Aspiration is in the business of fighting the climate crisis. We help people and businesses build sustainable impact into what they do every day by making it easy, automated, and powerful — whether it is in the ways people spend and save their money or the ways businesses engage their customers and employees. The estimated cumulative climate impact of the Aspiration community thus far is the equivalent of taking every car in the state of Connecticut off the road for a year. Aspiration is a certified B Corporation and, in fact, has been named to the “Best for the World” list of the top five percent of highest scored certified B Corporations five times in a row.
Marina del Rey, CA
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Our remote work infrastructure has provided many different channels through which our employees can share ideas and engage with one another to minimize silos and boost collaboration. Most importantly, the nature of our business and culture promotes and requires cross-functional teamwork, where teams across departments are accountable for working on multiple projects together.
Aspiration provides the opportunity for our team members to connect outside of their normal responsibilities – from sporting events to company town halls, we’re built on forming connections with the people we work with everyday.
For us, customers and sustainability come first. As an ESG fintech company that is rapidly growing, those that join our team do so because they know they’ll have the opportunity to contribute to reducing the global effects of climate change and revolutionizing the financial industry. It’s much easier to have a positive outlook for the years to come when you’re surrounded by people that inherently care about our planet and the fight against climate change and global warming.
Making diversity, equity and inclusion a responsibility of the entire Aspiration team. All members of the organization are held accountable for promoting and nurturing a positive and diverse work environment. Employee DEI involvement has increased by 400% after we transitioned from a top-down DEI approach to a bottom-up movement, empowering employees to take group action and individual initiative.
Utilizing a hands-on philosophy to performance management. Performance management at Aspiration happens on a bi-annual cycle and it’s grounded in goals and core values. We believe the role of each manager is critical in growing and retaining talent by providing an environment of open feedback and communication and ideas for building and implementing career paths.
We hold our core values proudly and make them an integral part of the experience of working at Aspiration. When we meet, we parse our progress based on how well we live our values in the way we behave with one another and contribute to the growth of our company, our customers, and our employees. We are united around a shared sense of purpose. The people we hire understand that they aren’t just signing up for a job – they’re joining a movement to fight against environmental and social injustice.
Remote work policy, with the option to use the company office as a shared work space; virtual enrichment forums and open discussions about culture, business, and DEI; hands-on performance management grounded on frequent sync-ups, development, and career growth; employee activities at Aspiration’s sponsored arenas, such as Crypto Arena, Kia Forum, and Fenway Park; mission-driven coalitions, such as Green America, Progress America, Good Trade and Aspiration’s influencer program.
Living our values every day and by ensuring Aspiration’s values are an integral part of the employee lifecycle at every touch point: during interviews, onboarding, performance management, development, and employee forums.
Our CEO is dedicated to meeting every new member of the team personally and informally via new-hires CEO forums, where employees have an opportunity to informally learn about Aspiration’s business and ethos, culture and core values. Most importantly, our CEO promotes and adheres to an open-line policy where anyone in the company, regardless of role or level, can access him directly– he welcomes interactions from any employee and uses those interactions as opportunities to learn and improve.
Competitive and equitable salary, annual bonus, and equity incentives; minimum wage set at $25.00 per hour; (80) hours of paid sick time per year; unlimited vacation time; robust healthcare plans, including medical, dental, vision, accidental, and extended paid parental leave; pet insurance; 401K plan; 12 Paid Holidays per year, including Juneteenth; work from home setup and equipment reimbursement; semi-annual performance reviews to assess for promotions and pay adjustments; internal mobility and career pathing plans; and generous employee Referral Bonus programs.
During the pandemic, when everyone was forced to work remotely, we learned that productivity and employee morale spiked instead of dropping. From this learning, we made the decision to give everyone the freedom and opportunity to choose to work from wherever they chose. We converted the layout of our office to an open workspace. Employees who chose to work remotely are provided with a stipend for equipping their home office with the resources needed to work effectively remotely. In a recent employee culture survey, one of the highest satisfaction scores by our employees was the ability to work remotely. Lastly, our remote work approach enables us to expand the talent pool nationwide, promoting an even more diverse work environment and culture.