What's the Company Culture Like at Edmunds?

How did your engineering team culture support the successful creation of this new product or feature? 

Our engineering team’s culture has been instrumental in the successful creation of this new product feature. Rooted in autonomy, learning from failures, rapid iteration, collaboration, ownership and continuous learning, our culture has shaped our approach to problem-solving and innovation.

The response to a challenge we faced during the first implementation phase highlighted our culture in action. We incorporated a vendor solution into our architecture but soon identified that it created a maintenance overhead that wouldn’t scale as needed for our project. The autonomy our team enjoys led to a proactive search for alternatives. The decoupled architecture of our system supported this exploration. A “battle-hardened” framework used by another department was identified as a promising replacement for the vendor solution. 

This example highlights the culture of reuse and cross-departmental collaboration that we nurture and emphasizes the power of a supportive and dynamic team culture. It’s not just about our technology or tools but about how we work together, take ownership, learn from failures and help each other grow. That’s the real driving force behind our success.

What stuck out to you the most about Edmunds’ culture during the hiring process, and what was it specifically that convinced you to join?

What stood out to me immediately was how exceptional the hiring experience was; honestly, it was the best interview experience I’ve ever had. Communication was fast and clear, which already reflected a culture of transparency, urgency and simplicity.

What really convinced me, though, was the consistency. Every person I spoke with described the company’s values — transparency, resourcefulness, urgency, simplicity and togetherness — in the same authentic way, and you could see those values in action during the process itself. The conversations felt collaborative, open and human, not transactional.

I was also genuinely impressed by how long people have been at the company and how engaged and excited they are about their work, which says a lot about the culture. Just as important, the team made a real effort to make sure it felt like the right fit for me, reinforcing that sense of togetherness. Combined with a strong focus on innovation, a modern tech stack and continuous improvement, it quickly became clear this was a place where I could thrive, grow, contribute, and do meaningful work. That’s what made the decision to join Edmunds feel easy.

How does the company culture encourage peers to connect with each other either virtually, in person or both?

The company culture truly encourages connection in thoughtful and inclusive ways, whether people are in the office or working remotely. One great example is “Together Tuesdays,” which happens biweekly and brings people into the office for lunch, a great way to connect across teams.

Edmunds also organizes a summer party and a winter holiday party to get together and have fun, and what I appreciate is how inclusive they are. For example, the holiday party also included a virtual game event so people who couldn’t attend in person could still get together and feel part of the experience.

On the team level, there are plenty of opportunities to connect more deeply. The tech and product teams attended a tech conference together earlier this year, which not only gave everyone a chance to meet face-to-face but also reinforced how much the company values innovation and knowledge-sharing. Teams also regularly organize smaller get-togethers like dinners, happy hours or even bike rides, which helps build real connections beyond day-to-day work. Overall, the culture makes it easy and natural for people to form bonds in ways that feel genuine and fun.

What opportunities are available for employees to level up their careers?

At Edmunds, there’s a strong emphasis on helping employees level up their careers. There are many opportunities to grow, from hackathons that create space to solve real consumer needs to learning events focused on development and skill-building. The company also hosts development sessions and education events where teams showcase their work.

A few initiatives that stand out: The new Driver’s ED badging program, which allows employees to become “licensed” in key focus areas for the company, from leadership to cultivating well-being. It combines formal learning sessions and lunch-and-learns with internal and external leaders and hands-on stretch assignments, which makes the development experience both practical and impactful. Another unique opportunity is TEDxEdmunds, where employees develop storytelling and public-speaking skills and present their ideas to the company on a TEDx stage.

On a personal level, my onboarding experience reflected this commitment to growth. There was a strong focus on mentorship, and it was ensured I had the context, tools and resources to succeed. Overall, Edmunds creates an environment where it’s easy to grow, explore new ideas, and do meaningful work.