Engineering Team at Treasury Prime

Treasury Prime is building technology that is transforming how people and forward-looking companies use financial services, creating new business opportunities and ways of building wealth.

Job Openings at Treasury Prime

Top Engineering Values

Each team is asked to select, explain, and rank their top 8 values in order of importance.
  • Creative + Innovative

    We often solve problems that others haven’t solved before and seek out creative solutions that use our unique skill set.

    Banking can be a very dry subject, with many arcane corners, but doing it right is a powerful lever for change. We’re talking about modernizing 19% of the entire U.S. economy and that should excite you!

    Banks and their customers in the U.S. are often woefully behind, stuck using the first-generation technology from 30 years ago. None of these systems are connected, but we're trying to create a unified platform that can enable any fintech, as well as the bank itself, to build on top of it.

    We’re not starting with a blank sheet of paper; instead, we’re starting with a tangle of multiple long pieces of yarn and trying to make a sweater. It takes some creativity (and bravery) to see the tangle, envision the sweater, and dive in to make it happen.

    If you love (or can learn to love) building a product that empowers developers and banks to build new products, then we'd love to hear from you!

  • Actively Practices Inclusion

    We start with the basics: every team member is inherently worthwhile and we all deserve each other’s respect.

    Companies are groups of people working together, trying to accomplish a common goal. A company can only reach its full potential when the people there all respect one another, listen to each other, and work together.

    We value richness in perspective, experience, and background and have already built a team that is well represented across multiple dimensions. As we grow, every new hire has an opportunity to add richness to our team (and avoid creating a monoculture), which is why we eliminate interview practices that introduce biases like whiteboard interviews.

    Inclusion is important to us on a daily basis, not just in who or how we hire. We practice it through the following principles every day:

    • Everyone has a chance, and is encouraged, to speak once before anyone speaks twice. It’s hard to do sometimes, because we’re passionate about what we’re working on, but we try to enforce this policy during all of our meetings. Everyone should be able to say what they are thinking.
    • Assume good intentions. We remind ourselves that in all but the most outrageous cases, people want to do the right thing. When they act, they are trying to help.
    • Create space for different cultural norms. People should be able to make contributions without adjusting who they are in the workplace. That's how we all succeed together.
  • Customer Comes First

    If we make our customers happy, we will be happy.

    Our APIs allow companies to connect to banks. We consider both sides of the connection to be our customers, and it is our job to make sure both sides are happy.

    At both banks and companies, we interact with a wide range of people, including CEOs, executives, project managers, engineers, and administrative staff. Each and every one is not only vital to our success, but also greatly impacted by what we’re implementing. If we don’t empathize with all of these people, and win them over as supporters and even promoters, we can’t succeed.

    Putting customers first is foundational to how we operate:

    • Our first non-founder hire was our Chief Customer Officer (she was recently promoted from VP of Customer Success) – we consider it that important.
    • We strive for efficient customer communications, fast responses directly between the people who have the information and are working on the issues, using the communications method most effective given the issues at hand.
    • We’ve heard from many of our customers that they are tired of technology providers who take their money and then don’t really care if they achieve the desired results. We take that closely to heart, even going so far as to structure our pricing so that if they don’t use our system, they don’t pay.
  • Open Communication

    An informed team member is an empowered team member.

    Each of us has experienced what it feels like at other companies when decision making is divorced from facts on the ground. It is extremely demoralizing when you are the expert and are not empowered to make important decisions or even sit at the table where they are made. Not only does it stifle individuals at a company, but it is also a sign of poor leadership that will likely make bad decisions, and eventually lead the company in the wrong direction.

    Our approach is to practice email transparency and share all information (except when it specifically has to be confidential – e.g., HR information). We embrace the accountability that this brings. By having access to all information, individuals can make informed decisions. Additionally, it encourages people to reach out and get any additional information they need: engineers talk to banks to understand how they work and form a relationship and our customer success team frequently collaborates with engineers on prioritization and debugging.

    Our management philosophy can be summed up as: one team with each individual having the responsibility and authority to get their job done. If your problem goes beyond your domain, then it’s up to you to get help from another person and ultimately bring that project across the finish line.

