Airwallex Career Growth & Development

Airwallex treats learning as an ongoing part of everyday work rather than something reserved for formal training. Employees develop new skills through structured learning programs, manager coaching, role-specific development, internal mobility opportunities and hands-on experience solving real customer problems. The company's approach emphasizes continuous improvement, ensuring employees build both technical expertise and leadership capability as the business evolves. 

• Structured learning programs for every career stage: Airwallex provides employees with role-based learning through its internal learning platform, including onboarding programs, manager enablement, interview training and technical development resources. Employees also create Individual Development Plans (IDPs) that help align learning goals with long-term career aspirations. New leadership programs such as Airwallex Elevate for people managers and Rise, designed to help individual contributors strengthen leadership skills, provide structured development beyond technical expertise.
• Learning is built into performance conversations: Development isn't limited to formal courses. Managers regularly discuss employee growth during one-on-ones and twice-yearly performance reviews, helping employees identify new projects, stretch assignments and learning opportunities. Internal engagement results show 88% of employees had a growth discussion with their manager in the previous six months, while 86% reported opportunities to learn through projects, peers or formal training during the past year.
• Hands-on experience drives development: Airwallex encourages employees to build new skills by working on complex, real-world challenges across payments, banking, AI and global financial infrastructure. Hackathons, innovation awards and cross-functional projects allow employees to experiment with new ideas while learning directly from experienced teammates. One employee shared that “you're constantly learning because the problems are always evolving,” reflecting the company's emphasis on learning through ownership and execution.
• Learning supported by external resources: In addition to internal development, employees have access to external learning opportunities, professional memberships and regional learning stipends that encourage continuous upskilling and industry engagement.
• External signals:
  • Learning culture: Employees highlight opportunities for continuous learning and professional development as employees work alongside experienced colleagues. (Comparably)
  • Employee development: Employees describe Airwallex as a place where ambitious employees can develop rapidly by tackling challenging work. (Glassdoor)
  • Employer reputation: Airwallex was recognized as the 2025 Best Employer, reflecting the company's investment in employee growth and development. (Asia FinTech Awards)

Bottom line: Airwallex helps employees build new skills by combining structured learning programs with challenging day-to-day work, regular coaching and opportunities to experiment. Rather than separating learning from work, the company encourages employees to grow by continuously solving new problems, expanding responsibilities and developing alongside experienced global teams. 

Airwallex supports employee development through continuous coaching rather than relying solely on formal mentorship programs. Managers play a central role in helping employees build new skills, navigate career progression and prepare for future opportunities, while peer learning, leadership development programs and cross-functional collaboration provide additional sources of guidance throughout an employee's career. 

• Managers serve as career coaches: Employees receive regular coaching through one-on-one meetings, structured feedback sessions and twice-yearly career conversations that focus on both performance and long-term development. Internal engagement data shows 88% of employees had a growth discussion with their manager during the previous six months, while 84% say their manager helps them achieve more, reinforcing the company's emphasis on ongoing coaching rather than annual reviews.
• Leadership development at every level: Airwallex invests in coaching for both current and future leaders through programs such as Airwallex Elevate, which prepares new people managers, and Rise, which helps individual contributors strengthen leadership capabilities before moving into management. Employees also access role-specific learning, coaching resources and leadership content through the company's internal learning platform.
• Peer learning happens through real work: Much of Airwallex's mentoring occurs organically through collaboration on cross-functional projects, hackathons and product development initiatives. Employees regularly work alongside experienced colleagues across engineering, product, commercial and operations teams, creating opportunities for knowledge sharing while solving complex customer problems. One employee shared that “the people around you genuinely want to help you succeed,” highlighting the collaborative nature of development at Airwallex.
• Wellbeing and coaching support: In several markets, including the United States, employees also receive access to Modern Health, which provides employer-funded coaching and therapy sessions to support both personal wellbeing and professional resilience. This complements the company's broader investment in employee development and sustainable performance.
• External signals:
  • Manager quality: Employees recognize supportive managers and opportunities to receive meaningful coaching while taking on increasing responsibility. (Glassdoor)
  • Leadership: Employee feedback reflects positive perceptions of leadership communication and manager support across the organization. (Comparably)
  • Workplace experience: Employees describe collaborative teams where employees learn from experienced colleagues and receive support while taking on new challenges. (Indeed)

Bottom line: Airwallex emphasizes coaching as an everyday leadership responsibility. Through regular manager conversations, structured leadership programs, peer learning and wellbeing resources, employees receive practical support that helps them build new capabilities, expand their responsibilities and continue progressing throughout their careers.