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Appway Overview

Zürich (Switzerland)
201 to 500 employees
2003
Company - Private
Computer Hardware & Software
$5 to $10 million (USD) per year
Appway’s Digital Business Platform gives organizations the power to develop and operate scalable and reliable digital enterprise applications. With its toolset, leadership, community, and methodology, Appway enables companies to revolutionize their business models ... Read more

Mission: Appway empowers the service industries to move beyond automation toward ongoing digital transformation. With its seamless orchestration of people, knowledge, and systems, Appway promotes collective intelligence and enables businesses to reinvent for the digital age

Appway – Why Work For Us?



Appway empowers the service industries to move beyond automation toward ongoing digital transformation. With its seamless orchestration of people, knowledge, and systems, Appway promotes collective intelligence and enables businesses to reinvent for the digital age.

Appway’s Digital Business Platform gives organizations the power to develop and operate scalable and reliable digital enterprise applications. With its toolset, leadership, community, and methodology, Appway enables companies to revolutionize their business models, processes and moments. The comprehensive platform coordinates all relevant interactions in a collaborative digital workspace and delivers key business insights, inspiring companies to turn their visions into running solutions. 

In an era of increasing competition and regulations, Appway, the leader in global client onboarding, works with 4 of the top 5 wealth management institutions. Headquartered in Zurich with offices in Ticino, New York, Hong Kong, and Singapore, Appway and its award-winning technology serve over 100 service institutions and 175,000 individuals worldwide.

Who We Are Looking For

Smart, resourceful, and ready for a challenge? Welcome to Appway. We are looking for people that bring our company to the next level - talented folk that help shape our company culture for years to come. We value creativity and a positive, solution- oriented attitude. Appway is self financed and built to last. We think big and you should too.

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  • Because we are market leaders but especially because we are more than what we sell; Appway is focused on quality, we sacrifice quantity over quality and we believe in taking our time to build the best team, and develop exceptional results

  • Because we hire to last

  • To feel like you are really part of a small, tight knit team – your impact is crucial in the bottom line

  • Because we offer unlimited growth opportunities… Titles are what you make of them

  • Because we offer competitive salaries and all inclusive benefits

  • Because we enjoy the flexibility of a startup, but the stability of a hegemon – Appway is self financed and built to last

  • Because we work with creative thinkers that want to drive their projects and make them their own.

    Are you a hunter or a gatherer?


Appway Employee Impressions: Meet Felix

Read how Felix went from working for a Canadian dot-com startup in a garage to becoming a Solution Architect at Appway in Hong Kong!

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Cultural diversity has always been an integral part of Felix’s life. He was born in Hong Kong and went to college in Vancouver, Canada. When he graduated, Felix worked for a Canadian dot-com startup operating out of a garage (yes, literally) that had been converted into a makeshift office space.

But when the dot-com bubble burst, he moved back to his native Hong Kong and eventually grew his career as an IT integration specialist/analyst in a large international private bank.

Appway's Appeal 
Felix was immediately drawn to Appway after seeing the Appway Platform over a coffee break with CEO Hanspeter Wolf, who was on one of his visits to Hong Kong. At the time, Felix was in the midst of professional frustration, buried knee-deep in a project with developers he’d never met before. There was only a limited amount of control he could exercise over the software the company was building.


When Felix first came into contact with Appway, he immediately realized that this was the answer – an agile tool that would allow him to once again take back control of work processes, build something meaningful, and get things done. At Appway, employees delve deep into projects and get their hands dirty -- a very challenging, yet rewarding experience.

Collaborative Processes Across the Globe 
Appway gives you a lot of freedom to decide what you want to do with a strong all-hands-on-deck mentality. In Hong Kong, for instance, everyone does everything: from “song and dance” in sales pitches to diving deep into delivery projects and working in close collaboration with clients.


Teamwork is at the core of Appway’s philosophy. We promote teamwork across time zones with Appbirds in offices around the globe, a day-in and day-out feature at Appway. Our platform champions collaboration, so working together across multiple continents has never been easier.


Appway’s Hong Kong office was established in early 2013. Felix enjoys the challenge of building up the new regional office from scratch while receiving support from talented and capable Appbirds across the globe. Most importantly, Felix is well equipped with the best digital business platform on the market. And now, Felix enjoys the best of both worlds.

About Felix 
Felix holds a degree in Computer Science and is a Solution Architect at Appway’s Hong Kong office. He has a soft spot for Japanese pop culture, including a passion for Japanese manga, anime, music, food and video games. Felix loves to play badminton, travel abroad, visit new places, make new friends and learn about different cultures.

 

Swiss Benefits, On US Soil



Big benefits on a small dimeTo snag the best employees, some startups find it's worthwhile to offer big-company-style compensation packages.

 

Buck Ennis

Appway's Dina Fernandez (center) has found that generous benefits attract top talent.

Published: April 15, 2014 - 12:01 am

 

When Appway decided to open an office in Manhattan in 2011, the Zurich-based firm brought its European benefits sensibility along.

