kurtosys
glassdoor has 76 kurtosys reviews submitted anonymously by kurtosys employees. read employee reviews and ratings on glassdoor to decide if kurtosys is right for you .
how much do kurtosys employees make? glassdoor has salaries, wages, tips, bonuses, and hourly pay based upon employee reports and estimates .
kurtosys was founded in 2002 by mash patel and harry thompson. the company is owned by a mix of (all) staff members and institutional and private equity investors .
it is great to hear that you gained valuable experience while working here but it saddens us to read that you have left kurtosys with such a bitter taste in your mouth .
kurtosys is a global provider of digital technology to the financial sector. since 2002, our team of industry experts have been using digital media to transform the way that financial information is shared and consumed .
thank you for your feedback. i am so happy to see that your experience at kurtosys provided you the opportunity to earn an increase of 66% , and i am sure you rightfully deserved it. earlier in my
the product and process is quite complicated. kurtosys is not a typical saas company since so much of the work we do is customizable. production is tends to be slow and internal follow - up on tasks can be challenging .
kurtosys has an amazing culture. the management team is incredibly supportive without being overbearing. they encourage employees to make their roles their own, and they are great about acknowledging a job well done. i have the autonomy to do things in a way that works with my personal style, but there is enough process in place that things don' t often get lost in the shuffle. innovation in automation is key and that' s a big focus at kurtosys .
at kurtosys, i' ve had one of the best managers of my entire career in tech. she gives me hands on personal mentoring and teachings around the process. i really feel like my manager has my back and completely trusts me, my work and my effort .
according to patel, kurtosys' s strategy from the outset was to
provide a paradigm shift to a significant area of the asset management industry historically starved of business - process efficiency
, client communication and reporting. central to the firm' s vision was a strong philosophy around data - centricity and efficient business proc
at a high level, kurtosys has a thriving culture that focuses on investing in the development and happiness of their employees. the company places a strong emphasis on maintaining a healthy work / life balance which is easily achieved by taking advantage of their very generous pto plan and work from home policy. this is definitely a company that focuses on setting up employees for success through various internal learning opportunities such as their mentor program. the management team is easily accessible to answer questions, address concerns, and help facilitate their team member' s success. that is not to say that management is overbearing, in fact, a strong emphasis is placed on employee' s having ownership in their work and a level of autonomy. the global nature of kurtosys is also a unique feature in that you get the opportunity to engage, learn, and develop relationships with your global counterparts .
a great place to build your resume. if you are a motivated young person who wants to kill themselves to get some real experience under their belt for the next stage in their career, kurtosys is a great place to do that. you will get to work with some big - name clients and may have the opportunity to work on some new technology. make sure you pay attention to which team you are being recruited into, if you own one of the many dead products there will be no chance of escape. also, assume any stock options are worthless you probably won’t be around long enough to get vested .
the major overarching issue with kurtosys is that it is a 10 year old startup that is somehow still a startup. the reasons behind this are too many to leave a complete account here, but here are some of the reasons that come to mind. 1. the ceo not located in the united states creates an environment where the real' culture' of the company is in london. the' hq' in new york does not get the focus, resources, and culture it needs to be successful. 2. pressure to be profitable has created an environment where decisions are made with only the short term plan in mind. they cannot afford to do what is best, only what gets them out of the fire of the day. 3. the product solves a need in the market but at its core is too hard to implement to gain the kind of scale necessary to be a sustainable business .
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urltoken
london has once again proved its tech pre - eminence over other european capitals, as it blew the competition away in the inaugural fintech 50 watchlist, an index of europe’s top fin - tech companies as selected by some of the scene’s most important names .
the capital scooped up 32 out of the 50 places, with several more firms dotted around london’s periphery in places like surrey. cambridge meanwhile fielded only a few successful firms, although a few london companies were daughter companies of bigger us - based giants .
the list, released today for the first time, is designed seek out the best european companies dealing with financial tech innovation .
“the fintech sector has enjoyed incredible growth in recent years, particularly here in europe where a slew of new technologies and product offerings are disrupting the traditional banking models and changing the way we consume financial services, ” said eddie harding, head of fintech at icon corporate finance .
