At Pinnacle Financial Partners, 95 percent of employees say their workplace is great.



This review is based on 1425 employee surveys, with a 90% confidence level and a margin of error of ± 1.33. It was published on Sep 22, 2017. 25748 Visitors

What Employees Say

I'm proud to tell others I work here.
People celebrate special events around here.
Management is competent at running the business.
Management is honest and ethical in its business practices.
People care about each other here.

What They Do

We asked Pinnacle Financial Partners to explain what they do. Here is what they had to say.

We are a financial services firm providing banking, investment, mortgage and insurance services to consumers and businesses.  We are intent on being "more than a bank," hiring only seasoned professionals to deliver distinctive service and effective advice.

About this Company

Website: Industry: Financial Services & Insurance
US Headquarters: Nashville, Tennessee, 37201 US Sites: 140
Major Locations: Nashville, Tennessee, 37201; Memphis, Tennessee, 38120; Knoxville, Tennessee, 37919; Chattanooga, Tennessee, 37402; Raleigh, North Carolina, 27609; High Point, North Carolina, 27260; Charleston, South Carolina, 29401; Roanoke, Virginia, 24011; Greenville, South Carolina, 29601; Charlotte, North Carolina, 28210 US Employees: 2,278
US Revenues: $427.7 million Worldwide Revenues: $427.7 million
Corporate Structure: Public Stock Symbol: PNFP
Founded: 2000

Pinnacle associates participate in on-site fitness classes as a way to improve their health and build camaraderie.

Perks and Programs

We asked Pinnacle Financial Partners to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • All Associates As Owners: Pinnacle awards restricted stock shares to 100% of associates upon employment and annually after the first year, making every Pinnacle associate an owner in the firm. As of mid-April this year, the value of the equity granted to Pinnacle associates was approximately $428 million.
  • Cash Incentives For All: If the firm hits its annual financial targets, Pinnacle provides cash incentives of 10-20% of base pay for EVERY non-commissioned associate. This is virtually unheard of in the financial services industry. In January of this year Pinnacle had roughly 1,200 associates and paid approximately $17.9 million in cash incentives to those associates.
  • Book Clubs: A couple of times a year, all associates are invited to participate in book clubs. The CEO selects a business or self-discovery book and then associates get together in groups of about 15-20 people to discuss its applicability to them and their work. Leaders typically host the book clubs at their homes and serve dinner, or they host them at breakfast near the office.
  • Wellness Program: Pinnacle's wellness program offers everything from complete biometric screenings to onsite fitness classes, informational sessions and chair massages. The firm offers fun competitions like a hydration challenge and hosts seminars/webinars on topics like personal safety and saving money. Associates participating in Pinnacle's online wellness portal can earn points for healthy behaviors, and then redeem the points for fitness equipment or gift cards. Last year they redeemed points worth over $30,000.
  • Orientation: Every new associate at Pinnacle arrives Day #1 to a sign welcoming them by name and breakfast they have chosen in advance. Former colleagues and Leadership Team members drop by to say hi; they learn the ins and outs of working here, find out who their "team mate" is, and they go home with a gift card for dinner after what is a full day. Later, each new associate spends three days with the CEO and about 10 other senior leaders learning about Pinnacle, its heritage and culture. The interactive orientation culminates with a 1/2 day of team building exercises, including "going over the wall," which involves teammates helping one another scale a 12-foot, flat-surfaced wall. It's epic.
  • Celebrations: Pinnacle is big on making sure associates have plenty of opportunity to have fun with one another and clients. The firm, with volunteer teams jumping in, coordinates everything from zoo days, family picnics, and minor league baseball and Grizzlies basketball outings in its markets. That's in addition to a huge themed anniversary party where everyone comes together, most in costume, to roast and toast the firm and poke some fun at leadership. The firm also celebrates associates' anniversary milestones in five-year increments, with a luncheon with the CEO or Leadership Team members, along with a yearbook containing personalized notes and photos from associates offering their congratulations and appreciation.
  • No Scorecards: While Pinnacle expects results, we refuse to count every widget and tally every sale an associate makes. We have an overall team goal, and every associate knows how they can contribute to getting us to the goal. Our charge to them is not to sell products but to meet client needs. We pay attention to things like loan rates, deposit rates, and referrals to partners, but we don't reward and punish based on tally marks. Internal work environment surveys indicate that "no micromanagement" is a real plus at Pinnacle.
  • WOW Budget: Every associate at Pinnacle has access to a WOW budget that they can use as they deem appropriate to create WOW experiences for one another and clients. They don't have to ask permission. They just use it based on their judgment of what makes sense. Associates have used the WOW budget for everything from replacing a client's stolen Coach purse to buying a personalized mug for a client with a very unusual name after he mentioned he'd never found anything with his name on it.
  • Make A Difference Day: Every April, Pinnacle holds a "Make A Difference Day" where associates do something to make a difference in the lives of others. One team volunteered at a food bank, another hosted a pizza party for a special needs child, another gathered and donated books to a nearby school. Each activity is decided on by associates based on their passions.
  • Recognition in Front of Peers: At each quarterly all-associate meeting, the CEO recognizes about a dozen associates who have done something exemplary to help the firm achieve its goals. These associates are cheered on by their peers, and each receives a $100 cash award. Nominations are submitted by leadership members prior to the meeting. Any associate nominated but not selected for recognition at the meeting receives a personal note from the CEO in recognition of their doing something worthy of being nominated.


