Caxy
What's It Like to Work at Caxy?
Frequently Asked Questions
Job satisfaction here comes down to a few things we take seriously: work that's actually interesting, teammates who show up and contribute, and enough trust to let people own their work instead of micromanaging it. We keep meetings tight and purposeful and protect time for focused work, so people spend their energy on the work itself. Add in transparent goal-setting and real flexibility, and the result is a place where people know what's expected of them and have room to do it well.
We'd like to think so, and we try to build the kind of place people actually want to stay. We've got a handful of boomerang employees, people who left and came back, which says more about the culture here than almost anything else could. We're not perfect, but we work hard to make sure people feel supported, challenged in the right ways, and like their work actually matters.
Caxy has built a reputation, especially in Chicago's tech and consulting scene, as a place where people are treated like adults and trusted to do good work. Built In named Caxy to its 2024 Best Places to Work Awards, and Clutch has ranked Caxy among Chicago's top web development and custom software development companies. We've been around since 1999, which in this industry means we've had time to figure out what sustainable actually looks like instead of chasing every trend.
We're a mid-sized consultancy, not a massive corporation, so people who thrive here tend to like variety and don't mind wearing a few hats. Client work means priorities can shift with a project's needs, and being hybrid means some collaboration still happens in person, so being fully remote isn't the setup for everyone. We try to be upfront about this: if you want a huge company with rigid, siloed roles, Caxy probably isn't it. If you want meaningful work, real ownership, and a team that has your back, that tradeoff tends to be worth it.
At the end of the day, we want Caxy to be a place people are proud to work, not just a place they show up to. That starts from day one. Onboarding here has a more human touch than what you'd get at a bigger company. You're not just a name working through a checklist, people actually take the time to get you set up and feel like part of the team. That same intention carries through in being honest about what the job actually involves, backing that up with real structure around workload and flexibility, and building a culture where people feel like they belong. We're still growing and still improving, but the intent behind how we operate hasn't changed since 1999: do good work, treat people well, and don't lose sight of either one.
Caxy's Candidate Tradeoffs
If you’re weighing whether Caxy is the right fit, these are the core tradeoffs to consider.
- Caxy emphasizes minimal micromanagement and high trust, giving employees space to make decisions and move quickly, though that model favors self-directed, intrinsically motivated contributors.
Caxy Employee Perspectives
What drew you back to Caxy as a boomerang employee?
I knew I wanted to return to Caxy before I left. I left for a contract job that I knew was not a permanent position and only for around a year. It was a great learning opportunity for my personal development and a reminder of all the things I love about Caxy that you don’t get at other jobs — like the feeling of camaraderie and investment into individual growth.
Since returning, what are you most excited to have back in your professional life?
I have many close friends from my first stint at Caxy and my new stint. I love having that back! I have formed many close relationships, some of which will undoubtedly last a lifetime, even since my return. This tells me that this is a Caxy thing because Caxy hires good people who are interested in working together and care for each other.
What advice would you offer leaders who wish to create the type of workplace that draws former employees back?
The amount of internal growth cannot be overlooked or overstated. The company’s trajectory has been on an upward trend for half a decade now in terms of company size and client base. Also, when you come back to Caxy you demonstrate your personal investment in the company, and that does not go unreciprocated.
Caxy Employee Reviews
.png)
What People Are Saying About Caxy
-
Work-Life Balance: Work-life balance is presented as a core norm with 40-hour weeks, discouraging “crunch time,” avoiding midnight deployments, and encouraging real PTO use. A hybrid cadence (remote Mondays/Fridays and midweek in-office collaboration) and willingness to set client boundaries support sustainable hours.
-
Autonomy: Autonomy is emphasized through employee ownership of architecture, technology choices, and project direction within a high-trust, low-micromanagement culture. This structure favors individuals comfortable operating independently and making decisions.
-
Learning & Development: Learning & Development is highlighted via mentorship, regular check-ins and reviews, professional-development funds, and access to conferences and training platforms. Diverse, complex client projects provide breadth that accelerates growth and helps skills reach production.
Caxy's Benefits
Company or teams have recognition rituals for individual work
We have weekly shoutouts for people being excellent examples of our values. These are done in public channels on Fridays. Monday our Caxy Person of the Week is selected and gets $100.
Employee feedback used to shape policies and strategy
We take survey feedback in the 2nd and 4th quarters and work the 3rd and 1st quarters to implement the feedback defined. Meetings before and after help with the company so they can see their impact
Encourages autonomy and ownership from employees
We have team leads that guide products, epic owners that are leads over core features to train leadership, a dev lead in training program, and our mentorship program called PAC.
