Capillary Technologies is a customer engagement and loyalty platform provider serving the retail and consumer brands industry, offering CRM, loyalty, marketing automation, and analytics solutions. Headquartered in Singapore with significant engineeri...
I spoke with several current and former employees to get a ground-level feel. Many people said they joined because of the product vision and the chance to work on retail SaaS problems. “You get to solve real customer pain,” one product manager told me, and another developer said, “The codebase is challenging but rewarding — you learn fast.” On the flip side, some junior hires mentioned onboarding felt rushed early on and they wished for clearer initial guidance. Overall, the tone from teammates is positive: people enjoy the mission and the peer learning, and you will find plenty of colleagues who are willing to help.
Company culture at Capillary Technologies leans toward collaborative and performance-driven. Teams celebrate customer wins and product launches, and there is a push for data-backed decision making. You will notice an emphasis on measurable outcomes and ownership. At the same time, culture varies by team — some groups are very process-oriented while others operate like small startups. If you value innovation and have a bias for action, you will likely fit in well. If you prefer strict hierarchies, this environment may feel loose.
Work-life balance at Capillary Technologies is generally reasonable but depends on role and project stage. In steady-state operations, people report predictable hours and respect for time off. When there are product pushes, integrations, or customer deadlines, you will see temporary spikes in workload. Several employees said they appreciate flexible start times and managers who try to accommodate personal commitments. If balanced hours are a must for you, ask about expected on-call responsibilities and seasonal peaks during interviews.
Job security is typical of mid-sized technology firms that operate in competitive markets. Roles tied closely to revenue generation or core product teams tend to be more stable. Roles that are experimental or part of new initiatives will carry more risk as priorities shift. You will want to keep skills current and demonstrate clear impact to maintain long-term stability. The company evaluates resource allocation periodically to align with business needs.
Leadership is ambitious and product-focused. Senior leaders are visible and communicate business goals with some regularity. They emphasize customer outcomes and scaling product-market fit. Management quality varies across locations and functions: some managers are highly supportive and clear, while others are more hands-off. Decision-making can be quick when priorities are aligned, but cross-team coordination sometimes slows execution. Overall, leadership sets a clear direction but the experience will depend on the manager and team.
Managers receive mixed feedback. Good managers are praised for mentorship, technical depth, and fair performance reviews. These managers invest time in career conversations and help navigate internal opportunities. Less effective managers are described as reactive rather than proactive, and some team members wished for more structured feedback cycles. If possible, try to speak with potential peers or direct reports during the interview process to get a sense of day-to-day management style.
Learning and development opportunities are present and growing. There are internal brown-bag sessions, access to online learning platforms, and occasional external training for key roles. You will be encouraged to learn on the job, and many engineers and product folks build skills quickly through ownership of features. Formal mentorship programs are not uniformly implemented across the company, so learning often happens informally through peer support.
Promotions follow demonstrated impact and readiness for broader responsibility. Engineering and sales tracks have clearer milestones for progression, while some support functions have less-defined ladders. You will improve your promotion prospects by delivering measurable results, documenting accomplishments, and having regular career conversations with your manager. Networking across teams can also surface internal opportunities.
Salaries are competitive for the market and vary by role, experience, and location. For reference, mid-level engineering roles typically fall into a middle market band, while senior technical and client-facing roles command higher compensation. Compensation is benchmarked against local market rates and adjusted for performance. You will want to request role-specific ranges during the hiring process to set expectations clearly.
Bonuses and incentives are tied to performance and company outcomes. Sales roles have clear commission structures; other roles may participate in performance bonuses. There is often a mix of short-term incentives and longer-term rewards such as equity or stock options for key hires. You will find that incentive structures reward clear, measurable contributions to revenue or product success.
Health and insurance benefits are standard for a company of this size. Employees report receiving group health coverage, and many locations offer additional benefits such as dental and vision optional plans. Parental leave and wellness benefits are typically in place, though specifics vary by country. You will want to review the regional benefits package during onboarding to understand details.
Employee engagement includes town halls, team outings, and product showcases. There are recognition programs for high performers, and social events are organized to build camaraderie. Remote-friendly activities have increased, with virtual meetups and occasional in-person retreats for distributed teams. Overall, engagement efforts are genuine and aim to keep teams connected.
Remote work support is reasonable and improving. The company offers a hybrid model in many offices, with flexibility depending on role. Remote employees receive equipment support and collaboration tools to stay productive. You will need to confirm specific remote policies with your hiring manager, as expectations differ across teams.
Average working hours tend to align with standard business expectations: most employees work around eight to nine hours daily, with occasional extended days during launches or client implementations. If you are in a client-facing or on-call role, you will sometimes face irregular hours to meet customer needs.
Attrition is present, as in many fast-moving tech companies, often influenced by career growth aspirations and market conditions. There have been periods of restructuring to refocus product priorities, but there is no widespread, ongoing pattern of mass layoffs publicly discussed. You will want to monitor recent employee reviews and news updates to get the current picture if job stability is a primary concern.
Overall, this company is a solid choice for people who seek a product-focused environment, growth through hands-on work, and collaborative teams. It offers competitive pay and benefits, reasonable remote support, and opportunities for impact. You will find it particularly good if you enjoy building customer-facing SaaS products and can adapt to changing priorities. For prospective hires, ask targeted questions about manager style, promotion timelines, and team stability during interviews to ensure the best fit.
Read authentic experiences from current and former employees at Capillary Technologies
Interesting datasets and occasional mentorship from senior data folks.
Micromanagement, unclear KPIs and contract renewal uncertainty. Communication from leadership is inconsistent.
Supportive manager, frequent tech talks and mentorship. Good work autonomy and modern stack.
Occasionally tight release timelines before product launches.
Friendly colleagues and decent HR policies. I like the company's emphasis on employee wellbeing.
Salary increments are slow and hiring approval processes can drag on for months.
Good cross-functional collaboration and exposure to international teams. Clear product vision.
Decision making can be slow at times and there is limited autonomy on some initiatives.
Good commission structure and helpful sales ops team.
Long travel and unrealistic quarterly targets. Senior leadership communication could be clearer.
