As a distributed workforce, Zopians are accustomed to hybrid collaboration, splitting their time between the office and online in a way that works for them and their teams. Zopa allows its staff to adapt their working style to suit their schedules and responsibilities. Some may need to leave early to care for children, others moving home and needing a bit more flexibility in their working pattern, while staff from overseas at times want to work remotely from their home country to spend a bit more time with their friends and family. All of these are possible at Zopa with the company focused on objectives and outcomes, rather than an outdated 9-5.30 restrictive pattern that limits how employees can and can’t work.
We kick off the year with a company wide strategy meeting ensuring our teams are working together to achieve our goals. We do quarterly updates providing communications on how we’re tracking against our growth targets, and opportunities for where our teams can support.
We run a company meeting every Thursday. This features different speakers who provide a take on what’s happening in their area of the business, as well as providing insight into causes they’re passionate about such as charities, diversity or a personal story they wish to share.
On Slack, we have various company-wide channels used to discuss new metrics and data or share the merits of hard work.
Finally, we have a weekly news letter highlighting both company and individual achievements of our exceptional team.
Our most recent employee engagement survey (May ’23) shows that our transparency and regular updates are having the desired effect – company confidence is up 2% at 84%. Culture Amp deemed this result “truly incredible” in todays climate.
As well as having a twice annual employee survey, Zopa offers a very open and flat culture. This is reflected in our values. Everyone at the company has an open-door policy, being available for each other to support with advice, expertise and additional support whenever needed. We know that everyone here is an expert in their field, and we respect each other’s knowledge and insight as we collaborate. At Zopa, people have a safe space where they can experiment and understand it is OK to fail. If that happens, we just acknowledge it and look to learn or improve for next time, as that is how we achieve progress.
Career progression and personal growth is a big priority for the highly motivated, ambitious talent at Zopa.
We look to grow our people along with our company through targeted trainings, a comprehensive performance management cycle and by offering a wealth of different L&D options which are comprehensibly laid out on our intranet for Zopians to explore.
There is a monthly round up and preview to everything happening in L&D to ensure Zopians don’t miss out on any of the opportunities.
We have a bi-annual mentoring program which proves hugely popular with both mentors and mentees.
We currently have our second cohort of Zopians going through our 4 month long Leadership Academy designed to equip and inspire established managers to build their leadership behaviours.
We are launching Career Leapfrog imminently. This aims to boost Career Development by creating visibility on the possible next career steps for all junior roles at Zopa (e.g. Customer Service Agent etc), according to the individual’s skills and strengths.
To ensure our customers get a best in class when banking with Zopa, we need a compelling culture that attracts and retains a high calibre of talent.
Our company values are ‘In it together’, ‘Customer Champions’, ‘Walk the talk’, ‘Fearless choices’ and ‘Win smarter’ and are the building blocks to our culture
We weave our values into every part of our Zopians’ time with us, and this consistency of value-lead decision making and planning provides a dependably familiar employee experience from day one.
We have a praise platform where Zopians pubclically praise colleagues and assign them a company value they feel they have embodied through their contribution and hard work.
Our most recent engagement survey had a Culture score of 80% and showed 89% of Zopians would ‘recommend Zopa as a great place to work’.
96% would recommend Zopa to a friend (Glassdoor)
Our weekly company meeting features different guest speakers from across Zopa who do a spotlight on projects from their area of the business.
Our workforce is now 600+ so this helps keep everyone in the loop on strategy progress, day to day business and social updates.
These meetings are followed by company socials & are consistently cited in our Employee Engagement survey as something Zopians value greatly.
In 2022 we designed and implemented a complete overhaul of our benefits which we continue to review and enhance. One of our most popular new benefits has been Medicash, a welcome addition in the current cost of living climate.
Mission Recognition launched at the start of the year, Zopians nominate anyone across the business they feel has gone the extra mile and deserves recognition for their efforts – the person with the most votes is announced ‘Zopian of the Month’. There is also a Team of the Month award voted for in the same way. Teams are treated to lunch out together; individuals receive a gift voucher of their choice.
Consistently bringing an openness and respect which can be felt across the organisation. He and the rest of the Leadership Team host a quarterly ‘Ask LT Anything’ live session where Zopians can anonymously ask them anything on their minds.
Jaidev trusts that Zopians are experts in their fields and listens to their guidance be it related to the People team, software development, marketing or IT.
This empowers staff to do their best work and allows Zopa always to bolster a flat hierarchy where all viewpoints are important and listened to. Fun fact – our CEO doesn’t have a desk. He makes a point of sitting in different areas of the office to be visible and if he hears a conversation he can be helpful to, he’s on hand to support.
Entry-level wage was raised to £27K in October 2022, 16.8% above London Living Wage
Cost of living crisis pay-out to all those on less than £50K salaries (Oct. ’22)
ALL new parents (Maternity, pregnancy, paternity and adoption) eligible for equal 16 weeks full pay. Soon to launch membership to the Anya App supporting new parents from conception to 24 months old.
Bereavement Leave – 3 weeks of fully paid leave, flexibly split and 2 days for the loss of a loved pet
Flexible Bank Holidays – exchange religious bank holidays to celebrate a day that matters most to you
EV scheme – save up to 40% to access the lease of a green vehicle
Menopause Care – a dedicated team of trained Menopause Advocates who host ‘open to all’ informal forums & oversee an inbox for anyone who needs support. They recently provided long black cardigans in all of our office bathrooms so those caught short by an unexpected period can cover up.
Staff can work 120 days from abroad with no change to their compensation.
Soon to launch a will writing service and a free mortgage advice service open to all Zopians.
Launched in 2020, Zopa Bank is the tech unicorn that raised over $500 million from the early investors of Uber, Slack, and Alibaba to build Britain’s best bank.
Its unique P2P heritage rooted in fintech brings 18 years of lending experience to its operations as well as £8 billion funds in personal loans approved.
Zopa Bank Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority.
-In February, Zopa Bank raised £75 million to spearhead a 2023 M&A push and completed the acquisition of BNPL provider DivideBuy.
-With a score of 4.6 / 5 on Glassdoor and 96% of its employees recommending it to a friend, Zopa has one of the highest employee satisfaction scores across the UK fintech industry.
-It has been voted the UK’s “Bank of the Year 2022” at the Altfi Awards, “Best Personal Loan Provider” and “Best Credit Card Provider” at the British Bank Awards, and the third most loved company in the UK by Newsweek magazine.
1st Floor, Cottons Center, Tooley Street SE1 2QG
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