Building financial confidence across Meta's workforce

• Industry: Tech
• No. of employees: 70,000+
• Countries operate in: 30+

Introduction

Like many global employers, Meta saw financial anxiety rising among its people as the economic picture grew more unsettled. In Latin America, that pressure was especially visible. The team was fielding more and more requests for help making sense of money, a clear signal that employees wanted guidance they could trust.

The challenge

Meta already gave its people a deep and varied benefits offering. What employees were asking for was something more personal: support that spoke to their own circumstances and helped them feel in control. Across a region as diverse as LATAM, where financial systems, pressures and life stages vary widely from one market to the next, that meant meeting a wide spread of needs rather than offering one generic answer. The team set out to understand exactly where the gaps were and build a program that could close them.

The solution

Meta started with the question that matters most: why does this program need to exist, and for whom? To answer it, the team used nudge's financial health check data to pinpoint where employees actually needed support, rather than guessing. That insight became the basis for aligning leaders behind the program and mapping every existing benefit against real need, so the result was one connected experience tailored to different employee communities, not a scattered set of perks.

Trust sat at the heart of the decision. Meta wanted a genuine safe space to learn, which ruled out anything carrying a hidden agenda. nudge's impartial guidance fit precisely because it carries no product or provider bias, giving employees a source they could rely on to be in their corner.

With the need mapped and leaders aligned, the focus turned to reach. A benefits offering this varied needs communication that pulls it together rather than adding to the noise, so Meta uses nudge to deliver personalized, inclusive prompts as a single coherent experience, guiding each person to what's relevant to them.

The results

• 90% of Meta LATAM employees engaged with the program
• 96% of them came back to keep going
• 69% engagement with the retirement contribution window
• 65% engagement with Meta's global RSU (share) trading window

The headline is reach that turned into habit. Nine in ten employees engaged, and almost all of them returned, the kind of sustained use that signals genuine behavior change rather than a one-time look. That engagement also moved the decisions that carry real financial weight, with strong take-up around both the retirement contribution and equity windows, two of the moments where guidance translates most directly into employees' long-term financial position.