Finding a space where job seekers feel like they belong is not just important to the folks hitting “apply;” it’s critical for companies’ bottom line, too.
The idea of “belonging” at work is nuanced, however. A sense of well-being can stem from a myriad of factors, like relationship-building, aligning on purpose and tactics to cut down on stress.
Built In found 17 tech professionals eager to share how their company culture has promoted their well-being and in turn, made them feel like they belong. And did we mention they’re all hiring?
17 Top Tech Companies Hiring
Golden Hippo is an employee-owned, vertically-integrated builder of some of America’s most popular health and wellness brands.
Describe your company culture in one word. What made you pick that word?
One word: growth.
Growth defines not just my personal journey within the company, but also the mindset that drives our entire team. It captures our continuous push to evolve, learn and take on new challenges.
I started seven years ago as a video editor. Through consistent learning, trust from leadership and a culture that values potential over titles, I gradually took on more responsibility. Today, I’m a creative director, leading a high-performing team that delivers over 30 creatives a month. That journey resulted from a company culture that rewards data-backed results, supports internal growth and gives people the chance to rise when they deliver. Growth is not just encouraged — it’s expected and supported at every level.
What’s the coolest project you’ve worked on recently, and how did it help you grow professionally?
Every shoot we have feels like a new and exciting project. Each one comes with its own creative challenges and opportunities to push the boundaries. What I enjoy most is the process of conceptualizing new sets and discovering new talent. There’s something incredibly rewarding about taking a creative idea from a rough sketch to a fully realized visual story — with the right setting, mood and cast.
Integral Ad Science is a global media measurement and optimization platform that delivers actionable data to drive superior results for the world’s largest advertisers, publishers and media platforms.
Describe your company culture in one word. What made you pick that word?
Connected. While IAS is a global company with offices in cities like Paris, Dublin and New York, it still manages to feel like a close-knit group. It’s the most deeply interconnected company I’ve worked for — not just across teams but across time zones, backgrounds and perspectives. I’ve had the opportunity to collaborate with colleagues around the world, each bringing a unique mindset shaped by their local culture, which has helped me grow both personally and professionally. One example that stands out was a cross-regional project that brought together team members from Europe and the United States. We worked seamlessly despite the distance, supporting one another and building something truly impactful for the customer. It made me realize that at IAS, no matter where you sit, you’re never alone — you’re part of a global team that cares, shares and succeeds together.
What’s the coolest project you’ve worked on recently, and how did it help you grow professionally?
One of the coolest projects I’m currently working on is with the multimedia classification team. We’re developing a multi-modal model to enhance IAS’s classification capabilities, which is a truly collaborative effort across teams in Dublin, Paris and the United States. What makes this project so exciting is the opportunity to work directly with our chief technology officer and cross-functional partners spanning data science, engineering and taxonomy. I’ve gained a deeper understanding of how diverse inputs (from metadata to image and video signals) come together to power smarter, more accurate models. It’s pushed me to think more holistically about how AI serves real customer needs. Being part of this project has accelerated my growth in technical program management and deepened my appreciation for the complexity and innovation behind our products.
Flywire is a global payments enablement and software company, providing digital payment solutions across education, healthcare, travel and B2B sectors.
Describe your company culture in one word. What made you pick that word?
Intentional. At Flywire, everything we do is purpose-driven. We’re intentional in how we hire, build inclusive teams and grow our people. I chose this word because we never settle for “good enough.” We ask the tough questions, think critically and make decisions that reflect our values. A great example is how we designed our global internship program, not just to fill short-term needs but to cultivate a lasting pipeline of future FlyMates. We partnered across regions to ensure students gained meaningful, hands-on experience aligned with their passions and our mission. It wasn’t just about checking a box, it was about investing in future leaders with care and clarity. Being intentional also means showing up for one another. When a global team member faced a family emergency, FlyMates across time zones rallied to shift workloads, cover meetings and offer personal support. It wasn’t mandated, it was instinctive. That’s who we are. Whether it’s the way we welcome new hires, design sustainable career paths or celebrate wins, we’re guided by the belief that every action counts. When you’re intentional, culture isn’t just a poster on the wall — it’s a lived experience every day.
What’s the coolest project you’ve worked on recently, and how did it help you grow professionally?
