Taking care of the team:

Studies have shown that once individuals reach ~$70,000 of compensation that monetary concerns cease to be the motivating factor in occupational/professional decision-making/happiness. We strive to help our team members reach this point as quickly as possible and then focus on increasing  financial security by offering great benefits and structuring our business to weather recessions and unexpected jolts to avoid lay-offs rather than near-term profit maximization. Furthermore, we want to foster a culture that embraces continual growth and offers all of our team members the ability to dedicate their professional life to work worth doing. We also emphasize collective responsibility and ownership as the most efficient way to run a business that balances the needs of all stake-holders. To sum this up, our business model is about maximizing giving, not taking:


  • Base Compensation

    At rebel Financial we offer a competitive base salary which is payed weekly. However, we do not hide the fact that we are a little on the lower side of this equation because we offer our team members profit sharing and the ability to earn equity.

  • Profit Sharing

    Currently, the corporate structure is organized to give 20% of profits to charity and 30% to team members based on position, contribution, and tenure.

  • Equity Opportunities:

    The general idea of rebel Financial is to be an employee owned venture in which all team members care greatly about the welfare of the business and the exceptional service we provide to clients. While we do not give equity away or offer this privilege lightly, there is a concrete way to firm ownership for any employee that works diligently, contributes substantially to our growth, and displays a long-term commitment to being a part of our team.

  • Bonus Opportunities:

    Bonus is not a normal part of business operations because we believe more in our team oriented profit sharing model, however, we do recognize that occasionally team members may significantly exceed expectations and/or make an extraordinary contribution to the firm. In these circumstances, an additional bonus is warranted and we will ensure that they are rewarded appropriately and equitably.


  • Health Insurance

    As a small company, group health insurance plans can be quite expensive and not necessarily efficient for our business or our team members. Thus, to-date, we do not have a group health insurance plan. However, we help our team members to find the best coverage whether it is joining a spouses’ plan, enrolling in a private plan, or enrolling through the ACA exchange. Regardless of the plan selected, we offer matching HSA contributions up to $300/mo.

    *As a note of confidence, if our legislature was to dismantle the ACA and not institute an acceptable alternative, we would institute a group plan to take care of our team members.

  • HSA

    We contribute less to the actual insurance and prefer to add to our team member’s HSA accounts. We make a monthly match to your HSA based on our plan evaluation for the year and employee tenure.

  • Retirement

    We maintain a generous 401k & Profit Sharing plan that matches 4% safe harbor on the first 5% of employee contributions and an additional 0.25% up to 15%. We make an additional profit sharing contribution at the end of the year, depending on the performance of the firm.

  • Sick & Vacation Time

    We offer a base 1 week sick time per year with 1 weeks of paid vacation per year of tenure (up to 6 weeks total). We are very flexible with work schedules and additional non-paid sick and vacation time as long as you coordinate with your team leader so that it does not negatively impact the firm.

  • Perks of the Job

    Lastly, we offer our services to team members free of charge, which includes investment management, financial planning and any/all of our client service tools. This is a tremendous value that all team members should leverage and not take lightly.