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Cleo is a money app that's got your back. She's an AI defining a new category, one that goes beyond saving and budgets to changing how 4M+ people feel about their money.
You’ll hear a lot about transparency if you work at Cleo. Humble brag: we’re pretty proud to make our salary bands and progression frameworks open source.
The days of foosball and beanbags are done. We care deeply about our people and our benefits reflect that.
Our model is centered on autonomous, cross-functional squads focused on a specific goal or OKR, always with the mission of solving our users’ problems.
These small, multidisciplinary groups are Cleo’s backbone. They define their own goals and work toward them in the best way they see fit. A squad will usually be made up of:
Product managers
Frontend or Backend engineers
Designers
User researchers
Data scientists
Copywriters (Cleo is a chat-first product and we guard her tone of voice like a gd lioness.)
CEO
VP of Product
Head of Engineering
VP of Data
VP of People
VP of Marketing
Head of Growth
Chief Credit Officer
The latest learnings and happenings from the Cleo team, in their own words.
Salary negotiation can be a challenging but ultimately rewarding process, literally. After training a couple of work experience students at Cleo on this recently, I was reminded how daunting it can feel when you’re just starting out. So, here’s a handy guide to follow, whether this is your first, fourth or hundredth time!
So, what's Cleo got to do with financial health? It seems to be all the rage for Fintech startups to talk about financial health at the moment.
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.