What's the Company Culture Like at GSTV?

Key Insight for Candidates

• Authentic & Consistent Values: The culture is explicitly anchored to values like Social Accountability and Valued Actions, reinforced by using the network for public-good messaging with partners such as NCMEC, FEMA, and the CDC. Community impact is positioned as part of how the company operates, creating a purpose-oriented cultural identity.
• Collaborative & Supportive Culture: Colleagues are often described as an “amazing team and coworkers,” suggesting day-to-day support and strong peer relationships. Teamwork and the idea of contributing at all levels are repeatedly emphasized as cultural norms.
• People-First Culture: Flexibility is embedded through hybrid/remote options and people practices like generous PTO and wellness-oriented time off such as company-wide days off. Tuition reimbursement and related benefits also signal investment in employees beyond immediate work output.

• Consistent Leadership & Role Clarity: Leadership is characterized as uneven, including claims of “poor leadership” and leaders lacking the skills needed to scale effectively. There is also a perception that leadership primarily listens to themselves, which can weaken trust and alignment.
• Low Morale & Disengagement: A weaker “sense of belonging” is called out as an area needing improvement, implying that connection and inclusion may not be consistently felt across teams. Limited energy from day-to-day work tasks is also cited as a concern.
• Knowledge Hoarding & Limited Learning: “Ability to learn new things” is identified as an improvement area despite stated commitments to continuous learning. Feedback cadence described as infrequent can further reduce development clarity and ongoing coaching.