitive pay/benefits, and a meaningful mission building global financial infrastructure at scale.
- High-caliber peers: Employees' quotes: “High‑impact work with a lot of smart people.” “Great people and culture.” High pace and high bar that accelerates learning.
- Pay transparency: competitive base pay, bonuses/perks vary by region and role, with transparent offers.
- External validation: 2025 Best Employer Award (Asia Fintech Awards). Three Built In 2026 Best Places to Work lists 🇺🇸 (Best U.S. Large Companies to Work For, Best Large Places to Work in San Francisco, Best Places to Work in San Francisco)
Takeaway: clear goals, regular context, and visible impact fuel strong employee advocacy and recommendations.
Airwallex is a top fintech employer and innovator with a supportive culture and competitive rewards, and a demanding, high-growth home for builders who want ownership, speed, and visible impact.
- Builder-first culture: Mindset over pedigree; founder-like energy, grit, curiosity, and problem-solving.
- High bar, fast pace: Zero-to-one work, big scope, and accountability; not a fit for process-for-process’s-sake.
- Global, low-ego team: 2,000+ people across 26 offices, collaborative and culturally nuanced.
- Innovative and AI-native: Internal AI tools boost speed and quality; recognized by Fast Company (Most Innovative Company) and the Forbes Cloud 100.
- Practical hiring: Structured assessments that mirror real work and prioritize problem orientation.
Bottom line: A place where ambitious builders accelerate their careers and turn ambiguity into meaningful impact.
Working at Airwallex comes with clear tradeoffs: high intensity balanced by high support:
- Pace: Fast, high-growth environment with occasional sprints around launches; we aim for sustainable intensity and are transparent about it (recruiters, managers, all‑hands).
- Ownership vs. ambiguity: You get real autonomy and scope, but must navigate ambiguity and be accountable for outcomes. “Autonomy to make impact.”
- High bar: You’ll work with top talent and receive direct feedback; not ideal if you prefer established playbooks or heavy processes.
- Global collaboration: Big, global impact also means cross‑time‑zone coordination at times.
- Speed over bureaucracy: Fewer prebuilt processes: great for builders who like to create, harder if you rely on strict structures.
- Support: Competitive rewards and comprehensive well‑being resources (e.g., Modern Health) help balance ambition with respect for your time.
If you enjoy pace, ownership, and visible impact—with meaningful learning and equity upside—it’s an exceptional place to grow.
Airwallex’s overall employer reputation: high-growth, high-impact, and builder-first, backed by real momentum.
- Mission with scale: Building global financial infrastructure for borderless businesses; massive market (≈$570B TAM by 2027; embedded finance ≈$7.2T by 2030).
- Category advantage: Proprietary, full‑stack platform that owns the end-to-end financial operations lifecycle.
- Strong momentum: $300M Series F in May 2025 ($1.2B total raised), no down-rounds; $900M annualized revenue in June 2025 (+95% YoY), 150k+ customers, 12 new market launches (2024–2025).
- Equity upside: Realistic valuation plus late‑stage acceleration creates meaningful long‑term potential for employees.
- Builder culture: High-commitment, high-reward environment for owners who want autonomy, speed, and visible impact—supported by clear goals and open communication.
- Third‑party validation: Recognized as a Best Employer (Asia Fintech Awards) and for innovation (e.g., Fast Company, Forbes Cloud 100).
- Why now: We’re at a pivotal inflection point—an ideal time for ambitious builders to shape the future of global banking.
- Airwallex is a high‑growth, mission‑led company building the future of global banking, with a global team of 2,000+ people across 26 offices — offering meaningful scope, international collaboration, and career mobility.
- Our culture is anchored by clear, public Operating Principles that guide how we hire, build, and work together — from being visionary and curious to taking ownership, championing craftsmanship, and optimizing for long‑term value.
- We’ve earned external recognition for both innovation and people practices — including Fast Company’s list of the World’s Most Innovative Companies (Finance) and “Best Employer of the Year” at the 2025 Asia FinTech Awards. Three Built In 2026 Best Places to Work lists 🇺🇸 (Best U.S. Large Companies to Work For, Best Large Places to Work in San Francisco, Best Places to Work in San Francisco)
- The day‑to‑day experience is “builder‑first”: high ownership, fast feedback loops, and clear goals — with high support from leadership and managers — making it a strong fit for ambitious people who want to move quickly and see their impact.
- People see their work at global scale: Airwallex empowers 200,000+ businesses worldwide, so teams have a direct line of sight from what they ship to customer outcomes across markets.
- We back purpose with action through Airwallex Impact and a company‑wide commitment to the Pledge 1% movement — contributing 1% of equity, product, profit, and employee time to support innovators and communities.
- Strong business momentum underpins long‑term opportunities for employees, with continued growth, global expansion, and investment in our platform and product stack.
- If you want a quick feel for how we operate, explore our public Operating Principles and Careers hub — they showcase our values, teams, and real stories from across the globe.
Airwallex Employee Perspectives
“We want Airwallex to be the place where people can do the most meaningful work of their careers. That means setting a high bar, giving people real ownership, and making sure they have the support to grow as fast as the company does.”
