Rokt

Job satisfaction at Rokt is supported through clear career growth paths, competitive compensation (including quarterly bonuses and equity), supportive managers who provide regular feedback and recognition, meaningful work tied to our mission of unlocking value in the Transaction Moment™, flexibility (including hybrid work options), and comprehensive benefits designed to reduce day-to-day stress.

Leadership reinforces this by regularly reviewing engagement survey results, hosting listening sessions, investing in employee-driven programs (like internal mobility and apprenticeship), assigning People Partners to support professional development, and adjusting policies when issues surface.

Rokt maintains an internal promotion rate above 10% annually—well above industry averages—and our average employee tenure is growing, reflecting strong day-to-day satisfaction and employee loyalty. We’ve also been recognized by Built In as a Best Place to Work, highlighting our culture, benefits, and flexibility.

While some employees previously raised concerns about heavy workloads and role clarity, leadership introduced workload balancing programs, clear role frameworks, and manager recognition training in 2025, which have improved satisfaction scores and reassured employees that feedback is heard and acted on.

Employees at Rokt say they would recommend it as a workplace because of our supportive, high-performance culture; clear career growth paths; competitive compensation and equity; flexibility (including hybrid work and global mobility); and a meaningful mission focused on unlocking value for customers and partners. Our values—like “Smart with Humility” and “Better Together”—are embedded in daily work, making collaboration and learning a core part of the experience.

Rokt maintains an above-industry promotion rate (over 10% annually), a growing average tenure, and a strong employee referral program—demonstrating that Rokt’stars see this as a place worth joining and staying. We’re proud to have been recognized by Built In as a Best Place to Work, and our positive reviews highlight our culture, benefits, and flexibility.

While some employees have raised concerns about workload and career clarity in the past, leadership responded with improved flexibility programs, clarified career pathways, and enhanced benefits in 2025—actions that have improved satisfaction and reinforced Rokt as a company employees are proud to recommend.

Rokt is recognized as an innovator and top employer in the tech and eCommerce space—a place where people want to work, known for its supportive culture, strong benefits, and commitment to growth. In 2025, Rokt was ranked #9 on Fortune’s Best Places to Work in Advertising and Marketing, and we’re proud to be included in Built In’s Best Places to Work award. Our positive reviews on platforms like Glassdoor and Indeed reflect our focus on employee experience, flexibility, and career mobility.

Our reputation is reinforced by leadership’s investment in workplace experience, from regular engagement surveys and listening sessions to actionable programs that address employee feedback. We continuously adapt our policies and benefits to meet the needs of our team and maintain a culture where everyone can thrive.

While some reviews have highlighted challenges around workload and growth pace, we’ve responded with new capacity planning, onboarding support, and clearer policy documentation in 2025—helping stabilize external scores and reassure employees about our direction

At Rokt, one tradeoff employees experience is that our fast-paced, high-growth environment means people sometimes wear many hats and may face resource constraints. During peak periods, workloads can be intense, and decision cycles may be slower when cross-functional input is needed. To address these challenges, managers hold regular check-ins to rebalance workloads, leadership provides recharge days and wellness programs during busy stretches, and the company has introduced async-first communication frameworks and clear ownership maps to reduce bottlenecks and bottleneck risk.

This tradeoff is balanced by major strengths, including strong work-life flexibility, competitive pay and benefits, innovative technology, a supportive and inclusive culture, long-term stability, and meaningful career growth opportunities. Importantly, recruiters are transparent about these realities in candidate conversations, managers discuss them openly in one-on-ones, and leaders acknowledge them in all-hands meetings—ensuring employees feel respected and prepared, not surprised.

While some employees previously raised concerns about tradeoffs being minimized, leadership responded with recruiter training, manager coaching, and open Q&A forums in 2025. Employees say these initiatives have improved preparedness, set clearer expectations, and built trust in how Rokt approaches challenges.

Rokt’s workplace is defined by a strong culture of growth, transparency, and empowerment. Employees are encouraged to be the “CEO of their own career,” with access to clear career paths, regular feedback, and opportunities for internal mobility and skill development. The company invests heavily in employee engagement through frequent surveys, listening sessions, and visible recognition programs like Values Champion and Impact Awards.

Rokt’s leadership is committed to continuous improvement, using data and employee input to shape policies, benefits, and the overall employee experience. Flexibility is built into team structures, and in-person collaboration is balanced with periods of remote work to support wellbeing and productivity.