  • Product-Driven

    We’re on a mission to build the best platform for developers to add banking features to their apps.

    Banking is a critical part of our economy – yet it's still built on decades-old mainframe technology. Our modern API has gained serious traction, helping neobanks go to market in weeks, allowing retail fintechs to easily open accounts and issue cards, and much more. As we scale, new hires will have the opportunity to work on exciting projects such as iterating on our developer dashboard, expanding our bank console, adding new APIs to our platform, and tackling infrastructure projects to facilitate massive growth. If that sounds interesting to you, don’t hesitate to reach out!

  • Committed to Personal Growth

    We have a long-term commitment to new learning and every new hire gets a buddy and mentor.

    We’re a very experienced team, much more so than the average startup, and we all regularly take on new roles and learn from each other. We’re committed to personal growth out of necessity, and also because we love it in our own lives. On a small, start-up team, you need people willing to try everything, and the team needs to create a safe place for people to try new things. We couldn’t get everything done any other way.

    When you first join our team, you’ll be set up with Treasury Prime U, our suite of online classes that serve as a deep dive into all things Treasury Prime. You’ll also be matched up with at least one buddy based on what we learn about you during our hiring and onboarding process. New employees meet one-on-one with their buddy every week. These meetings are just to run through the events of the day/week, and are often done via short Zoom calls. We also offer a $1000 annual professional development stipend and invest in company-level leadership training. At the end of the day, we’re invested in helping team members grow their careers here and want you to develop the skills and knowledge needed to get you where you want to go.

  • Flexible Work Arrangements

    We trust that you can manage your own schedule and we’re remote-friendly.

    As a distributed team that spans New York to Hawaii, we don't care about how long you sit at your desk as long as you can complete your tasks in a timely manner. While our HQ office is open for those who prefer to be in the office, we want you to work where and when you’re at your most productive. We also offer some great benefits to support team members, including stipends that can be used to keep your home office space happy (think cleaning services or purchasing plants), applied toward utilities (electric, internet), or used for wellness (e.g. gym memberships, virtual fitness classes, meditation apps).

    We know that everyone has life obligations, such as picking up children from school/daycare or fostering kittens. We're usually online between 9am and 5pm, but only because that’s the schedule that works best for most people. Some of our team members start earlier or later, depending on what’s most convenient for their lifestyles or their time zone.

    Our emphasis on transparency and open communication allows us to keep the whole team informed, regardless of who's in the office or when. The engineering team has a daily stand-up as well as open-ended whiteboard sessions available for those who want to drop in and brainstorm solutions together. We keep our calendars updated regularly to schedule meetings that everyone can attend and also have an engineering happy hour every Friday.

    Last but not least, we know you need time to recharge, which is why we have an open vacation policy with a two-week minimum – we’ll send you home in December if we have to!


  • Creative + Innovative
  • Actively Practices Inclusion
  • Customer Comes First
  • Open Communication
  • Product-Driven
  • Committed to Personal Growth
  • Flexible Work Arrangements

Company Properties

  • B2B
  • Technical Founder(s)
  • Remote-OK

Team Members

  • 15 Customer Success
  • 1 Director of Business Operations
  • 12 Engineering
  • 2 G&A
  • 2 Legal & Compliance
  • 4 Marketing
  • 5 Operations
  • 3 People
  • 4 Product and Design
  • 10 Sales

Vacation Policy

Open vacation policy. We all need to recharge and we mean it – there’s a two-week minimum, and we'll send you home in December if we have to! In addition, we offer 4 months paid parental leave (regardless of gender) so new parents can spend the time they need with their little one(s).

Tech Stack

Clojure, React, Postgres, AWS, Git

Interview Process

Our process kicks off with our internal recruiter reaching out and scheduling an introductory conversation to learn about your experience, check alignment, and share up-to-date information about our company culture and growth. From there, you will have a brief conversation with the hiring manager to learn about the team focus and answer any technical questions. Next, you will take a written quiz for a data point. Finally, you will spend some time in 1-on-1 and group interviews so you can meet more of the team and give a technical presentation to the group.