
Payday Loan vs. Cash Advance: What’s The Difference?
Are payday loans legit? I mean… they’re legal, but they suck
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You’ll hear a lot about transparency if you work at Cleo, it’s something we value and rely on to achieve our mission. Humble brag: we’re all really proud to be in a position to share this information with you.
Cleo has a culture of stepping up. We want, and expect our people to grow and develop.
It’s really important as you scale to offer your people some clarity on expectations of their current role, and what career progression looks like. To make this happen at Cleo, our people team got to work on building a career progression framework. This framework needed to give employees a clear picture of what skills are needed for every role, at every level, and where they sit within that framework. This way, our people could see which skills they should develop to progress and take the next step in their career, if they want to.
Enter: Progression. A tool that enables people at Cleo to track and record their personal career progress through regular check-ins against the skills required for their role, with their managers. We’re seeking to empower our people to grow, and demonstrate clearly where they are vs current expectations and the next step too - so we can support them in making that step 🚀
Did we mention it’s open source? Check it out. You’ll find the salary bands for each role there, too.
Now that we’ve got such a solid foundation, we’re really excited to build on it through mentorship and learning and development initiatives. We’re partnering closely with the teams on this to identify priorities across skill sets. We’ll iterate on this framework as the business continues to grow and skill requirements change.
Now, let’s talk money 🤑 🤑 🤑
Once we had all that data, we got into the detail of looking at job titles and descriptions to make sure we were matching Cleo job descriptions with like-for-like roles within the benchmark dataset.
Bandings
Finally, we took an average of the benchmarking per role level from groups 1 & 2 above where possible, and when it wasn’t, we relied on group 3 data alone. We feel the final bandings are robust, authentic and almost all people at Cleo fall within them right now. It’s kind of inevitable that the first time you do this exercise, there’ll be a small number of anomalies, but our bandings will be used to support internal reward discussions & external hiring from now on.
The result? We’re towards the top of the market
We’re especially satisfied with this because of where we chose to benchmark ourselves. We benchmarked no lower than the median quartile for every role at Cleo (from 50th to 90th percentile) upwards. We’re really pleased to be a competitive and fair employer, and we’ll continue to be transparent and consistent with our approach to salaries and levels.
Check out all our career levels and salary bands on Progression.
Are payday loans legit? I mean… they’re legal, but they suck
Cleo’s mission is to fight the world’s financial health. Here’s how we did that in 2022.
Have you ever needed toasting more for literally making it through a year?