What sets Rokt apart is its championship team mindset: high performers are celebrated, feedback is open and actionable, and everyone is expected to contribute to a positive, inclusive culture. The result is a workplace where innovation, learning, and career advancement are not just encouraged—they’re expected.

Rokt’s culture is collaborative, mission-driven, innovative, inclusive, transparent, and growth-oriented. Employees experience this daily through active Employee Resource Groups (ERGs), cultural events, value-based recognition programs, and informal team bonding like happy hours, volunteer outings, and game nights. We invest in apprenticeship and mentorship, so everyone from new grads to senior leaders is empowered to learn, grow, and give back.

Our engagement surveys consistently show strong cultural alignment and high employee loyalty. Communication is open—colleagues talk about their lives outside of work, and managers and leaders discuss culture and values openly in forums and all-hands. Leadership also funds cultural programs and responds directly to employee feedback, ensuring our culture remains authentic and visible.

Rokt’s recognition as a Built In Best Place to Work and our #9 ranking on Fortune’s 2025 Best Places to Work in Advertising and Marketing underscore our reputation for a positive, high-performing workplace.
 

Collaboration at Rokt is cross-functional, open, agile, and highly supportive. Employees point to daily use of shared tools like Google Chat, Asana, and Jira; rituals such as retrospectives, cross-team standups, guilds, and hackathons; and structured forums for surfacing concerns as proof that collaboration is part of our DNA. Clear ownership structures, async-first work norms, and embedded cross-functional squads keep projects moving and prevent bottlenecks. Shared KPIs and regular alignment meetings ensure teams across departments stay connected and focused on common goals.

Rokt’s flat structure and “player-coach” leadership model empower managers to resolve conflicts and encourage respectful dissent, while discouraging unnecessary executive interference. Leaders publish shared goals and openly discuss progress in company-wide forums, reinforcing transparency and accountability. Employees highlight that colleagues are quick to offer support, and that open communication and feedback—whether async or live—are the norm.

Employee recognition at Rokt happens through regular all-hands celebrations, digital platforms, and structured awards tied to company values—like the Values Champion and Impact Award, which spotlight individuals or teams for living our values and delivering exceptional results. Spot bonuses, swag, and milestone gifts (for onboarding, birthdays, anniversaries, and life events) are part of the recognition experience too.

Employees also highlight the importance of everyday moments: managers acknowledging work in team meetings, cross-department shoutouts that make contributions visible beyond immediate teams, and company-wide recognition from leaders. Practices like gratitude rounds and “recent wins” exercises are woven into meetings, making recognition authentic and frequent.

Leadership reinforces recognition by funding structured programs, ensuring managers recognize contributions consistently, and spotlighting employees publicly at all-hands. Recognition is also built into performance and feedback cycles, and employee survey comments regularly cite the visibility and impact of recognition at Rokt.

 

Rokt’s culture is built for high growth, innovation, and belonging. The company operates with a flat structure, wide spans of control, and minimal hierarchy, keeping leadership accessible and decision-making fast. This enables autonomy, rapid internal mobility, and a strong “builder” mindset—where every Rokt’star is empowered to own outcomes, experiment, and drive impact.

Rokt’s eight core values are central to daily work and decisions. These values guide hiring, promotions, recognition, and how teams collaborate. They are:

• Start With the Customer
• Own the Outcome
• Bias for Action
• Conquer New Frontiers
• Raise the Bar
• Smart with Humility
• Better Together
• Force for Good

The “Builder DNA” at Rokt means high performers thrive on clear expectations, trust, and the freedom to innovate. Collaboration, apprenticeship, and continuous learning are woven into the culture—helping Rokt’stars grow from within and build well-rounded, diverse teams.

AI is embraced as a force multiplier, not a replacement for ownership or creativity. Every Rokt’star is expected to be AI-literate and use technology to accelerate decision-making and unlock new possibilities.

Rokt’s culture is inclusive, global, and centered on real human connection—supported by in-person collaboration, affinity groups, and company-wide events like the annual Global Kick Off. Employees are encouraged to speak candidly, celebrate wins, and challenge ideas to make Rokt better every day.

Rokt is committed to building a leadership team that reflects its global workforce, with a focus on advancing women and underrepresented groups (URGs) into senior roles. The company supports this through structured succession planning, formal sponsorship and mentorship programs, and transparent reporting of representation metrics.

