Fluro Reviews

Thank you for your review. One of Fluro’s objectives is to create the best culture in FinTech and we are really proud of what the team has achieved so far, so we are sad to hear your time with us wasn’t all positive. We do appreciate any feedback, and so have tried to address your points below. We are sorry to hear that you feel management don’t listen. We have gone to great lengths to enable, encourage and then act on feedback from our team, including an anonymous feedback platform, team satisfaction insights, recent workshops on key topics affecting people and a Culture Club, so we’re sorry this wasn’t effective for you. In terms of retention, we work hard to attract and retain our extremely talented team, but occasionally people do leave. This happens for a range of reasons, but we always try to build any learnings into our future recruitment and people policies. We’re conscious that every person who has worked with us has played an important part in building the company we are today. Compensation is one of the significant factors that any employee considers, and on that basis, it has to be one of the most important things we consider as an employer too. We have a fantastic team and want to compensate them accordingly. We pay exclusively by salary and do not use bonuses, as we believe the certainty of having the highest possible salary is better for team members than having a discretionary bonus that might or might not be paid. We also feel the same about share options – when we asked our team members in 2020 whether they would prefer to have some share options, or just higher salaries, they overwhelmingly responded to prefer higher salaries, and we increased salaries at that time in replacement of the old share option scheme. In terms of the level of compensation, we do benchmark all roles every year and adjust compensation accordingly, to ensure we are continuing to pay at a level that retains the great people we’ve hired. And we are confident we are. The best proof point for this is we have grown the team from approx. 35 to approx. 75 in a little over 18 months, during an extremely competitive hiring market. Many of those 40 new team members had offers from other employers as well as ours, and we’re delighted that they chose us based on compensation, as well as culture and role. Once again, we’re sad that the things we’ve tried to do in terms of people and culture didn’t work for you. Particularly, we’re disappointed that you didn’t feel people listened and we’d love to have a chat offline if you would be up for doing that? Please drop Nick or Jenny a line if you are and we’ll get something set up.