Top Edtech Companies With Best Company Culture (3,158)

Learning & Knowledge Sharing: Formal values and company materials consistently promote continuous learning, and employees are encouraged to use the same upskilling resources provided to customers. Feedback suggests internal programs and platform access align day‑to‑day work with a learning‑first mission.

Collaborative & Supportive Culture: Descriptions highlight a “one team,” open, casual environment with cross‑functional teamwork and open‑door practices. Feedback suggests many employees experience supportive immediate managers and peers despite broader organizational challenges.

Recognition, Pride & Shared Success: Public messaging stresses measurable skill‑building and an AI‑forward platform, which can foster pride and purpose for those motivated by impact in learning technology. Feedback suggests the mission and product resonance contribute to shared accomplishments in some teams.

Learning & Knowledge Sharing: Company values emphasize "Learn Together" and show up in hackathons, cross-functional collaboration, and company-wide learning events. Knowledge sharing across product, marketing, and other functions is encouraged through smaller teams and shared rituals.

Accountability & Ownership: Values such as "Own Progress and Outcomes" and "Take Action" promote personal responsibility and a bias for action. Smaller, empowered teams and a trust-based remote policy signal autonomy to lead work and make tangible impact.

Open Communication: Leadership accessibility and an "open" environment are emphasized, with transparency called out in "Build a Foundation of Trust." Idea-sharing is encouraged over hierarchy, enabling non-hierarchical contribution.

People-First Culture: Remote flexibility, unlimited PTO, and a focus on behavioral health and wellness reflect care for employees as individuals. Leadership is described as supportive during personal needs and attentive to well-being.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative, kind, and team-oriented, with thoughtful discussions and supportive leadership shaping day-to-day work. Cross-functional teamwork and a helpful peer environment are frequently highlighted as strengths.

Cultural Alignment: Mission-driven work empowering neurodivergent individuals and caregivers fosters pride and personal connection to impact. Many describe feeling their contributions create positive change, reinforcing shared purpose.

Authentic & Consistent Values: Company language consistently ties culture to maximizing the positive impact of public funds, with “integrity” and “people” central to decisions. Leadership messaging emphasizes authenticity, humility, curiosity, positivity, and a mission-led approach.

Fun, Rituals & Connection: A weekly, company-wide “Win/Gratitude” meeting is used to keep connection and transparency front and center across a remote-heavy workforce. Deliberate gratitude and recognition rituals are highlighted to sustain morale and cross-team visibility.

Transparency & Integrity: Signals such as SOC 2 Type 2 and BBB accreditation underscore a culture that prizes controls, data security, and responsive complaint resolution. Serving public-funds programs is framed around program integrity and accountability.

Accountability & Ownership: Job language emphasizes “own the outcome” and high‑ownership, impact‑driven work across cross‑functional teams. Feedback suggests individuals are trusted to drive results in a fast‑moving, outcome‑oriented environment.

Collaborative & Supportive Culture: Careers content highlights a “supportive team” with cross‑functional collaboration, design critiques, and rituals that reinforce partnership across Product, Design, Engineering, and Research. Company‑funded on‑sites/off‑sites and virtual events are used to maintain cohesion in a distributed model.

Learning & Knowledge Sharing: Benefits include learning reimbursements and a growth‑mindset ethos, with roles calling for blending qualitative research and quantitative analytics and frequent design critiques. Feedback suggests continuous experimentation and rapid iteration are encouraged.

Recognition, Pride & Shared Success: Purpose-led work helping schools and youth programs is frequently highlighted, making day-to-day efforts feel meaningful. Teams rally around shared goals and celebrate wins in a mission-framed environment.

Collaborative & Supportive Culture: Core values emphasize “team over self,” a no-ego mindset, and collaboration first, with many describing great people and supportive managers. ERGs, wellness initiatives, and connection rituals reinforce community and care.

Learning & Knowledge Sharing: Continuous learning, professional development, and internal mobility are emphasized, with managers who put their teams first. Cross-functional growth and learning from wins and losses are featured across culture materials.

Cultural Alignment: A clear mission—accelerating the world’s research—anchors day-to-day decisions and gives teams a shared sense of purpose. Feedback suggests experiments, demos, and AI/ML initiatives are framed around scholarly impact.

Collaborative & Supportive Culture: Colleagues are often described as smart, collegial, and helpful, creating a tight-knit environment. Feedback suggests cross-functional work on interesting problems and supportive peers contribute to a positive daily experience.

Learning & Knowledge Sharing: A strong demo culture and learning-by-building ethos encourage exploration of new tools and visible knowledge exchange. Engineers highlight hands-on experimentation and sharing outcomes across product and engineering.

