Foundry for Good
Foundry for Good Benefits Overview
Foundry for Good is known for attracting and retaining top talent from prestigious universities with strong professional experience who work hard, are well compensated, and receive strong benefits.
Work-Life Balance + Wellbeing
Offers company-sponsored outings
Our US-team has regular recurring outings such as sip-and-paint, zoo nights, goat yoga, etc. Our PH-team has a paid week-long team retreat, with a mix of work and social outings.
Provides opportunities to volunteer in the local community
7 different forms of employee giving to support donations, volunteering, nonprofit board-service,
Offers generous PTO
Our typical US-based and PH-based team members love how they receive a total of 47 days of PTO (vacation, sick, holiday & life leave). Accumulation start on Day 1 of being a full-time team member.
Provides paid sick days
Provides bereavement leave
Team members receive between 3-10 days of bereavement depending on the relationship.
Provides paid holidays
Offers a flexible time off policy
Career Growth + Development
Provides continuing education stipend
Provides structured onboarding for new employees
All of our roles have a dedicated training program. For some of our roles, we have a full summer start class which consists of full-time paid training for 30-60 days.
Provides opportunities to take on expanding responsibilities
Encourages knowledge sharing and cross-functional collaboration
Managers hold regular development check-ins
Team members have weekly 1-on-1s with their manager along with annual performance/development conversations as well as a mid-year check-in
Hosts Lunch and Learns
Our team is regularly hosting lunch and learns so individuals get broad exposure to the full company's initiatives as well as skill-based growth opportunities such as AI skill development
Provides structured early-career growth opportunities
Supports employee-driven initiatives, not just top-down priorities
We're consistently sourcing ideas from employees using two structured approaches. (1) What should we Start/Stop/Keep doing? (2) What should we do to to increase revenue, decrease costs, or save time?
Provides training support and resources for AI adoption
We've hired a dedicated AI-Enablement coach for broad team-wide training and to support specific team-member led initiatives.
Promote from within
100% of both our US & Philippines Managers and Directors started out as individual contributors, many as fresh grads straight out of college.
Regularly scheduled promotion review cycles for employees
Annual performance reviews with a shorter mid-year check-in.
Prioritizes promotion advancement based on impact
Tenure doesn't play a role in promotions, we're 100% focused on impact, results, and potential regardless of age, experience, or tenure.
Compensation + Benefits
Offers dental insurance
US Team Members: Provided via the company with both team members and the company paying part of the cost. PH Team Members: Stipend provided.
Offers vision insurance
US Team Members: Provided via the company with both team members and the company paying part of the cost. PH Team Members: Stipend provided.
Offers health insurance
US Team Members: Provided via the company with both team members and the company paying part of the cost. PH Team Members: Stipend provided.
Offers immediate health care coverage on employee start date
All health insurance or healthcare stipends start on Day 1 (Full-time)
Offers charitable contribution matching
All employees have access to our matching gift program as well as 6 other forms of employee charitable giving programs such as volunteer grants, board service grants,
Provides home-office stipend for remote employees
Offers competitive compensation and rewards package
We aim to be in the top 10% of pay in local markets, and in some cases the top 1-3% of compensation based on experience and historical applicant performance.
Offers top-of-market total rewards package
Team members often fall into the top 1-3% of total comp for the local market when factoring in historical academic & professional performance as well as career experience.
Provides pay transparency
Nearly all of our jobs list compensation levels on the job listing.
Defined commission tiers and policy for applicable employees
Our sales team members have 100% clarity into our commission structure, both as existing team members as well as at the offer stage.
Geographic pay differences are clearly defined and explained
Compensation for roles are nearly always listed in the job postings.
Company Culture
Has a diversity manifesto
Has a highly diverse management team
More than 70% of the company's leadership team are women with a mix of managers in the US & Philippines.
Has a documented equal pay policy
Foundry for Good's hiring and compensation is entirely performance-based. Leadership and managers receive training on our compensation approach.
Mean gender pay gap is below 10%
In a recent comp study, Foundry for Good found no difference in compensation by gender.
Offers a remote work program
US-team members - Hybrid with 2 days in our Atlanta office PH-team members - Fully work-from-home, except for 1 week per year for our retreat and select team members leading/joining recruiting events.
Allows work from home occasionally
US-team members - Hybrid with 2 days in our Atlanta office PH-team members - Fully work-from-home, except for 1 week per year for our retreat and select team members leading/joining recruiting events.
Provides work from home flexibility
US-team members - Hybrid with 2 days in our Atlanta office PH-team members - Fully work-from-home, except for 1 week per year for our retreat and select team members leading/joining recruiting events.
Utilizes a full-time remote friendly model
US-team members - Hybrid with 2 days in our Atlanta office PH-team members - Fully work-from-home, except for 1 week per year for our retreat and select team members leading/joining recruiting events.
In-office days / expectations are defined
US-team members - Hybrid with 2 days in our Atlanta office PH-team members - Fully work-from-home, except for 1 week per year for our retreat and select team members leading/joining recruiting events.
Established employee awards to honor work and contributions
Company or teams have recognition rituals for individual work
Hundreds of bravos (recognition moments) are sent each month from managers/leaders/team members to other individuals across the company for their strong contribution
Managers offer consistent feedback loops
Managers give public shoutouts and celebrate employee milestones
At our monthly all-hands meetings, we're highlighting multiple team member accomplishments across all areas of our companies.
