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KTP Careers

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KTP Careers

Welcome to KTP careers pages
(AF1308) (LLP0002159-LCA) 1.Introduction

Facebook allows us to share the KTP experience with you.

The information we share is intended to give you as much detail and insight as possible into our business and life at KTP. We are keen to do this so that you gain a better understanding of what we do and what a career with us can look like. But if there’s something not covered, just ask us. Post a question on our wall and we’ll reply.

2.Company overview:

We think there is more to chartered acco

untant than just compliance work in accountancy, secretarial, audit and tax. We provide these service, but we do much more. We fulfill the essentials, and more.

3KTP fully leverage technology

At KTP, we have been looking at digital option, within and outside of the firm, to make working easier for our people. A social media bootcamp will be enforced on the first day of working for all new recruitment whereby newcomers are required to register a KTP facebook, linkedIn (if applicable).

*Audit software – Audit Express
*Tax software – Brasstax
*Secretarial software – S 2000
*Time sheet and leave management software – MIS
*Client billing and receipt management – MIS
*Accounting – SQL
*Payroll management – Million
*Collaboration software within KTP – Trello
*Collaboration software with client – Proofhub
*Email marketing solution for weekly ektp – Mailchimp
*Event registration management – Form123

Your Privacy:
Liking this page does not allow us to access your personal information. And we can’t view your profile. We want you to use Facebook in the way intended – so ask us questions, leave comments and share your experiences. We moderate our pages and reserve the right to remove posts that are offensive and breach community rules.

06/08/2026

One of the most meaningful moments of my week happened on Wednesday, when I was invited by TARUMT to participate in an interview session for students taking the subject Human Resource Management.

The session formed part of their academic assignment, giving them an opportunity to connect the theories learned in class with actual HR practices and challenges in the workplace.

We had a thoughtful discussion covering talent acquisition, performance management, employee engagement, leadership development and the impact of AI and digital transformation on the workplace.

I shared that, in an SME, talent acquisition is not simply about filling vacancies. We also need to think about how to attract young professionals, provide meaningful learning opportunities and develop employees from within.

At KTP, internships and collaboration with universities and professional bodies such as ACCA form part of our efforts to build a future talent pipeline.

Some employees began their journey with us as interns before joining the company permanently.

We also discussed performance management. In practice, it should not only take place during an annual appraisal. Employees need clear expectations, regular communication, practical coaching and timely feedback throughout the year.

Another important topic was employee engagement.

For SMEs, engagement does not always need to involve large or costly programmes. Listening to employees, recognising their contributions, creating opportunities to learn and involving them in meaningful projects can also make a genuine difference.

Leadership development is another challenge faced by many organisations. Strong technical ability may help an employee progress, but managing people requires additional qualities such as patience, communication, empathy, coaching and the ability to guide different personalities.

We also spoke about AI and digital transformation. At KTP, we are exploring how AI and automation can reduce repetitive work, improve access to information and support employees in working more efficiently.

However, technology should remain a tool to assist people. It should not replace professional judgement, proper review, accountability or responsibility.

What impressed me most during the session was how attentively the students listened.

They came prepared, asked thoughtful questions and showed genuine curiosity about how HR works beyond textbooks and theories. Their follow-up questions made the interview feel less like an assignment and more like a meaningful exchange of ideas.

Thank you to TARUMT and the students for the invitation and the enjoyable interview.

A meaningful experience to reflect on as I end the week.

The future of HR is not only about policies, systems or technology. It is also about people who are willing to listen, learn, adapt and grow together.

PS : Authored by Ms Angela Fong, our group HR manager, in her personal LinkedIn post

03/08/2026

AI Doesn’t Transform Company. People Do.

Last Saturday,
I brought two colleagues to attend Ts. Dr. Chan Ler-Kuan AI Productivity Unlocked Class.

To be honest,
Half of the technical terms flew over my head.
😂😂😂

But one sentence caught my attention.
She said,

“The number one success factor for AI transformation is leadership commitment.”
“Not budget.”
“Not tools.”

Inside my heart,

I disagreed.
I thought,
“Without budget, how to buy AI?”

Then I looked at my colleagues.

One was taking notes.
One was asking questions.

Some suddenly realised…
AI is much bigger than Claude, Codex and Kimi.

