Companies Enova

Enova

Chicago

Total Offices: 3

1,848 Total Employees

Year Founded: 2004

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Operations & Support 12 Finance 6 Engineering 4 Marketing 4 Customer Success & Experience 3 Legal 2 Sales 2 Data & Analytics 1 AI & Machine Learning 1

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Enova Career Growth & Development

Updated on October 06, 2026

Enova Employee Perspectives

Career growth at Enova is supported through structured learning opportunities that help employees explore new skills, expand their experience and pursue paths that align with their long-term goals.

“Our tech exchange, analytics rotational program and the job shadow program are a few examples of how we formally encourage employees to grow their skills. Allowing associates to take time out of their normal tasks to gain a new skill has helped Enova identify opportunities for permanent moves for employees if they want to take their career in a new direction.”

Caitlin, Lead People Resources Business Partner

From the article: Why I choose Enova

Enova Employee Reviews

Over the last three years, I’ve seen so many members of the team grow into bigger roles, and we have been focused on building the next wave of talent, which is exciting to see.

Kelly, Vice President of Global Marketing

Career growth is something most employees want. At Enova we make sure we have opportunities available within departments and across the company. Too often career growth is viewed as a promotion but it is so much more than that. Getting the opportunity to lead a company-wide project, working on a new product line or being able to spend time learning a new skill set are just a few things that are offered at Enova.

Caitlin, Lead People Resources Business Partner

What People Are Saying About Enova

Training & Education Access: Formal learning infrastructure is described, including a dedicated training team, robust onboarding, an LMS, tuition reimbursement, leadership programs, and mentoring that continue beyond day one. Feedback suggests these resources span technical talks, exchanges, and department training budgets to support ongoing skill building.
Internal Mobility: Company materials emphasize both lateral and upward movement, a promote-from-within philosophy, and structured pathways like rotational programs, job shadowing, and Tech Exchange that have resulted in permanent internal moves. Examples include movement between projects, departments, and even career tracks.
Mentorship & Sponsorship: Employees are connected with senior leaders through mentorship programs, complemented by manager ramp-up and leadership offerings to guide growth. Feedback suggests regular knowledge-sharing and shadowing increase exposure to different teams and opportunities.