Engineering at The Financial Gym

The Financial Gym is putting the ‘personal’ back into ‘personal finance’. We take a fitness-inspired approach to finances, teaching you to make smarter money choices that add up over time. Train with us, achieve balance, decrease stress, and become empowered by your money.

Job Openings at The Financial Gym

Top Engineering Values

Each team is asked to select, explain, and rank their top 8 values in order of importance.
  • EQ > IQ

    Until we walk in someone else’s shoes, we don’t judge their journey.

    Our biggest differentiator in the financial sector is in the way we coach our clients. Our trainers provide personal, 1-on-1 support to each of clients, helping them to set goals, budget, save, repay debts, travel hack, boost credit scores, and secure retirements. As a result, it is far more important that we have and practice empathy.

    We currently don’t have any engineers who are full-time employees, so we can’t say exactly what our engineering culture is or what it will be like. However, we know for certain that our engineers will need to be able to communicate and empathize with not only our clients, but also our trainers. Our first hires will have the opportunity and responsibility to establish our engineering culture, which is why it’s so important to us that we hire people who share our values and prioritize EQ over IQ. We expect to hire 3-5 engineers in 2019 and look forward to building out our in-house engineering team. If you’re interested in learning more, please reach out!

  • Engages with Community

    We care about our clients outside of our 9-5.

    We have regular educational and fun meetups and events at our HQ in NYC and in cities across the U.S. For example, our “Wine and Learn” events include topics like Investing 101, The Art of Travel Hacking, and How to Meal Prep on a Budget. In addition to weekly events and webinars, we have monthly “Regional Money Tribe” meetups in various cities at bars or coworking spaces. These are run by enthusiastic clients (anyone who wants to raise their hand) and we reimburse them for the costs. Engineers are more than welcome to participate in these events, in-person and remotely.

    What’s more, we strongly believe our services shouldn’t be off-limits to those in need. For instance, during the government shutdown, we paused membership dues for those affected. We also have an awesome puzzle wall of donations and we give those funds to clients in need.

  • Flexible Work Arrangements

    We want our team to get the most out of their workday — regardless of location.

    At The Financial Gym, flexibility is important because we want our team to work efficiently while also being comfortable. That’s why we allow remote work and currently have employees in Texas, North Carolina, Kentucky, and more.

    For our trainers, it’s important that we hire more folks who can work onsite. Ideally, all of our 1-on-1 coaching sessions are in person, but virtual 1-on-1 coaching is also an option. We want to serve everyone in the U.S. — so having employees in different time zones helps us scale — but the overall vision is to have onsite locations.

    Ultimately, we recognize the benefits of allowing remote work, so we’re open to remote and flexible work arrangements for engineers. At the end of the day, we all stay connected through Slack.

  • Fosters Psychological Safety

    We want team members to feel safe to raise their hand and ask for help when needed.

    Our team values hard work, but we are also there to help one another when needed. If you’re feeling overwhelmed, or have taken on too much and need help delegating tasks, it’s a safe environment to reach out and ask for support.

    We’re learning every single day, especially as we look to build our engineering team from the ground-up. Not everything we do is going to be a win right away, and that’s okay as long as we acknowledge and learn from our mistakes. Losing clients is tough, but it provides us with an opportunity to learn from what went wrong and coach each other through these instances. That could mean re-examining how we set expectations or communicate.

    For every project we do, we make it a point to have a recap at the end. For example, at the end of each training class, Joy Liu (Head of Trainer Development) puts together a deck summarizing what they did in class, what they learned, and what she’d do differently next time. This is then shared with the leadership team.

  • Impressive Team Members

    We all come from diverse backgrounds and are hustlers.

    Our employees all have different work and life experiences. For example, Joy previously worked in advertising, while another trainer Crystal (a California to New York transplant) has a background in the education space. That said, we have one important thing in common: we all have a contagious passion for life and helping others.

    While it wasn’t on purpose, we’re currently a 100% female team. We have plenty of male clients and aim to be inclusive of all walks of life so it’s top of mind to diversify.

    Our culture is tight-knit and we want the engineering team and any new hires to be part of that. For example, on Shannon’s birthday all of our team members were at the gym until midnight celebrating because we have fun together and truly feel like a family. Upcoming team-building events will include a SoulCycle class, a mental health workshop, going to brunch, and having a Dirty Dancing viewing party followed by a cooking class. We’ll fly all of our remote team members out so they can join, too.

