13 Sales Teams With Supportive Team Cultures 

Working on a sales team comes with extreme highs and lows.

There’s the dopamine surge of landing a sale, as well as the emotional low of losing a deal or not hitting your quota. But according to the following 13 sales professionals, a supportive team culture empowers them to weather the peaks and valleys as a unified front.

Want to join them? Read on to get a preview of what the day-to-day is like on these standout sales teams. 

 

 

 

Sojern is a travel marketing platform that helps marketers from more than 10,000 global travel companies activate multichannel branding and performance solutions.

 

Describe your sales team culture in one word. Why did you choose that word?
Resilient. The team consistently bounces back from challenges, adapts and stays focused on driving results against KPIs.

How does a strong team culture make you feel more connected to your day-to-day work?
A strong team culture helps make daily work more meaningful, especially when there’s a shared mindset of accountability and team success. When a few individuals consistently go the extra mile — holding themselves and others accountable and doing more to help #win-as-a-team, it sets a powerful example! Over time, this can influence others and start to shift the culture. While not everyone may be there yet, a high-performing team is built when more people adopt this mindset, reinforcing that success is stronger when it’s shared.

 

 

Definitive Healthcare transforms data, analytics and expertise into healthcare commercial intelligence to help businesses grow.

 

Describe your sales team culture in one word. Why did you choose that word?
Empowering. Our culture is rooted in trust and collaboration, where everyone’s voice matters — especially at the SDR level. We’re not just executing a strategy handed down to us; we’re invited to be part of shaping it. Leadership regularly asks for our feedback on messaging, processes and tools, and they actually implement our ideas. That sense of ownership makes you feel invested in the team’s success, not just your own. We all bring different strengths to the table and leadership does a great job of recognizing and encouraging that. It’s also reflected in how we support each other — sharing best practices, celebrating wins and helping teammates grow. Being part of a team where your input is valued and your development is prioritized creates an environment where you feel confident, motivated and truly empowered to succeed.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
Our team thrives on recognition, energy and consistent growth. One of our favorite traditions is our daily morning huddle, where we share wins, set goals and start the day on a high note. It brings the team together and keeps everyone aligned and motivated. We also have regular incentives that go beyond numbers — from spot bonuses to team outings and creative competitions — all of which keep things fun and give us something extra to work toward. Growth is a big focus, too. Whether it’s one-on-one coaching, career development workshops or shadowing opportunities, there’s a strong culture of learning and improvement. These traditions and growth moments create a space where everyone feels supported, challenged and connected to both their personal goals and the team’s success.

 

How does a strong team culture make you feel more connected to your day-to-day work?
A strong team culture turns your daily work into something much more meaningful than just hitting numbers. When your team is aligned, supported and motivated, you feel a sense of ownership and pride in what you do. At Definitive Healthcare, that connection shows up in the little things — whether it’s celebrating a booked meeting, learning from someone else’s success or getting a quick pep talk after a tough call. What makes it even more special is the genuine friendships that form along the way. I’ve built relationships here that I know will last well beyond this role — from grabbing dinner after work to weekend outings, these moments make the job more enjoyable and help build trust within the team. It creates an environment where you genuinely want to show up and do your best, not just for yourself but for your teammates as well. That energy is contagious and it makes the fast-paced nature of sales feel rewarding rather than overwhelming. It’s easier to stay resilient, motivated and focused when you’re working alongside people who feel more like friends than just coworkers.

 

Sprout Social is a global leader in social media management and analytics software. 

 

Describe your sales team culture in one word. Why did you choose that word?
Sprout Social has done phenomenal work in building a sales culture that is not only high performing but also extremely collaborative. If I had to boil our sales culture down to one word, “supportive” is what I’d choose. Not a day goes by where our team isn’t sharing best practices to help each other level-up or hopping on internal syncs to chat through tough scenarios.

At Sprout, we strive to embody our values every single day. Both internally and externally, our team aims to be a joy to work with, change the game and approach everything through an ‘all in, all together’ mentality. Weaving these values into our day-to-day sales roles allows all of us to put our best foot forward, both with each other and with our customers.