“fintech innovation is transforming financial services in a whole host of different verticals, with new businesses challenging directly for a share of the fastest evolving sectors such as mobile payments, low - latency trading, banking alternatives, big data analytics, id and security and many more. ”
the event is judged by panelists from big names in tech, media and finance, including silicon valley bank, hotwire and the ceo agenda .
despite insisting that no particular fintech field would be favored, several key trends emerged .
several firms focusing on the easing up of foreign currency exchange and transfer made the list, as did a significant number of companies striving to make mobile payments accessible and efficient – be it through phones or credit cards .
“the currency cloud is delighted to be recognised as one of the top fifty fintech firms in europe. the currency cloud securely processed over $ 1bn of transactions in 2012 for hundreds of customers, ” mike laven, ceo of london - based online foreign exchange company the currency cloud told london loves business. com .
“european businesses are demanding lower prices and better service for their international transactions and the currency cloud is right at the forefront of this trend. ”
the company has just launched two apps to ease the transaction process for customers and expects to follow on with many similar products in the near future, laven explained .
however, firms working on short - term, small - scale loans also performed well, with london firms zopa and wonga making the list. various kinds of crowd - funding mechanisms also made a strong showing, with companies like funding circle and crowdcube making the index .
nonsense. . markit' s recent' report' on uk technology is pure fiction - missing out the second and third largest clusters on its map! try urltoken instead .
the investment will be used to fund its global customer footprint and increase its research and development and support teams .
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i would say that one challenge is scheduling meetings with global team members. i do not really consider it a con, but it is an extra logistical step to consider. however, everyone is very respectful of time zone differences and i have never been asked to join a call at an unreasonable time .
we are really happy to read your feedback. we try our best to preserve our culture and create an atmosphere were our employees can thrive .
culture where each member of our team understands that their input can have a material impact on our future. we are glad that you feel that the management team seeks to empower our team. we hope that we continue to build upon the momentum we have created and don' t let you down in the future. thank you for your constructive feedback on ways we can improve. one of the challenges of working at a global company is managing time zones. we need to be conscious of our team' s in different parts of the world and organize meetings that are convenient for all. thanks again for your feedback. the people operations team
management needs to hold more of the employees accountable when items aren' t delivered on time .
thank you for your feedback. we have some really wonderful and strong leaders based in our rdu office, and meagan palmer has done a wonderful job recruiting the team down there. i am glad to see
that your experience has been positive. our team there has created a positive working environment and really has helped shape our company. based on your feedback, we need to do a better job of communicating what this company is. we are an enterprise company that provides software solutions that are configurable. this is much different than traditional saas and is more reflective of product approaches at netsuite, veeva and workdays of the world. please feel free to reach out to me directly about where you might not think that the team is not being held accountable. that is particularly concerning. i hope you feel comfortable doing that. scott
- fast - paced onboarding may not be for everyone. no formal training program in place, can make starting out difficult. - some processes are being refined for increased efficiency - could take some time but definitely headed in the right direction - no 401k matching
please keep the forward motion going - - the transparency and openness with employees really goes a long way. improving how new employees learn what they need to learn when they come onboard would be really helpful and would help make new employees more efficient more quickly .
thanks so much for your review. i am glad that you have enjoyed your experience so far, and rdu is one of the offices we are significantly investing in and excited about the prospects .
revamped our onboarding process in 2017, and we are continuing to refine it. we need to improve upon this so that we can empower our employees to feel like they are starting here with the wind at their backs rather than the challenges you identify when you started. i will work with nikki leske, our snr people operations manager to improve these processes across our platform. thank you again for your feedback. scott
pay your employees well and they won' t leave. i was making roughly 10k less than the average college graduate with an extremely useful degree. i left and got a 66% raise. this company will fail in time .
your product strategy relies on a foundation of institutional knowledge to keep your clients from realizing you’ve abandoned their product and can’t afford to reimplement them in the system you care about this week. commit to your employees, they are the curtain that hides the truth. even if you think you can replace them with 3 people in whatever region your excited about this year. i know this suggestion will be the basis of the kurtosis reply, but, we’ll see if either of the people managers replying to this review make it past the two - year mark. maybe the cfo, coo will step in and provide the response, he generally feels like he can do everyone’s job better than they can .
thank you for your several years of contribution. we are sad to have you leave with a negative view, but we are sure that there were a variety of factors that kept you here for several years
very valuable experience in supporting a product that theoretically makes sense and interfacing with high caliber clientele .
