· SW's founders took a step forward and created the company they wanted to work for ·
"It had to be realistically-fun, team-oriented, impact-focused and run by mentors instead of managers."
Sergio Álvarez-Teleña, Co-Founder
SW is very restrictive at hiring as it aims at being robust to crises. That allowed growing during COVID instead of firing.
SW's culture inherits from the investment industry - its incentives scheme leverages increasingly aggressive bonus. Further, the team can use the whole stack of technology to invest its savings along with the founders - just as hedge funds do but restricted to those areas not conflicting with our clients.
SW puts its money where its mouth is. That's its best guarantee to clients. And it means that it constantly has a significant part of its budget in the market trying to test the latest pieces of software - stripping down the operational risk. It further helps order the different steps lined up in SW's Trellos.
Here is where SW also tries the most aggressive experiments with its latest advances. Hence, if its clients' projects are less demanding in terms of bleeding edge, SW can still feed its curiosity upon its own agenda of innovation.
Further, as it moves from exploring to exploiting, FUNd ® can become a significant source of income, just as that for the most advanced hedge fund employees. A large part of the bonus accrued in 2020 was paid taking partial profits from its investments during COVID.
This is, FUNd ® is more than fun, more than a fund.
The average age of the team is below 30. SW believes in talent eager to thrive personally and professionally, without any age bias.
The team's ethics goes beyond boundaries. IP is sacred - both SW's and SW's clients.
The overlap of degree backgrounds during 2020 was minimal: from computer scientists, physicists, mathematicians and engineers to biologists and economists.
There is no gender bias in SW. During 2020, 2/3 of the hires were women.
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