One of the coolest projects I’ve worked on recently was designing Flywire’s global recruiter “talent advisor” enablement program. As we scaled rapidly across regions, it became clear that our recruiters needed more than just tools — they needed a consistent framework, training and support to operate as true talent advisors to the business. I led the effort to build a curriculum from scratch, covering everything from intake strategy and candidate experience to data storytelling and inclusive hiring practices.
This project helped me grow immensely as a coach and builder. I saw firsthand how investing in our team’s development fuels confidence, consistency and impact across the board. Watching recruiters apply what they learned, advising hiring managers more strategically, pushing for better outcomes and elevating the Flywire candidate experience, was deeply fulfilling. It reminded me that the most powerful growth often comes from empowering others to thrive.
Altium develops software that helps engineers through a collaborative EDA/ECAD software platform.
Describe your company culture in one word. What made you pick that word?
I believe “dynamic” would best describe our company culture. In a rapidly evolving industry that is enabling the creation of next-generation electronics across healthcare, IoT, space, communication and more, we are constantly optimizing our efforts to develop new solutions, improve processes and proactively address our customers’ needs. For example, when I first joined Altium, we were launching the industry’s first open cloud platform for collaborative PCB (printed circuit board) design. The launch required the team to rapidly adapt and embrace new ways of educating our customers about this platform and ensuring successful adoption. We worked together by combining the team’s skills, intelligence, creativity and motivation to solve challenges along the way.
Another example of Altium’s dynamic culture is the recent launch of our professional services team within customer success. As Altium scales its enterprise capabilities to best serve our customers, our colleagues have risen to the challenge, creating an entirely new team with the agility, technical knowledge and solutions-driven mindset that is required. We pivot quickly while maintaining camaraderie and a vibrant team spirit.
How long have you been with the company, and what professional growth or development have you seen in that time?
I’ve been with Altium for five years. I joined in 2020 as a customer success manager, where I contributed to the launch and global adoption of our highly anticipated Altium 365 cloud platform. When I first started, I had no PCB experience but took the initiative to complete our training modules and learn everything I could about the industry, company and platform. I was soon able to seamlessly educate and support our customers from knowing nothing about the Altium 365 platform to fully adopting it. Recently, when I saw we were establishing a new team within professional services, I knew this experience had prepared me to take on this next growth opportunity. As the director of professional services, solution architecture, I am now building out our solution architecture services from the ground up. What’s exciting about this role is not only do we anticipate scaling my global solution architecture team of four to 15-20 people, we get to shape what solution architecture looks like at Altium. Altium is unique in that way. You are supported by your manager and team members, get to apply your self-starter skills, shape processes and advance rapidly in your career.
Datadog is a monitoring and security platform for cloud applications, providing observability across infrastructure, applications and logs.
Describe your company culture in one word. What made you pick that word?
Accountability! I know it doesn’t sound like the most glamorous word, but for me it’s my favorite thing about Datadog. Datadog has both a best-in-class product and a strong sales culture that creates real growth opportunities for reps and makes fast-paced career progression possible. We have a culture where ownership is recognized and celebrated and managers empower their teams to develop into leaders. You can set ambitious goals and challenge yourself to achieve them knowing that the company will support your career growth.
How long have you been with the company, and what professional growth or development have you seen in that time?
I joined Datadog four years ago and have had four promotions in four years — few companies match how quickly Datadog recognizes and rewards impact. I started as an enterprise account executive. I was relatively junior but had come from a strong playbook culture and due to my forecasting skills and ability to execute, I was able to land a net new logo in my first few months. From there I was promoted to senior strategic account executive then to major account executive where I was trusted with one of the region’s largest accounts.
This year I stepped into a new role as director of enterprise sales for Germany, and my role is now focused on enabling the next generation of reps. It’s an exciting next step. I moved into leadership to help people grow in a competitive field, whether that’s building pipeline skills or staying resilient through a tough six-month cycle to close a strategic deal. Coaching ambitious team members is what drives me.
Snap! Mobile provides fundraising and administrative support software for high school extracurricular programs.
Describe your company culture in one word. What made you pick that word?
‘Driven’ because it captures the perfect mix of collaboration, energy, support and a strong work ethic that defines our team. We’re not just focused on individual success — we push each other, cheer each other on and keep moving forward with purpose.