The best part? It’s not just the AEs, SDRs and BDRs that share this level of support and collaboration, but it’s something we experience heavily from all of our leaders, as well. Bringing leaders into our deals isn’t something we feel like we need to do; it’s something we truly want to do.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
One of my favorite traditions that has withstood the test of time here at Sprout is every new sales hire being paired with a peer mentor for their first two to three months of joining the team. Not only does this program help ensure new hires find success early in their Sprout career, it also allows for stronger individual and team collaboration to drive deeper connections with our colleagues.

Additionally, in the post-Covid world we’re all living in where many folks choose to work remotely, Sprout makes it a point for our teams to spend as much in-person time together as possible. From department meetups in both the first and second half of the year, combined with individual team events in between, our team gets so excited to spend time together at our Chicago headquarters.

As I mentioned above, everything at Sprout comes back to collaboration and support. From one-on-one partnerships to full team events, this level of teamwork allows all of us to bring our best selves to work day in and day out.

 

How does a strong team culture make you feel more connected to your day-to-day work?
There’s something to be said about organizations that foster a culture where folks feel accepted, heard and supported — and I’m so grateful to be a part of Sprout Social, where this rings true daily.

Having been at Sprout for six years, I’ve had the privilege of growing my career from the SMB team to the Large Enterprise team, where I’m currently a senior AE and team lead for our healthcare and life sciences vertical. Each team and leader that I’ve worked with at Sprout has made me more passionate about my day-to-day work, as we all want one another to be successful.

Whether you like to describe this iconic adage as ‘work-life balance’ or ‘work-life harmony,’ there’s a level of connectivity that exists at Sprout (thanks to our team) that drives motivation and happiness not often found in sales cultures. And the embodiment of being ‘all in, all together’ helps see this through.

 

Clari’s revenue platform allows all revenue-critical employees to have an enterprise system to run forecasting, pipeline management, conversation intelligence, deal execution, coaching and buyer collaboration. 

 

Describe your sales team culture in one word. Why did you choose that word?
Collaborative! I chose collaborative because our sales culture thrives on partnership — within the team and across the broader organization. Whether it’s strategizing on deals, sharing best practices or working closely with marketing, RevOps and product, there’s a deep culture of openness and support. Everyone’s success is seen as shared success, and that mindset pushes us to win together.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
One of the most impactful traditions at Clari is our weekly CEO-led town hall. It keeps everyone — from sales to product to customer success — connected to the bigger picture. Hearing directly from leadership about company priorities, wins and challenges reinforces transparency and alignment, and it makes every employee feel like a stakeholder in our success.

Within the sales team, we pair that with regular deal strategy sessions, peer coaching and a strong focus on enablement and career development. These traditions help us stay motivated, continuously sharpen our skills and feel connected not just to our team but to the mission of the entire company.

 

How does a strong team culture make you feel more connected to your day-to-day work?
A strong team culture makes the work feel bigger than just hitting a number — it creates a sense of purpose and belonging. When you’re surrounded by people who genuinely care, who share knowledge openly and who celebrate each other’s wins, it drives you to bring your best every day. At Clari, the culture of support and collaboration makes me feel invested not just in my own success, but in the success of the team and the company as a whole. It keeps me engaged, motivated and proud of the impact we’re making together.

 

Accuris provides digital transformation to engineering organizations.

 

Describe your sales team culture in one word. Why did you choose that word?
Collaborative! Because everyone on the team is willing to share ideas, support each other and work toward shared goals. Wins are celebrated together and challenges are tackled as a group — it’s never just one person carrying the load.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
One of our team’s traditions is celebrating both small and big wins — whether it’s closing a deal, hitting a milestone or even personal achievements outside of work. We regularly shout each other out on team calls, which keeps morale high and reinforces a culture of recognition and support.

We’re encouraged to grow through ongoing development opportunities — like mentorship, hands-on training and projects that push us to take on new challenges and build confidence outside our usual scope. These traditions create a sense of community and help us stay motivated because we know we’re not just working toward goals — we’re growing as individuals and as a team.

