360Learning
What's the Company Culture Like at 360Learning?
Frequently Asked Questions
The culture at 360Learning is collaborative, transparent and built for autonomy. The company operates remote-first with an async-friendly way of working, trusting people to manage their schedules and choose where they work as long as they deliver on commitments and stay thoughtful about team collaboration. Clear goals, open communication and regular feedback are central to how teams work, and managers are expected to act as coaches who support growth, reprioritize workloads when needed and help people build long-term careers. The culture emphasizes impact over visibility, deep work over performative busyness and trust over micromanagement. We call this methodology, Convexity.
360Learning also invests in belonging and connection in a structured way. Six active ERGs create community around shared identities and experiences, each with executive participation that helps turn employee input into action. The company pairs this inclusiveness with a strong focus on fairness, including transparent salary ranges, a compute-not-negotiate compensation model and ongoing work toward representation goals in areas like sales, engineering and U.S. racial diversity. Social connection remains part of the experience through coffee chats, learner lounges, team events and in-person gatherings, giving the culture a mix of flexibility, accountability and genuine support.
360Learning's Candidate Tradeoffs
If you’re weighing whether 360Learning is the right fit, these are the core tradeoffs to consider.
- 360Learning places greater emphasis on remote flexibility and distributed collaboration than on spontaneous, in-office interaction.
360Learning Employee Reviews
What People Are Saying About 360Learning
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Empowering & Trusting Leadership: Feedback suggests employees experience high autonomy, ownership, and trust through the Convexity model and coaching-style management. Many accounts highlight supportive coaching, transparent decision-making, and flexibility that signal personal value and empowerment.
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Learning & Knowledge Sharing: Feedback suggests professional development, internal mobility, onboarding support, and peer learning are meaningful strengths. Several observations cite growth opportunities and continuous feedback as integral to the culture.
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Open Communication: Feedback suggests transparency and extensive context-sharing are core norms. Employees often reference visible goals, written communication, and open decision logs that help people feel informed and included.
360Learning's Benefits
Company or teams have recognition rituals for individual work
Employee feedback used to shape policies and strategy
Encourages autonomy and ownership from employees
Established employee awards to honor work and contributions
Managers give public shoutouts and celebrate employee milestones
Managers offer consistent feedback loops
Provides modern technology across teams
Quarterly engagement surveys to gauge employee satisfaction
Transparent sharing of company-wide eNPS scores
Has employee-led culture committees
Offers an Employee Assistance Program (EAP)
Offers company-sponsored outings
Offers Employee Resource Groups
Offers wellness programs
Mental Health and wellness initiatives through Teale
Provides opportunities to volunteer in the local community
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
Documented operating principles
Documented policies and procedures to protect employee privacy and data
Hosts in-person revenue kickoff meetings
Implements team-based strategic planning
Leadership encourages open, transparent debate
Leadership is transparent and communicative
Mistakes are treated as learning opportunities
Policies promote a low-ego, team-driven culture
Prioritizes mission-driven work in decision-making processes
Prioritizes real-world impact of work in decision-making processes
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
Async-friendly policies, culture that encourage work flexibility
Established expectations for communication between time zones
Flexible work schedule is defined with set expectations for start times, working hours and availability
Offers a remote work program
Provides work from home flexibility
Utilizes a flexible work schedule
Utilizes a full-time remote friendly model
