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Open nowPosted 3 days ago

Onboarding Success Analyst

Axi30 open roles

Where
Philippines
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Your applicationOpen nowOnboarding Success AnalystAxi · Philippines

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Axi's own form.

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The clock on this job

Early applications get read.

9.8% of postings close within 7 days. Measured by our own scanner across the market. Axi postings stay open a median of 12 days.

Share of postings closed within
  1. 1.9%1 day
  2. 3.9%3 days
  3. 9.8%7 days
  4. 15.6%14 days
  5. 33.8%30 days
This job: posted 3 days ago

Axi median: 12 days open

The posting

Please note that we will only be able to accept candidates who have the appropriate rights and documentation for employment in Philippines.

Who We Are.

Axi is a leading global provider of margin and deliverable Foreign Exchange, Contracts for Difference (CFDs), and Financial Spread betting. Our business has evolved into a world-class, multifaceted brokerage with offices in six regions. With heavy investment in the latest trading technology, Axi seeks to offer the most comprehensive end-to-end trading experience available, servicing traders of all levels from beginners to institutional-level clients.

Let's talk about the cool stuff you will do at Axi!

At Axi, getting a client through the door is only half the story — getting them through compliantly, efficiently, and without friction is where this role lives. As an Onboarding Success Analyst, you will sit at the intersection of KYC rigour and client experience, owning the review of complex onboarding cases and IDV outcomes across a global client base operating under multi-jurisdiction regulatory requirements. This is not a box-ticking role: you will dig into discrepancies, make risk-based decisions, and directly shape how Axi's onboarding controls evolve.

Your EDGE Assignment/You Will

  • Review customer applications and KYC documentation end-to-end, making clear accept, escalate, or reject decisions against Axi's onboarding requirements and applicable regulatory frameworks.
  • Assess IDV results and identity documents with precision — identifying discrepancies, inconsistencies, and risk signals that automated systems miss.
  • Own the processing of KYC, account setup, and onboarding requests within established controls and procedural timelines, maintaining accuracy at volume.
  • Lead the handling of complex and high-risk cases, applying CDD and AML procedures to make sound, defensible decisions on Enhanced Due Diligence scenarios.
  • Investigate KYC and IDV failures by coordinating directly with Compliance, Technology, and Operations teams — diagnosing root cause and driving resolution, not just flagging the issue.
  • Identify patterns in recurring KYC gaps or onboarding failures and translate those findings into actionable recommendations for process improvement, control enhancements, or SOP updates.
  • Undertake any additional duties, projects and responsibilities as reasonably assigned to support evolving business and operational requirements.

Are you the one?

  • 1–3 years of experience in KYC, AML, customer due diligence, identity verification, or onboarding operations within financial services, fintech, banking, payments, or online brokerage.
  • Hands-on experience reviewing identity documents and assessing IDV outcomes, with a clear understanding of what constitutes a compliant verification result versus a risk flag.
  • Proven track record of applying risk-based decision-making to onboarding cases — including knowing when to escalate and when to approve based on policy and evidence.
  • Solid grounding in CDD and AML frameworks as they apply to client onboarding, with the ability to apply those frameworks independently on complex cases.
  • Experience with IDV platforms and KYC/AML systems is a strong plus.
  • Exposure to Enhanced Due Diligence or high-risk client onboarding cases is advantageous but not essential.
  • Familiarity with case management or CRM systems such as Salesforce is good to have.
  • Experience writing or updating SOPs and process documentation is preferred.
  • Detail-oriented by nature — you catch what others overlook and document your reasoning clearly.
  • Proactive in identifying what is broken before being asked, and confident working across Compliance, Technology, and Operations teams to get it fixed.
  • Comfortable making decisions independently in ambiguous situations, anchored by policy and evidence rather than habit.

Axi's bag of delights

  • Competitive and attractive compensation.
  • Extensive learning opportunities, such as professional training & certifications and soft skills development.
  • Health and life insurance for employees along with 2 dependents.
  • Generous time off, including 20 days of annual leave per year (incremental leave up to 25 days) and paid sick leave.
  • Team-building experiences and corporate parties.

Axi's interview journey

  • Talent Acquisition Interview (45 minutes)
  • Take Home Assessment
  • Hiring Team Interview (1 hour)

We want to inform all prospective candidates that Axi's designated Employer of Records (EOR) in Philippines is Satellite Office. As part of our commitment to legal compliance, all Axi Philippines employees will be officially working under Satellite Office Philippines.

Please note that our organization works with recruitment agencies on a pre-approved basis only. A recruitment agency that wishes to submit candidate profiles or resumes for consideration must obtain prior written consent from our talent acquisition team. We do not accept unsolicited resumes from recruitment agencies, and we will not be responsible for any fees related to unsolicited resumes. Should we receive an unsolicited resume from a recruitment agency that does not have prior written consent, we will not be responsible for the payment of any fees related to the recruitment of the candidate represented in the unsolicited resume.

At Axi, we prioritize creating a workplace that upholds fairness and respect for all. We encourage every individual within our community to contribute towards a culture where everyone feels a sense of belonging and is treated with the dignity they deserve. We make all employment-related decisions—whether in hiring, compensation, training, performance reviews, or termination—based on merit and without bias, ensuring equal opportunities for everyone. We consciously work to identify and overcome any unconscious biases, with a commitment to fostering an inclusive environment where every employee and candidate feels genuinely welcomed and valued.

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