Culture Kings: 27 Company Culture Examples to Get You Inspired
When it comes to hiring elite candidates, if you don’t have a great company culture, you really don’t have anything.
Modern candidates rank company culture as one of the most important factors when considering career opportunities, and they can spot a bad company culture from a mile away.
What is a company culture?
It’s important that your company culture accurately reflect the organization and its people, but it never hurts to learn from companies that are already getting it right it, either. With that in mind, let’s check out 27 company culture examples that will help anyone interested in leveling up.
27 Company Culture Examples
1. Bento’s Company Culture
Bento for Business is an expense management software that helps small businesses control employee spending with smart employee debit cards. “Though we move at a fast pace, and it might seem that we don’t have time to sit and explain things, every employee at Bento loves sharing, helping and lifting others,” says John Turner, Full-stack Engineer at Bento. Bento’s motto - “Be Human” - illustrates the company’s dedication to both professional and personal development.
To support team members in all aspects of their lives, several members of the company’s leadership team extend their mentorship beyond the workplace, helping employees be more human. This mentality of helping and supporting each other is transferred throughout the company from colleagues to customers and partners. When one employee was apprehensive about talking with the CEO, they began having regular meetings to build their confidence, discussing both personal and professional challenges and goals.
What makes Bento’s company culture great: No matter their level, employees feel valued in all aspects of their lives, including both their professional and personal aspirations.
How you can apply Bento’s ideas: Create a positive culture of leadership and mentoring. Make sure employees are comfortable collaborating with colleagues at all levels. Encourage one-on-one meetings between various roles and teams.
2. Blackbaud’s Company Culture
Blackbaud, a provider of cloud-based software for the philanthropic industry, built its company culture around a shared passion for giving back. “You can’t truly be successful at Blackbaud unless you are passionate about serving the nonprofit community,” says Brandon Phipps, Vice President of Sales and Market Development at Blackbaud.
The company walks the walk by organizing team-wide service projects, providing time off to volunteer and offering a company match for employee charitable-giving. Employees are also encouraged to participate in the selection process of the company’s Blackbaud Community Grants program which awards grant money to local nonprofits in Austin, TX. Of course, it isn’t all work, as the company also hosts social events themed to topics they love, like pinewood derbies, Harry Potter and an annual Star Wars movie marathon.
What makes Blackbaud’s company culture great: Blackbaud built a culture of people passionate about nonprofits. Uniting around a common cause brings the team together and ensures everyone is working toward the same goal.
How you can apply Blackbaud’s ideas: Create a culture of passion. A business’s mission goes deeper than revenue. Emphasizing your corporate mission and hiring like minded people will reinforce the importance of what you do and foster a self-sustaining culture of success.
3. Bluecore's Company Culture
Bluecore is a retail marketing platform that uses AI technology to help companies boost campaign performance. For them, customer success is deeply rooted in their culture — in fact, it’s one of their core values. “Culture is driven by a unique set of values and personality centered on clear goals that define success,” says Kim Surko, Vice President of Customer Success.
“Our team is clear on its goals and we are incentivized through compensation structure and recognition. With that foundation, we can apply our personality and values to define how we will accomplish those goals.”
They also start career pathing during the recruitment process and continue throughout the employee’s time at the company. Senior leaders offer career coaching and guidance to help team members explore their passions and find roles within the company that allow them to utilize their unique skills — even if that means creating a new role.
What makes Bluecore’s company culture great: At Bluecore, customer and employee success and satisfaction are the top two priorities. The two go hand-in-hand, and as they build each other up, they create an external and internal army of brand ambassadors.
How you can apply Bluecore’s ideas: Create a culture driven by customer success. Just like moms, if the customer’s happy, everyone’s happy. A team that works together with a collective goal to improve customer experience will create an internal culture of collaboration and mutual success.
4. CB Insights’ Company Culture
Managers regularly talk with employees about their paths and where they would like to grow personally and professionally. They also encourage people to take on new challenges, even hosting a quarterly Hack Day where employees work on anything they want for the company for 24 hours.
What makes CB Insights’ company culture great: They hire people who are hungry for knowledge, and they continuously feed that hunger with stipends and opportunities learn.
How you can apply CB Insights’ ideas: Create a culture that prioritizes individual development. Both professional and personal development are major factors contributing to an individual’s success. Support your employees’ passions and they will be more engaged and motivated at work and life in general.
