Company details

HEADCOUNT

1000-2999

ORG TYPE

Corporate

SECTOR

Finance

WEBSITE

http://www.peak6.com/

About the company

PEAK6 is a financial services and fintech group founded in 1997, with roots in options trading and the Chicago Board of Trade. The company runs a portfolio of businesses (including trading, fintech, and other operating companies) and also makes capital investments. PEAK6 positions itself as a builder-operator, pairing technology and operations with trading-style risk thinking. The company’s careers content puts a lot of emphasis on “hands-on” work and direct feedback culture.

Locations and presence

PEAK6 is headquartered in Austin, Texas, and keeps a major footprint in Chicago and New York. The company also lists a wider set of global offices and hubs including Budapest and Manila, alongside multiple US locations.

Palpable Score

73.7

/ 100

PEAK6 scores well for early-career access because the company runs multiple structured entry points (internships, bootcamps, and an 18-month Trading Associate track). The main limiter is outcomes data: there are strong anecdotes and reviews, but little published evidence on conversion rates, promotion timelines, or early-career retention.

Pillar 1: Early-career access

Score

17.3

/ 20

The company publicly markets internships and “new graduate openings,” including trading and software-focused routes rather than only niche finance tracks.
PEAK6 lists multiple campus pathways such as a nine-week “Trading Experience for Women+” internship and a one-week Trading Bootcamp aimed at college juniors.
The company spells out an entry-level Trading Associate role for graduating seniors as an 18-month program in Chicago, which is a clear first-job lane rather than a vague “junior” posting.

Pillar 2: Hiring fairness and transparency

Score

13.7

/ 20

The company lays out a staged interview process for Trading Associate (application, assessment, interviews, final stage) and even states a typical decision timeline.
PEAK6 routes applications through a consistent ATS-style job board setup, which is usually a better signal than email-only or informal applications for fairness and tracking.
The company has mixed external interview signals: some intern feedback highlights a well-run program, while other public comments flag unclear expectations or uneven interview experiences, which drags consistency.

Pillar 3: Learning and support

Score

15.7

/ 20

The company describes Trading Associate as education-first, including initial training and a licensing milestone early in the program, plus rotations and portfolio responsibility.
PEAK6 structures campus trading programs around learning cycles (option theory, projects, presenting to senior leadership, and time with experienced traders), which is closer to coached development than “sink or swim.”
The company backs this up with support signals in benefits and reviews (training and conferences are named on the careers page, and intern reviews talk about high learning intensity), but some feedback also notes unclear learning goals.

Pillar 4: Pay fairness and stability

Score

14.7

/ 20

The company posts paid internship roles with visible hourly ranges on major job aggregators, including higher-paid trading internships and standard business and product internships, which is a solid early-career pay signal.
PEAK6 lists concrete benefits that matter for early-career stability: medical, dental, and vision; a 401(k) match; paid parental leave; PTO (including volunteer days); and mental health support.
The company adds practical affordability support in specific campus programs, including covered housing and travel for the Chicago-based trading bootcamp, but pay transparency is not consistently visible across every role page.

Pillar 5: Early-career outcomes

Score

12.3

/ 20

The company publishes testimonials from past campus participants describing confidence gains and clearer career direction after the trading internship, including people saying the internship influenced staying in trading.
PEAK6 has public employee and intern reviews that talk about skill growth and challenging work, which supports the “progression in capability” angle even without hard promotion stats.
The company has limited hard outcomes data in public view (intern-to-full-time conversion rates, time-to-promotion, and early-career retention are not published); LinkedIn presence shows ongoing hiring and a sizable employee base, but that does not replace progression metrics.

Useful links & resources

Campus Opportunities (Internships + New Graduate roles)PEAK6 Careers (Benefits + access to openings)Trading Bootcamp Micro-Internship (Summer 2026 listing)