A great example of this is how our sales team rallies around shared goals. Whether it’s the final week of the month or we’re launching a new product, there’s a contagious momentum across the floor. Reps share strategies, celebrate each other’s wins in real time and stay locked in — even when the pressure’s on. As the recruiting manager, I see this drive from day one. New hires immediately feel the energy and accountability and it sets the tone for how we show up — not just for the job but for each other.
How long have you been with the company, and what professional growth or development have you seen in that time?
I’ve been with Snap! Mobile for nearly six years and it’s been an incredibly rewarding journey. About halfway through my time here I was promoted into a management role — a big milestone in my career. The company invested in my growth by providing management training and ongoing support which has helped me become a more confident and effective leader.
What I’ve appreciated most is that growth isn’t just encouraged — it’s built into the culture. For example, we recently added a new role within our outside sales department to create even more upward mobility for our team. It’s been exciting to see how the company continues to evolve not just to hit goals but to develop people. That kind of forward-thinking investment in both performance and people is a big part of what’s kept me here.
Teachable is a platform that enables creators to build and sell online courses and coaching products.
Describe your company culture in one word. What made you pick that word?
Open. At Teachable, there’s no manager or senior leader who isn’t available to talk shop, bounce ideas off or seek advice from. We’re building a culture rooted in curiosity and experimentation, not hierarchy. In tandem, we deeply value those who stay open-minded and creative. We are a group of people who want to learn, hear out-of-the-box ideas, take risks and ultimately nurture a sense of community across teams and departments. Things can move fast at Teachable, new initiatives abound and through it all, we celebrate those who bring new experiences, expertise and bold thinking to the table — no matter who you are or what team you sit on.
How long have you been with the company, and what professional growth or development have you seen in that time?
I came to Teachable as the company’s first-ever PR hire. I spent my first few years tackling foundational PR and communications initiatives — from building relationships with key creator economy reporters to hosting our first-ever media dinner. While doing so, I also became a close partner to our people and senior leadership teams, honing my internal and corporate comms skills. In time, my role grew to encompass exciting new ventures for the company like owned and industry events, with Teachable heading to major conferences like SXSW and VidCon for the first time. For the last roughly eight months, I’ve had the privilege of stepping into an expanded role, leading our brand & content team. That means I now oversee our visual designers, copywriters, newsletter and social experts as well as our events team. To say I’ve grown — professionally and personally — in my time at Teachable is an understatement. It’s been an incredibly rewarding ride.
ServiceNow is a cloud-based platform that automates workflows for IT, employee and customer operations to improve business efficiency.
Describe your company culture in one word. What made you pick that word?
If I had to choose one word to define my work and purpose, it would be service. It’s what drives me every single day.
As a ServiceNow customer success impact team member, I support customers in the healthcare provider industry. With over 30 years in healthcare — 24 of those in information technology — one truth has remained constant throughout my career: nothing is more important than patient care. While I may not be at the bedside, I’ve come to deeply understand that the work we do behind the scenes — empowering healthcare organizations through our technology — has a ripple effect that ultimately reaches the patient.
At ServiceNow, we are committed to delivering exceptional service. It’s not just a word — it’s a mindset. My team genuinely cares about our customers and their outcomes. We understand that when our platform helps providers work more efficiently, streamline operations or respond faster, it supports their ability to deliver better care.
How long have you been with the company, and what professional growth or development have you seen in that time?
I made a major career shift about three years ago — after spending over 27 years in the healthcare industry, I joined ServiceNow. It was a leap of faith but one that has proven to be incredibly rewarding.
The pace of growth at ServiceNow has been nothing short of extraordinary. During my time here I’ve witnessed rapid innovation and continuous improvements across ServiceNow’s platform. There’s always something new on the horizon — whether it’s a feature, a capability or a fresh way to empower our customers.
Learning is not just part of the job — it’s my passion. I’m energized by the challenge of staying ahead of the curve and ensuring our customers get the very best out of our technology. I truly admire what this platform does for organizations, especially in healthcare, and I’m proud to be part of the journey that helps deliver real outcomes that matter.