5. Eave’s Company Culture
Eave provides online mortgage services for luxury homes in Colorado. They carefully consider how each candidate will impact their culture to build a strong foundation as the team grows and evolves.
“Our team … has done a ton of work to minimize unconscious bias, focus on diversity efforts, optimize for candidate experience and keep diversity top of mind daily,” says Miana Campbell, Market Development Relationship Manager at Eave.
Creating a diverse and unbiased team is always a primary focus, and when considering candidates, their team uses gender-neutral pronouns, and they make a point to provide anonymous interview feedback to keep opinions as unbiased as possible. They also implemented gender pay equity guardrails to ensure equality across the company.
What makes Eave’s company culture great: Diversity and inclusion are priorities for every aspect of the company.
How you can apply Eave’s ideas: Create a culture that embodies diversity inside and out. Schedule regular diversity and bias conversations and trainings to prevent unconscious bias when interviewing and interacting with candidates, colleagues and clients.
6. Evive’s Company Culture
Evive integrates big data with predictive analytics to help people optimize their work benefits. Like most companies, Evive experiences growing pains, but what’s kept their culture in sync is a collective commitment to make an impact and improve people's lives. “Work is such a large part of a person’s life, and the benefits and support platforms that go with that work can make all the difference in how someone goes from subsisting to flourishing,” says Andres Gonzalez, UI Designer at Evive.
As a company so passionate about making an impact on people’s daily lives, their team is no exception. To reduce their ecological footprint, they created a ‘going green’ initiative that continues to influence their culture. Their team extends their impact beyond the office by volunteering at local organizations, including the Greater Chicago Food Depository.
What makes Evive’s company culture great: Creating a better world and impacting the lives of others are core values, and their team acts on their passions to support those values.
How you can apply Evive’s ideas: Create a culture based on a cause. Support employees’ interests by providing opportunities to volunteer, start a passion project or implement programs that incorporate the whole team to meet a goal.
7. FloQast’s Company Culture
FloQast provides cloud-based software that helps accounting departments streamline and improve workflows. “Overall, I think it’s really important for management to be open about what’s going well and what’s going poorly with the business,” says Mike Whitmire, Co-Founder and CEO. “I like discussing the good, but honestly, I see more value from discussing the bad.”
Especially for a company that’s grown tenfold in just over five years, having an open door policy across teams and experience levels has built a close-knit culture where everyone is comfortable asking tough questions and making a team effort to overcome adversity. Not only that, but employees are more comfortable to be their unfiltered selves and be upfront about their concerns and needs within their team and in their individual career paths.
What makes FloQast’s company culture great: Transparency is key to their culture and is embodied by everyone from the CEO to the latest hire. One employee noted how surprised she was at how transparent the CEO and COO were during the interview process.
How you can apply FloQast’s ideas: Create a culture around transparency. Always be intentional about having open conversations about information regarding the company and the internal and external factors that affect its health. If leaders are transparent with their direct reports, open conversations will flow through the organization.
8. GTreasury’s Company Culture
GTreasury is a SaaS and risk management platform that helps digital treasurers across the world make informed decisions. As a fast growing and evolving team, GTreasury is working to integrate two companies and products.
“To accomplish these goals, teams are working hard to over-communicate and get constant feedback,” says Ashley Pater, SVP of Product. “This includes conference calls at odd hours to accommodate time zones and weekly meetings.”
For an international company, over-communication is key to ensuring everyone is well-informed and ideas are being heard. To bring their teams even closer together, they host a variety of team bonding events, including a charity chili cook-off, a Halloween hackathon and celebrations for birthdays, weddings, new family members and holidays.
What makes GTreasury’s company culture great: They err on the side of oversharing so that everyone is on the same page, ensuring time and resources aren’t lost due to miscommunication.
How you can apply GTreasury’s ideas: Create a culture that fosters cross-team collaboration and accountability. By building a company culture where teams rely on one another for collaboration and everyone's successes and failures are interlinked, teams will have higher incentive to work together and be held responsible.
9. Hireology’s Company Culture
Hireology is a software platform that helps companies manage the employee lifecycle. With a mix of 100+ local and 40+ remote employees, it can be challenging to create an inclusive and coherent culture. “When you have a blended team, your local staff can help bridge gaps and build empathy,” says Joel Schlundt, Vice President of Engineering at Hireology.