• Internal promotion rate (all levels, including leadership): Rokt aims for a double-digit annual promotion rate, well above the ~6% industry average. In high-growth years, internal promotion rates at Rokt have reached up to 18%.
• Senior roles held by individual contributors (ICs): About 30–40% of Rokt’s L5+ (senior) positions are held by senior ICs (technical experts), with the rest being people leaders. In Product & Engineering, IC representation is even higher—up to 40% of L5+ roles.
• Women and URG leadership: Rokt’s Employee Resource Groups (ERGs) are structured to increase gender, racial, and cultural representation, with executive sponsorship and dedicated resources. Current ERGs include Womxn Who Rokt, Blak’stars, Asian’stars, and others, all focused on professional development and advancing women and URGs into senior roles.
• Succession planning and sponsorship: Leadership development programs, formal sponsorship, and mentorship initiatives are in place specifically to help women and URGs progress into senior roles. Succession planning deliberately prioritizes diverse pipelines.
• Leadership structure: Rokt maintains a flat structure with broad spans of control, aiming for 2 layers between ICs and the Executive Leadership Team (ELT), and keeps senior/leadership roles to no more than 20% of the org—ensuring accessibility and a healthy talent pyramid.

Rokt’s hiring process is built on structured, objective, and bias-mitigated practices. All hiring decisions are based on merit and alignment with our values, with a strong commitment to equal employment opportunity and anti-discrimination at every stage.

• Structured Interviews & Standardized Rubrics: Every candidate faces a standardized, multi-step process: functional assessments, values interviews (Bar Raiser), and background checks. For engineering and technical roles, internal and external candidates are assessed by trained interviewers using distinct, role-appropriate assessments to ensure fairness.
• Bias Mitigation & Training: All interviewers receive training on inclusion, unconscious bias, and anti-discrimination laws. Rokt uses clear rubrics and panel decisions to remove subjectivity from hiring and promotion decisions.
• Diverse Candidate Pipelines: Rokt invests in early-career hiring programs, university recruiting, internships, and coding bootcamps to ensure a broad, diverse pipeline. The goal is for 90% of new hires to be L1–2 (early-career), with strong representation from underrepresented groups and non-traditional backgrounds.
• Equal Opportunity & Accessibility: Rokt is a global, equal opportunity employer, ensuring everyone has access to roles, promotions, and training free from discrimination or harassment. Programs are in place to support people overcoming disadvantage where appropriate.
• Transparency & Feedback: Job descriptions are transparent, and feedback is provided to all candidates at the end of the process. Internal candidates have a clear, fair path to new roles and are assessed against the same requirements as external candidates.

Rokt’s process is reviewed regularly, and new tools (like Greenhouse Inclusion and skills-based assessments) are adopted to further drive fairness and expand candidate pipelines. Any concerns about discrimination or fairness can be reported confidentially, and are treated with the highest seriousness.

Belonging and inclusion at Rokt are championed through a vibrant network of Employee Resource Groups (ERGs), Affinity Groups, and Social Clubs—each with dedicated budgets, executive sponsorship, and People team support. ERGs are voluntary, employee-led, and focus on professional development, mentorship, allyship, and advancing company-wide DEI initiatives. Examples include Rainbow Rokts (LGBTQIA+), Womxn Who Rokt, Asian’stars, Blak’stars, Rokt’Estrellas, and Neuro’stars. Affinity Groups (like Parents Who Rokt and Lox’stars) and Social Clubs (like Runners Club) further foster connection and inclusion across interests, backgrounds, and life stages.

Inclusion is also reinforced by:

• Company-wide inclusion training and respectful communication standards in all channels.
• Inclusive benefits such as gender-affirming care, floating holidays, caregiver support, and wellness stipends.
• Anonymous feedback channels and open forums for questions, ideas, and recognition.
• Visible support from leadership and regular, in-person events that celebrate diversity and connection.

Employees highlight psychological safety, the ability to bring their full selves to work, and active ERGs as daily evidence of inclusion. Rokt’s culture encourages open dialogue, continuous improvement, and shared accountability for making everyone feel welcome and valued.

Inclusion and diversity are woven into Rokt’s DNA—not just as policies, but as daily lived experience. Rokt supports a broad network of Employee Resource Groups (ERGs), Affinity Groups, and Social Clubs, each with dedicated budgets, executive sponsorship, and People team support. ERGs focus on underrepresented groups and shared identities, driving professional development, mentorship, allyship, and company-wide DEI initiatives. Examples include Rainbow Rokts (LGBTQIA+), Womxn Who Rokt, Asian’stars, Blak’stars, Rokt’Estrellas, and Neuro’stars.