What makes this even more special is the team I work with. Our healthcare life sciences impact team is deeply committed to hiring top talent, investing in continuous learning and remaining agile in an ever-evolving landscape. We’re united by a shared goal: to deliver exceptional value and help our customers thrive.
tms is a global brand experience agency offering strategy, design and technology services to create customer-centric solutions.
Describe your company culture in one word. What made you pick that word?
If I were to describe tms in one word, it would be motivating. In my short time here, I have seen how everyone comes together to brainstorm strategies, support one another through challenges and celebrate successes as a team. When I first joined, the people team was in the middle of transitioning the organization to a new human resources information system. It was an all-hands-on-deck project that demanded time, effort and collaboration across multiple teams. Even though I was just a few weeks into my employment, I witnessed how openly the team communicated and valued input — regardless of position or title. That experience inspired me to break out of my shell and sparked a desire to be part of something bigger. The culture here makes it safe to ask questions and learn from mistakes, empowering you to reach your fullest potential.
How long have you been with the company, and what professional growth or development have you seen in that time?
I have been at tms for just over a year now! While some days it feels like I only started recently, other times it feels like I have been here much longer — because of how much I have grown over the past 15 months. I have learned to approach challenges more strategically and to take a broader perspective when making decisions. This shift has directly influenced how I communicate with others and how I analyze information — I am constantly thinking two steps ahead. 2024-me would be proud of how far I have come!
MVF Global helps ambitious businesses grow by generating high volumes of new customers.
Describe your company culture in one word. What made you pick that word?
Energising — when my team was pushing towards a really high target on LinkedIn and wanted to be the best in the industry we would be full of energy. We had silly meetings where we would share and celebrate wins and when we would sometimes go for drinks after work we would literally be refreshing our numbers live and toasting if it was a record day again. We tested so much so quickly and were posting records every day and even celebrated losses as something we are glad we tried. It was a great environment full of genuine friendship and choosing to spend time together outside of work and the atmosphere was inspiring and amazing.
How long have you been with the company, and what professional growth or development have you seen in that time?
I have been at the company for 7.5 years now and it’s been incredible for my growth and development. I started off entry level and I am now a director (-2 from CEO). I’ve had the chance to build new capabilities from scratch, in leading a team that cracked “new” channels such as LinkedIn and TikTok. Recently I was given the task of building a new team (creative strategists). It’s been incredible to be given the opportunity to build things that carry some risk but in paying off have meant that I have the opportunity to be a real industry leader. For example, my LinkedIn team was named in the top 10 global advertisers alongside Apple, Microsoft and Oracle.
As well as this, I was given a huge amount of leadership support (access to a workplace psychology coach, a leadership development academy and so much support and mentorship from people senior to me). This has not only allowed me to build my leadership skills but also to really learn who I am as a person and what I deem to be important in life. These are such valuable lessons in life as well as career-wise!
PagerDuty is a global leader in digital operations management, enabling customers to achieve operational efficiency at scale with the PagerDuty Operations Cloud.
Describe your company culture in one word. What made you pick that word?
Embracing: PagerDuty provides career opportunities to people of diverse backgrounds and shows compassion to all. Our team is composed of individuals with unique strengths and perspectives who complement each other, creating a vibrant and experienced group ready to assist both colleagues and customers. One of our strongest team attributes is collaboration. Coming from many different cultures and walks of life, we support, respect and treat each other with empathy.
How long have you been with the company, and what professional growth or development have you seen in that time?
I’ve been with PagerDuty for over six years now and came from a very large established IT organization. I’ve always likened PagerDuty to a very nimble and quick ship compared to my prior organization, which was more like a massive battleship — powerful but hard to maneuver. PagerDuty provides the opportunity for your voice to be heard and to really make a difference, given its relatively young age and its smaller employee size. It retains a fast-paced, innovative culture — particularly true when I first started. Now it seems to be “growing up” and taking on more of the procedures and practices of a larger and long-lasting organization. The growth has helped me personally in that I’ve been able to shift roles within the organization and move from a pre-sales role to a post-sales (customer success) role. This has proved to be a much better fit for me and highlights how PagerDuty offers internal mobility that is beneficial for both the employee and the company.
Pie Insurance is on a mission to empower small businesses to thrive by making insurance affordable.
Describe your company culture in one word. What made you pick that word?
I chose “ownership” because at Pie Insurance, we don’t just identify problems — we take responsibility for solving them, even outside our scope. This value defines how Pie-oneers operate, putting the company’s interests first with urgency and accountability.