Nothing is more important to me than our people. I want Airwallex to be a company where people are inspired to do the most impactful work of their careers and to have fun and be rewarded for doing it. We have had some missteps in this area in the past, as many start-ups do.
Looking forward, I want to double down on our commitment to empower our employees and highlight some of the mistakes we made in the hope it will help other startups to do things differently.
In our early years, we often hired on experience alone, but over time we learned that intellectual curiosity and merit were far stronger indicators of success in a company that is rapidly innovating. We also under-invested in our people and talent team – a strategic error that took us several years to rectify as we sought to build a dynamic culture and nurturing employee experience. This hurt us as we didn’t respond quickly enough to employee pain points while building our business at a rapid pace.
In the past two years, our company has matured in many ways. We’ve invested heavily in our people and talent team to help build a positive and thriving culture for our 1600+ employees. I’ve been consistently impressed by the ambitious talent we have hired and their ability to digest complex problems and propose creative solutions that vastly improve legacy approaches.
The company’s most recent H1 2024 employee survey saw 85 percent engagement and 92 percent sense of purpose scores – our highest yet, with a 92 percent participation rate across the company. It’s a promising sign of our actions to date. This has included reinvigorating our team-building events and redesigning our local and global town halls to provide regular updates on our business to help employees understand how their work relates to our business strategy. We have introduced more fireside chats and “ask me anything” sessions with myself and other global leaders to encourage transparency and connectedness, and these actions continue to evolve along with our culture.
Our score on performance management is also on the uptick at 89 percent – a positive sign of how manager training launched earlier this year is helping our people leaders engage more effectively with their teams. Growth and development scores are holding steady at 80 percent as we continue to build a more structured approach to mid-year and annual reviews to focus on immediate feedback and long-term career development for employees.
We also remain focused on the wellbeing of our employees. Non-negotiables for us include healthcare, mental wellness, and volunteer leave. In addition, every employee has equity in the business as we believe in rewarding everyone for what we’re collectively building. As we’re growing rapidly and geographically distributed among 23 offices globally (including Australia and Singapore), we’ve also established operating principles that define who we are and how we work together towards our goals.
As we seek to hire an additional 400 employees over the coming months, we are looking for people who add to our culture, and not just fit in. We must be better every day so we can continue to deliver on our mission to help businesses thrive. And I’m very much aware that we can’t do that without our number one asset – our people.
When I read some of our employees’ stories about how Airwallex has allowed them to pivot their careers, I see how our culture has grown roots. The sense of optimism, curiosity, determination and resilience in our people is clear and it’s these two quotes in particular that resonate with me:
This is a reflection of the company we are building and as we scale, our culture will continue to build one person at a time, one win at a time. We are building the global economic infrastructure that will empower businesses of all sizes to grow beyond borders.
As employees build their careers at Airwallex, we press ahead with technology at our core, building infrastructure and applications to empower businesses to operate anywhere, anytime, allowing entrepreneurs, business builders, makers and creators to access opportunities in every corner of the world.
The opportunity to build a durable impact on the global economy by being part of team Airwallex is immense. I hope the investments we are making in people and culture allow employees to do some of the most rewarding and impactful work of their lives.
Airwallex Employee Reviews
What People Are Saying About Airwallex
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Market Position & Stability: Recent funding rounds at multi‑billion valuations and ongoing U.S. expansion underpin continued product investment and hiring, signaling momentum and runway. Industry recognition and communicated revenue growth add to perceptions of stability during scale‑up.
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Compensation: Compensation is positioned as competitive across roles, with RSUs and incentive plans forming a meaningful part of total compensation. Annual equity refresh practices reinforce long‑term alignment.
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Career Growth: High growth and a builder‑led culture create scope for ownership, international collaboration and visible impact across a broad product surface. Structured review cycles and emphasis on learning and autonomy provide pathways to accelerated development and progression.
Airwallex's Benefits
Employee feedback used to shape policies and strategy
Encourages autonomy and ownership from employees
Established employee awards to honor work and contributions
Managers give public shoutouts and celebrate employee milestones
Provides modern technology across teams
Provides resources to build team camaraderie
Quarterly stipend for team building activities
Quarterly engagement surveys to gauge employee satisfaction
Transparent sharing of company-wide eNPS scores
Documented career progression frameworks
Encourages lateral mobility to expand skills and impact
Prioritizes promotion advancement based on impact
Promote from within
Provides customized development tracks
Regularly scheduled promotion review cycles for employees
Twice a year
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
Documented operating principles
We have 12 operating principles
Documented policies and procedures to protect employee privacy and data
Engineering team utilizes pair programming
Hosts in-person all-hands meetings
Hosts in-person revenue kickoff meetings
Implements team-based strategic planning
Open office floor plan to encourage communication and collaboration
Prioritizes mission-driven work in decision-making processes
Prioritizes real-world impact of work in decision-making processes
Promotes a strong in-person office culture
Uses an OKR operational model to clearly define goals and priorities
Allows work from home occasionally
Utilizes a flexible work schedule
Utilizes a hybrid work model