Remote work opens up opportunities for both companies and candidates, but can push the limitations of virtual communication. To ensure seamless correspondence, Hireology has built a system to equip its team with everything it needs, including video conferencing in every meeting space and training for remote workers to prevent technical glitches. They also bring remote and local teams together twice a year so that people can get real face time — instead of just FaceTime.
What makes Hireology’s company culture great: Empathy and communication are key to building relationships between remote and local workers. They even implemented empathy exercises, where employees swapped jobs for a few hours to help them understand the challenges of other roles.
How you can apply Hireology’s ideas: Create a culture that includes everyone from everywhere. Regardless of where your employees are physically located, it’s crucial that they feel a part of the team. Invest in quality technology and create a daily routine that incorporates remote and local employees so that they are able to build relationships and contribute to culture.
10. Nerdery’s Company Culture
Nerdery is a digital consultancy that helps mid- to large-size clients in the healthcare, retail and manufacturing industries. That’s a broad customer base, and to get the job done the company built a team of people with a wide variety of backgrounds and experiences. Creating one culture that’s authentic to so many unique people may sound impossible, but it’s actually just the opposite. “Trying to create a culture from the top down never feels quite right,” says Jim Butts, Principal Software Engineer and Team Manager at Nerdery. “So my focus has been in supporting activities Nerds are passionate about and encouraging everyone to share their interests — however obscure.”
The company encourages individuals to explore their passions, and the office space reflects their range of interests with Jurassic Park and Chamber of Secrets themed conference rooms and a MAME Cabinet with 400+ games. When an employee is promoted, the team celebrates by filming a creative video centered around their interests and quirky personalities. Nerdery is one of the growing list of companies that’s ditching the idea of “culture fit” and moving to “culture add,” and if you ask us, it seems to be working.
What makes Nerdery’s company culture great: It’s centered on trust. Their team of Nerds are comfortable and proud to share their unique professional and personal passions.
How you can apply Nerdery’s ideas: Create a culture based on authenticity and trust. Aside from embracing the individual factors that make every employee unique, this approach creates a more inclusive environment where people can be frank with feedback and recommendations.
11. OppLoans’ Company Culture
OppLoans is an online lender that uses technology to provide affordable credit to people who do not qualify for traditional bank loans. The company provides an invaluable service, but it’s a difficult industry with countless challenges. “They’re great problems to have, but they’re still problems,” says CEO Jared Kaplan.
Given the complexity associated with this work, the company built a culture of constant development and opportunity that supports its employees at every stage of their career. OppLoans provides continuing education opportunities based on individual aspirations and offers promotions both within and across teams so people can follow their passions and remain a valuable asset to the company, even if they’re looking to change their career path.
What makes OppLoans’ company culture great: Transparency and the notion to ‘rule by motivation, not fear.’ Their team is driven by success, improvement and rewarding top performers.
How you can apply OppLoans’ ideas: Create a culture of support and improvement. Not only will your employees feel appreciated by the investment you make in them, they’ll be properly equipped for continued growth which will only help the company.
12. Paxos’ Company Culture
Paxos is the first regulated blockchain company building products to help companies move assets faster and cheaper than ever before. The company has prioritized creating an inclusive environment for new hires starting on day one by asking them to bring in ‘rookie cookies’ to encourage team members to drop by and introduce themselves. “We also set up new hires with team buddies, coordinate lunch with their managers, and fill their desks with plenty of Paxos swag,” says Helen Galarza, Office Manager & People Operations Specialist. “Onboarding will never stop evolving.”
Beyond the first day, Paxos encourages employees to bond by volunteering in the community and celebrating milestones like birthdays and work anniversaries. They also continue to build a diverse and inclusive environment by celebrating diversity and hosting a Guacamole-Off — a competitive and delicious way to bring teams together.
What makes Paxos’ company culture great: On an employee’s first day, and every day after, Paxos prides itself in bringing people together with sweet treats and regular celebrations to ensure everyone feels included.
How you can apply Paxos’ ideas: Create a culture of inclusivity. Determine the best ways to bring people together, because teams that bond work better together and are inherently more comfortable giving and receiving feedback and brainstorming ideas. As you can see from Paxos’ approach, something as simple as cookies can get the ball rolling.
