RiskExec Benefits Overview

Offers 401(K)

Safe Harbor 401(k) offered. Eligible at 18, enrolled within two pay periods of hire, pre-tax and Roth both available. New hires are auto-enrolled at 4% with a 1% annual step-up.

Offers disability insurance

Company-paid short-term and long-term disability. Long-term replaces 60% of monthly earnings up to $12,000 per month.

Provides hardship benefits

When someone is dealing with a serious family illness or a personal crisis, RiskExec has covered meals, sent gifts, and approved time away beyond what the policy requires. Handled case by case.

Offers supplemental life insurance

Voluntary life and AD&D up to $300,000 in $10,000 increments, with spouse and child coverage available.

Provides 401(K) matching

100% match on the first 4% employees defer, calculated every pay period and fully vested from Day 1.

Offers life insurance

Company-paid term life offered at 1x salary, up to $250,000.

Provides free access to retirement planning tools

Available through 401(k) provider.

Offers accidental death & dismemberment insurance

Available through the voluntary life and AD&D election.

Offers dental insurance

Offers health insurance

Offers mental health benefits

Behavioral health coverage is included in the medical plans.

Offers dependent care

Offers Flexible Spending Account (FSA)

Offers vision insurance

Offers Health Savings Account (HSA)

Provides family medical leave

RiskExec coordinates with state PFML and FMLA and applies whichever standard gives employees more.

Provides an onsite Mother's Room

Both offices have a fully equipped mother's room, including a sink.

Offers generous parental leave

Six weeks at full base pay for every new parent (birth, non-birth, adoptive, foster, and through surrogacy) after six months of tenure. Where a state pays partial wage replacement, we cover the gap.

Offers performance bonuses

Bonus payouts combine company funding with employee performance ratings, applied against pre-defined target percentages.

Offers competitive compensation and rewards package

Compensation bands are built against market data with a defined target position and an internal parity band.

Defined reimbursement or per diem policy for work-related expenses

Travel and business expenses run through Ramp under a written policy covering submission, approval, and reimbursement timing.

Provides home-office stipend for remote employees

RiskExec provides equipment for home-office setups, in addition to a $50 monthly stipend to help cover mobile phone costs.

Defined commission tiers and policy for applicable employees

Business development staff work under role-specific commission plans, drafted and approved annually with monthly payouts and a year-end true-up.

Promotion-related pay increases clearly defined

Base salary, bonus target, and bonus payout are explained as three separate things, and managers are trained to walk through each one and connect it to role, scope, and performance.

Offers company-sponsored outings

Time together is time to understand each other and team-build. In the recent past we have offered outings to baseball games as well as local team dinners.

Offers wellness programs

Employees enrolled in 1+ Guardian plan can use Spring Health's app for exercises in meditation and better sleep, plus personal assessments that match them to the right care and track their progress.

Works with employees to create a sustainable work pace

Managers are expected to notice when someone is not taking time off and plan the coverage that makes it possible, and to leverage project management to ensure work pace is sustainable.

Provides employees with ability to schedule focus-time blocks

Employees are empowered to manage their own schedules for both productivity and effectiveness. This approach aligns with our "hybrid-by-design" structure for employees living near a hub office.

Offers an Employee Assistance Program (EAP)

All US-based employees have access to the Guardian Employee Assistance Program (EAP) and other mental health resources, whether or not they enroll in our benefits plans.

Offers company-sponsored happy hours

When multiple employees travel to the same locale we invite all employees in the vicinity to a company-sponsored happy hour, lunch, or other type of get-together.

Has employee-led culture committees

Employee committees are established on an ad hoc basis. For example, a volunteer employee committee built our Corporate Values.

Offers wellness initiatives designed to combat burnout and mental fatigue

Employees enrolled in 1+ Guardian plan can get 6 free therapy sessions, up to 6 coaching sessions on stress and focus, and a Care Navigator (licensed mental health professional) to guide their care.

Flexibility provided during personal challenges

Workload and time away get adjusted when something hard happens at home. Managers are expected to make that work rather than route it through a process.

Offers generous PTO

Flexible Time Off with no balances or caps, plus 11 paid company holidays. The company guideline is roughly three weeks a year on top of paid holidays.

Provides paid sick days

State-mandated sick leave is tracked separately from Flexible Time Off, so being sick never competes with employees' planned vacations.

