Company details

HEADCOUNT

25-99

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

http://www.vestr.com/

About the company

vestr builds B2B software used by banks, SPV issuers and asset managers to manage the lifecycle of actively managed investment products, including Actively Managed Certificates (AMCs). The company says vestr was incorporated in 2017 and highlights milestones such as SIX Group taking a stake (2019) and later funding and international expansion. Public materials emphasise regulated-market workflows like reporting, monitoring and compliance-focused processes. The team is presented as a mix of finance specialists and engineers, with a headquarters in Zug and a distributed setup.

Locations and presence

vestr lists Zug, Switzerland as headquarters, and company content describes a multi-country team with international contributors. The most visible hiring activity is Switzerland-based, with hybrid expectations for at least one role.

Palpable Score

48.3

/ 100

vestr looks like a small fintech with a grown-up approach to role scoping and a credible “how you’ll work” picture, but early-career entry points are thin in public postings. The score lands in the middle because learning support is visible, while pay transparency and junior outcomes are not.

Pillar 1: Early-career access

Score

5.8

/ 20

The company’s most visible role (Client Integration Manager) sets a minimum of 3 years’ experience, which shuts out most graduates and 0–2 year candidates.
vestr does not publicly show a steady stream of “Junior”, “Associate”, “Analyst”, internship, or trainee roles on the careers page.
The company currently shows very few open roles overall, so even strong candidates have limited entry-level shots on goal.

Pillar 2: Hiring fairness and transparency

Score

13.2

/ 20

The company provides a detailed task breakdown for the Client Integration Manager role, including onboarding responsibilities, translating requirements into user stories/process flows, and acting as “voice of the customer”.
vestr states working model expectations up front (hybrid, office twice a week, regular Zurich trips), plus practical constraints like right-to-work in Switzerland and language requirements.
The company does not publish interview stages, assessment format, or timelines, so candidates still have to guess what the process looks like beyond “apply”.

Pillar 3: Learning and support

Score

12.0

/ 20

The company advertises paid support for external learning (education budget plus leave for learning opportunities) on the careers page.
vestr’s team content describes hands-on onboarding and knowledge transfer in practice, including a client team lead bringing a new support hire “up to speed” and involving them early in real support work.
The company does not spell out a repeatable early-career ramp plan (buddy system, review cadence, or defined training weeks) inside job postings, which matters more when teams are small and roles are broad.

Pillar 4: Pay fairness and stability

Score

9.5

/ 20

The company describes “competitive compensation” for at least one role, but does not publish salary ranges, which limits pay fairness verification for early-career candidates.
vestr lists flexibility benefits that usually correlate with stability for junior staff (flexible hours, remote-work option), and the job ad frames a standard employment setup rather than speculative “trial” work.
The company’s equity positioning is leadership-linked (“leadership position…means being a shareholder”), so juniors cannot tell what ownership, if any, is available to them.

Pillar 5: Early-career outcomes

Score

7.8

/ 20

The company publishes internal stories about building new functions (for example, creating client onboarding processes and a Client Support Manager role), but those stories do not include measurable promotion or retention outcomes.
vestr does not provide public progression frameworks, level definitions, or examples of junior-to-mid growth over 12–24 months, which caps confidence on outcomes.
The company’s LinkedIn footprint supports the picture of a small team and ongoing hiring activity, but public data tying early-career hires to advancement is missing.