At Built In, leadership isn’t just a title — it’s a shared responsibility that guides how teams collaborate, communicate, and grow. From fostering transparency and trust to providing clear strategic direction, the company’s leaders and managers are committed to empowering employees to do their best work.
According to the Built In Employee Guide, the company’s values — Lead with Solutions, Own the Result, Stay Curious, Be Inclusive, Be Humble, and Be Unreasonably Passionate — serve as the foundation for how leadership operates every day. Those principles inform how managers support their teams, how leaders communicate expectations, and how strategic vision is shared across the organization.
Built In Leadership & Management by the Numbers
- B+ Manager Rating (83/100) on Comparably — Top 20% of similar-sized companies
- 82% of employees say their manager “seems to care about them as a person”
- Product Team Score: 90/100 — highest-rated department for management quality
- Company Outlook Score: 83/100 — Top 35% of similar-sized companies
- 83% of employees are confident in Built In’s future success
- 77% of employees say they’re excited to go to work each day
- 14+ years in operation, with sustained growth and international expansion
- $22M Series C raised to fund product growth
How Built In Managers Lead and Support Employees in Their Work
Managers at Built In are expected to model care, accountability, and development. They lead through structured feedback, consistent communication, and by helping employees connect daily work to company goals.
On Comparably, Built In’s managers hold a B+ rating (83/100) — ranking in the Top 20% of similar-sized companies — with 82% of employees reporting that their manager “seems to care about them as a person.” More than half of employees said they receive meaningful feedback monthly or more, and the product team rated management highest, at 90/100. These metrics illustrate a culture of empathy and active support — one where communication and accountability go hand in hand.
Employees echo that sentiment in public reviews. One Glassdoor reviewer wrote: “Built In is an incredible place to work if you want to be challenged, do meaningful work, and surround yourself with talented, passionate people. Leadership invites open, honest conversations, and new ideas are actually implemented.”
“Leadership invites open, honest conversations, and new ideas are actually implemented.”
The Employee Handbook reinforces that expectation: Managers are responsible for setting clear objectives, holding regular one-on-ones, and creating development plans that tie directly to team priorities. Feedback loops aren’t an afterthought — they’re the core of how teams at Built In learn and adapt.
This people-first approach helps managers stay connected to the day-to-day experiences of their teams while ensuring everyone feels supported. It also reflects the company’s broader belief that effective management is less about hierarchy and more about helping employees find meaning, autonomy, and growth in their work.
How Leaders Communicate Goals and Expectations
Clarity and transparency define how Built In leaders communicate. From all-hands meetings and team standups to quarterly roadmap reviews, leadership shares company priorities and the “why” behind key initiatives.
The Employee Guide emphasizes that leaders must “provide context, not just direction” — ensuring employees understand how their work connects to the company’s long-term mission of connecting, informing, and empowering technology professionals.
Employees confirm that openness in feedback channels. In one Glassdoor review, a former team member noted: “Leadership invites open, honest conversations when something isn’t working. Feedback is taken seriously and followed up on. New ideas are actually implemented.”
That commitment to clarity is backed by data. According to Comparably, Built In’s overall Outlook Score is 83/100, placing it in the Top 35% of similar-sized companies. In that same survey, 83% of employees said they’re confident in Built In’s future success, and 77% said they’re excited to go to work each day.
“Feedback is taken seriously and followed up on. New ideas are actually implemented.”
This data underscores not just satisfaction, but alignment — a belief that leadership is setting and communicating goals employees can rally around.
Beyond companywide communications, Built In also relies on managers to “cascade” goals throughout teams. These structured updates help employees see how quarterly OKRs and KPIs connect to the broader mission. When employees understand what success looks like, they’re more empowered to contribute — and managers can focus on removing blockers rather than micromanaging.
Transparency also builds trust. CEO Maria Christopoulos Katris has spoken about this approach publicly, emphasizing that the company’s success depends on both focus and follow-through: “We always do what we say we are going to do … we underpromise and overdeliver.”
