What's the Company Culture Like at Mirakl?

How does Mirakl help team members recharge during the holiday season?

At Mirakl, we place great importance on ensuring our employees can fully enjoy the holiday season. We encourage them to take advantage of this time to step away from work, focus on their loved ones and recharge. To make the season even more special, we also organize a large year-end celebration, bringing everyone together to reflect on the year’s successes and share a moment of conviviality. 

Additionally, in the United States, we offer more paid time off than the industry average, providing employees with the opportunity to truly rest and disconnect. As a French company, we also emphasize the right to disconnect, a value reinforced by our top managers, who set an example by fully delegating responsibilities and refraining from responding to emails while on vacation. These initiatives ensure our teams feel supported in achieving a healthy balance between work and personal life.

Why is this support important from a work-life balance perspective?

Prioritizing time for employees to recharge during the holidays reflects our dedication to fostering well-being and balance. This season is an opportunity for our teams to focus on what matters most — family, friends and personal moments — without the stress of work demands. Events like our year-end celebration further reinforce a sense of connection and community, ensuring everyone feels valued and supported both in and outside of work. 

In a company with strong ambitions, maintaining a work-life balance is critical to keeping our teams engaged and motivated over the long term. To support this, we require managers to discuss work-life balance with their teams twice a year, providing a structured opportunity to address concerns and find solutions tailored to individual needs.

What kind of feedback has your team received regarding this support during the holiday season? How has it positively impacted employees? 

Our employees have shared how much they appreciate these initiatives, describing them as meaningful ways to end the year on a positive note. For example, the year-end celebration has become a highlight for many, with employees emphasizing how it strengthens bonds across teams and provides a sense of accomplishment and gratitude as the year wraps up. 

In the United States, employees have expressed their gratitude for the additional time off, which allows them to fully enjoy the holiday season with their families. Likewise, the emphasis on the right to disconnect has been well-received across all regions, as it empowers employees to prioritize their well-being. As a company that values commitment and excellence, we recognize the importance of taking a step back to recharge and reflect. These moments of rest and disconnection are essential for our teams to return energized, motivated and ready to embrace the challenges of 2025 with confidence.

Give us a snapshot of your performance review process. How often do they occur, and who is involved in the process?

Performance reviews at Mirakl happen twice a year, setting the foundation for our talent management strategy. The mid-year check-in launches each July, where employees complete self-reflections on their first-half achievements and growth areas. Managers provide feedback through one-on-one career discussions that conclude by August, establishing goals for the rest of the year. The annual talent review begins in December as a comprehensive evaluation of the full year. Employees complete self-assessments that rate their expertise and embodiment of Mirakl’s core values, while managers prepare parallel evaluations. A global calibration ensures consistent standards across the organization.

Final ratings reflect the full year’s performance against Mirakl’s expectations and determine outcomes, including promotions and compensation adjustments. Our performance review strategy is executed globally by the people team, with managers and stakeholders playing a major role. Together, we create opportunities for growth, feedback and career development, guiding every Mirakl employee’s journey.

How does your performance review process ladder up to Mirakl’s culture and/or mission?

Our performance review process is core to Mirakl’s DNA and directly supports our mission to revolutionize online business. Our bi-annual review framework focuses on expertise — the “what” — and Mirakl’s values — the “how” — connecting individual performance to the core of our culture. Mirakl’s mission and performance review strategy share a foundational principle: transforming complexity into clarity through systematic processes that drive sustainable growth and success.

Mirakl's Core Values

• “Get Things Done: When challenges arise, employees roll up their sleeves and find creative, pragmatic solutions that turn big visions into practical steps.”
• “Go Above and Beyond: Team members never settle for ‘good enough,’ pushing themselves out of their comfort zones to deliver exceptional results.”
• “Satisfy and Empower Clients: Every employee becomes a trusted partner who listens, understands their clients’ unique challenges and empowers them with solutions that drive real success.”
• “Work Hard Together: No one works alone; teammates support each other, share honest feedback and celebrate diverse perspectives while achieving ambitious goals together.”

What kinds of positive results do you see from your performance review process?

Mirakl’s performance review process serves as a strategic catalyst that drives both individual and organizational success through comprehensive talent optimization. By systematically checking that we have the right talent in the right roles, the process ensures our workforce is strategically aligned to achieve ambitious goals while delivering accurate, actionable performance feedback that empowers employees to excel. 

The dual-cycle approach promotes continuous development throughout the year, creating meaningful opportunities to discuss career evolution needs and map out advancement pathways that benefit both the employee and the organization. Through structured goal-setting conversations, employees establish clear objectives that directly connect their personal growth to Mirakl’s broader mission, while the calibrated compensation review process ensures fair recognition of contributions across our global workforce. Ultimately, this comprehensive approach ensures Mirakl’s collective success by making every team member feel genuinely valued and invested in, creating an engaged workforce that’s equipped to drive the transformative growth that defines our marketplace leadership.

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

From the very beginning, what stuck out the most was the incredibly welcoming group of people I talked to. Often, interview processes can feel transactional or rigid, but this was different. From my first phone screen to the final meeting with the chief of staff to the CEO, every interaction felt genuine and sparked a sense of connection.

During the hiring process, I met with seven different team members and I walked away from each conversation impressed. It wasn’t just about the technical skills or the roles we were discussing; it was the quality of the dialogue. I left those interviews knowing I could potentially be working with an incredibly talented group of people who truly want to work together to succeed.

That collaborative spirit was the ultimate “selling point” for me. It’s one thing to hear about a supportive culture in a pitch, but it’s another to feel it across multiple conversations. Now that I’m here, I can say for certain that what I experienced during the interview process is exactly how it’s felt since day one. The transparency and warmth I saw as a candidate weren’t just for show — they are the foundation of how this team operates every day.

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

Our office has a hybrid policy that strikes a good balance; we have the space to collaborate in person while maintaining the flexibility that modern work requires. This sense of community isn’t limited by geography either. I talk to individuals in our Paris and New York offices as well as remote coworkers every day. There is a real sense of connection maintained through intentional meetings and Slack, even when we’re physically far apart.

Since joining, I’ve seen firsthand how the company prioritizes bringing people together. We’ve held multiple “all hands” meetings to celebrate wins across all teams as well as Q&As whenever an executive is visiting the office. We also gave back to the local community through volunteering opportunities during the holiday season.

On a weekly basis, the people team does a fantastic job scheduling in-office lunches. These aren’t just quick meals; we all sit down together to get to know each other on a personal level. That is the biggest thing that has stood out to me about the culture — the genuine sense of community that makes everyone feel like they belong.

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

Leadership is always open to conversations and mentorship, providing direct access to senior guidance. We supplement this through lunch-and-learns with executives, where we dive into company strategy and industry trends.

There are plenty of opportunities to raise your hand for projects outside your typical job description. This fluidity allows you to build new skills and explore different areas of the business in real-time. It ties directly back to our “go above and beyond” value — if you’re hungry to take on more, the platform is there for you to actively shape your own career path.