 

How does a strong team culture make you feel more connected to your day-to-day work?
A strong team culture makes me feel like I’m part of something bigger than just my individual tasks. When there’s mutual support, shared goals and genuine trust, it’s easier to stay motivated and focused. It turns day-to-day work into something more meaningful because I know that what I do contributes to the team’s success — and that we’re all in it together.

 

Monte Carlo is a data reliability company and the creator of an end-to-end data observability platform.

 

Describe your sales team culture.
It might be a bit surprising for new team members at first, but pretty quickly, you realize everyone really cares about helping each other succeed. We’re always happy to lend a hand — whether it’s during onboarding, setting up calls, reference calls or sharing the mistakes we made when we were just starting out at Monte Carlo.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
Trust and safety within the team and with our leaders makes it easy for us to give and get honest, helpful feedback. This really helps us get better every day. During team meetings, we openly talk about both the good and not-so-great conversations we’ve had with customers or product gaps, and we ask and provide feedback so we can keep improving at what we do.

 

How does a strong team culture make you feel more connected to your day-to-day work?
I still remember the ups and downs during my first three, six and nine months, and how my team kept me motivated through it all. While hitting our individual goals matters, everyone here believes we achieve so much more when we succeed together. From day one, I felt a strong connection with my team and have always had steady support from both leadership and the wider organization.

 

Headway helps people find quality in-network mental health care by removing historic barriers faced by mental health providers, payers and patients.

 

Describe your sales team culture in one word. Why did you choose that word?
Invigorating. Our team isn’t just focused on hitting goals — we’re helping reshape how mental health care is accessed and delivered in this country, one provider at a time. What makes the Headway sales team invigorating is our combination of drive, collaboration and shared purpose. As empathetic consultants, we support clinicians in building thriving practices that serve communities often left behind. With a product that’s free for providers and patients alike, every conversation is rooted in purpose. Each provider we bring on opens a new pathway for someone to get the mental health support they need — that’s the “why” behind every call we make. We win together by staying grounded in empathy, acting with context and always aiming for 10x impact. This isn’t just sales — it’s the frontline of change.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
We’re a close-knit team that holds ourselves to an Olympic performance standard — and we celebrate growth with just as much intensity as we pursue it. Our culture encourages us to act like Headway owners and go where we’re needed, which is a mindset that extends beyond role boundaries. Whether it’s earning a promotion in just eight months or stepping up to solve cross-functional challenges, we’re empowered to stretch our skills and follow our interests.

We stay connected through everything from attending Yankees games and happy hours to painting nights and virtual coffee chats. Our Growth Awards and cultural shoutouts highlight the way our values show up in real work. Our Century Club celebrates the individuals who had the largest sales impact every six months. And at HeadAway, our annual companywide offsite, we reflect on how our team’s daily actions shape the broader company’s success. These shared moments keep us energized, grounded and motivated to grow together.

 

How does a strong team culture make you feel more connected to your day-to-day work?
A strong team culture makes me feel like my work matters — not just to our goals but to the people around me and the customers we’re serving. I’m part of a team that sets a high bar, and that motivates me to meet it — not out of pressure, but pride. I’m trusted to take initiative, stretch beyond my role and contribute in ways that align with what I care about.

Culture shows up in our day-to-day: the way we celebrate small wins, share candid feedback and coach each other through challenges. Feedback isn’t just accepted — it’s baked into our cultural principles through FUEL (which stands for feedback uplifts every level), and it helps me grow faster. I feel supported, seen and energized knowing I’m surrounded by people who care just as much about doing excellent work as they do about each other.

 

Close is building the modern CRM for small, scaling businesses.

