We’re proud to announce that Fidelity has been named a LinkedIn Top Company for 2024[1]. The annual list, which aims to help professionals identify the top workplaces to grow their careers, examines data across a variety of career pillars like advancement and skills growth.
At Fidelity, we’re committed to all aspects of the associate experience, including learning, development, and mobility—wanting our associates to be able to grow their careers at Fidelity and prioritizing different pathways that make that possible. We have new onboarding programs with built-in time to explore careers outside of associates’ “day jobs,” rotational programs that allow people to explore different areas of the business, and benefits that enable access to higher education. We also recently launched new digital tools our associates can use to more clearly define how to pursue skills and career development at Fidelity.
Career vitality, whether upward or lateral mobility, isn’t something we only talk about in theory. It’s happening in practice and by design, bringing the best of Fidelity—the breadth of our experience—to our customers. An associate who started on the phones in a customer service role now manages Fidelity’s presence on Reddit, including hosting live events and chats on the platform. An executive who leads public affairs, inclusion, and impact, working in our communities to champion Fidelity’s long-standing commitment to education and strengthening financial futures for all, got her start as a member of the company’s legal team. Fidelity’s new head of human resources previously led Fidelity Labs, the company’s in-house software incubator and digital studio where teams are on the front lines of using technology innovation to solve for our customers’ needs.
Here’s what our associates are saying:
- “The opportunity for growth at Fidelity feels unmatched and I love how early on in the process that leadership makes you aware of this and puts information in front of you on how you can become successful not just at your current goal, but all around within the company.” – Cody, Customer Relationship Advocate.
- “I see myself staying at Fidelity a long time based on the career growth opportunities and the diversity of our businesses. I feel there is meaningful work being done on creating a culture of inclusion.” – Lindsay, Business Strategy Senior Manager.
- “I am able to [be] myself & work to my full potential with the way Fidelity treats [me] with respect & recognition. The team & leaders make it enjoyable to work here.” – Paddy, Workplace Planning Consultant.
To learn more about life at Fidelity from our associates’ perspectives or to explore open roles, visit our careers site.
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LinkedIn Top Companies Methodology
The methodology is built on research around what it means to build a great career, matched to unique LinkedIn data. There are eight pillars, each revealing an element of career progression inside a company, and all based on LinkedIn data:
- Ability to advance: Tracks how employees get promoted both at the company and when they land a new position externally, based on standardized job titles.
- Skills growth: Looks at how employees across the company are gaining skills while employed at the company, using standardized LinkedIn skills.
- Company stability: Tracks attrition over the past year, as well as the percentage of employees that stay at the company at least three years.
- External opportunity: Looks at Recruiter outreach across employees at the company.
- Company affinity: Tracks LinkedIn connection volume among employees, controlled for company size, as a means to measure how supportive a company’s culture is.
- Gender diversity: Measures gender parity within a company and its subsidiaries.
- Educational background: Examines the variety of educational attainment among employees, from no degree up to Ph.D. levels, reflecting a commitment to recruiting a wide range of professionals.
- Employee presence in the country: Measures number of employees relative to other companies, as a means of focusing on companies that provide a diverse work environment and more opportunities for career advancement and networking.
Attrition can be no higher than 10% over the methodology time period, based on LinkedIn data. Similarly, organizations that have had layoffs of 10% or more of their workforce based on corporate announcements or public, reliable sources between Jan. 1, 2023 and the list launch, are not eligible. These decisions are made by the LinkedIn News team based on company statements and/or reputable news outlets. Only parent companies rank on the list; majority-owned subsidiaries and data about those subsidiaries are incorporated into the parent company score. The methodology time frame is Jan. 1, 2023 through Dec. 31, 2023. All of the data used is aggregated and/or de-identified.
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Views expressed are as of the date indicated, based on the information available at that time, and may change based on market or other conditions. Unless otherwise noted, the opinions provided are those of the speaker or author and not necessarily those of Fidelity Investments or its affiliates. Fidelity does not assume any duty to update any of the information.
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[1] Fidelity Investments has full approval to link to this external site.