Nomura Holdings is a global financial services group headquartered in Tokyo, Japan. The company operates across investment banking, securities, asset management and retail brokerage, delivering capital markets solutions, research and wealth managemen...
"I joined as an analyst and learned more in two years than I expected. The training is intense, and you will get exposure to big deals early on." — Junior Investment Banking Analyst
"You’ll find smart, driven people everywhere. Teams are collaborative most of the time, but when the markets are busy, everyone is focused on getting the job done." — Sales & Trading Associate
"Working at Nomura felt like joining a global family with a Japanese backbone. The pace is faster than many other banks, and you will be pushed, but you will grow." — Risk Management Specialist
These testimonials reflect a mix of pride in development and honest notes about pressure. If you are considering working at Nomura Holdings, expect steep learning curves, highly capable colleagues, and workload peaks tied to market cycles.
The company culture at Nomura Holdings blends traditional Japanese corporate values—respect for hierarchy, formality—with a modern global finance mindset. Teams are generally disciplined, detail-oriented, and risk-aware. Many employees cite a strong sense of pride around the firm’s history and reputation. There is a clear emphasis on professionalism and client service, but the environment can vary considerably by desk, office location, and business unit. Overall, company culture at Nomura Holdings is best described as ambitious, structured, and relationship-driven.
When talking about work-life balance at Nomura Holdings, expect variability. Some back-office and corporate functions maintain regular hours and predictable workloads. Front-office roles such as investment banking, trading, and M&A tend to have long, intense stretches with evening and weekend work during deal cycles. Managers may offer flexibility during quieter periods, but busy seasons are demanding. For those who prioritize predictable hours, it is important to choose a role and team that match that preference.
Job security at large, diversified financial institutions is generally tied to business performance and market conditions. Nomura has a broad range of services globally, which provides some stability. However, there are periodic restructurings and adjustments driven by strategy shifts, regulatory changes, or market downturns. Employees in niche or underperforming areas will be more exposed to risk. Overall, the firm provides reasonable job security for high performers and roles tied to core business lines.
Leadership at Nomura Holdings is a mix of global and regional leaders who emphasize strategic clarity and risk management. Senior leaders communicate a focus on sustainable growth and client relationships. Management expectations can be high and decisions may reflect a conservative, compliance-focused mindset. Executive leadership has been working on initiatives to modernize operations and improve profitability. In larger teams, leadership tends to be formal and structured; in smaller, newer business units, leaders may be more entrepreneurial.
Managers at Nomura are generally competent and technically strong. Many are attentive to detail and committed to mentoring high-potential staff. Reviews are mixed: some employees praise their managers for clarity, career guidance, and responsiveness; others find some managers overly hierarchical or slow to delegate. Manager quality often depends on the business area and regional office—London and New York teams may feel different from Tokyo teams in style and approach.
Nomura invests in learning and development through structured analyst and associate programs, internal training modules, and on-the-job mentorship. There are formal courses on compliance, markets, and product knowledge, plus opportunities for cross-border rotations and secondments in larger practices. Employees who proactively seek feedback and take advantage of training resources typically accelerate their careers faster.
Opportunities for promotions are merit-based and competitive. Advancement is driven by performance, client impact, and sometimes tenure. Promotion cycles can be regular, but the pace may be slower in certain regions where hierarchy is more pronounced. For ambitious professionals who consistently deliver and build relationships, there are clear pathways to senior roles, especially within core revenue-generating units.
Salaries at Nomura vary by role, location, and seniority. Typical global approximate ranges (base salary, in USD equivalents) are:
These ranges are indicative and will vary by market, local pay scales, and business unit.
Bonuses and incentives are performance-driven and can represent a significant portion of total compensation in revenue-generating roles. The bonus pool depends on individual performance, team results, and firm profitability. Senior and front-office staff often receive larger annual bonuses, while non-revenue roles receive more modest incentive awards. Long-term incentives and deferred compensation are used to retain key talent.
Health and insurance benefits are robust and competitive. Typical offerings include comprehensive medical, dental, and vision coverage, life insurance, and disability plans. Retirement and pension options vary by region; many offices provide retirement contribution plans or matching. There are also wellness programs and employee assistance services. Benefits are designed to meet global standards while being adapted to local regulations.
Employee engagement at Nomura includes town halls, division-level Q&As, diversity and inclusion programming, and charity or community events. Social and networking events vary by office—some teams run regular after-work gatherings, speaker series, and cultural celebrations. Engagement is higher where managers champion participation and promote cross-team activities.
Remote work support is available but varies by function and geography. Many corporate and technology teams operate in hybrid models with flexible remote days. Front-office roles often require in-person presence due to client interactions and market hours. The firm has invested in collaboration tools and secure remote access, but the default expectation varies by team.
Average working hours depend heavily on role. Corporate and support functions often work standard office hours (40–45 hours/week). Front-office roles, particularly investment banking and M&A, commonly see 60–80+ hour weeks during peak periods. Trading desks can have intense but more market-tied schedules. Expect variability and prepare for periodic long stretches.
Attrition at large financial firms is cyclical. Nomura experiences typical turnover in junior ranks and during market downturns. The firm has executed restructuring and workforce adjustments in the past as part of strategic re-alignments. Attrition can spike in underperforming units or after strategic shifts; core profitable businesses tend to retain staff more consistently.
Nomura Holdings is a reputable global financial institution that offers strong learning opportunities, competitive pay in key roles, and solid benefits. There are trade-offs: intense workloads in front-office roles, regional cultural differences, and periodic restructuring. For professionals seeking exposure to global markets and career growth within a structured, client-focused environment, working at Nomura Holdings can be a rewarding experience. Overall, the company scores well for development and technical rigor, with room for improvement in work-life balance consistency and managerial flexibility.
Read authentic experiences from current and former employees at Nomura Holdings
Modern tech stack, supportive team and flexible hours. Good benefits and training budget for certifications.
Decision making can be slow because of compliance and global approvals, sometimes frustrating.
Structured processes, stable environment and helpful colleagues. Good for learning about global operations.
A lot of bureaucracy, slow career progression and compensation is average for the market.
Smart colleagues and strong market access. Good on-the-job learning for sector coverage.
Long hours during earnings season and bonus variability. Recent management changes created uncertainty.
Great training program and exposure to large M&A deals. Clear processes and senior teams willing to teach.
Very long hours during deal cycles and bonus structure can be conservative compared to US peers.
Very meritocratic for front-office roles, strong comp and clear performance-based promotions. Fast-paced and exciting.
Stressful environment and long hours on trading days. Internal politics can be a downside.
Global exposure, good benefits and learning resources. Lots of cross-border projects and development programs.
Change management moves slowly and many decisions are top-down which can be demotivating.
