Greenbacker Capital FAQ

Have questions about working at Greenbacker Capital? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Greenbacker Capital.

All answers shown come directly from Greenbacker Capital Reviews and are not edited or altered.

11 English questions out of 11

August 8, 2021

What are perks and other benefits like at Greenbacker Capital?

Pros

Great benefits, great employees, mission driven team that is constantly growing and adapting to challenges.

Cons

The company was growing very quickly which made it difficult to manage balance, other than that no other cons.

Advice to Management

Continue advancing team building and understanding of functional group tasks to ensure streamlining of processes.

Great benefits, great employees, mission driven team that is constantly growing and adapting to challenges.

August 8, 2021

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April 21, 2021

Does Greenbacker Capital give time off to volunteer?

Pros

Working at Greenbacker beginning as an entry level employee, I have felt very supported by a talented and welcoming team since day 1. I feel well compensated, respected, and am given ample responsibility and autonomy, which has allowed me to foster a sense of pride in my work and organization. I truly love working at Greenbacker and experienced nothing but positive interactions with my co-workers and supervisors. The mission of Greenbacker is strongly aligned with my core values of sustainability. Greenbacker also supports community and employee engagement through the CSR Committee, a new volunteer time off policy, and anonymous surveys to understand comfortability with return to work policies, our views on the status of DEI values at the company, and generally feeling heard. If I had an issue at work, I would feel comfortable bringing this issue up with my direct manager, or HR. Greenbacker is also actively working toward improving our culture and DEI policies to ensure that people of all race, gender, age, ability, sexual orientation are being recruited, feel welcome, and are empowered with resources to ensure their retention and continued success at the organization. I am confident that the organization will only continue to prioritize and improve upon these initiatives.

Cons

Because Greenbacker is growing so quickly, there is an unspoken feeling of having to work beyond 9-5 because you know that most of your co-workers are doing the same. From my perspective, I don't think that this is a mandatory ask - but sometimes just feels like the right thing to do. This is something that I believe will get better over time, and for now I am happy to put in some "extra" work because I take great pride in my employment at Greenbacker and feel genuinely passionate that the work I do is making a positive impact.

Advice to Management

If senior leadership and board members are truly are serious about attracting and recruiting a diverse pool of candidates, and in particular, retaining those employees, they should actively work toward improving the amount of underrepresented races, genders, ages, abilities, sexual orientations, etc. in the upper management levels. Realizing this takes time and is not an overnight change, it would be nice to hear more regular and transparent updates directly from the senior leadership team on potential obstacles they might be facing in achieving this, and solutions they are working on toward improving representation.

Greenbacker also supports community and employee engagement through the CSR Committee, a new volunteer time off policy, and anonymous surveys to understand comfortability with return to work policies, our views on the status of DEI values at the company, and generally feeling heard.

April 21, 2021

See answer

April 21, 2021

Does Greenbacker Capital offer unlimited time off?

Pros

Working at Greenbacker beginning as an entry level employee, I have felt very supported by a talented and welcoming team since day 1. I feel well compensated, respected, and am given ample responsibility and autonomy, which has allowed me to foster a sense of pride in my work and organization. I truly love working at Greenbacker and experienced nothing but positive interactions with my co-workers and supervisors. The mission of Greenbacker is strongly aligned with my core values of sustainability. Greenbacker also supports community and employee engagement through the CSR Committee, a new volunteer time off policy, and anonymous surveys to understand comfortability with return to work policies, our views on the status of DEI values at the company, and generally feeling heard. If I had an issue at work, I would feel comfortable bringing this issue up with my direct manager, or HR. Greenbacker is also actively working toward improving our culture and DEI policies to ensure that people of all race, gender, age, ability, sexual orientation are being recruited, feel welcome, and are empowered with resources to ensure their retention and continued success at the organization. I am confident that the organization will only continue to prioritize and improve upon these initiatives.

Cons

Because Greenbacker is growing so quickly, there is an unspoken feeling of having to work beyond 9-5 because you know that most of your co-workers are doing the same. From my perspective, I don't think that this is a mandatory ask - but sometimes just feels like the right thing to do. This is something that I believe will get better over time, and for now I am happy to put in some "extra" work because I take great pride in my employment at Greenbacker and feel genuinely passionate that the work I do is making a positive impact.

Advice to Management

If senior leadership and board members are truly are serious about attracting and recruiting a diverse pool of candidates, and in particular, retaining those employees, they should actively work toward improving the amount of underrepresented races, genders, ages, abilities, sexual orientations, etc. in the upper management levels. Realizing this takes time and is not an overnight change, it would be nice to hear more regular and transparent updates directly from the senior leadership team on potential obstacles they might be facing in achieving this, and solutions they are working on toward improving representation.

Greenbacker also supports community and employee engagement through the CSR Committee, a new volunteer time off policy, and anonymous surveys to understand comfortability with return to work policies, our views on the status of DEI values at the company, and generally feeling heard.

April 21, 2021

See answer

August 8, 2021

What are some insights into the strategy or vision at Greenbacker Capital?

Pros

Great benefits, great employees, mission driven team that is constantly growing and adapting to challenges.

Cons

The company was growing very quickly which made it difficult to manage balance, other than that no other cons.

Advice to Management

Continue advancing team building and understanding of functional group tasks to ensure streamlining of processes.

Great benefits, great employees, mission driven team that is constantly growing and adapting to challenges.

August 8, 2021

See 1 more answer

April 21, 2021

How is race or ethnicity talked about at Greenbacker Capital?

Pros

Working at Greenbacker beginning as an entry level employee, I have felt very supported by a talented and welcoming team since day 1. I feel well compensated, respected, and am given ample responsibility and autonomy, which has allowed me to foster a sense of pride in my work and organization. I truly love working at Greenbacker and experienced nothing but positive interactions with my co-workers and supervisors. The mission of Greenbacker is strongly aligned with my core values of sustainability. Greenbacker also supports community and employee engagement through the CSR Committee, a new volunteer time off policy, and anonymous surveys to understand comfortability with return to work policies, our views on the status of DEI values at the company, and generally feeling heard. If I had an issue at work, I would feel comfortable bringing this issue up with my direct manager, or HR. Greenbacker is also actively working toward improving our culture and DEI policies to ensure that people of all race, gender, age, ability, sexual orientation are being recruited, feel welcome, and are empowered with resources to ensure their retention and continued success at the organization. I am confident that the organization will only continue to prioritize and improve upon these initiatives.

Cons

Because Greenbacker is growing so quickly, there is an unspoken feeling of having to work beyond 9-5 because you know that most of your co-workers are doing the same. From my perspective, I don't think that this is a mandatory ask - but sometimes just feels like the right thing to do. This is something that I believe will get better over time, and for now I am happy to put in some "extra" work because I take great pride in my employment at Greenbacker and feel genuinely passionate that the work I do is making a positive impact.

Advice to Management

If senior leadership and board members are truly are serious about attracting and recruiting a diverse pool of candidates, and in particular, retaining those employees, they should actively work toward improving the amount of underrepresented races, genders, ages, abilities, sexual orientations, etc. in the upper management levels. Realizing this takes time and is not an overnight change, it would be nice to hear more regular and transparent updates directly from the senior leadership team on potential obstacles they might be facing in achieving this, and solutions they are working on toward improving representation.

Greenbacker is also actively working toward improving our culture and DEI policies to ensure that people of all race, gender, age, ability, sexual orientation are being recruited, feel welcome, and are empowered with resources to ensure their retention and continued success at the organization.

April 21, 2021

See answer
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11 English questions out of 11