13. Ping Identity’s Company Culture
Ping Identity is a security-tech company that protects clients’ identity information. To best serve their diverse range of clients, Ping Identity has built an internal team that reflects their clients and brings a variety of backgrounds and opinions to the table to help solve problems. “We foster an environment that is supportive, inclusive and diverse,” says Kristen Komatz, Senior Director, Product Development.
“When hiring, we recruit extensively at different college events looking for new and diverse candidates, and we promote internal referrals from employees.”
Even more important than diversity, Ping Identity builds an inclusive environment to ensure everyone feels comfortable and welcome no matter their background or experiences. Their team offers leadership classes and mentorship opportunities to ensure new hires are matched with colleagues who are interested in mentoring and have the training needed to build a successful mentor-mentee relationship.
What makes Ping Identity’s company culture great: Diversity, inclusion and mentorship are key components of Ping Identity’s, well, identity. The company embraces change and is always looking for ways to improve their culture and the individuals that make it.
How you can apply Ping Identity’s ideas: Create a culture that’s both diverse and inclusive. Make a conscious effort to both recruit talent from a variety of backgrounds (that means stepping away from your go-to recruitment platforms) and targeting diverse candidates on their turf. No matter where you are in your diversity efforts, building an inclusive culture will make everyone more comfortable, connected and engaged at work.
14. Reonomy’s Company Culture
Reonomy is a search platform for commercial real estate that uncovers insights and new opportunities for users nationwide. “We have a unique culture of ownership, enthusiasm and collaboration at Reonomy, and I’m thrilled to be a part of it,” says Michael Manne, Chief Revenue Officer. “Many companies talk about culture, but it’s definitely something you both see — and feel — when you visit our office.”
To champion their culture of collaboration and ownership, Reonomy shares both individual and team “shout-outs” in their company meetings. They also seek out talent from diverse backgrounds who are passionate about the product, which helps everyone see the purpose and value in their work as part of the product as a whole.
What makes Reonomy’s company culture great: Reonomy built a collaborative team of independent owners. All of their team members are quick to brainstorm ideas and take ownership on tasks to make ideas happen.
How you can apply Reonomy’s ideas: Create a culture that supports both autonomy and collaboration. Building a successful culture is a balance of pushing people beyond their comfort zones and allowing them to succeed at what they do well. Provide your team with a mix of both so that your people are comfortable working together and are equally equipped to own their role.
15. riskmethods’ Company Culture
Riskmethods, a supply chain management software, built a culture that celebrates the internationally diverse cultures within the company. “We are very lucky to have people from different countries and cultures all throughout the office,” says Coleen Shaughnessy, Marketing Specialist. “So, learning about different traditions and holidays in other countries is always fun and definitely makes us a little more unique in how we celebrate.”
To ensure their teams in the U.S., Germany and Poland remain close across borders, they offer an employee exchange program to allow employees to travel to other offices and meet their colleagues in-person. Even as their company grows, they continue to have company-wide lunches on a new hire’s first day to make sure everyone feels welcome and included from day one.
What makes riskmethods company culture great: riskmethods encourages its teams to learn about, and celebrate, their different international cultures.
How you can apply riskmethods’ ideas: Create a company culture based on your teams’ personal cultures. If you have an international team, educate your people on cultural differences and form diversity initiatives. Doing so will improve how teams communicate and collaborate, key components of success for remote teams.
16. SecureLink’s Company Culture
SecureLink is a security platform for technology vendors and clients that provides customers with security, control and accountability. This high-tech company isn’t afraid to step outside the traditional tech candidate pool when growing their team.
“Focusing on the individual and their abilities rather than their past experience gives us a tremendous advantage,” says Jacob Venard, Director of Customer Success at SecureLink.
Rather than focusing solely on education and experience, they look for nontraditional candidates, hiring people with backgrounds in teaching, firefighting and philosophy. Joel Burleson-Davis, Vice President of Technology, studied philosophy, ethics, ancient languages, history and Greek in college, then went on to study systems science in graduate school before joining the team. They hire people who are passionate about learning because they’re more likely to stay motivated, enjoy their work and tackle challenges with unique perspective.
What makes SecureLink’s company culture great: Personality and motivation trump education and experience.