fix toxic work environment. fix products so they can be implemented faster and cheaper, or branch into a new product area. move ceo role to us or hire similar figurehead in ny .
thank you for your feedback. unfortunately, we have strategically decided to right size new york. new york is the company’s headquarters in name only, and we will only have 8 – 12 ftes moving
the company is making a serious push to be better, and making serious investments into really talented people in multiple departments. culture of the new york office is good. plenty of room for growth for a hard worker. management to date is very transparent, and make each employee feel apart of the overall direction and structure of the firm. decent benefits package / snacks in office / company social events. great location in flatiron. young and energetic environment. timing and market for product seems right. new managers in certain departments are highly skilled, and offer younger less experienced team members direct learning experience. (please note this is from a sales prospective )
some typical issues in the tech / startup space. expanding workforce can cause company culture changes that are out of a junior members control. global firm, many times there is little connection to workers outside of direct office / department. some legacy aspects of the firm can cause functional / political issues. not a company for a
work from home
sales rep. sometimes can feel understaffed in certain departments, and intellectual knowledge can be siloed to one or two individuals who due to workflow have little time to share that content to more junior employee' s. not much
group learning
information sharing sessions typically seen at sales orgs .
keep focus on the talent that comes in, and continue to manage the growth factor in the right way. look to the talented people you hire to make the changes needed to continue to grow company .
thank you for your response. we really appreciate your feedback. we try to foster a strong culture for personal growth across the company. our ny office has had some issues in the past, so we are
pleased to see that you feel that there is progress. sales in general is an incredibly difficult and challenging position, and we should definitely do more to increase sales opportunities. we will look into doing that. definitely focused on empowering our people. we hope a majority of our colleagues feel like they have the ability to make a difference here. thanks again for your feedback. we really appreciate it! the people operations team
the only con is that we have a lot of work and not enough people, which is not a bad problem to have. we' re working hard to recruit new talent every day .
thank you for taking the time to provide your feedback. we have invested a great deal of time to build an amazing company and create a positive experience for our team. we believe we have an
amazing team as well, and the culture is driven by our employees. we definitely need to do a better job recruiting as we continue to scale the business. we have invested in building out our talent acquisition team over the past two years, and we are on pace to hire over 100 people globally this year. thanks again for your feedback. the people operations team
we are happy that you had a positive experience in our india office. we definitely could have done a better job of managing the office which unfortunately lead us to make the difficult decision to
shutter the office in 2016. we have since consolidated a majority of our operations into south africa, where we have built a thriving business. thank you so much for your feedback. the people operations team
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kurtosys is a new york and london-based fintech company that develops digital marketing and reporting tools for asset managers . kurtosys develops fund marketing and investor servicing solutions including wordpress websites and fund data tools , fund factsheet automation , client reporting and secure portals for investors and advisors , and api distribution services for data and documents . kurtosys was founded in 2002 by mash patel and harry thompson , and now has offices on four continents . headquartered in new york , their other locations are london , cape town and reno ( nevada ) . their clients include some of the world ’s largest asset managers . the company is backed by venture capital firms true ventures and triangle peak partners , and sapient global markets is a strategic partner and investor . 
kurtosys is a new york and london-based fintech company that develops digital marketing and reporting tools for asset managers. kurtosys develops fund marketing and investor servicing solutions including wordpress websites and fund data tools, fund factsheet automation, client reporting and secure portals for investors and advisors, and api distribution services for data and documents. kurtosys was founded in 2002 by mash patel and harry thompson, and now has offices on four continents. headquartered in new york, their other locations are london, cape town and reno (nevada). their clients include some of the world ’s largest asset managers. the company is backed by venture capital firms true ventures and triangle peak partners, and sapient global markets is a strategic partner and investor.
kurtosys is a new york and london-based fintech company that develops digital marketing and reporting tools for asset managers. kurtosys develops fund marketing and investor servicing solutions including wordpress websites and fund data tools, fund factsheet automation, client reporting and secure portals for investors and advisors, and api distribution services for data and documents. kurtosys was founded in 2002 by mash patel and harry thompson, and now has offices on four continents. headquartered in new york, their other locations are london, cape town and reno (nevada). their clients include some of the world ’s largest asset managers. the company is backed by venture capital firms true ventures and triangle peak partners, and sapient global markets is a strategic partner and investor.