Cultural Alignment: The mission to connect people to social care with dignity, reinforced by B Corp/Public Benefit status, is positioned as central to daily work. External recognitions and community partnerships are used to tie purpose to long-term cultural commitments.

Collaborative & Supportive Culture: Colleagues are often described as dedicated, driven, and highly collaborative, with cross-functional work through shared tools and employee-led ERGs. Monthly all-hands with CEO Q&A and hub-based teamwork enable fluid communication in a fast-paced environment.

Fun, Rituals & Connection: Office hubs emphasize a social, dog-friendly vibe with catered lunches and in-person camaraderie. Volunteer days and recurring company rituals foster connection to communities and to one another.

Collaborative & Supportive Culture: A “better together” philosophy and fellowship across brands encourage shared understanding, cross‑team collaboration, and experimentation supported by centralized operations. Teams innovate independently yet connect to integrate products and share learnings, reinforcing cooperation in day‑to‑day work.

Empowering & Trusting Leadership: Autonomy for business leaders and builder‑driven teams, coupled with a bias for action and ownership, signals trust in people closest to the work. Leaders are supported with insights and resources while expected to move fast, make bets, and take accountability.

Learning & Knowledge Sharing: Continuing education stipends, mentorship, and professional development programs sit alongside a culture centered on lifelong learning. Cross‑portfolio knowledge‑sharing and opportunities to experiment together reinforce ongoing growth and skill development.

Learning & Knowledge Sharing: Company identity is explicitly tied to continuous learning, with free access to courses, recurring company-wide learning initiatives, and dedicated time to “drop everything and learn.” A mission-led focus on upskilling is described across global offices, reinforcing knowledge sharing as a day-to-day norm.

Fair & Equitable Treatment: A formal BEDI program with multiple employee resource groups and published equity priorities signals structured attention to belonging and representation. Benefits framed through a “Whole U” lens—such as inclusive parental leave and mental-health support—aim to meet diverse needs across family structures and regions.

Collaborative & Supportive Culture: Colleagues are often described as flexible, smart, and helpful, with an emphasis on teamwork and frequent communication to avoid silos. Cross‑border collaboration tied to a shared mission is highlighted as a common pattern.

People-First Culture: Company materials emphasize DEI&B as a way of life, radical candor, transparency, and psychological safety. Programs such as manager training on unconscious bias and inclusive practices aim to ensure every voice is heard.

Learning & Knowledge Sharing: The Lean-Agile mindset is tied to continuous learning and ongoing feedback, with a learning-centric onboarding and role-based development. Leadership guidance and internal expectations connect behaviors to relentless improvement.

Collaborative & Supportive Culture: Decentralized decision-making pushes choices to those closest to the work, signaling trust in teams. Remote flexibility alongside volunteer events and periodic in-person gatherings are used to strengthen relationships and connection.

Authentic & Consistent Values: Authentic & Consistent Values: Work is explicitly grounded in a mission to support multilingual learners, and values like “Build Belonging” and “Win Together” are woven into day-to-day practices. Feedback suggests this mission has daily relevance and motivates teams to align decisions to educator and student impact.

Fun, Rituals & Connection: Fun, Rituals & Connection: A remote-first model is reinforced by Boston onboarding, periodic company offsites, and ongoing coffee chats to deliberately build relationships across a distributed org. These connection points are used to maintain cohesion and trust across locations.

Collaborative & Supportive Culture: Collaborative & Supportive Culture: Cross-functional collaboration and mutual respect are emphasized, with community-building structures like ERGs fostering belonging and peer support. Feedback suggests colleagues are a core motivator and collaboration is central to solving problems.

Collaborative & Supportive Culture: Colleagues are often seen as kind and low‑micromanagement partners who help each other succeed across disciplines. A hybrid setup with regular CEO coffee chats, on‑sites, and social events reinforces cross‑team connection.

Recognition, Pride & Shared Success: Mission‑first purpose tied to helping kids and teachers fosters pride and shared meaning in day‑to‑day work. Peer‑nominated “Work Value Awards” and stories that link work to mission visibly recognize contributions.

Healthy Workload & Retention: Work/life balance is commonly described as healthy, supported by flexibility, remote options, and generous PTO. Practices that protect personal time contribute to a sustainable pace.

Learning & Knowledge Sharing: Company materials emphasize continuous learning, mentorship, and protected learning time, reinforced by pillars like “Always Learning.” Feedback suggests upskilling and growth opportunities are embedded in team rituals and benefits.

Collaborative & Supportive Culture: Colleagues are often described as supportive and collaborative, celebrating wins and treating mistakes as learning opportunities. Feedback suggests cross-functional work and autonomy enable teams to thrive together.