At that moment,
I realised something.
Budget buys AI.
Leadership brings people into the room.

But curiosity…
Is what makes people actually use AI.

I can buy the best tools.
I can pay for every subscription.

But if nobody wants to learn,
Nothing changes.

Looking back,

The biggest lesson I learned wasn’t about AI.
It was about people.

Leadership opens the door.
Curiosity makes people walk through it.

PS : Authored by Mr Koh Teck Peng, the group principal, in his personal LinkedIn post

AI 不会让公司转型. 人才会.

上个星期六,
我带了两位同事去参加 Ts. Dr. Chan Ler-Kuan 的 AI Productivity Unlocked Class.

老实说,
里面一半的 technical terms, 我都听到是懂非懂.
😂😂😂

但有一句话, 马上抓住了我的注意力.
她说,

“AI Transformation 成功的第一success factoru, 是 Leadership Commitment.”
“不是 Budget.”
“也不是 Tools.”

我心里面,

其实不认同.
我心想,
“没有 Budget, 怎样买 AI?”

然后我看了看身边的同事.

一个在认真做笔记.
一个在不断问问题.

有人突然发现…
AI, 远远不只是 Claude, Codex 和 Kimi ...

那一刻,
我突然明白了一件事.
Budget, 可以买 AI.
Leadership, 可以把人带进这个房间.

但 Curiosity…
才会让人真正开始使用 AI.

我可以买最好的 Tools.
我可以付所有的 Subscription.

但如果没有人愿意学习,
什么都不会改变.

回头再看,

我学到最大的 Lesson,
其实不是 AI.
而是 People.

Leadership, 负责把 AI 门打开.
Curiosity, 才会让人走进去 AI 世界.

PS : Authored by Mr Koh Teck Peng, the group principal, in his personal Meta post

28/07/2026

The Real Test of AI Transformation

Every week, we hold our AI Transformation Meeting within the firm.

Yesterday, a new member joined the team.
Nurhaziqah Nadhirah.

She joined to replace a project member who had resigned.

After the meeting, she sent me an honest reflection.

This was her first AI project meeting.
She has limited AI knowledge.
She has no much experience using AI tool (except ChatGPT) in projects.

Many discussions were unfamiliar to her.
She could not fully understand everything.

But she is willing to learn (the most important factor)

Some people may think,
“She is too new.”

I thought differently.
I told everyone during the meeting
“Nurhaziqah is important.”

Not because she knows the least about our AI transformation.
But because she represents most people in the office.

Most employees are not AI experts.
Our people may feel lost when we discuss prompts, APIs, automation, n8n, Claude, Codex and workflows.

But these are the people who will determine whether our AI transformation succeeds.

For the past few months, our AI team has been experimenting.

We tested.
We failed.
We adjusted.
We rebuilt.
That was Phase One.

Now comes Phase Two.
Scale.

If only 10 people know how to use AI,
it is still an experiment.
When 40 people use it in their daily work,
it becomes transformation.

That is why Nurhaziqah may be the perfect candidate.

She will ask the questions that technical people may no longer ask.

“Where do I click?”
“What should I type?”
“How does this help my work?”
“What happens if AI gives the wrong answer?”

These are not stupid questions.
These are implementation questions.

Next week, she will attend the ACCA AI Industry Training.

First AI meeting yesterday.
Industry training next week.
No honeymoon period.

😂😂😂

When I ask how to speed up Nurhaziqah Nadhirah learning process.
My committee suggested that she watch our recorded webinars.

I said no.

AI is not learned by watching videos.
AI is learned through trial and error.

So the team will prepare small assignments, short quizzes, and hands-on applications using real work.

Because AI transformation is not about using Claude/Codex/Gemini like another Google Search.

It is not about asking one question and copying one answer.

It is about learning how to think with AI.

How to question the answer.
How to improve the workflow.
How to turn the output into better work.

Yesterday, Nurhaziqah joined with limited AI knowledge.
That is our real starting point.

Because if our AI transformation can work for a complete beginner,

It can work for everyone.
AI is responding within the firm.

Now, our people must learn, adapt, and turn those answers into better work in coming day.

