Braze Career Growth & Development

Braze supports skill development through a combination of structured learning programs, mentorship, hands-on experience, and investment in both internal and external education.

• Structured learning programs for all career stages: Braze’s Insights Discovery program provides a globally inclusive psychometric assessment and training experience used across onboarding, team development, and leadership training. Approximately 60% of employees participate in at least one Insights program, reflecting strong engagement in structured learning.
• Global mentorship and peer learning: The Forging Mentorship program connects employees across regions and roles, with multiple cohorts each year involving hundreds of participants. This enables employees to learn from peers, gain new perspectives, and develop both technical and professional skills through guided relationships.
• Annual learning stipend for external development: Braze provides an annual individual learning stipend that employees can use for courses, certifications, and professional development programs. Employees have used this funding for opportunities such as leadership programs, coding camps, and project management certifications, allowing for personalized skill-building.
• Hands-on learning through internal mobility: Programs like EDGE (Employee Development Through Growth Experiences) allow employees to gain new skills by working on cross-functional projects. Participants receive on-the-job training and curated learning paths (e.g., via LinkedIn Learning), enabling practical, experience-based skill development.
• Learning embedded in day-to-day work: Employees develop new skills through cross-functional collaboration on real projects. For example, product teams work across design, engineering, analytics, and marketing to build features, while sales and alliance teams collaborate globally on strategy and execution—providing continuous, real-world learning opportunities.
• Knowledge-sharing culture and peer-led learning: Braze encourages internal knowledge sharing through lunch-and-learns, “Braze Passions” sessions, and interest-based Slack channels, where employees can teach others about topics they care about. This creates informal but valuable opportunities to build new skills and broaden perspectives.
• Training and development for leadership growth: Braze offers targeted leadership development programs for both new and experienced managers, along with onboarding and coaching support for employees transitioning into leadership roles. This ensures skill-building continues as employees advance.
• Strong participation and feedback-driven improvement: Braze achieved 100% employee participation in compliance training, and its learning programs are continuously refined using employee feedback and competency models, ensuring relevance and effectiveness. 

Bottom line: Braze supports skill development through a blend of structured programs, mentorship, hands-on experience, and flexible learning resources—creating an environment where employees can continuously build new skills and grow in their careers.

Braze offers structured mentorship, leadership coaching, and informal support systems that help employees grow through guidance, feedback, and cross-functional learning.

• Global mentorship programs: Braze’s Forging Mentorship program is a formal, company-wide initiative that connects employees across regions and roles. The program runs multiple cohorts each year with hundreds of participants, enabling employees to receive guidance, share knowledge, and build relationships that support career and skill development.
• Inclusive and identity-based mentorship opportunities: Mentorship at Braze is designed to be inclusive, with options for ERG preference-based matching, allowing employees to connect with mentors who share similar backgrounds or experiences. This helps foster deeper connection, belonging, and personalized support.
• Leadership development and coaching: Braze provides structured leadership training programs for both new and experienced managers. Employees transitioning into management roles receive onboarding, formal training, and ongoing coaching from their managers, including shared frameworks and real-time guidance to help them succeed.
• Manager and peer support: Employees benefit from strong day-to-day coaching through their managers and teams. New managers, for example, are supported through cohort-based onboarding and informal coaching from leaders, creating a built-in support network while learning new responsibilities.
• Mentorship through hands-on programs: Programs like EDGE (Employee Development Through Growth Experiences) provide mentorship in a practical setting, where participants receive guidance from project coaches while working on cross-functional initiatives. This combines mentorship with real-world skill development.
• Collaborative learning and knowledge-sharing culture: Beyond formal programs, employees receive coaching through collaboration, cross-functional work, and peer-led initiatives like lunch-and-learns and “Braze Passions” sessions. These create opportunities for employees to both learn from others and share their own expertise.
• Feedback-driven development approach: Braze uses competency models and ongoing feedback loops to guide development and coaching efforts. This ensures mentorship and training programs evolve based on employee needs and career goals. 

Bottom line: Mentorship at Braze is structured, inclusive, and embedded in everyday work—combining formal programs, leadership coaching, and peer collaboration to help employees grow, build relationships, and advance their careers.