Respectful & Positive Atmosphere: The environment is portrayed as welcoming and inclusive, with DEIB commitments, accessibility goals, and ERGs fostering belonging. Feedback suggests remote/hybrid flexibility and intentional in-person connection contribute to a positive day-to-day experience.

Authentic & Consistent Values: Leaders and company materials repeatedly spotlight named “hashtag values” like #SeekToUnderstand and #PursueGrowth, tying everyday work to a clear education mission. These values show up in rituals, internal programs, and external write‑ups, and are commonly referenced in meetings.

People-First Culture: Role listings and culture content emphasize flexible schedules, generous time off (including added days retained after 2020–2021), wellness programs, and a dedicated “Pursue Growth” reimbursement. These perks are positioned to support balance, well‑being, and continuous development.

Fun, Rituals & Connection: Long‑running practices such as weekly catered lunches and lunch‑and‑learn sessions are used to build intentional relationships across teams. Office events and recurring social touchpoints aim to foster cohesion alongside standard benefits.

Cultural Alignment: The mission to re‑engage and support adult learners is consistently emphasized and attracts people motivated by social impact. Values such as “Thrive together” and “Innovate with purpose” are prominently tied to day‑to‑day work.

Collaborative & Supportive Culture: Colleagues are described as team‑centric, collaborative, and able to accomplish a lot quickly. A community of innovators, collaborators, and changemakers is highlighted as a cultural hallmark.

People-First Culture: Policies emphasize a remote‑first setup, flexible scheduling, wellness days, paid parental leave, and employer‑paid health coverage for employees. Diversity initiatives and inclusive language underscore valuing diverse talents and perspectives.

Collaborative & Supportive Culture: Colleagues are often seen as caring and collaborative, with hybrid rhythms and in‑person engagement that reinforce teamwork. Customer‑focused problem‑solving and cross‑functional work are described as central to how teams operate.

Learning & Knowledge Sharing: A continuous‑improvement ethos shows up in structured onboarding, cohort learning, and programs like LIFT and LinkedIn Learning. Many describe meaningful skill development and growth tied to solving complex customer problems.

Fun, Rituals & Connection: Regular in‑person events, new‑hire retreats, and employee‑led engagement committees create connection across hybrid and remote teams. Peer‑recognition tools and social activities (e.g., dinners, bowling, cooking classes) add shared moments of appreciation and fun.

Transparency & Integrity: Communication defaults to public, written channels with bi‑weekly all‑hands and anonymous Q&A, and major people processes are documented and visible. Published salary bands and a “compute, not negotiate” approach aim to preserve equity, reinforced by a formal ethics/CSR charter.

Learning & Knowledge Sharing: Peer learning and knowledge capture are embedded in routines, with employees encouraged to join Convexity guilds that steward culture and process improvements. Asynchronous courses, coaching, and frequent knowledge‑sharing support continuous growth across a distributed team.

Accountability & Ownership: Clear scopes, low authority with high accountability, and written transparency give individuals latitude to act and learn quickly. Remote‑first flexibility with stipends and explicit norms supports autonomy while retaining clear expectations.

Fun, Rituals & Connection: Bi‑weekly Town Halls with 'Shoutouts & Gratitude,' Donut coffee chats, hub meetups, and inclusive virtual celebrations create regular touchpoints for a distributed team. These practices are used to sustain connection and visibility across a remote‑first workforce.

Authentic & Consistent Values: ‘Safety is everything’ and a mission‑first stance are embedded through hiring, safety training for all employees, and public Safety/DEI reporting. Values like empathy, ownership, and customer focus are explicitly tied to product and operational choices.

Collaborative & Supportive Culture: Colleagues are often characterized as kind, low‑ego collaborators with open, non‑hierarchical approaches. Teams emphasize working together to serve schools, families, and students.

Collaborative & Supportive Culture: Colleagues are often described as cooperative, family-like, and quick to assist across departments, with deep collaboration emphasized internally and with the students they serve. Feedback suggests teams work cross-functionally and value diverse perspectives to advance a shared, youth-centered mission.

Cultural Alignment: A clear mission-first, youth-centered identity and values like Belonging, Courage, Innovation, and Growth are repeatedly cited as guiding day-to-day work. Feedback suggests employees find purpose in helping students “find their why and find their way,” reinforcing alignment between personal motivation and organizational aims.

Innovation & Creativity: The culture highlights bold bets, experimentation, “progress over perfection,” and enthusiasm for new technologies to advance impact. Feedback suggests teams are encouraged to test, learn, and iterate quickly in building products, partnerships, and programs.