100% Match of employee’s 401(k)/403b contribution up to 4% of salary70% Company-paid health coverage for employees
62% Company-paid health coverage for dependents 70% Company-paid health coverage for part-timers
24 hours Weekly hours required for part-timers to receive health insurance $1,000 Average Tuition Reimbursement
$1,000 Maximum Tuition Reimbursement


  • 401(k) or 403b Program
  • Restricted stock units
Associates dress up, get competitive, poke fun at leadership and laugh a lot at Pinnacle's annual anniversary party, like this one themed after the


35 days Paid time off after one year of full-time employment 25 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 35 Days Paid time off as of first day of full-time employment
25 days Paid time off as of first day of part-time employment


  • Flexible schedule
  • Compressed work weeks
  • Onsite Amenities (fitness classes, chair massages, package/mailing service, discount tickets, Weight Watchers, dry cleaning, banking, serenity room,)


80 days Job-protected maternity leave (including FMLA/STD) 80 days Job-protected paternity leave (including FMLA)
80 days Job-protected parental leave for adoptive parents (including FMLA)


  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

$1,833,221 Philanthropic donations in last year Yes Recycling program


  • Human Resources Manager is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity


Workforce Diversity

Team-building is the culmination of the three-day culture orientation all Pinnacle associates go through with the CEO and other Pinnacle leaders when they join the firm.


An annual picnic in each of its markets is just one of the family-friendly events Pinnacle hosts for associates and their families each year.

How to Get Hired

We asked Pinnacle Financial Partners for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Our stated vision is to be the best financial services firm and the best place to work in the Southeast. We can’t possibly achieve this if we don’t hire the best people. Consequently, we require a minimum of 10 years of experience for most roles and five years for a few. We target candidates who are known to be “happy and successful” where they are. In general, other than a limited number of roles requiring very specialized or technical skills, we tend not to hire anyone circulating a resume because that likely indicates they are either unhappy or have been unsuccessful where they are. We specifically target candidates known and recommended by at least one of our current associates so we can ensure a good fit.  We look for people who are great team players, have a heart to serve and a proven ability to produce results.

What can prospective employees do to get your attention?

Generally, we only hire people who have been recommended by our associates based on their previous work experience with them. So to construct our hiring pipelines we involve our associates in brainstorming sessions to identify top candidates. Because virtually all of our associates have worked at other banks, we know the best players in our markets and have an idea of who would be a good cultural fit for our team. We also offer an online application on our website at

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We recruit seasoned professionals, people who have already proven themselves as team players who know how to develop strong relationships with clients and fellow associates.

What should interested candidates do to find out more and get started?

Our new associates are people recommended by someone who already works here. If a highly-experienced financial professional or skilled professional is interested in working here, the best way to get noticed is to be recommended by a current associate.

hiring Outlook

110 Forecasted positions to fill in coming year 89% Job Growth
4 Average applicants per opening 565 Total job applicants
100% New hires by employee referrals 2% Openings filled by current employees
3% Voluntary turnover for full-time employees 10% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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