When Pie faced external reporting quality challenges impacting regulatory compliance and stakeholder confidence, I took ownership by forming a cross-functional task force with finance, underwriting, engineering and compliance. Our investigation revealed disparate data sources and inconsistent processes undermining accuracy.
I led efforts to define a comprehensive data strategy and standardized processes ensuring consistency across reporting streams. This meant learning new systems and regulatory requirements while coordinating teams with different priorities. The project required months of work, but we remained committed.
Results were transformative: our external reporting became high-quality, consistent and reliable. This demonstrated that ownership at Pie means taking responsibility for company success beyond individual roles. When Pie-oneers see problems, we own solutions, creating a culture where everyone drives changes.
How long have you been with the company, and what professional growth or development have you seen in that time?
Since joining Pie Insurance in October 2024, growth has been extraordinary. Pie creates skill development pathways aligned with goals and company mission.
When I joined as director of product, I had fundamentals but limited insurance knowledge. Pie connected me with experts and provided training. Within months, I went from basic concepts to discussions about pricing and compliance. I’m leading the reporting strategy and translating requirements into roadmaps.
What sets Pie apart is commitment to development. They supported enrollment in Shreyas Doshi’s product course, transforming how I approach strategy and research. The frameworks changed how I evaluate prioritization and user needs.
Most exciting has been Pie’s AI exploration encouragement. They recognized AI would be transformative. I use Claude and Perplexity as tools for analysis and discovery briefs. I’m prototyping concepts using Lovable — not just for experimentation but also for how our team tests ideas.
This reflects Pie’s culture of ownership, innovation and iteration. In eight months, I’ve evolved from learning basics to leading AI innovation. That acceleration is only possible at a company that truly invests in its people’s growth.
Navan is a corporate travel and expense software company that makes travel and expense easy.
Describe your company culture in one word. What made you pick that word?
If I had to describe Navan in one word, it would be ‘empowering.’ Navan operates with a “let’s go” philosophy, encouraging employees to identify and solve problems proactively without being constrained by boundaries. My team, for instance, initially focused on building out a solution specifically for the Indian market. However, we identified opportunities for global impact within that process, expanded our scope and ultimately implemented changes with a much broader reach beyond a single geography.
How long have you been with the company, and what professional growth or development have you seen in that time?
I have been at Navan for over 2.5 years. During this period, I have had the privilege of building product offerings for an entirely new geography (India) from the ground up. This experience has honed my problem-solving skills, teaching me to prioritize customers and delve deep into issues. I am confident that I can take this skillset and apply it to any problem that comes my way. Navan also operates with remarkable agility, embracing a rapid build-and-iterate philosophy. This approach prioritizes continuous learning and encourages risk-taking even if it means having to start over.
Starburst offers a full-featured data lake analytics platform, built on open-source Trino.
Describe your company culture in one word. What made you pick that word?
This is a tough one, but if I had to pick just one word, I’d pick ‘aligned.’ Whether it’s our value of working as “one team,” or keeping our “customer-obsessed” objective in mind — it’s centered around being aligned and keeping everyone moving in the same direction.
Our company is experiencing some awesome momentum right now and our All-Stars are doing an amazing job collaborating and working in sync across teams, goals and values to keep it going!
How long have you been with the company, and what professional growth or development have you seen in that time?
I’ve been with Starburst for almost three years, and one of the most energizing projects I’ve worked on recently was bringing back in-person new hire onboarding, which we call All-Star Liftoff. We designed a two-day immersive experience at our Boston headquarters focused on building cross-functional relationships, grounding new hires in our culture and product and aligning them with our go-to-market strategy. It was an opportunity for me to step back into the shoes of a new hire and reimagine how we set our people up for success from day one.
What made the experience even more meaningful was the timing — we’re in the midst of an exciting hiring surge, especially for engineers across the United States and Poland. There’s a real sense of momentum, and this program helps us channel that by making sure our new All-Stars feel connected and ready to contribute quickly. At the same time, we’re embracing AI in new and thoughtful ways — not just in our product, but in how we work. That shift has challenged our team to think differently about how we scale, stay efficient and build for the future. Being part of a company that’s both growing fast and evolving intentionally has been a huge part of my own development.
