Caxy
What's It Like to Work at Caxy?
Frequently Asked Questions
Job satisfaction at Caxy is supported through clear growth paths, competitive pay and bonuses, supportive managers, meaningful work, schedule flexibility that aims to reduce day-to-day stress. Leadership reinforces this by hosting monthly lunch listening sessions, investing in mentorship and training programs, seeking feedback quarterly, empowering operations/HR to monitor satisfaction, and adjusting policies when issues surface.
Caxy reported that (87.6% of employees are satisfied with their jobs in 2025; it maintained an internal engagement rate of 91%; it achieved an average employee tenure of 5 years), demonstrating strong day-to-day satisfaction, employee commitment over time, and confidence that the work is rewarding. Additional signals include recognition in the 2025 Chicago Sun-Times Top 25 Best Workplaces in Chicago for employee experience; Built In coverage highlighting job satisfaction at the company; inclusion in Built In’s Best Places to Work award in 2024, which honors companies with positive employee feedback on culture, benefits, and flexibility).
Optional Triage: While some employees previously raised concerns about heavy workloads, more varied training, and desires for different bonus structures -- leadership introduced new roles with greater clarity, formal onboarding processes, formal career trajectories, and official mentorship programs in 2022. These are now revised annually. This improved current satisfaction scores continually, reassuring employees that leadership listens.
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 places greater emphasis on meaningful, high-impact work that shapes outcomes than on roles with lighter expectations.
- Caxy emphasizes a culture where top performers are clearly recognized and rewarded, though that means high standards and regular performance conversations.
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
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What People Are Saying About Caxy
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Work-Life Balance: Policies emphasize 40-hour weeks, no “crunch time,” guilt-free vacation, and a hybrid setup. Leadership states a willingness to end client relationships that would push teams into unsustainable hours.
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Team Support: Colleagues are portrayed as caring, collaborative, and quick to show up for each other, fostering camaraderie and belonging. Cultural messages highlight celebrating wins and striving to be 1% better daily.
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Career Growth: Employees describe rapid skill development, voice in architecture/tech choices, and exposure to multiple complex projects each year. Structured options like mentorship, training, and conferences are cited as supporting advancement.
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.
