PhillipCapital is a diversified financial services group headquartered in Singapore, offering brokerage, wealth management, asset management, investment banking and research services across Asia and beyond. The company provides retail and institution...
“I started as an analyst and stayed because of the people. You will find smart, driven colleagues who are willing to help.” That’s a common sentiment. Employees often say the trading floor energy and client-facing teams keep the days interesting. Others mention onboarding can be fast-paced — you will be thrown into real projects early, which is great if you like learning by doing. Some recent hires note that communication improves with time; initial role clarity can vary by team.
The company culture at PhillipCapital tends to blend entrepreneurial energy with a performance-driven mindset. There is an emphasis on results, but also on collaboration; you will often work in small, cross-functional groups. Senior staff encourage responsibility and initiative. If you are the sort of person who likes clear goals and autonomy, you will likely enjoy the environment. Diversity across functions (trading, wealth management, tech) means subcultures vary a lot, so your day-to-day cultural experience depends on which group you join.
Work-life balance at PhillipCapital is mixed, and it depends on role and location. Front-office roles, especially trading and sales, will have longer and less predictable hours, while back-office and corporate teams often have more regular schedules. Many employees report that leadership recognizes the importance of balance and will support flexible arrangements when necessary. If you value predictable evenings and weekends, consider roles that are not client- or market-facing.
Overall, job security is generally stable for employees who consistently meet performance expectations and adapt to change. The financial services sector can be cyclical; there will be periods of restructuring linked to market conditions. Employees who develop versatile skills and maintain strong client relationships will tend to be more secure. It is advisable to build a network internally and keep skills current.
Leadership appears pragmatic and data-driven. Management prioritizes client outcomes and operational efficiency. Strategic decisions are often communicated through formal channels, but the pace of change can be brisk. Some employees feel that middle management could do a better job translating strategy into day-to-day priorities. There is a clear focus on growing profitable business lines while investing selectively in technology and talent.
Manager experiences differ widely. Effective managers are described as supportive, accessible, and focused on career development. Less effective managers are sometimes viewed as too focused on short-term targets or constrained by administrative workload. Employees value managers who provide clear expectations, regular feedback, and advocate for their teams during resource discussions.
There are structured training programs and on-the-job learning opportunities. Employees will find access to technical workshops, product training, and compliance education. The firm supports external certifications where relevant, and some teams run mentorship programs. The learning culture leans toward practical, role-specific development rather than broad, academic courses.
Promotion paths are present but can be competitive. High performers who take ownership, demonstrate revenue or efficiency impact, and build client trust are more likely to progress. Some functions have clear laddered roles; other areas, particularly newer or niche teams, may offer faster upward mobility. Transparency around promotion criteria could be improved, according to some employees.
Salaries are generally market-competitive for the industry and location. Entry-level positions in operations and support roles typically start at industry-standard wages, while front-office roles command higher base pay reflective of revenue contribution. Compensation mixes base salary with performance-based components. Benefits and total compensation should be considered alongside base pay when evaluating offers.
Bonuses are performance-driven and can form a meaningful part of total compensation, especially in sales and trading. Incentive structures are tied to individual, team, and firm performance. There is some variability year-to-year depending on market conditions. Employees in client-facing roles tend to see the most variability and upside.
The company provides standard health and insurance coverage appropriate to region. Typical offerings include medical, dental, and life insurance, as well as basic disability coverage. Some local offices offer enhanced plans or wellness programs. Employees report that benefits are reasonable for the industry, but offerings can differ by country and local regulations.
Engagement activities include town halls, team social events, and occasional offsites. There are knowledge-sharing sessions and occasional charity or community activities. The social scene is active in some offices and more subdued in others. These events help build cross-team relationships and are generally well-received.
Remote work support has become more structured. Many teams operate hybrid models with a mix of office and home days. Technology and communication tools are generally adequate to support distributed work. Some roles still require consistent presence for client interaction or regulatory needs. Expect flexibility to vary by manager and function.
Average working hours vary greatly by role. Front-office staff may work long days that align with market hours and client needs. Corporate and back-office roles typically adhere to regular business hours, with occasional overtime during peak periods. Workload spikes are common around reporting cycles and major market events.
Attrition rates tend to be moderate and can fluctuate with market cycles. The firm has undertaken restructurings in response to business shifts in past years, as is common in the sector. Layoffs have occurred in certain areas during downturns, but core teams that consistently deliver results tend to remain intact. Prospective candidates should evaluate team stability during interviews.
Overall, this is a solid place to build a finance or fintech career if you appreciate a performance-oriented, collaborative environment. The company culture at PhillipCapital supports hands-on learning and practical development, and work-life balance at PhillipCapital will depend heavily on function. For those focused on building client relationships, technical skills, or trading expertise, working at PhillipCapital offers meaningful exposure and competitive compensation. Consider team fit, role demands, and long-term goals when deciding if it is the right move.
Read authentic experiences from current and former employees at PhillipCapital
Flexible remote policy, good benefits and respectful team culture.
Onboarding could be better. Sometimes expectations are unclear and task handovers are messy.
Fast-paced trading environment, good trading systems and supportive team leads.
Long hours during market sessions and occasional weekend on-call. Bonus structure could be clearer.
Great mentorship, regular tech talks and clear product roadmaps that helped me grow quickly.
Promotion cycles move slowly and sometimes priorities change with little notice.
Friendly colleagues and decent processes in some regional teams.
Low salary growth, inconsistent policies across countries and a lot of bureaucracy. Upper management communication could be better.