 

Describe your sales team culture in one word. Why did you choose that word?
One word: adaptable
After nearly five years at Close on a small team of three, I’ve seen how our sales culture is defined by creativity, tight collaboration and a deep understanding of our customers. It’s a culture where you take ownership, move fast and figure things out together. We treat the team like a sales lab: always experimenting with new ideas, testing AI tools and staying open to creative approaches that help us work smarter. That scrappy mindset keeps us sharp, adaptable and always learning.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
One of our favorite team traditions is our weekly dialing session. We all hop on Zoom and call together, which brings great energy and makes it feel like we’re in the same room, even though we’re fully remote. It creates a shared momentum that keeps things fun and motivating.
We also celebrate big wins with a Zapier-powered workflow that sends a celebratory GIF to our sales Slack channel whenever someone closes a deal. It’s a light, fun way to stay connected and recognize each other’s success in real time.

We’re about to roll out peer call reviews using scorecards — a new initiative we’re excited about. It’ll give us a structured way to learn from each other’s conversations, share feedback and continuously level up our approach together.

On the growth side, opportunities are highly individualized. Whether someone wants to explore a leadership path, deepen their expertise in the role, help shape internal processes or experiment with new tools (like AI) and messaging strategies, there’s space to grow in the direction that fits best. We’re encouraged to take on more of what we love and less of what we don’t, which keeps people energized and invested.

 

How does a strong team culture make you feel more connected to your day-to-day work?
A strong team culture is everything! It’s what keeps me connected to the work and genuinely excited to show up every day.

At Close, we’re a small team but super tight-knit. From our weekly Zoom dialing sessions that bring great energy, to celebrating each other’s wins in Slack, to starting peer call reviews — it all creates a rhythm that keeps us aligned and motivated.

We experiment a lot, share what’s working (and what’s not) and genuinely learn from each other. There’s a strong sense of collaboration and shared momentum that makes even the day-to-day feel purposeful.

What really ties it all together is that we all bring a growth mindset. We believe in the product, we care about our customers and we’re constantly experimenting, iterating and looking for ways to get better. That kind of culture, where people take ownership and are encouraged to lean into what they love, makes the work feel meaningful and energizing.

 

TigerConnect is a healthcare communication platform that assists with care collaboration among doctors, nurses, care teams and patients. 

 

Describe your sales team culture in one word. Why did you choose that word?
Collaborative. While each of us has full ownership over our accounts, we’re constantly leaning on each other for strategy, positioning ideas and creative approaches to complex deals. There’s a strong sense that we’re all working toward the same goal — and that success is shared, not siloed.
One of the unique things about our team is the flexibility we’re given when it comes to licensing and pricing. That autonomy allows us to truly listen to our buyers, understand their needs and then collaborate internally on how to structure a deal in a way that’s both strategic and valuable for the customer.

We also have a culture of open communication when it comes to wins and losses. People regularly share what’s worked — and more importantly, what hasn’t — without fear of judgment. That transparency helps all of us level up and builds a deep sense of trust across the team. Being collaborative means that no one is ever selling alone. It’s a team-first environment where support, feedback and shared learning drive our collective success.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
At TigerConnect, our sales team thrives on connection, growth and purpose. We kick off each week with a team huddle to celebrate wins, share lessons and align on goals — grounding us in what’s working and fueling our momentum.

Training is ongoing, not one and done. We integrate skill-building into our weekly rhythm, with a strong emphasis on both sales strategy and clinical understanding. Many of us haven’t worked in hospital settings, so learning directly from clinicians helps us better empathize with our users and add real value in every conversation.

We collaborate closely with our solution design team, who bring deep technical and clinical expertise, and with customer success managers who share data-driven outcomes. These insights help us tell impactful stories about how TigerConnect improves care and makes clinicians’ lives easier.

Our culture of collaboration and continuous learning keeps us motivated and connected. We close each year with a companywide celebration — honoring achievements, recognizing teammates and setting sights on what’s next.

 

How does a strong team culture make you feel more connected to your day-to-day work?
A strong team culture is what keeps me grounded and connected — especially during the tough stretches. Sales is inherently full of ups and downs. There are times when it feels like you’re putting in a ton of effort without seeing the immediate payoff, and that can be discouraging. In those moments, what keeps me going is the culture around me.