Rokt’s anti-discrimination and Equal Employment Opportunity policy is clear and strictly enforced: all employment decisions are based on merit, with zero tolerance for discrimination, harassment, or retaliation. Everyone—regardless of background—has equal access to roles, promotions, and development, and programs are in place to support those overcoming disadvantage.

Other hallmarks of Rokt’s approach:

• Inclusion training for all team members and leaders.
• Inclusive benefits: gender-affirming care, floating holidays, caregiver support, and wellness stipends.
• Anonymous feedback channels and clear reporting processes for any concerns.
• Visible leadership commitment, public reporting, and accountability at every level.

The culture is built on trust, collaboration, and “Better Together”—breaking down barriers, aligning around shared goals, and celebrating diverse perspectives as a core strength.

Rokt’s inclusion philosophy: “Greatness is never achieved in isolation. The power of we will always outperform the power of me.” Inclusion, belonging, and diversity are not initiatives—they’re foundational to how Rokt’stars work, grow, and win together.

Rokt offers clear, meaningful career growth through rapid internal mobility, structured advancement, and a transparent career ladder. Promotions are based on measurable impact, not tenure, and career progression is supported by published frameworks with defined levels, competencies, and regular review cycles.

• Most open roles—especially leadership positions—are filled internally whenever possible, reinforcing a culture of promotion from within and high engagement.
• Typical time to promotion is 1–2 years for early-career roles and 2–4 years for mid-level positions, with quarterly promotion reviews for L1–L4 and semi-annual cycles for senior levels.
• Employees have access to role progression guides, formal career-pathing discussions, and a published career ladder that details expectations and competencies at each level.
• Internal mobility and cross-functional moves are actively encouraged, with formal job boards and talent rotation programs to build well-rounded skill sets and prepare future leaders.
• Managers are required to review progression annually and run talent reviews, while success stories are celebrated and shared to motivate and inspire.

This approach ensures advancement criteria are transparent, promotion opportunities are frequent, and every Rokt’star can see a clear path for growth—whether as a technical expert or people leader. Employees consistently highlight transparent advancement criteria, proactive manager support, and visible peer progression as strengths of Rokt’s internal mobility culture.

Rokt invests heavily in employee growth, offering a wide range of learning and development (L&D) opportunities tailored to every career stage. The company funds ongoing training in AI tools, data science, agile practices, and leadership, with formal programs, internal workshops, and access to online courses and conferences.

• Employees have access to regular training sessions, leadership master classes, executive coaching, renowned guest speakers, and a library of self-paced, always-on training programs—including technical, leadership, and soft skills content.
• Rokt provides custom programs such as Radical Candor, cross-functional leadership development, and presentation skills, as well as an annual company-wide conference (GKO).
• Employees can request tuition reimbursement, stipends for certifications, and budgets for external conferences and courses; these are supported by the L&D team and require People Leader approval.
• Learning is embedded into performance cycles, with every employee encouraged to create a development plan and access coaching from managers or people partners.
• Internal mobility, talent rotation programs, and apprenticeship models enable Rokt’stars to build new skills, broaden their experience, and prepare for future roles.

Employees report that these resources help them prepare for new roles, support career progression, and ensure their skills stay competitive. Rokt continually expands its L&D offerings, curates learning pathways, and tracks participation rates to ensure broad, meaningful access to upskilling.

Rokt fosters a strong culture of mentorship, coaching, and peer learning—rooted in the belief that growth is a shared responsibility, not just a manager’s job. Every new hire at the junior level is paired with an experienced mentor or “buddy” from day one, accelerating onboarding and building connections across teams. Apprenticeship models, coding buddy systems, and data science guilds are used to ramp up early-career talent and hone senior leadership skills at the same time.

• Formal and informal mentorship: Seniors actively train juniors, creating a self-sustaining engine of skill development. Over time, today’s apprentices become tomorrow’s mentors, fueling a continuous cycle of learning and growth.
• Coaching as a daily practice: Coaching at Rokt is not a ritual, but a continuous dialogue—through 1:1s, performance conversations, and ad hoc check-ins. Managers and people partners provide regular feedback, career-pathing support, and structured development plans for every employee.
• Peer-to-peer and manager-as-coach: Employees benefit from both peer mentorship and manager coaching, with a focus on honest connection, clarity, and stretch opportunities. Leadership development tracks and executive coaching are available for high-potential talent, while ongoing recognition and success stories are celebrated company-wide.
• Internal mobility and rotations: Employees are encouraged to pursue lateral or cross-functional moves, building well-rounded skill sets and preparing for future leadership roles.

