☆ Founded in 2009.
☆ Provides a wide range of information technology services to a substantial and diversified client base that includes corporations,government and high net worth individual.
☆ Headquartered in Singapore with offices in Malaysia, Indonesia, India.
☆ 100+ employees.
☆ Independent lead director sets agenda for board meetings, works with our chairman, and approves related materials.
☆ Independent directors have regular meetings in executive sessions.
☆ Board reviews the leadership structure at least annually and has flexibility to change structure at any time; there is no set policy on whether the roles of Chairman and CEO should be separate or combined.
☆ Majority voting policy is followed for the election of directors.
Impetus Partners and its people are committed to helping communities where we work and live – and in places more distant – where our ideas, people and resources can make a difference.
Impetus Partners has committed in several philanthropic initiatives. By supporting programs that help solve crucial social and environmental issues, we commit ourselves to taking philanthropic action based on discipline, innovation and a strategic approach over the long term.
Impetus Partners’ philanthropic efforts include the following four major initiatives, which advance the firm’s objective of driving economic growth and making a difference.
☆ Make align with our core business by focusing on economic growth and community engagement.
☆ Establish networks of nonprofit and educational partners who have the world-class expertise and experience.
☆ Measure results to ensure the maximum success.
☆ Engage the time and talent of the people of Impetus Partners at all levels of the firm.
☆ Impetus Partners’ philanthropic efforts include the following four major initiatives, which advance the firm’s objective of driving economic growth and making a difference.
COMPENSATION & RISK MANAGEMENT
Our Compensation Principles include:
☆ To encourage a firm-wide orientation and culture.
☆ To evaluate performance over a multi-year period.
☆ To discourage excessive or concentrated risk taking.
☆ To attract and retain proven talent.
☆ To align aggregate compensation for the firm with performance over the cycle.
☆ To do robust clawback provisions and transfer restrictions.
☆ To follow the culture of rigorous risk management supported by robust analysis.