PS : Authored by Mr Koh Teck Peng, the group principal, in his personal LinkedIn post

20/07/2026

I Always Sign The ACCA PER Form

Two weeks ago, one of my colleagues, who was about to leave KTP, came into my room.

She handed me her ACCA Practical Experience Requirement (PER) form.

At that time,
I was rushing between client meetings, audit deadlines and internal matters.

I smiled and told her,
“Just leave it on my table.”
“I’ll look at it.”

A few days later,
I reviewed every section carefully.

Everything was in order.
She had genuinely achieved the practical experience required by ACCA.
So I signed the PER.

Then…
The signed form stayed on my table for another few days.

Not because I forgot.
I was simply buried in work.

One day, my HR Manager asked,
“Boss, do you want me to pass the signed PER to her?”

I replied,
“No.”
“I’ll give it to her myself.”

Why?
Because she had spent one and a half years with us.

She wasn’t just here to complete an ACCA requirement.

She contributed to the firm, worked with the team, and became part of our journey.

The least ...
I could do was hand the form to her personally,
shake her hand, and
wish her all the best in her next career.

Some people think a PER signature is something a boss should hold back.
🤬😡🥵

I see it differently.

If someone has genuinely fulfilled the ACCA PER requirements,
I will sign without hesitation.

A signature should recognise achievement.
It should never become a bargaining chip.

There is only one exception.

If someone is still under probation and
has not demonstrated the required competence,
I won’t sign something that isn’t true.

Not because I want to stop their career.
But because my signature is a professional declaration.

As an ACCA member,
I am confirming that the practical experience was genuinely obtained.

Nothing more.
Nothing less.

People come.
People leave.
That is part of every business.

If someone has truly earned the experience,
sign the PER,
shake their hand,
wish them well,
and let them leave with your blessing.

PS : Authored by Mr Koh Teck Peng, the group principal, in his personal LinkedIn post.

17/07/2026

From "Frozen" Junior Auditor to Confident Leader ... Jenny's Honest 2-Year Journey at KTP! 🎓✨

What is it really like to step into a professional audit firm with zero prior audit experience?

Today, we sit down for a casual, unfiltered farewell chat with Jenny as she graduates from KTP after a fast-paced, transformative two-year journey!

From freezing up during her very first client meeting to leading her own engagements, managing clients, and mentoring juniors, Jenny shares the highs, the lows, and the ultimate lessons of building a career in audit.

Whether you're an accounting student wondering if the audit life is right for you, a fresh grad preparing for peak season, or a business owner curious about the rigorous training behind our dedicated audit team, Jenny's story is a must-watch!

TIMESTAMPS
* 00:00 - Jenny's 2-Year Graduation Milestone from KTP
* 00:45 - The First Client Meeting: Overcoming Stage Fright & Going Solo
* 01:30 - The Toughest Challenge: Auditing a Shipbuilding Company from Scratch
* 02:15 - From Junior to Mentor: Reviewing Working Papers & Guiding Others
* 03:10 - Shifting Mindsets: KPI focus vs. Becoming an Independent Coordinator
* 04:00 - Is Audit Really That Tough? "Learning Like a Sponge"
* 04:55 - Stepping Out of the Comfort Zone: New Horizons & IPO Aspirations
* 05:40 - Life Outside Audit: Jenny's New Personal Tennis Goal
* 06:15 - Surviving the Dreaded Peak Season (April to August)
* 07:00 - Pro-Tips for Newbies: Why You Must Research Before You Ask!
* 07:50 - 3 Words to Describe KTP: Growth, Learning, & Challenge

HOW WE CAN HELP YOU

At KTP, we train our teams to think like accountant, not just checklist auditors. Jenny’s intense experience auditing specialized, highly technical sectors (such as the shipbuilding industry) and her preparation for future IPO environments represents the high standard of rigorous research and professional advisory we bring to every client engagement.

Looking to scale, secure your financial compliance?
* Visit our website: www.ktp.com.my
* Get in touch for Audit, Tax, Advisory & Corporate Services: [email protected]

JOIN THE KTP FAMILY
Are you ready to fast-track your career, step out of your comfort zone, and learn "like a sponge"? We welcome candidates from diverse backgrounds and guide you step-by-step from junior to supervisor.

👉 Ready for the challenge? Apply to join KTP today.