This approach ensures every Rokt’star has access to meaningful coaching and mentorship, driving engagement, performance, and long-term career growth.

Rokt’s approach to career growth is built on transparency, meritocracy, and measurable impact. The company offers a structured Career Ladder for every Rokt’star, with clear expectations, objective advancement criteria, and parallel tracks for both technical experts and people leaders.

Key features include:

• Quarterly Promotion Reviews: For L1–L4 roles, promotion decisions are made quarterly, enabling fast recognition of impact and timely progression. Senior promotions (L5+) are reviewed semi-annually, with peer feedback and rigorous calibration to ensure fairness.
• Internal Mobility & Rotations: Employees are encouraged to make lateral or cross-functional moves. This builds well-rounded skill sets, strengthens succession planning, and accelerates leadership readiness.
• Apprenticeship & Mentorship: Juniors are paired with experienced mentors from day one. Apprenticeship, buddy systems, and peer coaching create a multiplier effect on skill development and performance.
• Continuous Feedback: Feedback is continuous, actionable, and embedded in daily work—not just a biannual event. Employees are empowered to be the “CEO of their own career” and drive their own development, with managers supporting growth through regular check-ins and development planning.
• Outcome-Driven Advancement: Promotions and growth are based on achieving measurable business outcomes and consistently demonstrating Rokt’s values—not just tenure or checklists.
• Inclusive, Flat Structure: The organization is intentionally flat, with broad spans of control and minimal layers, ensuring leadership is accessible and new ideas can come from anywhere.

This approach enables rapid growth, frequent advancement, and a culture where every Rokt’star can see a clear, fair path to greater impact—whether as a technical expert, people leader, or cross-functional innovator.

Rokt is committed to sustainable workloads and healthy work-life balance. The company sets clear norms around working hours, encourages full use of PTO, and supports flexibility through team-based arrangements. Workload and capacity are actively monitored as part of resource planning, and employees are empowered to take breaks, recharge, and adjust schedules when needed.

• All permanent employees receive 20 PTO days per year, plus company-wide holidays and bonus “High Five” PTO days for those who use most of their leave.
• Rokt promotes a minimum of four in-office days per week but enables team-level flexibility, including remote “flexibility weeks,” part-time options, and custom arrangements to fit personal needs.
• Employees highlight managers’ respect for boundaries, reasonable project timelines, and clear prioritization as reasons workloads feel manageable.
• Rokt offers a monthly wellness allowance, free access to the Modern Health platform, and mental health resources to support overall wellbeing.

To further support balance, Rokt has introduced initiatives like workload audits, no-meeting days, and expanded PTO programs. Employees are encouraged to speak with their People Leader about flexibility and to take time in lieu after intense work periods.

These practices are designed to ensure a healthy pace of work, reasonable expectations, and real balance between personal and professional life.

Rokt’s flexible work approach is built on team-level empowerment and clear company-wide expectations. Most teams co-design their working model, including in-office anchor days and flexibility weeks, to balance collaboration with personal needs. The standard is four in-office days per week, but teams can designate up to two “flexibility weeks” per year—when all members may work remotely. Custom arrangements (like part-time schedules or working from other Rokt offices) are available with manager approval.

• Flexibility is tailored to each team’s mission and rhythm, ensuring fairness and alignment.
• All Rokt’stars are expected to attend key events in person, but have access to remote work for special periods, summer holidays, or personal needs.
• Rokt provides generous PTO, sabbaticals, and a Flexible Public Holiday Program to further support work-life balance.
• Managers receive training to support flexible arrangements and ensure consistency across departments.

Employees highlight manager-approved remote days, formal hybrid frameworks, and location flexibility as proof that policies are lived, not just offered. Rokt regularly reviews and updates its guidelines to ensure flexibility remains consistent, equitable, and aligned with business goals.

Rokt invests holistically in employee wellbeing, offering a monthly wellness allowance, free access to the Modern Health platform (including 6 free therapy and 6 free coaching sessions per year), and a range of confidential mental health resources. Employees also benefit from structured recharge days, a generous PTO policy, and additional wellness perks.