    Meet us on our team page.

  • Open Communication

    We foster an environment where everyone can speak up and engineers can set their team’s tone.

    We have regular weekly meetings to address any concerns or issues internally, and a monthly all-hands meeting the first Wednesday of every month. Our CEO Shannon values transparency and keeping the team informed. During this meeting, she shares business results for the last month, how conversations are going with investors, and provides an overall status update. Then each department (operations, trainer development, and technology) is given air time to discuss any new features or developments. We also open the floor and let anyone speak up about another team member’s accomplishment. At the end of the meeting, we finish with fist bumps, which is part of our internal recognition program.

    We are excited to hire our first set of engineers to bring development in-house. We are looking forward to finding people who can help set and align the engineering team’s culture with our current culture. To that end, the first senior engineer will have the freedom to set the tone, help enhance our open communication style, and have a huge say in the rest of the team. They’ll work closely with our trainers and our end users, so it’s important that they’re able to communicate openly and effectively. When we find the right fit, we want them to feel comfortable with their strengths and weaknesses. From there, we can build a team around their needs and capabilities.

  • Promotes from Within

    We want employees to grow into leadership roles without a large bureaucracy roadblock.

    Our founder highly values folks who can start from the ground up and wants to help others level-up their careers. Once we feel you are a great fit in your role and have a solid track record within the company, we prefer to promote from within. This gives our employees a quick path to leadership roles without all of the large company bureaucracy that often makes it hard to reach the top. For example, Joy started as the 3rd financial trainer in the company. She raised her hand to take on new projects and initiatives and was rewarded for her hard work — she’s now the Head of Trainer Development. As she puts it, “it’s often a myth that there’s a meritocracy in the workplace, but we really do have that here.”

    And she’s not alone — Alicia’s career grew to Chief Operating Officer while Caitlin is on her way to Head of Marketing. Similarly, we’re hiring engineers who will grow into leadership positions. We want them to have the freedom and responsibility of shaping the engineering team from the bottom-up. There’s a huge opportunity for creative, self-starters who want to own set the trajectory for their career growth.

    Julia, our product manager, signed up to financial coaching training program. While this is not required for engineers, we are happy to put you through this if you believe it would be valuable for your role. This is a 2-week bootcamp where they give the basics of what financial fitness is. Saving schools, debt management, expense management, how to deal w/ clients. EQ training that includes case studies, looking at real clients, role playing, and breaking down the different tactics they’ve tried to help previous clients get to financial fitness.

  • Wears Many Hats

    This isn’t a job, it’s a lifestyle — you’ll jump into the deep end.

    Being a startup, we value giving our employees the opportunity to gain a wide range of experiences. For example, if you are an engineer and want to learn more about product management and strategy, our product manager, Julia, will mentor and share tasks with you so that you can gain practical experience. We believe in a “giving with healthy boundaries mindset.” We are transitioning from outsourced development to in-house right now and have been able to grow to a 21-person team serving over 1,900 clients across 48 states with basic technologies. Now that we have gained so much traction, we are ready to fully invest in our technology and develop an app that will carry us through the next stages of our company. There is tremendous potential for our current Rails app to not only uplevel all of our human operations, but also streamline basic processes for our internal team members and clients.

    We’re looking for engineers who are excited for the breadth of work that needs to be done and are drawn to the potential to move into more leadership roles at the company. If you have any questions at all, please don’t hesitate to reach out. We look forward to meeting you!


  • EQ > IQ
  • Engages with Community
  • Flexible Work Arrangements
  • Fosters Psychological Safety
  • Impressive Team Members
  • Open Communication
  • Promotes from Within
  • Wears Many Hats

Company Properties

  • B2C
  • Remote-OK

Team Members

  • 0 Full-Stack Engineers (hiring our firsts now!)
  • 1 Product Manager

Vacation Policy

4 weeks for the first year with vacation time added after that.

Tech Stack

Rails, PostgreSQL, Docker, Heroku

Interview Process

Around 3-4 interviews, possibly a coding assignment or coding assessment in one of the interviews. At least 1 interview will be a mix of behavioral and technical.