Oxyzo Financial Services is a fintech and financial solutions provider that delivers working capital, business loans, and payment facilitation services to small and mid-sized enterprises. The company’s core offerings include short-term lending, invoi...
"I joined in sales and stayed for the people" is something you will hear often when you talk to current employees. Frontline staff say they like the practical training and the sense that their work has tangible business impact. Middle-office and tech folks often mention learning a lot on the job, especially about credit products and risk processes.
You will also hear honest reflections: some employees feel onboarding could be smoother and that communication between teams can be patchy. A typical comment from a product manager: "You’ll learn fast, but you may have to chase clarity." Overall, the tone in testimonials is balanced — many praise the career exposure and everyday camaraderie, while others point out room for process improvements.
The company culture at Oxyzo Financial Services tends to be pragmatic and results-driven. People are encouraged to move quickly and focus on measurable outcomes. There is a startup-ish energy in parts of the organization, combined with a structured approach in credit and compliance teams. Collaboration is valued, but there are moments when cross-team alignment feels transactional.
Diversity of roles — from sales agents to data analysts — creates a mix of perspectives. Employees often say culture rewards initiative but also expects accountability. If you care about learning by doing and working in a performance-oriented environment, you will likely find the company culture engaging.
Work-life balance at Oxyzo Financial Services can vary quite a bit by function. Field sales and collections roles may involve early mornings and weekend outreach, so you will see a more demanding schedule there. Corporate functions like finance or HR generally report more predictable hours.
Many employees say managers are flexible when it comes to personal time, but peak business cycles and credit deadlines can lead to longer days. If a steady schedule is critical to you, investigate the specific team you are targeting, because experiences differ across departments.
Job security is mixed but generally stable for core, revenue-generating roles. The financial services sector is cyclical, and this company is not immune to market shifts. You will notice that roles tied directly to origination and collections are viewed as essential; support roles may face more scrutiny during cost-control phases.
Employees commonly report that performance metrics are explicit and that clear underperformance reviews precede formal actions. Overall, if you perform reliably and stay aligned with business needs, job security is reasonable.
Leadership is seen as accessible by many, particularly at regional levels. Senior leadership communicates business priorities and risk posture, though some employees wish for more transparent long-term strategy updates. Management emphasizes compliance, customer focus, and scaling profitable growth.
Decision-making can be centralized for high-impact choices; operational teams are given autonomy within defined guardrails. This style suits people who appreciate clear expectations and structured growth plans.
Managers are generally described as hardworking and pragmatic. Good managers invest in team development and give straightforward feedback. There are reports of managerial variance — some leaders micromanage, while others empower teams. If you are evaluating a role, ask about your prospective manager’s style and recent team turnover to get a clearer picture.
Learning and development is practical and on-the-job oriented. New hires get functional training, especially in credit assessment, product features, and regulatory compliance. There are periodic workshops and e-learning modules, though employees say advanced structured programs could be expanded.
Mentoring tends to be informal. Those who take initiative will find plenty of stretch assignments to build skills quickly.
Promotions tend to be merit-based and tied to clear performance metrics. High performers in sales and operations can rise fairly quickly because of the business’s performance focus. However, some employees feel promotional paths in niche support roles are less defined. If career growth is your priority, look for roles where impact is measurable and recognized.
Salaries vary by function and location. Entry-level positions in sales and collections typically fall in modest ranges with strong variable components. Mid-level corporate roles and analysts are usually in the moderate market range for financial services, while senior roles command competitive pay. Compensation is generally aligned with market standards, but exact figures depend on experience and location.
Bonuses and incentives are an important part of total compensation, especially for sales, credit, and operations teams. Incentive structures are performance-linked and can be lucrative for top performers. Corporate bonuses exist but are typically smaller and tied to company and individual metrics.
The company provides basic health insurance and statutory benefits consistent with industry norms. Coverage typically includes medical insurance for employees and dependents, and there are provisions for life and accidental coverage. Employees occasionally request enhancements to coverage and wellness programs.
Engagement is a mix of on-the-ground recognition and periodic company-wide events. Teams celebrate targets and there are regional get-togethers and festivals. Engagement tends to be more localized — individual managers and offices drive most activity rather than a centralized calendar.
Remote work support is present but limited. Corporate roles may get hybrid options depending on team policy, while customer-facing and field roles require physical presence. The company supports remote tools and collaboration platforms, but seamless full-time remote arrangements are not universal.
Average working hours vary by role. Corporate staff typically work standard office hours with occasional overtime during month-ends or project deadlines. Field and operations staff may have longer and more irregular hours. Expect some flexibility but also periods of heightened workload.
Attrition is moderate and aligns with industry patterns where frontline roles see higher churn than corporate functions. There have been occasional restructurings in response to business cycles; these are not unusual in financial services. Prospective hires should review recent hiring trends for the specific team they are considering.
Overall, this company offers solid exposure to the financial services space with practical learning, measurable career paths, and incentive-driven compensation. It suits people who like fast-paced, result-oriented environments and value on-the-job growth. You will find reliable basic benefits, reasonable job security if you perform, and a culture that rewards initiative. If you prioritize rigid processes, comprehensive remote work, or ultra-structured training, you will want to probe those areas before joining.
Read authentic experiences from current and former employees at Oxyzo Financial Services
Strong engineering culture, modern tech stack (microservices, AWS), supportive tech leads and clear product vision. Good opportunities to work on fintech products and scale payments/loan flows. Flexible hybrid policy and decent learning budget.
Compensation can lag behind larger FAANG competitors, occasional crunches around product launches, and some process changes are frequent which can be disruptive.
Good exposure to SME lending and credit underwriting processes. Colleagues in the team were helpful and training in the first few months was structured. The company is a recognized fintech player which looks good on the CV.
Frequent target pressure during collections and month-end, promotions are slow and appraisal cycles feel inconsistent. HR response times can be slow and salary hikes are modest compared to market averages.