How you can apply SecureLink’s ideas: Create a culture with a thirst to learn. Ever had a candidate your team clicked well with, but they didn’t quite have the background of other interviewees? It might be worthwhile to take a chance and hire people who are passionate about learning because you can always teach technical skills to people who are driven to grow and conquer challenges.
17. ServiceNow’s Company Culture
ServiceNow is a cloud-based platform that automates workflows, manages projects and simplifies collaboration for companies.
“Growing our local culture is a constant evolution and discussion item, but we’ve already developed some traditions,” says Ryan Wells, Senior Technical Program Manager at ServiceNow.
As a small company, they recognize how much of an impact each new addition has on their culture, and they encourage everyone to give input and lead new culture, diversity and inclusion initiatives.
The team is just as excited as new hires during their first week, and the company sponsors team outings like karaoke, bowling and baseball games to welcome them into the fold. Inclusivity is a major part of their culture, so when one employee brought lunch from home while others ate out, they came together and brought lunch back to the office so that everyone could eat together. When it comes to company culture, little acts can have a big impact.
What makes ServiceNow’s company culture great: One employee describes it as a ‘culture of camaraderie.’ Customers are embraced as part of their culture; they even bake a cake each time a new customer goes live.
How you can apply ServiceNow’s ideas: Create a culture around individual interests. If people are comfortable sharing their quirks, others are likely to do the same. Especially for small companies where everyone has a significant impact on the culture, it’s crucial to make sure everyone feels included and represented.
18. Shopgate’s Company Culture
Shopgate, an e-commerce mobile shopping app, built an international culture based on collaboration and mentorship. “Shopgate has a wonderfully horizontal culture: Proposals and ideas from individual contributors are valued and celebrated,” says Nicollette Mead, Product Manager. “This culture of openness and flexibility allows employees to keep growing and gravitating to roles that fit their talents and passions.”
With half of their team in Germany and the other half in Texas, maintaining strong communication and culture is a constant point of emphasis. To ensure their culture grows with their company, they look for candidates that “radiate passion,” have a “hunger for learning,” and above everything, have a shared vision for the company’s product and goals.
What makes Shopgate’s company culture great: Shopgate prioritizes communication and collaboration by hiring people with a shared vision and investing in tools to support their international culture.
How you can apply Shopgate’s ideas: Create a culture grounded in collaboration. Teams that communicate well and work together are more productive and lead to increased employee satisfaction. Especially if you have remote team members, it’s crucial to make sure they are included in company culture.
19. Solstice’s Company Culture
Solstice helps Fortune 500 companies find new opportunities and digital solutions to problems. “As we continue to grow, we work to build strategies that not only improve employees’ skills and our leadership skills but also our culture,” says Henry Oyuela, Vice President of Engineering “We continuously seek employee feedback to improve, whether that’s one-on-one or in a team huddle.”
The team at Solstice is a big believer in investing in their internal team, offering an annual $5,000 personal development budget to ensure their team members are continuously growing and in return are providing top-notch service to their high-profile clients. Every new hire is partnered with a veteran Solstice teammate to share their experiences at the company and provide mentorship and training throughout their time at the company.
What makes Solstice’s company culture great: Solstice knows that a smart and curious employee needs to be fueled with more knowledge and experience to be happy and successful in their careers. In return, their team continues to build a strong culture and product for Fortune 500 clients.
How you can apply Solstice’s ideas: Create a culture that invests in individual growth. When individuals have the opportunity to explore their interests and challenge their skill sets, they’ll grow personally and professionally and be more engaged in their work. Not only that, but growth and engagement are contagious, so one employee’s professional development benefits the entire team.
20. Tala’s Company Culture
Tala is a fintech company that provides financial services to underserved people around the world. They’ve built a team that’s passionate about the mission and as diverse as the customers they serve. “We have team members from all walks of life, which brings in a diversity of opinions and experiences to meaningfully drive our innovation,” says Gaurav Bhargava, Vice President of Credit at Tala.
The financial experts at Tala come from a range of backgrounds and experiences, which fuels creativity and growth. Their credit team alone speaks 10 languages, maintains equal gender representation and represents four nationalities. Tala also provides employees with opportunities to learn new business functions outside of specific roles to explore interests and gain a holistic understanding of the company.
What makes Tala’s company culture great: Equity and diversity are key to innovation. Their customers are their passion, and to serve them best, they built a team that encourages creative thinking and represents their customer base.