Offers a flexible time off policy

Flexible Time Off replaced a traditional accrual plan in January 2026. No balances to track, no carryover, no cap. The company guideline is roughly three weeks a year on top of the 11 paid holidays.

Procedures in place to ensure employees utilize PTO

Managers review usage and are expected to step in when someone is not taking time, including planning the coverage that makes the time off actually possible.

Provides sick leave

State-mandated sick leave is tracked in its own category and is never drawn from Flexible Time Off.

Provides paid holidays

RiskExec offers 11 paid holidays: New Year’s Day, MLK Jr. Day, President’s Day, Memorial Day, Juneteenth, July 4th, Labor Day, Indigenous Peoples’ Day, Veteran’s Day, Thanksgiving Day, Christmas Day

Provides wellness days

Mental health and renewal days are a named, approved use of Flexible Time Off.

Provides bereavement leave

Three to five days for immediate family, one to two for extended family. Pregnancy loss is covered.

Provides military leave

USERRA-compliant, with Flexible Time Off available for training assignments up to 14 days.

Provides customized development tracks

What happens post-review depends on where someone is: stretch assignments for those ready for more, targeted skill building for those growing into a role, and a direct plan where improvement is needed

Documented path to leadership development

Succession planning is a standing output of the performance review cycle rather than something that starts when a role opens.

Prioritizes promotion advancement based on long-term contribution

Advancement weighs two things: what someone has delivered, and whether they want and can handle more. Both are assessed explicitly rather than inferred from tenure.

Posts new positions internally and encourages employees to apply

Promote from within

Open roles are posted internally. Two employees were promoted in the most recent 2026 cycle.

Prioritizes promotion advancement based on impact

Performance is rated against five published competencies with role-specific behaviors, and the rating scale is expressed in terms of impact delivered rather than time served.

Regularly scheduled promotion review cycles for employees

Leaders assess the full team twice a year against performance and growth potential, and the results feed goal-setting, development planning, and pay decisions rather than sitting in a file.

Encourages lateral mobility to expand skills and impact

Job training & conferences

Individual development is funded case by case. Recent examples include AI, fair lending, redlining, and fintech programs.

Hosts Lunch and Learns

Host Weekly AI Office Hours

Provides structured onboarding for new employees

Onboarding starts before day one and runs 30 days, built around the specific role rather than a generic orientation. Check-ins at 30, 60, and 90 days.

Supports employee-driven initiatives, not just top-down priorities

Defines roles and sets expectations for success

Five core competencies with named behaviors, plus role-specific guidance for each function describing what to look for and what the warning signs are. Levels are defined with scope and accountability.

Provides formal manager training and leadership development

April = coaching/feedback, before mid-year performance conversations; Sept = review writing and pay conversations, before year-end review cycle. Playbooks provided for the moments in between cycles.

Provides paid industry certifications

Employees have been sponsored to pursue professional certification, including product management credentials.

Provides tuition reimbursement

Provides opportunities to take on expanding responsibilities

Encourages knowledge sharing and cross-functional collaboration

Goal setting requires each functional leader to name which other teams have to perform for their goals to be achieved. Competency guidance treats cross-team communication as a rated behavior.

Provides training support and resources for AI adoption

Weekly AI Office Hours, and the 2026 goal standard requires every goal to name where AI materially changes the outcome rather than treating it as a checkbox.

Managers hold regular development check-ins

Mid-year performance conversations happen every June-July. These are unrated, and focused on development rather than assessment.

Utilizes a flexible work schedule

Reasonable flexibility in start and end times, arranged with manager.

Utilizes a full-time remote friendly model

Remote is a formal work location classification, not an exception. Employees work across twelve states.

Defined working hours and availability expectations

Standard availability is 9:00 to 5:00 local time; flexibility on start and end times can be arranged with manager.

Flexible work schedule is defined with set expectations for start times, working hours and availability

Availability expectations, in-office day, and commutable distance are all defined in writing (policy) rather than left to individual arrangement.

Offers a remote work program

Employees more than 60 minutes from a hub are formally classified as Remote, work primarily from home, and travel for planning sessions and company events.

Utilizes a hybrid work model

Hybrid by design. Employees within 60 minutes of the Knoxville or Washington, DC hub have a set in-office day, the same day every week, so teams can plan around it.

In-office days / expectations are defined

Hub-aligned employees work one consistent day in the office per week, plus additional in-person time where the work calls for it.