 

Employees get basic health care for $42 a month, and the company contributes 6% of workers' salaries to 401(k) plans regardless of whether they contribute anything.

 

"We believe in Switzerland's generous benefits, respect and dignity for all employees, and a strong emphasis on work-life balance," said CEO Hanspeter Wolf, by email.

 

The company, which makes workflow-management software for financial-services firms, needs the benefits to attract talent, too: With 100 global employees, it aims to double its 10-person staff in New York this year. The market for software engineers in the city is tight, and Appway seeks only top candidates.

 

About 10% of prospective hires make it past the initial assessment, said Dina Fernandez, office manager.

 

Hiring is picking up in New York City-based small businesses, which means the talent war is as well. In a hypercompetitive market for skilled workers, a well-crafted benefits package is crucial.

 

Larger companies know this: They spend more on benefits, as a percentage of total compensation, than small firms. According to the Bureau of Labor Statistics, businesses with more than 100 workers spent 33% on benefits in 2013, versus 26% for smaller companies. Experts say the key to making sure your dollars aren't wasted is knowing which benefits your employee demographic values most.

 

In Appway's case, workers are typically in their 30s and 40s--at an age when the cash value of benefits tends to be important. "This isn't my first rodeo," said Ms. Fernandez, who manages the company's benefits programs. She says Appway's employees do add up the dollars, with the health care and 401(k) contribution being the biggest persuaders, and other benefits, such as money for a gym membership, carrying weight, too.

 

Of course, many small business owners would like to offer better benefits but can't easily afford them. Rising costs mean that Cadillac benefits now feel like Rolls-Royce plans to them. The employers in the New York metro area who responded to consulting firm Mercer's 2013 National Survey of Employer-Sponsored Health Plans spent $13,345 last year on health care benefits per employee, asking workers to contribute about $140 a month. (The smallest firm had 250 employees.) Not many small businesses can afford to spend that much.

 

Other benefits, such as a 401(k) plan, can also be costly, with administrative costs that run as high as 0.75% of the total assets in a plan, on top of a few thousand dollars in other fees. To keep 401(k) fees down, owners may try to get proposals from at least three kinds of companies that administer the plans, such as a bank, an independent benefits firm or an insurer, said John Carnevale, CEO of Boston-based Sentinel Benefits & Financial Group, an employee benefits consulting firm with a large presence in New York City that focuses on companies with fewer than 1,000 employees.

 

TREATING TECHNOLOGY AS A PERK

(BYOD) policies are becoming popular among empoyers.

 

Here are some other ideas for designing a big-company benefits package as a small business:

 

TALK TO YOUR EMPLOYEES. Whether your process is formal—such as a survey—or informal, like a series of lunches, ask your employees which benefits they value most. "Frame the conversations as trade-offs," said Julie Stone, senior consultant with Towers Watson, a professional-services firm focused on improving companies' performance. The answers may surprise you. When Ms. Stone's firm started consulting for a large retailer with a presence in New York City that had a lot of turnover, Towers Watson discovered that the employees didn't care that much about the 401(k) or the health plan: The problem was that they didn't feel in control of their scheduling. Though a new scheduling system cost money, instituting it enabled people to pick their own shifts and turned the company's retention problem around, Ms. Stone said.

 

As a small business, you have an advantage over big companies: fewer people to survey and closer relationships with your employees.

 

SHOW YOU CARE. Small firms become more competitive with bigger rivals by being very thoughtful about choosing a plan and adding some ancillary benefits, particularly ones focused on health. Studies show one of the key drivers for engagement and retention is whether employees feel their employer cares about their health and well-being, according to Ms. Stone.

 

Sometimes, benefits outside a traditional health plan can go a long way. Appway, for instance, offers a health discount program with reduced rates on fitness clubs, nutrition counseling and smoking cessation. Some employers sponsor sports teams and running or walking competitions. Large employers are adding biometric screenings to their plans, according to Ms. Stone. If you have a younger, gadget-happy workforce, an Up bracelet from Jawbone, which monitors daily habits, might serve the same emotional purpose.

 

EMPHASIZE CHOICE. You can give employees more varied health care options by joining a marketplace. Among those operating in New York are Manhattan-based HealthPass; Mercer Marketplace; the Bright Choices exchange, operated by Towers Watson's Liazon, based in Buffalo and New York City; and, of course, New York State of Health--the marketplace mandated by Obamacare. Marketplaces offer a selection of plans; employees make their own choices on how to spend a set contribution from employers.

 

STAY ON TOP OF TRENDS. Among those catching hold among larger companies, according to Ms. Stone, are supplemental life-insurance plans, long-term disability plans, and pet and vision insurance. Also popular are group legal plans, which offer benefits for seeking advice on writing wills and critical-illness policies, among others. The latter typically pay out lump sums to cover costs, including deductibles, that the company health plan leaves uncovered.

 

Just as with health insurance, owners can pay all or part of the cost of other insurance benefits, most of which are relatively inexpensive (disability is one exception).