Established employee awards to honor work and contributions
We have the annual Caxys that give awards to our MVPs and our greatest examples of our values, delivery, and growth.
Managers give public shoutouts and celebrate employee milestones
We give weekly shoutouts for incredible work, have special parties called caxyversaries, and name new processes after people that came up with them. Some awards are named after them, too.
Managers offer consistent feedback loops
Mentors provide feedback bi-weekly, managers have checkins at least monthly, we have semiannual reviews, and there is a monthly lunch 1:1 employees can opt into each month.
Provides modern technology across teams
We are a tech company. We use the Mac products, slack for communication, figma for design, AI tools as approved, JIRA, Zoom, Google Suite, Loom as needed, note taking tools, and conference technology.
Provides resources to build team camaraderie
We have regular dev meetings, weekly leadership meetings, slack channels specialized with different info, donut 15-minute chats scheduled, welcome lunches, and big caxyversary celebrations.
Quarterly engagement surveys to gauge employee satisfaction
We send PTAR surveys (Project, Team, Accounts, and Recognition) every other quarter and then work that feedback in the off-quarters to improve. We also request annual feedback on our executive leaders
Transparent sharing of company-wide eNPS scores
We collect these scores a couple times a year and we have a company meeting to discuss them when we roll out. Sometimes we publish that content online as well.
Documented career progression frameworks
We use PAC plans and development tracks in mastery and leadership to make it clear how you progress. Our roles are numbered for progressions as well.
Documented internal promotion policy
We require that all roles (except sales) are made available for internal employees to apply. These are communicated in all-hands or through management feedback.
Documented path to leadership development
Posts new positions internally and encourages employees to apply
Prioritizes promotion advancement based on impact
Prioritizes promotion advancement based on long-term contribution
Promote from within
Wherever possible and practical for the business, we promote from within. 90+% of our leadership positions are held by folks that were promoted from within.
Provides customized development tracks
We have custom PAC plans (performance, accountability, commitment) mentorship programs for all team members that want them. Our technical team members sign up for mastery or leadership tracks.
Regularly scheduled promotion review cycles for employees
We assess roles at least every 12 months.
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
This is one of the first things seen and signed by employees.
Engineering team utilizes pair programming
Hosts in-person all-hands meetings
In Person and Online. Sometimes this is remote.
Hosts in-person revenue kickoff meetings
Through our EOS plan, leadership is involved in revenue meetings. On projects, all team members are involved in revenue and profit conversations about specific projects.
Implements team-based strategic planning
Leadership encourages open, transparent debate
Leadership is transparent and communicative
Mistakes are treated as learning opportunities
Open office floor plan to encourage communication and collaboration
Policies promote a low-ego, team-driven culture
Promotes a people-first, social culture
Promotes a strong in-person office culture
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
Allows work from home occasionally
We are always home Monday and Friday. We expect folks in office at least 2 days a week Tuesday through Thursday unless your role or performance requires 3 days a week.
Async-friendly policies, culture that encourage work flexibility
We expect folks that are working a skewed schedule have 5 hours of cross-over with employees so most hours are still shared and available.
Defined boundaries around off-hours communication
We allow people to set notifications to what works for them after-hours. We use scheduled messages where possible but people can send when needed.
Defined working hours and availability expectations
Documented overtime policy
Most employees are exempt. Those that are not have an overtime policy that is documented in our handbook.
Established expectations for communication between time zones
We all operate based on a 9-5:30Central time.
Flexible work schedule is defined with set expectations for start times, working hours and availability
In-office days / expectations are defined
Offers a remote work program
Some employees are fully remote but most of our team works hybrid. We work from home Mondays and Friday. You must be in office 2 or 3 days a week Tuesday through Thursday.
Provides work from home flexibility
Utilizes a flexible work schedule
Employees work in office 2 days a week between Tuesday-Thursday. We have early Fridays and flex schedules to start anytime between 8-10AM and work 8 hours from that date. FLEX and WFH also exists.
Utilizes a full-time remote friendly model
On rare occasions or for existing employees who have a proven, long-term record of excellence -- permanent remote exists.
Utilizes a hybrid work model
Utilizes a summer hours schedule
We have Early Fridays all year. If you have earned 40 hours by 1PM or any time after on Friday and projects are healthy --- you are able to leave early.