Knowing that I’m part of a supportive team, that I’m not doing this alone, makes a huge difference. I feel connected not just to my immediate sales colleagues, but also to other departments — like solution design, clinical consulting, customer success and marketing — who are all aligned around the same mission.

We lean on each other, share what’s working and check in beyond just the pipeline. That connection is what carries you through the lows until you hit that next big win that moves the company forward.

A strong culture turns individual effort into shared momentum. It reminds you why the work matters and that you’re contributing to something bigger than just a number.

 

Xero is a global small business platform with 3.95 million subscribers which includes a core accounting solution, payroll, workforce management, expenses and projects. 

 

Describe your sales team culture in one word. Why did you choose that word?
Energetic. I chose this word because everyone is always looking for ideas of how to shake things up. We don’t settle and are hungry but are always putting partners (customers) at the heart of what we do.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
Team traditions are opportunities to connect weekly, in team meetings, pods, specific GTM days in the office, enablement and training — as well as the social ones. This means there is a great balance between work and life. At the end of the financial year for AU (June) we pay homage to our previous lives as accountants and wear suits (normally we are jeans and Xero t-shirts most days).

How does a strong team culture make you feel more connected to your day-to-day work?
Sales can be a lonely place, an individual sport, in many ways — you are competing against your peers on leaderboards month in, month out. However, our team culture ensures that you aren’t doing this alone, you have the opportunity to share ideas, help each other on deals and feel like you are all winning together. Sales leaderboards are a key aspect of the job but not the only one and having a culture that connects everyone back to the overall purpose means that you are more likely to give support to see others win.

Describe your sales team culture in one word. Why did you choose that word?
Passionate — Xero’s purpose is to make life better for people in business, their advisors and communities, and it achieves it through providing best in market tech solutions. As a seller at Xero, it’s hard not to be passionate about the work we do once we witness the impact we can have on not just our accountants and bookkeepers but their small business clients, too.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
Traditionally, we connect in person at least twice a year, usually more. So, much of our work is done virtually, however the opportunity to get together from all parts of Australia to connect in person is truly invaluable. It helps us build deeper relationships and collaborate across regions. From a growth perspective, the one constant at Xero is change. Often this change results in opportunities for people. Through a culture of one-on-one and group coaching, sales enablement and clarity around what success looks like, we aim to set people up for when those opportunities arise.

 

How does a strong team culture make you feel more connected to your day-to-day work?
As a sales leader, I interview and onboard external candidates. One thing that I often hear from sales people in their first months at Xero is that they’ve never worked in a place where others share so openly and willingly. We all have that competitive edge and want to be the best, however, it’s never at the expense of our team. A strong culture of collaboration helps us learn from each other’s wins and losses. It helps us all improve at a rate that we couldn’t if we were too focused on competing with each other.

 

Rubrik is on a mission to secure the world’s data by helping organizations achieve business resilience against cyberattacks, malicious insiders and operational disruptions. 

 

Describe your sales team culture.

At Rubrik, we don’t settle for the status quo. Our sales culture empowers us to tackle challenging opportunities head-on and proactively create real impact for customers. Securing new customers — particularly when it means replacing legacy competitors — is tough work but it’s also where the greatest reward lies. Every day we’re driven to achieve more, outpace expectations and grow beyond perceived limits. Personally, I’ve thrived here, bringing in nearly 50 net-new logos in one record-breaking year — it’s that drive and dedication that Rubrik consistently recognizes and rewards.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
At Rubrik, growth isn’t limited to moving into management — it’s about continually evolving, pushing yourself and enjoying what you do. As an individual contributor, I’ve reached President’s Club seven years straight, with my best performance almost 300 percent of quota and my worst still at 160 percent. Yet I’ve chosen to remain in sales rather than move into management because Rubrik supports my vision of growth and empowers me to thrive in the way that works best for me.

