Life At Finhaat

Discover Life, Unfiltered at Finhaat

At Finhaat, we are building a team that is creating an ecosystem of trust to offer simple, suitable and affordable financial services to the Millions living beyond the Metros. It requires a fierce commitment to innovation, excellence and an ever curious mind to adapt. Join us on this journey as we make inroads in an otherwise uncharted territories.

What do you love most about working at Finhaat

Meet Our Team

Sanket Prabhu

Director – Emerging Business Wealth and SAAS

MBA (JBIMS, Mumbai)

Aruna Chauhan

Sr. Manager - Finance


Arghya Pal

Sr. Manager - Operations

MSc – Management, University of Bath

Vartika Behre

Executive Technology


Ajay Poonia

Management Trainee


Rishav Sharma

AVP – Digital Transformation

MSc – Management, University of Bath

What makes Life at Finhaat different

Assimilating Culture

Whether you’re an introvert or extrovert, we create a work environment where you feel comfortable to express yourself. Regular team activities to make sure the work environment is lively.

⁠Goal Oriented Leadership

Finhaat gives you the tools to reach your goals, you can soar to new heights. Because when you have specific goals, you tend to feel more driven and focused on your work

Open Door Policy

Designations make little difference as everyone is heard equally and perspectives taken into account. Teams have been setup in such a way that there is extensive cross functional interaction and open discussions. There is space for all views.

⁠Challenging work

Finhaat is transforming lives in the financial services space for the underserved. Work that sets your apart, interests and challenges you provides you a greater purpose and base to think differently.

Quality benefits

Along with base salary, getting good benefits is an important part of loving your career. Having full health care, GMC, GTL and GPA coverage is majorly important.

Professional Development

At Finhaat, we invest in our team to help them grow professionally. Including opportunities for participating in management trainings; upskilling through participating in seminars, conferences and memberships in professional organisations. We believe that investing in an employee’s growth is a key part of retention.

Glimpse of Happiness

Still Unsure? These FAQs will help you get a better idea

At Finhaat HR will meet and greet you and introduce you to your coworkers. Then you will fill out essential papers, onboarding on HRMS Software and will be given an orientation and Employee Handbook with company policies and about the culture. Your manager will discuss the work/ project and leave you to think out your approach etc.

Understanding the practicalities, processes and policies in a new organization isn’t the most exciting part of starting a new job. But it’s one of the most important. In fact, nearly 75% of new hires rank reviewing company policies as a top onboarding priority. Company tour, equipment set-up and procedure review is close behind, a top priority for nearly 60% of new employees.
Questions that are normally asked during 1st Day are

  • When and how do I get paid?
  • What benefits do I get?
  • How does holiday work?
  • How much notice should I give to book holiday?
  • What’s the process if I’m sick?

Here we understand this question is most asked to know about the importance of knowing your Why. At Finhaat we understand inspiration comes from purpose – so when employees understand WHY their job matters, they’re inspired to do better.

Our employee onboarding program tells new hires about the business’ strategic priorities and challenges and explain how their role relates to that. So employees are inspired towards a common purpose and understand how they can personally contribute. 

One of our biggest priorities for employee onboarding at Finhaat is to show new hires what success looks like and empowering them to achieve it.   

New hires need to know three key things:


  1. Who can I ask if I have questions about my job or the company?
  2. Who can I talk to if I have a problem or something bad has happened?
  3. Who can I talk to if I have a cool idea outside my formal job remit?


Our employee onboarding program gives an idea to new hires how they can escalate ideas, thoughts, questions, fears and concerns.


We have the concept of helping the New hire with a buddy as co-worker who can help if there is any support or questions that are to be answered, rest HR is always there. We also have an open office culture where anyone can talk to any co-worker where title does not matter and express their opinion


Culture boarding is a huge part of employee onboarding. Best-practice employee onboarding starts early, showing new hires what to expect and helping them embed before Day 1.


At Finhaat we have a culture that embraces flexibility, diversity of thought and approach and one that makes it easier to come to work. We value our employees which enables us to learn and grow. We at Finhaat create a positive culture that is adaptable and transparent and by prioritizing “who you are” over titles.


“Our titles will change over time, but what an individual brings to the table every day matters,”


There is a lot more that we answer when it comes to culture and we do this by normally answering questions like:


  • What are people like at Finhaat?
  • What’s the office like?
  • What time do people really arrive?
  • Will I be judges if I leave come and on-time?
  • Am I expected to answer email out-of-hours?
  • What are the unspoken no-no’s?
  • What are the employee engagement activities that we do?


Whether interns, graduates, managers or C-Suite, all new hires want to have a positive impact. They want to know company’s expectations so they can meet – and exceed – them. 

That’s why on-the-job training is the most important onboarding priority. New employees just want to start doing a great job fast, and need you to empower them to do so: 


For this we help them with below points and also answer some questions:


  1. Their performance goals for the month/quarter/year
  2. We share with them their responsibilities and KRA’s and explain how their performance will be measured.
  3. What happens if I don’t meet my performance goals?
  4. Where can I get help if I am struggling?
  5. What happens if I achieve exceptional performance?
  6. Are there any unspoken objectives here?