📍
Tallinn, Estonia

Software Engineer - Identity & Access

3 years experience
Finance
Software engineering
Posted:
January 12, 2026

Wise

International money management services
77.3
Palpable Score
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Job Description

What you’ll be doing

As an IAM Engineer, you’ll ensure our identity and access management is fit for purpose, support our global Support teams, and help Wise scale. You’ll work closely with our Security team to respond to incidents and support audits involving access management. The IAM team partners with teams across Wise to scale our internal systems—keeping them secure and user‑friendly—so everyone can move without obstacles.

Your day-to-day:

Qualifications

The experience you’ll need:

Bonus skills / experience:

About the company

Wise

Company overview
Wise is a global fintech that helps people and businesses send, spend, and receive money across borders with transparent fees and multi-currency balances. Wise sells the Wise Account for consumers, Wise Business for companies, and infrastructure products through Wise Platform for banks and enterprises that want cross-border payments and local account capabilities. Wise operates as a regulated financial services provider in multiple markets and focuses on making international money movement faster and cheaper. Wise’s public messaging centres on “money without borders” and reducing hidden FX markups.

Locations and presence

Wise runs major hubs across the UK and Europe alongside offices in places like Austin and Singapore, with Tallinn frequently positioned as a key engineering centre. Wise sets a hybrid expectation tied to Wise offices, with limited permanent virtual working and an onboarding pattern that pushes new joiners to spend more time in-office early on.

Palpable Score

77.3
/ 100
Wise offers multiple true entry points through paid internships, graduate cohorts, and apprenticeships, and Wise backs that up with structured early-career learning like the WiseStart Engineering Bootcamp and a 9-month Engineering Academy. Wise also publishes a candidate-facing interview process and uses documented practices aimed at consistent evaluation, while many job ads include salary figures and equity language. The score is capped by uneven public signals on progression and onboarding consistency, plus the absence of published early-career outcomes like promotion timelines or cohort retention.
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