Watch the interview with Jenni in our YouTube channel.
https://youtu.be/q2kiL4l8FT4

14/07/2026

Scold My Staff and I May Resign as Your Auditor

Today, a colleague passed me an audit file for sign-off.

The moment I saw the company name, I already knew.

This client has an accounts person who is very difficult to deal with.

I purposely asked the PIC, “How was the audit?”

PIC paused for a while.
Then PIC said,
“Very tough. The accounts person kept scolding me.”

As PIC spoke, I could see tears forming in PIC eyes.
I did not give PIC a long motivational speech.
I only said, “辛苦你了.”

Sometimes, your people just need to know that the boss sees what they have gone through.

I immediately WhatsApped the client’s boss and raised the matter after PIC leave my room.

He did not reply.

That is fine.
I was not looking for an apology.
I only wanted to make one point clear.

My people are doing their job.
They ask questions because auditors need evidence.
They follow up because there are deadlines.
They point out problems because that is their professional responsibility.

The PIC is with me close to her 3rd year and I can validate she is one of best colleagues.

Please do not treat them as place to release your anger.

In the past, I have resigned clients because of this. Many many times.

Clients are important.
Fees are important.

But paying our fees does not give anyone the right to scold our people unconditionally.

Revenue can be replaced.
People are much harder to replace now.

PS : Authored by Mr Koh Teck Peng, the Group Principal, in his personal LinkedIn post.

你骂我的 Staff, 我可能辞掉你的 Audit.

今天,
一位同事拿了一份 audit file 给我 sign-off.

我一看到 company name,
心里已经有数了.

这个 client 有一位 accounts person,
很难应付.

所以我故意问 PIC,
“这次 audit 做到怎样?”

PIC停了一下.

然后轻轻地说,
“很辛苦.
那个 accounts person 一直骂我.”

PIC讲着讲着,
眼眶开始红了.

我没有给她一大篇 motivational speech.

我只说了一句,
“辛苦你了.”

有时候,
员工不需要老板讲什么大道理.

PIC只需要知道,
PIC受的委屈,
Boss 有看到.

PIC离开我的房间后,
我马上 WhatsApp client 的老板,
把这件事告诉他.

他没有回复.

没关系.
我不是在等一句道歉.

我只是要让他知道一件事.
我的人只是在做自己的工作.

他们问问题,
是因为 auditor 需要 audit evidence.

他们一直 follow up,
是因为有 deadline.

他们指出问题,
是因为这是他们的 professional responsibility.

这位 PIC 跟我已经接近3年.

我可以很肯定地说,
PIC是我们团队里最好的同事之一.

PIC认真,
负责任,
也不是那种随便投诉 client 的人.

所以当PIC的眼泪快要掉下来时,
我知道事情已经过线了.

请不要把我的人当成你发泄情绪的地方.

过去, 我也曾经因为这种事情辞掉 client.

不是一次.
是很多很多次.

Client 很重要.
Fee 也很重要.

但你付了我们的 fee,
不代表你可以随便无理骂我的人.

Revenue 没有了,
还可以再找.

但是现在要找到一个认真,
负责的好 PIC,
真的更难.

PS : Authored by Mr Koh Teck Peng, the Group Principal, in his personal Meta post.

10/07/2026

Durian Makanton: Why I Let Managers Vote

Two weeks ago durian price drop until rock bottom. You know that feeling when you walk past the stall and suddenly the auntie say “boss, hari ni murah”? That one.

So I do something a boss not supposed to do. I don’t decide.

I open a poll to my managers. Durian makanton, yes or no?

I already prepare myself for the split.
Some people cannot tahan the smell.
Some people say too heaty.
Some people got their diet.
In my head I already got the backup plan.

Then the results come in. Every single manager say yes. Not majority. Everyone. Musang King, kampung durian, you name it, all also can.

So last Friday, we break away from the peak season rush and just makan. Almost two hours. Durian, dragon fruit, pear, watermelon, even a cake.

Gloves on, mouth full, thumbs up. Half the office got yellow fingers.

Some may ask,
“Peak season also can stop?”

Yes.
Because works cannot finish one in KTP🤣.

