How Pathward Built a Culture That Attracts and Retains Top Banking Talent
In this episode of Travillian Next, host Amber Buker, Chief Research Officer at Travillian, sits down with Anthony Sharett, President of Pathward, to explore how a “squiggly line” career path provides a unique edge in banking.
Anthony discusses Pathward’s mission to power financial access and inclusion and how they operate as a trusted platform for fintech partners to grow and scale. The conversation dives into the specific “curiosity mindset” needed to bridge the industry’s digital skills gap and explains why Pathward’s “talent anywhere” strategy is a game-changer for attracting top-tier talent in a competitive market.
This discussion offers professional insights into building a high-engagement culture where risk management and innovation work hand-in-hand to prepare for the banking world of 2030.
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00:00: The Journey from Law to Bank Leadership
The conversation explores Anthony Sharett’s career transition from a bank examiner and law firm partner to the presidency at Pathward. This background in risk, compliance, and private practice serves as a foundational base for leading a modern, tech-forward financial institution.
03:04: Defining Purpose and the Power of Culture
Pathward stands out among thousands of U.S. banks by focusing on a specific purpose: powering financial inclusion and access for the unbanked, underbanked, and underserved. This mission-driven approach has led to Pathward earning its third consecutive “Great Place to Work” certification, with employee satisfaction scores far exceeding the national average.
05:21: Building an Innovative Workforce
To drive innovation, Pathward encourages employees to bring their authentic selves to work and recruits individuals with diverse backgrounds. The organization prioritizes creating a “seat at the table” for everyone — from recent graduates to senior executives — to ensure all voices are heard and valued, which directly fuels the company’s innovation.
06:45: Bridging the Digital Skills Gap
Addressing the industry-wide shortage of digital talent requires hiring for curiosity and an inquisitive nature. Beyond technical ability, the bank seeks people who possess a solutions-oriented mindset and the agility to “fail fast” and pivot during the co-creation process with fintech partners.
10:20: High-Demand Roles and the AI Frontier
While subject matter expertise in payments and the tax business remains vital, the bank is heavily focused on hiring for data architecture and artificial intelligence. AI is being utilized across the organization as a tool for business development, marketing, and enterprise efficiency.
13:14: Innovation Within Regulatory Guardrails
Operating under a national bank charter requires playing within strict regulatory boundaries. Pathward builds “guardrails” that allow for an innovation sandbox, enabling the bank to hire innovative talent and provide the necessary compliance infrastructure for them to succeed without compromising safety.
14:44: The “Talent Anywhere” Recruiting Strategy
To compete with mega-banks and big tech companies for talent, Pathward utilizes a “talent anywhere” approach rather than a traditional office mandate. This strategy has proven to be a major differentiator, allowing the bank to hire high-quality employees who value flexibility and culture over compensation alone.
18:19: Mastering the First 90 Days of Onboarding
Success in a remote environment depends on a highly intentional onboarding process that includes meeting managers in person within the first 30 days. The bank uses employee resource groups (ERGs), refined training programs, and a “buddy system” to help new hires integrate into the culture and learn the ropes of the organization.
21:58: Investing in the Bank’s Most Valuable Asset
Pathward views its people as its most valuable asset and invests in them accordingly through robust internal communications. This includes high-level detail on the company intranet and monthly newsletters that ensure employees have the information they need to feel buy-in and value within the organization.
24:02: Looking Toward the Bank of 2030
The discussion concludes with advice for the next generation of bank leaders, emphasizing the importance of internal talent pipelines and authentic career planning. The essential competency for 2030 will be understanding the intersection of technology, culture, product, and go-to-market strategy to navigate a rapidly changing ecosystem.
To wrap up, this episode of Travillian Next highlights how Pathward is redefining the banking landscape through its commitment to financial inclusion and a culture-first leadership approach. By leveraging a “talent anywhere” strategy and fostering a curiosity mindset, the bank effectively bridges the digital skills gap and scales innovation alongside its fintech partners. As the industry moves toward 2030, the intersection of technology, culture, and product remains the ultimate differentiator for modern financial institutions.
