We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions. Cudyll’s continued success depends on the creativity and drive of our employees; that’s why we are dedicated to making a career at Cudyll an exciting and rewarding experience for everyone who joins our team. We will provide branded products and services of superior quality and value to meet the complex financial needs of high net worth and institutional investors across our businesses and around the globe.
We perform to the highest standards for our clients and our shareholders. We expect our employees to act and think like owners. We treat all of our colleagues with utmost respect. Our clients appreciate that we understand their needs and act in their interest. We draw from the broadest possible pool of talent to build an environment that gives us the competitive advantage. Our continued success depends on the creativity and efforts of our people. We offer a regular calendar of business and professional development opportunities to help our people achieve their highest potential and manage their long-term personal development.
We all live by principles, to some extent. Principles are what allow you to live a life consistent with your values and goals. And our values are reflected in the way we conduct our business. We are grounded in the belief that we collectively can do the most good by doing what we are good at. At Cudyll, we do not just talk our company’s “How we work” documents, we live them. We want Cudyll to be an organization in which employees collectively:
1) influence and not get influenced by other employees
2) always wary about being (self-will) overconfident and trusting too much in themselves
3) always wary about being willful playful and careless and trusting too much in their enthusiasm, and not analyzing facts enough
4) work for what they want and not for what other employees want of them
5) come up with the best independent opinions they can muster to move forward their goals
6) stress-test their opinions by having the most intelligent and knowledgeable employees they know challenge their opinions so they can find out they are wrong.
7) wrestle with the objective reality, and reflect over the consequences of their opinions and subsequent decisions, and to constantly improve.
For more about “How we work” document, please click here.