PS : Authored by Mr Koh Teck Peng, the group principal, in his personal LinkedIn post

09/07/2026

I Am The Photographer, Videographer, Editor & The Boss

People thought KTP engaged a social media specialist.
Actually, no.

The PIC behind almost all pictures, videos, and images in our firm is me.

Yes, a 57-year-old accountant.

During office hours, I do audit, tax, valuation, client meeting, staff issue, and deadline chasing.

My side job is photographer, videographer, editor, caption writer, and social media admin in my firm.

I have been a hobby photographer for many years. Olympus kaki with subscription in Adobe and a couple of picture and video apps in my handphone.

So whenever KTP has company event, training, birthday, CSR, or staff activity in the past, I normally take the photos, edit the photos, and post them myself.

Luckily, nowadays my people help me take photos and videos.

But as usual, they will send everything to me. Then I edit and post.

Last Friday, during our fruit makanthon, I took out my iPhone and snapped some photos of my people.

All photos were taken in less than 10 minutes.
Edited on my handphone in less than 10 minutes before dinner today.

Is it the best?
Of course not.

Professional photographer may cry.
My people may shake head and say, “Boss, phone is too close to me?”

I agree.

But during peak season, sometimes speed is more important than perfection.

Hope my colleagues like the photos.
If not, forgive me.
I tried his best, within the shortest possible time.

PS : Authored by Mr Koh Teck Peng, the group principal, in his personal LinkedIn post.

我是 KTP 的 Photographer, Videographer, Editor, 也是 Boss.

很多人以为 KTP 请了 social media specialist.
其实, 没有.

我们 firm 里面,
几乎所有照片, video, 背后的 PIC, 是我.

对.
一个 57 岁的 accountant.

Office hour 的时候, 我做 audit, tax, valuation, client meeting, staff issue, 还有追 deadline.

我的 side job, 就是 firm 里面的 photographer, videographer, editor, caption writer, 还有 social media admin.

我做 hobby photographer 很多年了.

Olympus kaki.
Adobe 我有 subscribe.
Handphone 里面, 也有一堆 photo 和 video apps.

所以以前 KTP 有 company event, training, birthday, CSR, 或 staff activity, 通常都是我自己拍照, 自己 edit, 自己 post.

幸好, 现在我的 people 会帮我拍 photo 和 video.
但是, as usual, 最后全部还是 send 给我.

然后我 edit.
然后我 post.

上个星期五, 我们有 fruit makanthon.
我拿出 iPhone, 随手拍了一些同事的照片.
全部照片, 不到 10 分钟拍完.

今天晚餐前,
也是用 handphone 不到 10 分钟 edit 完.

是不是最好?
当然不是.

Professional photographer 可能会哭.
我的 people 可能会摇头讲,
“Boss, 你的 phone 是不是太靠近我了?”

我同意.

但是在 peak season,
有时候 speed 比 perfection 更重要.

希望我的 colleagues 喜欢这些照片.
如果不喜欢, 请原谅我.
我已经在最短的时间里面, 尽力了.

PS : Authored by Mr Koh Teck Peng, the group principal, in his personal Meta post.

07/07/2026

57 岁 Uncle 走进 CHAGEE.
不是为了扮年轻. 是为了 HR 的生日.

昨天, 我们帮 Angela Fong, 我们的 Group HR Manager, 做了一个小小的生日 celebration.

50 岁.

在 HR 的语言里面, 这个不叫老.

这个叫做, “经验够够, 可以 handle 各种 staff issue, boss issue, payroll issue, emotional issue, 然后还可以笑.”

Lunch break 那个时间, 我其实没有空, 但是我想, 生日总要做一点东西.

所以我很有信心地走出 office.

Plan A : 买 cake.
我走去我 favourite 的 cake shop.
关门.

那一刻, 我的 plan 直接 failed.

所以在 desperate 的情况下, 我走进附近的 CHAGEE.

第一次.

请大家明白一下.
我是 57 岁 uncle.
我们这一代买 drink 很简单.

Kopi o kosong.
Teh c.
100 Plus.
心情好的话, Guinness.

CHAGEE 不是我的 natural pitstop.

我站在 menu 前面, 像 auditor 看着 client 不 balance 的 trial balance.

第一样看起来像 Jasmine Tea.
我差一点就 order 那个.