Provides work from home flexibility

Hybrid employees work remotely on all days other than their designated in-office day.

Utilizes an open door policy that encourages accessibility

Implements team-based strategic planning

Leaders must define which enterprise goal their function moves, what they personally own if it fails, what their team members are accountable for, and which other teams have to perform for it to work.

Hosts in-person all-hands meetings

In-person All-Hands Meetings take place every other year; virtual All-Hands Meetings take place monthly.

Documented operating principles

Five enterprise outcomes are defined, and each must move revenue and growth, efficiency and cost, client impact, risk and quality, or measurable capability.

Defined policies promoting a professional, respectful workplace

Annual Harassment Prevention and Ethics & Code of Conduct training is required for all employees, with additional culture and bias training required for people managers.

Leadership is transparent and communicative

Monthly All-Hands Meetings always include business performance updates (e.g., % to goal) and are recorded, so staff across twelve states receive the same information whether or not they attend live.

Mistakes are treated as learning opportunities

Treating failures as learning is written into the competency framework, and ability to admit mistakes quickly is a rated behavior rather than a liability.

Open office floor plan to encourage communication and collaboration

Uses an OKR operational model to clearly define goals and priorities

Five enterprise outcomes cascade to functional outcomes and then to individual ones. Goals are reviewed monthly and revised when the business changes.

Hosts in-person revenue kickoff meetings

The revenue team meets in-person semi-annually to set the plan and targets for the next 6 months and clarify where they can sharpen execution.

Defined values and mission statements

Five values: We Put Customers First, We Innovate with Purpose, We Are Fast, We Act with Integrity, We Succeed Together. Crafted by an employee focus group with leadership sponsorship and support.

Policies promote a low-ego, team-driven culture

Competency model names behaviors like sharing credit generously and stepping in beyond one's own responsibilities; a named warning sign is taking credit without acknowledging others' contributions.

Leadership encourages open, transparent debate

The "Purposeful Innovation" competency encourages employees to "ask 'Why?' before 'How?," "take time to ensure the right problems are addressed," and "challenge assumptions about what's possible."

Documented policies and procedures to protect employee privacy and data

RiskExec has written policies that protect the personal information of our employees and clients. We also complete an annual SOC 2 Type 2 audit, an independent review of our security practices.

Mandated unconscious bias training

While a dedicated unconscious bias course is not currently offered, the mandated annual Ethics & Code of Conduct training addresses the topic.

Hiring practices promote diversity

Individuals responsible for recruiting leverage a mix of sourcing models to ensure a diverse panel of candidates is considered for every open role.

Quarterly engagement surveys to gauge employee satisfaction

We run an annual employee engagement survey in March, supplemented with pulse surveys in Q2 and Q3. (We do not run a pulse survey in Q4 given that is when we do performance reviews.)

Company or teams have recognition rituals for individual work

Birthdays and work anniversaries are recognized on a weekly cadence, with messaging and a gift or gift card. A "Coworker Kudos" Slack channel is used for peer-to-peer shout outs.

Encourages autonomy and ownership from employees

Every performance goal has a single owner, and "takes ownership" is an expected behavior that gets a rating during performance reviews.

Managers give public shoutouts and celebrate employee milestones

Birthdays and work anniversaries are recognized on a weekly cadence, with messaging and a gift or gift card. A "Coworker Kudos" Slack channel is used for peer-to-peer shout outs.

Managers offer consistent feedback loops

Recurring one-on-ones, monthly goal reviews, and a year-end cycle built around a conversation rather than a form.

Provides modern technology across teams

Two monitors, a camera, and ergonomic seating at both offices. New hires can request the home equipment they need before they start.

Transparent sharing of company-wide eNPS scores

eNPS is calculated as part of the annual employee engagement survey and the score is shared with employees along with the rest of the results.

Employee feedback used to shape policies and strategy

Action themes surfaced from annual employee engagement surveys are carried into the year's strategic plan and policy updates. We commit to addressing/fixing any area asked about in the survey.

Employees provided with well-designed, comfortable workspace

Two monitors, a camera, and ergonomic seating at both offices. New hires can request docking stations, monitors, and keyboards for home setups.

Provides a mobile phone discount

Every employee receives $50/month to help cover mobile phone costs.

Office has designated quiet areas and collaboration zones