Build the payments network APAC actually needed.
We're 142 people across six offices, building the platform that vertical SaaS companies in this region plug into when they need to grow up. If you want hard problems in a region that global payments tourists still get wrong, keep reading.
What it feels like to work here.
Three things we try to be honest about up front. If any of them sound like a bad fit, that's useful information for both of us.
The work is load-bearing.
Kernels that pass scheme audits. Acquirer contracts in a new market. Ledger entries that don't lose a cent. You're not making a ninth internal dashboard, you're shipping the boring, hard, expensive things most companies pay someone else for.
APAC first, not APAC-also.
Our product, our customers, our rails, and our conversations are APAC-native. No English-only all-hands. No "global" architecture bolted onto this region as an afterthought. The default cultural, regulatory, and linguistic assumption is this region.
We're earnestly in the weeds.
Engineers read scheme bulletins. Sales people know what a chargeback reason code 10.4 means. Designers understand interchange. This isn't a company where "I don't do payments" is a viable stance for anyone after week three.
Open roles.
Twenty-eight at the moment, across engineering, risk, partnerships, design, and operations. Every role lists the office it's based in, remote considered within APAC timezones.
Staff Engineer, Tap Core Kernel
Senior iOS Engineer, Tap Terminal
Senior Android Engineer, Tap Terminal
Engineering Manager, Tap Ledger
Backend Engineer, Tap Onboard
SRE / Platform Engineer
Security Engineer, Cryptography
Head of Risk, Philippines
Senior Compliance Officer, Indonesia
Fraud Ops Analyst
Head of Partnerships, Vietnam
Partnership Manager, Malaysia
Senior Product Designer, Dashboard
Content Designer, Developer Platform
Technical Writer, Developer Platform
Head of Treasury Operations
Revenue Operations Lead
Product Manager, Developer Platform
Benefits, in plain English.
No "unlimited"-anything theatre. Concrete numbers, honest policies.
Equity, vested quarterly.
Cliff at 12 months, then every 3 months for 3 years. Refreshers for senior staff; transparent formula on the wiki.
28 days off, no-questions.
On top of local public holidays. We track it because unlimited PTO encourages the opposite.
Home office stipend.
SGD 2,800 at signing, SGD 800 annually after that. Keys, chairs, monitors, you choose.
Healthcare, top tier.
Private medical + dental for you and dependents. Plus SGD 1,200/yr for mental health, no questions asked.
Learning budget.
USD 2,000/yr for conferences, courses, books, certifications. Pre-approval for anything under budget is a formality.
Parental leave.
20 weeks fully paid, any parent, any gender, up to a year after birth or adoption. Three weeks of transition back at part-time.
Twice-yearly offsites.
Everyone in one place, two weekends a year. Last two were Bali and Taipei. The one after that is Siem Reap.
Relocation, if you need it.
We've moved eighteen people across countries. Full package: flights, shipping, three months of housing, visa counsel.
I'd spent seven years shipping payment products that were "global" but really meant "American." At Tapped, the question on day one wasn't "how do we extend this to Indonesia", it was "does this even make sense in Indonesia."