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 company culture in one word. What made you pick that word?
If I had to describe Apollo’s culture in one word, it would be ‘together.’ Even in a remote-first environment, there’s a strong sense of teamwork and shared momentum. You’re never operating in a silo and collaboration is deeply embedded in how we sell, learn and improve. For example, I started seeing strong results with a new approach to how I framed our value proposition. I wanted to refine the messaging and codify the process so others could benefit so I partnered with the sales leadership and marketing teams to implement a new framework. It was a clear moment where individual insight became a collective win that was made possible by a culture of openness and shared ownership.
How long have you been with the company, and what professional growth or development have you seen in that time?
I’ve been at Apollo for just under a year, and the pace of learning has been unmatched. The environment here pushes you to grow not just as a seller but as a strategic thinker. Because our team is lean and fast-moving, I’ve gotten hands-on experience with everything from refining our pitch strategy to working cross-functionally on feedback loops with product and marketing. One of the most meaningful growth moments was helping shape our new inbound playbook. I got to test and iterate messaging live, see real-time results and help codify what works for the broader team. It’s helped me develop not just sales skills but a deeper understanding of how to influence go-to-market strategy at a startup scale.
Rethink aims to provide families, educators and behavior healthcare providers affordable, best practice treatment solutions for children with special needs.
Describe your company culture in one word. What made you pick that word?
‘Mission-driven.’ RethinkFirst’s mission to support neurodivergent individuals and the people who care for them is embedded in everything we do. Our organization is filled with former educators, board certified behavior analysts and other professionals that come from the communities we serve. Our mission is personal for many of our team members who have friends or family members who are neurodivergent or are neurodivergent themselves. This collective understanding of the importance in our mission fosters collaboration, embraces learning and innovation and drives us toward success. As an example, when speaking to prospective customers, our RethinkBH sales team members often recall their own experiences using the RethinkBH software when they were working in an ABA clinic. They share some of the issues they experienced then and how our solution has helped solve their problems, which resonates heavily with our customers.
What’s the coolest project you’ve worked on recently, and how did it help you grow professionally?
A goal for our people and talent acquisition team this year has been to uplevel RethinkFirst’s employer brand and better showcase what it’s like to work at our company. This involved reviewing how we currently show up as an employer across various platforms and identifying blind spots we want to work on. I partnered with our marketing team to begin brainstorming ideas and how we can incorporate more people and culture stories into social media platforms, job boards and websites. Together, we led what we called a “Collab Lab” between the people and marketing teams to understand what we want someone to feel when they see this type of content. This project was only the first stage of upleveling our employer brand and I’m excited for what we’ll be able to accomplish in Q3 and Q4. This is also one of the first projects I’ve taken on where I’ve been able to collaborate with another department, outside of my one-on-one relationships with hiring managers and working inside the people team. I’ve grown as a communicator and strategic thinker, and this project added a new layer to my understanding of talent acquisition and the candidate (and employee) experience.
Yooz builds SaaS tools that help finance teams automate invoice processing.
Describe your company culture in one word. What made you pick that word?
Relentless.
I chose ‘relentless’ because it reflects our team’s mindset as we show up every day with urgency, care and a deep commitment to solving real problems for our customers. It’s not just about effort; it’s about intention and follow-through.
An example of this was ahead of a major ERP partner campaign, our team went well beyond standard preparation. We listened closely to customer feedback, refined our approach to better address real business challenges and worked across teams to make sure every touchpoint added value. The focus wasn’t just on generating interest but rather on earning trust and creating a meaningful customer experience from the very first interaction. That kind of relentless effort, grounded in purpose, defines our culture.
What’s the coolest project you’ve worked on recently, and how did it help you grow professionally?
The coolest project I’ve worked on recently was up-leveling our sales process.
It gave me a chance to take a step back from the day-to-day and look at the bigger picture... Where we were, what was working and where we needed to evolve. Collaborating with teammates across departments — marketing, ops, enablement — we were able to rebuild the process with a sharper focus on efficiency, clarity and rep execution.
Professionally, it pushed me to think more strategically and lead through influence, not just authority. It reminded me that getting it right isn’t about a perfect playbook, it’s about building something that works in the real world with the people you have and making sure they have every chance to win.