How you can apply Tala’s ideas: Create a culture that reflects your customers and mission. The best way to serve your customers is with a team of people who are relatable, knowledgeable and passionate about their service. It will also foster an environment of people who can challenge and support each other, boosting efficiency and product quality
21. Trendkite’s Company Culture
Trendkite builds technology that measures the impact of public relations campaigns. One thing that makes their company unique is that both their customers and teams are passionate about the product.
“They exude happiness and drive. But what honestly sold me on the company was not the people — it was the product and how much everyone really believes in it,” says Ray Roberts, Market Development Representative at Trendkite.
The company searches for people who are passionate about building a product that’s unlike other tools available and takes pride in their work. They’re also a highly organized team with stellar communication skills both internally and externally. They know what they’re looking for in candidates, so the hiring process moves pretty quick.
What makes Trendkite’s company culture great: Great culture will directly influence the quality of service a company produces, and Trendkite understands that parallel. People are excited to represent the company and share the fruits of their labor outside of work hours.
How you can apply Trendkite’s ideas: Create a culture that’s highly organized and passionate about the product. Seek candidates who are passionate about what your company does and understand the impact it has on customers. They’ll be more motivated to improve the product and will act as brand ambassadors, boasting about the quality of the service they helped create.
22. Updater’s Company Culture
Updater eases the pains associated with moving by transferring utility and digital services, reserving moving companies, updating accounts and forwarding mail. Rather than having multiple phone and in-person interviews, Updater has full day interviews. “Unlike a typical interview, the full day is an enjoyable experience that shows what it is truly like to be a part of Updater,” says Zebin Sakeeb, Services Engineer at Updater.
This process saves time and resources and reduces stress by condensing the entire interview process into one day. It also gives the candidate a unique opportunity to engage with the people they will be working with in their daily environment. Typical interviews are often one-sided, but this tactic allows candidates to determine if the role and culture are a good fit for them, and employees recall the experience to be more enjoyable and less stressful than traditional interviews they’ve experienced.
What makes Updater’s company culture great: They immerse candidates in their culture before making a hire. They create an equal opportunity for the team and candidate to assess the role, personality and skill set fit, ensuring everyone is on the same page from day one.
How you can apply Updater’s ideas: Create a culture where teams and candidates can make informed decisions. Interviewing is often one-sided, focusing solely on the needs of the company, but like any relationship, fit should be assessed by both parties. It can be difficult to measure culture fit through phone screens and brief meetings, but a full-day interview can provide everyone with adequate information to make a final decision and end up saving time.
23. Workiva’s Company Culture
Workiva’s cloud platform, Wdesk, helps companies manage data across departments and offers controlled collaboration, performance reporting, financial reporting and more. Building and maintaining technology as complex as Wdesk requires coherent leadership and communication across teams and roles.
“Nurturing a high-performance, fast-paced, innovative culture where everyone's ideas are encouraged and collaboratively debated takes considerable patience, openness and vulnerability,” says Michael Bevilacqua, VP of Product Development at Workiva. “I’ve found the best way to achieve this is by modeling the behavior.”
Debate is a major part of their culture and is highly encouraged and supported across departments. In order to yield the results required to keep up with their high-demand product, it’s crucial for their team members to be open and honest and solve issues efficiently.
What makes Workiva’s company culture great: Their leadership team fosters an environment of giving and receiving feedback. They are willing to admit mistakes, recognize individual talents, support opinions and disagreements and exude patience, all while considering the team’s overall health and well-being.
How you can apply Workiva’s ideas: Create a culture of leadership by example. Leaders greatly influence culture, so promote people whose leadership style matches that of the company’s mission and culture. People will be much more comfortable sharing ideas and be open to feedback if the people setting an example do the same.
24. Yaro’s Company Culture
Yaro partners with healthcare providers to give consumers transparency and control over their healthcare. Like other small companies on this list, they’re conscious of each person’s impact on their culture and the need for multifaceted individuals to contribute beyond their role. “By removing the silos you’d typically find in a larger company, we’ve created a more cohesive, open work environment,” says Vanessa Righeimer, Content Strategist and UX Writer at Yaro.
To put this philosophy into action, they’ve created an environment that encourages employees to work on projects across teams. When their product team was creating a new app feature for insurance claims, the director of operations and CTO provided feedback based on their unique experiences and improved the design. Their week-in-review happy hour provides an opportunity for each person to share successes and ask for help on their current projects.