That consistency — in communication, expectation-setting, and delivery — helps employees feel informed, aligned, and confident in the company’s direction.
How Leaders Provide Strategic Vision and Direction at Built In
Strategic vision at Built In starts with mission alignment and is reinforced by measurable results. Since its founding in 2011, Built In has grown from a local Chicago tech community into a national and international platform reaching over 5 million technology professionals each month.
Leadership’s foresight is evident in the company’s milestones. Built In raised $22 million in a Series C round led by Updata Partners and MATH Venture Partners, fueling product development and national expansion. By 2024, the company launched its first international platform and in 2025 introduced the recruiting industry’s first AI-powered reputation management tool — tangible outcomes of a long-term growth strategy.
The Employee Guide defines Built In leaders as “strategic thinkers who provide clarity of purpose, communicate direction, and enable teams to execute.” Employees on Comparably affirm that approach, with 83% expressing confidence in leadership’s direction and more than half rating their confidence in the company’s future as “fantastic.”
CEO Maria Christopoulos Katris often describes Built In’s strategy as both ambitious and grounded in service: “We stay maniacally focused on our mission — built on the premise of serving others.”
“We stay maniacally focused on our mission — built on the premise of serving others.”
That philosophy cascades across the leadership team. CTO Ravi Budigelli frames strategy through the lens of agility and empowerment: “It’s been incredible to see how quickly we can scale when we empower teams to make decisions and move fast.”
That balance — long-term clarity combined with operational agility — has allowed Built In to modernize its entire codebase, scale globally, and continue to lead in the employer-branding and tech-career space. Employees experience that direction not as top-down mandates, but as opportunities for ownership and creativity.
A Culture of Leadership Built on Trust and Follow-Through
Built In’s leadership model centers on empowerment, transparency, and purpose.
Managers support employees through empathy and feedback; leaders communicate goals clearly and consistently; and the executive team sets strategy grounded in measurable outcomes and shared values.
This clarity shows up in measurable ways — from Built In’s B+ manager rating (83/100) to its 83/100 company outlook score and recognition on the Inc. 5000 list for sustained growth. But it’s also reflected in the daily experiences of employees who describe leadership as open, accountable, and passionate about doing the right thing. Or, as one employee wrote on Glassdoor: “The leadership team, especially the CEO, is exceptionally caring and genuinely invested in the success and well-being of their employees.”
Built In’s leaders know that innovation and culture move together — that clarity of direction, consistency of communication, and trust in execution all create space for teams to thrive. As CEO Maria Katris puts it, leadership at Built In is about more than goals and growth: It’s about building something that lasts.
“Everything we’ve worked on since then has been driving toward that mission, and we couldn’t be more excited for what lies ahead,” Katris said.
Frequently Asked Questions
How do managers at Built In support employees in their work?
Managers hold regular one-on-ones and development planning sessions, including structured Path Check-Ins, to discuss progress, feedback, and career goals. These conversations help employees stay aligned and supported in their day-to-day work.
How do Built In leaders communicate goals and expectations?
Leaders share priorities through companywide all-hands, team standups, and quarterly roadmap reviews, explaining the “why” behind each goal so employees understand how their work connects to Built In’s mission.
What shows that Built In employees are confident in leadership’s direction?
Built In’s 83/100 Outlook Score on Comparably shows strong trust in leadership, with 83% of employees confident in the company’s future and 77% excited to go to work each day.
How do Built In leaders provide strategic vision and direction?
Leaders align long-term strategy to measurable milestones — such as the $22 million Series C raise, international expansion, and the launch of an AI reputation tool — demonstrating clear, mission-driven growth.
What makes Built In’s leadership and management culture unique?
Built In’s leadership culture emphasizes empowerment and accountability — managers encourage ownership at every level, and CTO Ravi Budigelli says teams “scale quickly when we empower people to make decisions and move fast.”