Our leadership empowers us to run our territory like our own franchise, encouraging creativity and new ideas without micromanagement. Rubrik acknowledges and rewards our contributions not only financially but through meaningful recognition and opportunities for equity that drive both individual and collective success. The bottom line is this: At Rubrik, there’s no ceiling if you’ve got passion, a drive to learn and enthusiasm. Those qualities can’t be taught and when you bring them to the table, the possibilities and rewards are limitless.

 

How does a strong team culture make you feel more connected to your day-to-day work?
At Rubrik, your successes and challenges aren’t yours alone — they’re shared experiences. We work together, grow together and win together. The sense of empowerment, autonomy and connection on our team has created an environment where we deeply support each other, sharing knowledge and ideas that help us move quickly and effectively.

I feel trusted and empowered by my manager, which has earned me significant freedom and the flexibility to balance work and personal life effectively. Knowing that my manager and my team recognize my strengths and appreciate my contribution means I can deliver genuine impact every day and enjoy doing it.

 

Cin7 connects channels, inventory and accounting for business owners.

 

Describe your sales team culture in one word. Why did you choose that word?
Ownership. Sales is about owning your wins and owning your losses. While there are plenty of things we cannot control, we own what we can, and that’s how we execute. We own our attitudes, our efforts, our output/activity, personal/professional brands and of course we own our results.

How does a strong team culture make you feel more connected to your day-to-day work?
Culture is what gives a job depth — it is what transforms a job from something you do into something you care about.

I strive to create an environment that gives individuals the confidence to take risks and ask for help. Mutual respect and trust makes collaboration smoother, problem-solving faster and the work more fulfilling. Empowering growth and vulnerability is core to loyalty and transformative growth.

Being surrounded by driven, positive teammates makes me want to bring my best every day. Their energy fuels mine and that mutual accountability pushes us all to grow. I always tell my reps: Your success is my success; my success is your success.

Culture isn’t just about performance, it’s also about connection and recognition — big and small. When progress is celebrated and shared, it reinforces that what we do matters.

 

 

Apollo.io is an AI-powered sales platform that helps revenue teams find and engage leads, automate outreach, manage deals and enrich data — all in one place. 

 

Describe your sales team culture in one word. Why did you choose that word?
Empowering. From the moment I joined, I was trusted to work on strategic accounts and contribute to core processes, like shaping our go-to-market strategy and building foundational playbooks. I’ve had the freedom to implement my own sales style, rather than follow a rigid playbook, which has made me a better seller. Leadership actively welcomes feedback and I’ve even shared thoughts directly with the CEO, which speaks volumes about how much individual voices are valued. It’s a culture where initiative is rewarded and autonomy is the norm. That level of trust is rare and incredibly motivating, especially in a fast-paced environment where you’re constantly learning and growing.

 

What are your team’s traditions or growth opportunities, and how do these traditions help team members connect, evolve and stay motivated?
One of the most unique aspects of our team is how we blend rapid growth with real connection. I was one of the first mid-market account managers at Apollo, so I had the opportunity to help build the function from the ground up. That included creating playbooks, shaping outreach strategies and working directly with customer success on big-ticket deals.

What keeps us motivated is the constant loop of feedback and learning. Leadership listens, supports and adjusts based on what’s happening on the ground. While we’re remote-first, team traditions like offsites and informal check-ins via Slack or Zoom help foster a genuine sense of camaraderie. It’s common to have deep conversations not just about work but about life. That blend of ownership and real relationships keeps me and my teammates both connected and energized.

 

How does a strong team culture make you feel more connected to your day-to-day work?
At Apollo, the culture doesn’t just make you feel connected — it makes you do better work. We’re encouraged to take initiative, share ideas and challenge the norm, which turns everyday work into something personal and high-impact. For me, that looked like not only managing key enterprise accounts but also helping influence the broader sales strategy and structure.

Even though we’re remote, the responsiveness from peers and leadership creates a sense of presence and momentum that doesn’t fade when you log off. I’ve built strong friendships here and those relationships bring an extra layer of meaning to the work we do. When you’re in an environment that values your input, trusts you to lead and surrounds you with people who genuinely want to win together, the day-to-day feels a lot less like a job and a lot more like a mission.