As a FINRA employee, you join a diverse and talented team of industry leaders who make sure investors are protected and the market is trusted. Discover your opportunity to oversee more than 634,000 brokers across the country, analyze billions of daily market events, use innovative AI and machine learning technologies, and drive our award-winning diversity initiatives forward, and beyond.
All Opportunities | For Current Employees
COVID-19 Update: FINRA remains fully operational and is continuing to hire and onboard new employees remotely to carry out all of our vital regulatory responsibilities, protecting investors and market integrity.
Please note:
- FINRA never requires applicants to pay a fee during the recruiting and onboarding process, including but not limited to fees to apply for a position or conduct a background screening, obtain equipment to work at FINRA, or cash a check in exchange for reimbursement.
- All recruiting communications are sent directly from FINRA email addresses.
- All offers of employment will be accompanied by a formal written offer letter, sent via our job portal.
If you suspect you have received fraudulent emails or have been targeted by someone impersonating a hiring manager or recruiter, please report the activity to the Federal Trade Commission at: https://reportfraud.ftc.gov/#/form/main
Pay it Forward
People at FINRA feel fortunate to work for a company that not only supports their growth and development, but also encourages them to "pay forward" their happiness and success. To that end, each employee is awarded up to two paid days off each year to volunteer at an organization of their choice. In addition, every year FINRA designates a service month where employees are free to arrange group or individual initiatives for issues they feel passionate about, like walking shelter dogs or passing out groceries at local food pantries
Work-Life Balance and Employee Development
FINRA recognizes how important it is to keep work and life in balance, and it strives to help employees achieve that through a variety of work-life programs. They include flexible work arrangements, because FINRA understands that supporting diverse work styles and scheduling needs can be an important factor in the satisfaction and productivity of its teams. FINRA also partners with Bright Horizons, a leading back-up care provider, for center-based child, home-based child, and adult back-up care.
The FINRA Exchange
The FINRA Exchange is an internal forum designed to help drive collaboration and innovation across the organization. Employees are invited to post their ideas on the Exchange—usually guided by a specific question or “challenge” that centers on a business or corporate culture issue. The forum allows for discussion, debate, and collaboration on these ideas, followed by an opportunity for employees to evaluate and vote on the proposed solutions.
FINRA is an Equal Opportunity and Affirmative Action Employer
All qualified applicants will receive consideration for employment without regard to age, citizenship status, color, disability, marital status, national origin, race, religion, sex, sexual orientation, gender identity, veteran status or any other classification protected by federal state or local laws as appropriate, or upon the protected status of the person’s relatives, friends or associates.
FINRA strives to make our career site accessible to all users. If you need a disability-related accommodation for completing the application process, please contact FINRA’s Employee Relations team at 240-386-4865 or by email. Please note that this process is exclusively for inquiries regarding application accommodations.
FINRA abides by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.
FINRA abides by the requirements of 41 CFR 60-300.5(a). This regulation prohibits discrimination against qualified protected veterans, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans.
