GameChanger

HQ
New York
260 Total Employees
182 Product + Tech Employees
Year Founded: 2009

What's It Like to Work at GameChanger?

Updated on August 31, 2026

GameChanger Employee Perspectives

This organization is not afraid to evolve, take risks and fail. We’re not complacent — the team does a great job of constantly pushing ourselves to make GameChanger better and reach more audiences. 

GameChanger Employee Reviews

We set a high bar for our engineers. We think holistically about what our product and users need. We empower our engineers to continue learning and support opportunities to learn inside and outside of the office.

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Matt, Engineering
Matt, Engineering

Our culture allows us the freedom to fail — this creates room for more creativity, out-of-the-box thinking, and bold ideas. We encourage each other to ask tough questions and to always advocate for our customers

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Kyleigh, Marketing
Kyleigh, Marketing

We’re experiencing high growth and to be successful in this environment teammates are empowered to take initiative and make a real impact. GameChanger champions having a bias for action and a team player mindset.

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Kaila, People & Operations
Kaila, People & Operations

What People Are Saying About GameChanger

  • Mission & Purpose: Work centers on building tools used at scale by youth teams and families, making day-to-day efforts feel meaningful. Coverage across millions of amateur games reinforces visible, real-world impact.
  • Work-Life Balance: The company presents a remote-first setup across the U.S., flexible schedules, unlimited PTO, mental health resources, and generous parental leave. Materials also encourage employees to unplug to prevent burnout.
  • Market Position & Stability: Operating within DICK’S Sporting Goods since the 2016 acquisition provides resources and runway. Investor materials continue to reference GameChanger as part of the parent’s portfolio, signaling ongoing backing.

GameChanger's Awards

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GameChanger's Benefits

Established employee awards to honor work and contributions

Quarterly engagement surveys to gauge employee satisfaction

Documented career progression frameworks

Documented internal promotion policy

Promote from within

Provides customized development tracks

Engineering team utilizes pair programming

Hosts in-person all-hands meetings

Implements team-based strategic planning

Open office floor plan to encourage communication and collaboration

Uses an OKR operational model to clearly define goals and priorities

Utilizes an open door policy that encourages accessibility

Offers a remote work program

Utilizes a flexible work schedule

Utilizes a hybrid work model

Utilizes a summer hours schedule