Launched in 2020, Zopa Bank is a tech unicorn that raised $500 million from the early investors of Slack, Uber, and Alibaba to build the UK’s best bank for saving and borrowing.
Its unique peer-to-peer heritage brings 17 years of lending experience and combines the slick innovation of a fintech with the infrastructure of a fully regulated bank
To date, Zopa has issued over 300,000 credit cards, launched a top-table savings account, and lent over £7.5 billion
Zopa has a Net Promoter Score of 83– the highest of any digital or legacy bank and an ‘excellent’ rating of 4.5 out of 5 on TrustPilot
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Zopa empowers its team to become independent, experts who come together to achieve business objectives. Our team have delivered a wide range of successful product launches in a very short time, including the Zopa Credit Card (300,000+ cards issued) and the Smart Saver savings account (17,000+ customers in less than three months, £110m deposited)
Zopa’s aim is to become the best bank for borrowing and saving.
We ensure our team is working together in that goal by providing regular communications on how we’re tracking against our growth targets, and opportunities for where our team can support.
We run a company meeting every Thursday. This features different guest 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 that are used to discuss new metrics and data or share the merits of hard work.
Finally, we have an internal comms platform that highlights both company and individual achievements of our exceptional team.
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.
Development opportunities: Many join us as junior employees and work their way up, including our now Chief Strategy Officer who began at Zopa as a Product Manager. In fact, we had 144 internal applications for new roles in 2021, and we have already had 150 internal applications so far this year.
Progression: Zopa supports people in their career journey and offer an extensive mentoring programme which over 30 people across the organisation take part in each year. And more than 10% of employees have been promoted in the last 12 months.
Zopa conducts an engagement survey twice a year which acts as a temperature check on our team. Staff can flag any problems and we’ll quickly action.
The survey has increasingly greater participation, with 65% taking part in May 2021 and climbing to 70% in October 2021 and then rocketing to 86% in May 2022.
-96% approve of CEO
-83% would recommend Zopa to a friend
-“One of the best companies I’ve worked for”
We are working with Code First Girls, which helps to train-up female coders. A number of women from this organisation have joined Zopa since we started working with them. We have also established a partnership with the Black Young Professionals network to open recruitment routes and ensure that we reach diverse candidate pools.
Zopa puts work/life balance front and centre: We relaunched our benefits scheme making us one of the best employers in the UK.
Zopa supports people in their career journey and offer an extensive mentoring programme which over 30 people across the organisation take part in each year. And more than 10% of employees have been promoted in the last 12 months.
Consistently bringing an openness and respect which can be felt across the organisation.
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.
ALL new parents (Maternity, pregnancy, paternity and adoption) eligible for equal 16 weeks full pay
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 - training and support to women going through menopause
Staff can work 120 days from abroad with no change to their compensation
-We even suggested 13 fuss-free locations across Europe, North America and Asia including Spain, Greece, and Portugal to move as a digital nomad
Hand in hand with our goal to attract and retain top talent, we have reimagined how to create high performing teams with a significant investment in our workplace flexibility and benefits model that meets the ever-changing needs of today’s workers.
In doing so, we’ve always been guided by three principles: the unwavering trust in our employees, our ambition for sustainable growth and success, and our vision to win smarter with flexibility and no-nonsense policies.