• All Rokt’stars receive a monthly wellness stipend for health-related activities .
• Every employee has access to Modern Health, which provides 6 free therapy sessions, 6 free coaching sessions, unlimited group “Circles,” guided meditations, and self-help courses—all strictly confidential .
• Rokt offers a global Employee Assistance Program (EAP) with confidential counseling, plus wellness and recharge days throughout the year.
• US-based employees have access to One Medical for primary care and Kindbody and Maven for family-building and reproductive health support .
• Wellness initiatives are reinforced by regular wellbeing events, published resources, and manager training.

Employees report that these programs help reduce stress, improve morale, and foster a healthy work-life balance. Rokt continually reviews and expands its wellbeing benefits in response to employee feedback, ensuring resources are accessible and stigma-free.

Rokt’s approach is built on flexibility, inclusion, and a holistic view of wellbeing. Flexibility is team-driven: each team co-designs its working model—including in-office anchor days, flexibility weeks, and collaboration hours—to balance high performance with personal needs. Custom arrangements (like part-time schedules or working from a different Rokt office) are available with People Leader approval.

Wellbeing extends beyond time off. Rokt offers:

• Generous paid time off, bonus “High Five” PTO days, sabbaticals, and a two-week company-wide holiday shutdown.
• Wellness stipends, mental health resources, and structured recharge days.
• Employee Resource Groups, affinity groups, and social clubs that foster inclusion, connection, and fun.
• A monthly wellness allowance and confidential support through Modern Health and EAP.

The culture encourages open dialogue about flexibility, boundaries, and wellbeing. Employees are empowered to speak up and adjust their working model as life changes, and managers are trained to support these needs.

Rokt’s philosophy: balance, belonging, and growth are not perks—they’re fundamental to how Rokt’stars work and thrive.

Rokt managers are approachable, fair, and deeply invested in employee growth. They support teams through regular 1:1s, structured feedback cycles, and recognition programs—helping Rokt’stars develop, feel valued, and stay engaged.

• Rokt maintains a company-wide goal of engagement scores above 75%, with manager-related results feeding directly into performance reviews and action planning.
• Every Rokt’star receives structured performance conversations at least quarterly, guided by self-reflection and multi-source feedback. These conversations focus on development, not just scoring.
• Managers are responsible for holding regular check-ins, providing clear feedback, and recognizing excellence, all while supporting large, empowered teams and promoting internal mobility.

To further strengthen support, Rokt introduced enhanced manager training, skip-level check-ins, and formal recognition programs as part of its ongoing commitment to leadership development and employee experience.

This approach ensures managers stay connected to day-to-day work, foster growth, and maintain a high standard of support across the company.

Rokt leaders share goals and priorities through monthly town halls, weekly CEO notes, manager cascades, and department-wide standups. Employees have access to posted OKRs, written role expectations, and transparent planning docs, ensuring everyone can see and understand company priorities.

• Rokt sets clear Objectives and Key Results (OKRs) at the company level each year, such as “Accelerate adoption of Rokt” and “Engagement > 75%” for FY2026.
• Updates and progress are communicated regularly via all-hands meetings, direct manager communications, and open feedback channels like “Ask Anything” and Suggestion Ox.
• Employees report feeling confident about priorities and alignment, with regular opportunities to ask questions and see how their work connects to company goals.

To further improve clarity, Rokt has introduced quarterly OKRs, updated role charters, and more structured communication cadences—helping to stabilize alignment and reduce surprises as the company grows and adapts.

This approach fosters transparency, keeps expectations clear, and enables every Rokt’star to stay focused and engaged.

Rokt’s leaders set a clear, ambitious vision by publishing multi-year roadmaps, hosting quarterly strategy reviews, and regularly sharing progress milestones. They articulate long-term priorities and align teams around company-wide goals—helping employees plan ahead, stay confident, and feel connected to Rokt’s future.

• Leadership at Rokt defines long-term strategy and vision for each department and the company as a whole, ensuring alignment and operational excellence at scale.
• Executives and senior leaders drive large-scale transformation initiatives, set functional OKRs, and communicate direction through open forums and strategy sessions.
• Regular touchpoints—like quarterly business reviews and published roadmaps—keep teams updated on progress and evolving priorities.

Rokt’s leadership culture is forward-looking and inspiring, focusing on innovation, bold action, and shared success. This clarity enables employees to plan ahead, feel confident about the company’s direction, and stay engaged with long-term goals.