 

MAKE THEM OWNERS. If you're a fast-growing company and your employees have an ambition that matches yours, your equity and/or profit-sharing plan may be even more attractive than old-fashioned benefits like health plans and 401(k) matches. To create a competitive plan, set aside about 10% to 20% of the equity in your company to give out to employees in the form of equity, said Bob Greene of Manhattan-based Contour Venture Partners, a venture-capital firm. If you want to be particularly generous, set aside a larger portion.

 

It doesn't cost much to set up an equity plan, because lawyers will often do the work for a very low fee in hopes of becoming company counsel. If you run a family-owned firm, you may not be aiming for the kind of exit that makes equity appealing, such as an IPO or buyout. But a profit-sharing plan can serve the same purpose. The costs are similar to those in a 401(k).

 

OFFER A HEALTHY 401(K) MATCH. An irony of the benefits world is that one of the most valuable benefits you give your employees—a 401(k) plan, sometimes with a match—is one of the least appreciated. A healthy match may help attract the financially savvy: On average, companies with 49 or fewer employees offered a 3.2% contribution to 401(k)s in 2011, and companies with 50 to 99 employees offered 2.6%, according to Chicago-based Plan Sponsor Council of America. Typical contributions are about the same in New York City, except in the finance industry, where they are higher, according to Mr. Carnevale.

 

SIMPLIFY SAVING. Once your employees are on board, it may help to keep them if you make the act of saving for retirement as painless as possible, with as many automated plans, target-date funds and index-fund options as possible. "After 25 years in this business, I know that participants don't really want to pick their investments. I always go back to making sauce: I don't want you to deliver the oil, the spices and the tomatoes to my table," Mr. Carnevale said. "People get frustrated, and they don't participate."

 

Especially if your workforce is younger, employees may have a hard time grasping the idea that a $500-a-month contribution now could make the difference between being old and poor or retiring comfortably. Adding a financial-education component to your retirement plan could bring some of the reward home to employees.

 

Correction: Towers Watson's Liazon is based in Buffalo and New York City. That fact was misstated in an earlier version of this article originally published online April 15, 2014.


Appway Reviews

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Hanspeter Wolf
27 Ratings
  • Helpful (12)

    "Super Dynamic Organization"

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    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Office Manager/Human Resources in New York, NY
    Current Employee - Office Manager/Human Resources in New York, NY
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Appway full-time (More than 3 years)

    Pros

    As someone that has worked for the New York office since the beginning, I can not say enough great things about this organization. From the culture down to the staff (globally), Appway is a class act. Never have I seen such passion, camaraderie and team work. It is a pleasure to be surrounded by such an amazing team!

    Cons

    Since we are still so new in New York, our notoriety is not quite out there, yet. BUT we are getting there.

See All 36 Reviews

Appway Photos

Appway photo of: Front Door
Appway photo of: Family Wealth Report Awards Dinner 2018
Appway photo of: Family Wealth Report Awards Dinner 2018
Appway photo of: HQ
Appway photo of: HQ
Appway photo of: HQ
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Appway Interviews

Experience

Experience
33%
17%
50%

Getting an Interview

Getting an Interview
82%
9%
9%

Difficulty

2.9
Average

Difficulty

Hard
Average
Easy
  1. Featured Interview

     

    Senior Consultant Interview

    Anonymous Interview Candidate in Zürich (Switzerland)
    No Offer
    Positive Experience
    Difficult Interview

    Application

    I applied online. The process took 2+ weeks. I interviewed at Appway (Zürich (Switzerland)) in August 2016.

    Interview

    This was the third interview, after one with the HR and another with the Engagement manager. The interview were made by call with Zurich. This third was an assessment, made using the "Go To Meeting" application (need to download a plug-in before the session, and screen sharing and audio are available). I had a very good impression of the company through those 3 interviews.

    Interview Questions

    • 15 minutes to receive the business case and have basic explanations. 3 tasks to perform, with 90 minutes preparation, and then a presentation of 15 minutes.
      business case: account opening process in a bank.
      task 1: provide the activity diagramm, using their tool (easy to use, a 5 min tutorial is available).
      task2: provide a mockup of the input data screen, using their tool (also easy to use, with a tutorial)
      task3: provide the Work Breakdown Structure of such a small project.   1 Answer
See All 12 Interviews

Appway Awards & Accolades

  • Best Client Onboarding Solution in Europe, Wealth Briefing, 2015
  • Winners of the 2013 Business Process Management Excellence Award in the category of Banking and Financial Services, Global Awards for Excellence in BPM, 2013

Pledges & Certifications

Diversity Commitment

Has programs that support a diverse and inclusive workforce

Pledge to Thrive

Taking steps to prioritize employee well-being

Pay Equality Pledge

Committed to paying equitably for equal work & experience

Tech Hiring Commitment

Helping to train, hire and promote more technology workers

Returnships

Offer formal "internships" for mid-career people or those returning to the workforce

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