Dedicated Learning TimePositive
Employees have 3 weeks per quarter you can spend on mastering your skills during IP sprints.
SimCorp Company Culture
Financial TechnologyAI-generatedSimCorp develops investment management software focused on real-time data visibility across asset classes, operating as a subsidiary of the Deutsche Börse Group.
CaringCustomer-success drivenCollaborativeCuriousCourageous
36/100
Lightly defined culture signal
Measures how clearly defined the profile is, not whether the culture is good or bad. Methodology
Researched 4 hr ago
Leadership
PS
Peter Sanderson
Chief Executive Officer
SimCorp is a financial technology company with 1,000+ employees headquartered in Copenhagen, Denmark. Here’s a detailed look at their workplace culture across six key dimensions.
SimCorp Culture Dimensions
Innovation
50
Process-drivenBoundary-pushing
SimCorp takes a balanced approach to innovation with a score of 50/100.
Hierarchy
50
Flat & fluidStructured & clear
SimCorp takes a balanced approach to hierarchy with a score of 50/100.
Collaboration
50
IndependentTeam-oriented
SimCorp takes a balanced approach to collaboration with a score of 50/100.
Work-Life Balance
50
Always-on hustleStrong boundaries
SimCorp takes a balanced approach to work-life balance with a score of 50/100.
Mission
50
Profit-firstPurpose-driven
SimCorp takes a balanced approach to mission with a score of 50/100.
Growth
50
Stable & steadyHypergrowth
SimCorp takes a balanced approach to growth with a score of 50/100.
What It's Like to Work Here
SimCorp provides investment management software with a core mission of delivering real-time data visibility across all asset classes and positions. Now scaling as a subsidiary of the Deutsche Börse Group, the company prioritizes 'intentional simplification' over tool proliferation while shifting toward a cloud-native engineering mindset. The corporate environment is governed by the '5Cs'—Caring, Customer-success driven, Collaborative, Curious, and Courageous—and utilizes English as its official corporate language. While leadership actively champions a 'values-based culture' alongside structured internal mobility, the day-to-day reality reflects a mature, highly structured enterprise. Recent organizational focus, driven by CEO Christian Kromann, emphasizes 'pushing the company to keep with current times' amid market shifts. Development operates on a rigid SAFe-style framework, planning work in '4 planning intervals (PIs) per year' but guaranteeing '3 weeks per quarter you can spend on mastering your skills' via mandatory Innovation and Planning (IP) sprints. A global hybrid policy mandates two days in-office per week. However, you might encounter friction regarding internal equity; employees frequently report a 'loyalty tax' where compensation for tenured staff lags behind new hires and current market rates. Perks are viewed as minimal compared to industry peers, and a declining bonus structure has reportedly impacted morale. For those who navigate these compensation dynamics, the company offers an environment aggressively pushing front-office innovation, internal learning guilds, and AI-driven Copilots.
SimCorp Culture Highlights
- Internal mobility paths from entry-level to senior product roles
- A learning organization model featuring dedicated internal learning guilds
- Decentralized management with strategic growth in Northern Europe
- Mandatory 3-week Innovation and Planning sprints every quarter for skills mastery
SimCorp Leadership
PS
Peter Sanderson
Chief Executive Officer
Taking over as CEO in 2025 and explicitly emphasizing a 'values-based culture' as a core component of growth.
IA
Iyan Adewuya
Chief Product Officer
Newly appointed to drive a unified product vision and front-office innovation.
KK
Kateryna Kharchenko
Senior Principal Product Manager
Serves as an employee-elected board member, demonstrating the reality of internal career mobility after rising from a Test Analyst role.
How to work the culture
Do
- Embrace a values-based culture defined by the '5Cs'
- Demonstrate your skills through business cases during hiring
- Communicate comfortably in English for all corporate matters
- Utilize the 3-week IP sprints for prototyping and skill mastery
Don't
- Expect above-market annual raises without aggressive negotiation
- Rely on an extensive, luxury-tier perk package
- Use non-standard toolchains instead of the company's intentional simplification
- Expect loose, ad-hoc agile workflows outside the rigid PI framework
04
Fit & playbook
Who does well here, who doesn't, and how to actually navigate SimCorp once you're in.
Thrives
You'll do well if
- If you value a standard global hybrid work schedule of two days in the office per week
- If you appreciate dedicated 'Innovation and Planning' sprints to focus on prototyping and learning
- If you appreciate structured internal mobility, learning guilds, and formal development frameworks
Struggles
You might struggle if
- If you expect automatic, market-adjusted raises without negotiation
- If you prefer extensive luxury perks and benefits beyond industry-standard offerings
- If you chafe under highly regimented SAFe agile structures and 10-week planning intervals
- If you are not entirely comfortable working in an English-speaking corporate environment
Find out if you'd thrive at SimCorp
Discover your culture fit and get personalized insights about how you'd experience working here.
Discover your culture fitWhat People Say About SimCorp's Culture
Synthesized from public sources · open to employees who claim their company
From the research
4 themesStudent FlexibilityPositive
Offers part-time roles for students with flexible working hours during exam periods.
Rigid Agile StructureMixed
Work is highly regimented into 4 planning intervals (PIs) per year which may limit spontaneity.
Hybrid Work ExpectationsMixed
Simcorp follows a global hybrid policy, asking employees to work from the office two days each week.
Community
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