We believe that financial benefits and company-sponsored retirement plans should be a standard part of compensation packages at every company. For large and leading employers, this has long been the norm — and with ginkgo, we want to make it accessible to all companies.
ginkgo combines modern financial products with real value creation and innovative software to deliver digital, easy-to-use solutions for workplace benefits and long-term wealth building — creating value for employees and being truly valued by them.
In other words, helping people get the most out of their income. At the same time, we want to empower employers to make a real contribution to their employees’ financial wellbeing through attractive, holistic compensation packages — while optimising salary costs and employee retention.
For total compensation in every company. A win-win for employers and employees — starting with a modern company pension scheme.
ginkgo was founded by Carl Meran and Dr. Philip Liebenow, driven by two key insights and a shared motivation to contribute to solving a fundamental societal challenge.First, company pension schemes (bAV) in Germany are in urgent need of reform. Despite a significant and growing pension gap, only around 50% of employees in Germany currently have access to a company pension scheme — compared to 80–90% or more in other countries. A key reason for this gap is that traditional company pension products are often structurally unattractive: high upfront costs and commissions, frequently low-return investment products, poor user experience, and a lack of transparency — resulting in a weak overall perception.
Second, through our experience at leading software and fintech companies, we have seen the immense potential of combining modern, high-value financial products with innovative software, efficient processes, and proven playbooks. We are convinced that this combination is the key to turning company pensions into a true win-win for employers and employees — finally making them work for small and medium-sized enterprises as well.
Everyone faces a significant pension gap and needs to save additionally for retirement — with a real risk of major reductions in living standards or even old-age poverty. That’s why a strong company pension scheme — funded directly from salary, tax-advantaged, and subsidised by the employer — is a highly meaningful component of any compensation package.
As with all compensation and benefits, company pensions are not just about what is offered, but also how it is presented. This is exactly why high upfront commissions and high ongoing fees are a no-go. The opposite is true: when employees can see, in real time, how their retirement savings are growing attractively, company pensions become a valuable and truly appreciated part of total compensation — and a genuine retention tool.
In other words, the same forces that have modernised — and in some cases revolutionised — finance and wealth building elsewhere (hello, Trade Republic & Co.). For company pensions, this means in particular:
Poorly designed pensions are no longer an option for modern employers.
Companies that offer a modern company pension scheme make a credible commitment to quality, sustainability, and the financial wellbeing of their employees — and create a real, lasting impact on the future of their workforce.