What makes Yaro’s company culture great: Clarity, intensity and community are key characteristics of their culture — in that order. During each interview, they ask candidates what those terms mean to them to ensure new hires are on the same page when jumping into their communal team.
How you apply Yaro’s ideas: Create a culture that reflects your company’s present and future needs. Especially at small companies, each person contributes to multiple areas of the business and its culture, and the founding team will set a precedent for the company culture as it grows.
25. Zoom’s Company Culture
Zoom Video Communications is a platform for video and audio conferencing, collaboration, chat and webinars. “The happiness crew maintains the company culture at each location through events, celebrations, community involvement and volunteering,” says Steve Snyder, Account Executive at Zoom. That’s right, they created a happiness crew whose primary focus is to maintain a close-knit culture as the company grows. Different teams come together to volunteer for local organizations like the Special Olympics, Denver Food for Thought and Habitat for Humanity.
New hires from across the globe attend a training session in San Jose to build relationships and learn about the company and its culture before their first day. Once they start, new hires are paired with a mentor to learn more about company culture and company outreach. During their weekly company-wide office meeting, employees recognize a colleague who supported them and share updates to keep everyone in the loop and show appreciation for individual successes.
What makes Zoom’s company culture great: They make a conscious and continuous effort to grow and evolve culture with the company. During interviews, when candidates are asked “who motivates you,” their response is often a loved one, so the company hosts events for people to bring their child or parent to work so colleagues can meet the people who motivate their team mates in their personal lives.
How you can apply Zoom’s ideas: Create a culture committee. As a company grows, culture often becomes a back burner issue. Rather than allowing culture to run unattended, create a team that meets regularly, establishes culture programs and re-evaluates culture as teams grow and change.
26. PatientPop's Company Culture
PatientPop helps healthcare providers grow their practices with products that modernize their medical services. The company offers an all-in-one, HIPAA-compliant platform that provides solutions, like SEO help, social media advertising, patient review portals, telehealth adaptation, and front-office automation products that help to draw attention to a practice and improve the overall customer experience.
“At PatientPop, we’re big believers in transparency. It’s important to Travis and myself that we arm our employees with all of the information they need to make decisions," says Co-Founder and Co-CEO Luke Kervin. "We empower them to make those decisions autonomously.”
Transparency is a big part of PatientPop’s culture. To keep people in the loop and ensure employees have the information they need, the company introduced retrospectives early on, especially for engineers, where the team has a chance to voice what they find is going well or ideas for improvement.
What makes PatientPop’s company culture great: The company has created an environment that values performance and merit over tenure.
How you can apply PatientPop’s ideas: PatientPop looks for five items specifically when hiring that create an amazing team and working environment. Looking for values like curiosity, optimism, ownership, tenacity and willingness to be a team player are all solid foundations for a great employee and teammate.
27. Shipwell's Company Culture
Shipwell is a platform dedicated to automating the freight transport logistics industry by replacing the current manual and less transparent shipping processes. The company’s platform helps companies find an optimal carrier with instant quoting and booking and real-time shipment tracking.
“Shipwell assumes you know how to do your job; outside of core office hours, you are allowed to set your own in-office times, says David, a Backend Engineer at Shipwell. "Working from home to deal with a delivery or appointment is a simple notice to a manager, and you're encouraged to make use of the unlimited PTO!”
Instead of values, Shipwell sets their culture around six behaviors because they believe common behaviors and actions form a culture more so than values.
What makes Shipwell’s company culture great: Shipwell works hard to foster an open, transparent environment full of workshopping and brainstorming. From day one, new employees are encouraged to provide suggestions and meet with the founders to discuss Shipwell’s vision. Additionally, President and Co-Founder, Jason Traff, has expressed that his desk is the first desk you see after passing the office’s reception area. Not only does this reinforce transparency but it exemplifies accessibility, especially in a growing company where leadership can easily become closed off from the rest of the company.
How you can apply Shipwell’s ideas: Though moving the Co-Founder’s desk to the most trafficked area in the office is a tremendous statement, don’t feel like that’s the only way to be accessible. Like mentioned earlier, simply encouraging new employees to provide suggestions or ideas and having leaders meet with employees early on can set a precedent of accessibility with right away.