Attracting and retaining the best talent is key to our success. We seek opportunities to foster our unique organizational culture while celebrating both the visible and invisible qualities that make up each of our employees. We’re committed to caring for those who make our success possible and believe in putting our people first. We take the broadest view of diversity and root this practice in listening, learning and doing. A diverse and equitable workforce drives innovation and belonging which empowers our employees to bring their best selves to work each day.


Employee resource and interest groups are centered around shared experiences, aiming to foster an inclusive workplace that celebrates diversity, builds belonging, drives diverse thought leadership and puts Live Oak values at the core of our operations. Live Oak’s ERGs celebrate communities of employees with a variety of shared experiences, each lending their own unique perspective.

Women Inspired Network

WIN provides the women of Live Oak an environment to share experiences, challenges and solutions to help expand their professional careers through education, collaboration, and advancement.

Minority Professionals Aligning Communities

MPAC aims to inspire and empower Black, Indigenous, and Latinx employees to use their diverse and unique voices to lead, align, and showcase their identity, interests and needs.


Fosters an inclusive and accepting community for LGBTQIA+ employees by promoting visibility, education and support with the intent of creating a safe environment where every employee can be their authentic selves.

Working Parents

Supports and elevates the parents working for Live Oak and advances the products and services designed for our customer base sharing in the parental experience.

Asian American Pacific Islander Community

This group supports AAPI employees through empowerment and collaboration, focused on education and transparency and creating leadership opportunities.

Veteran Empowerment Team

Nurtures a strong community for our military members, their families, veterans and civilian allies through awareness, engagement and leadership initiatives.


We expanded relationships with recruitment partners to include diverse student campus organizations and Historically Black Colleges/Universities (HBCUs) in our sourcing efforts. In addition, 100% of the recruiting team has completed diversity, equity and inclusion recruiting best practices and bias training.

Internal Engagement

Employee Engagement Survey

Live Oak’s internal employee engagement survey is one way we seek feedback, ideas and proof points for all CSR programs and operational excellence.


Branching Out is an internal networking program to create workforce connections and build relationships for both in-person and remote employees.

Learning & Development

Employees are offered opportunities to broaden their knowledge in a variety of ways from LinkedIn Learning to in-person workshops, lunch and learns, and banking bootcamp.


Live Oakers are invited to participate as a mentor or mentee to further everyone’s professional and personal development in a program that runs twice annually.

Data-Driven HR Decisions

We’re leveraging our human resources information system to deliver transparent information around our DEI programing. This data will inform key decisions around our hiring lifecycle, workforce demographics, engagement, promotion, retention and advancement.

People First Framework

Trust Me

Believe in my ability and intent to contribute.

Teach Me

Share valuable knowledge and encourage learning.

Inspire Me

Help me find purpose and meaning in work.


We know that having competitive health benefits, a good retirement plan, time off and employee appreciation efforts are important factors in attracting and retaining the most competitive workforce.
  • 100% medical coverage (for employees, their spouse/partner and dependents)
  • 401(k) match
  • Bonus and restricted stock unit plans
  • 10 weeks of paid maternity leave
  • 6 weeks of paid paternity leave
  • 6 weeks of new parent leave
  • 6 weeks of paid adoption leave
  • Subsidized restaurants on campus serving breakfast, lunch and take-home dinners
  • Competitive wages with periodic reviews of pay levels across gender and racial categories
  • Employee stock purchase plan
  • 12 weeks of paid short-term disability leave
  • 10 days of paid bereavement leave
  • Paid time off for volunteering
  • On-campus medical clinic
  • Health and wellness seminars, coaching and programs
  • On-campus fitness and wellness facility with personal training, group classes and physical therapy

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