然后我开始想,
“Angela 可能不喜欢 caffeine.”
“等下 HR manager 睡不着.”

所以我换.

我看到 payment counter 附近有一张很大的 fresh orange.

看起来 healthy.
看起来 safe.

所以我 order 了.

后来同事纠正我.
“Boss, 那个是 grapefruit.”

Okay.
Uncle 成功买了一杯不是 orange 的 orange.

付款的时候, 我跟那个 girl 讲,
“I need plastic bag.”

她说要 charge RM0.50.

到了我这个年纪,
我已经不会在 CHAGEE counter 跟年轻人 argue.

我只是点头, 假装我明白.

后来同事又纠正我.
不是 plastic bag fee.
是 processing fee 还是什么 fee.

然后我等.

10 分钟 ++++

店里面很多年轻人.
Grab order.
Foodpanda order.
每个人都很 natural.

只有一个 57 岁 uncle 站在那里,
手拿 receipt, 假装这是他的 normal lifestyle.
终于, drinks 来了.

然后最 malu 的 part 来了.

我必须手提 CHAGEE bag 走回 office.
整整 2 block 的 street.

一个 57 岁 uncle, 手提 CHAGEE, 像 Gen Z.
真的很 malu.

路人可能在想,
“Wah, Mr Koh 也 trendy 了.”

没有.
Mr Koh 不是 trendy.
Mr Koh 的 cake shop 关门.

讲真的, 这个价钱, 我可以买一 pint drafted b**r 或 Guinness.

但是 lunch time.
HR birthday.

我回到 office 的时候,
Angela 看起来很 surprise.

然后她笑了.
那个笑, 让整条 malu walk 都值得了.

Happy 50th birthday, Angela Fong.
谢谢你 handle HR 里面的一切.

大的事情.
小的事情.
Staff 的事情.
Boss 的事情.
还有很多我可能不知道的事情.

也祝 backend support team 的 Ms C, “18 岁” 生日快乐.

一个 57 岁 uncle 学到一个很重要的 lesson

有时候, 是靠一个 confused uncle,
站在 CHAGEE,
买了一杯他以为是 orange 的 grapefruit,
然后手提 CHAGEE bag,
走完整条 street.

PS : Authored by Mr Koh Teck Peng, the group principal, in his personal Meta post.

29/06/2026

Today’s Reflection: Tech Decoded for Non-Tech Leaders

Just last week, I was immersed in an intensive OSH seminar. In the midst of it, my boss dropped me a message:

“Interested to attend this workshop?”

Without much hesitation, I said Yes.

Not because I’m from IT. I come from an HR and administration background, and to be honest, terms like GitHub, VS Code, Linux, APIs, VPS, deployment, CI/CD and cybersecurity have always felt like puzzle pieces scattered all over the place.

Over the past year, AI has gradually changed the way I work and think. What started with drafting letters and SOPs has somehow evolved into workflow mapping, experimenting with automation, and even thinking about how we could eventually build our own HRM ecosystem.

Today’s session by Ts. Dr. Chan Ler-Kuan was truly insightful.

Did I walk away understanding everything? Probably not.

But I certainly walked away with many of the missing pieces moving a little closer together.

For the first time, I could better visualise the journey from identifying a business pain point, designing the workflow, understanding how applications communicate through APIs, managing source code, considering security controls, deciding whether to host on-premise, on a VPS or in the cloud, and eventually deploying an application from a laptop into something people can actually use.

More importantly, it shifted my mindset from asking:

“Can we build this?”

to

“If we build this, how should we architect it?”

“Where does the data reside?”

“How do we secure it?”

“How do we customise it so the system adapts to our way of working, rather than our people adapting to the system?”

I often share with my colleagues that one day I hope to “clone another AI version of Angela” not to replace people, but to preserve experience, document institutional knowledge, and create processes that are easier for both onboarding and existing team members to navigate.

Thank you, Dr. Chan, for the fruitful sharing today. The journey continues, but today’s workshop has certainly helped narrow the gap between curiosity and understanding.

Still learning. Still experimenting. Still connecting the dots.

PS : Authored by Ms Angela Fong, our Group HR manager, in her LinkedIn post.

Address

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81100

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Friday	09:00 - 17:00

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http://www.ktp.com.my/

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