Rokt
What's the Company Culture Like at Rokt?
Frequently Asked Questions
Rokt has a high-performance, collaborative culture built around ownership, curiosity, transparency and continuous improvement. Its eight values — Start with the Customer, Own the Outcome, Bias for Action, Conquer New Frontiers, Raise the Bar, Smart with Humility, Better Together and Force for Good — guide how employees make decisions, work across teams and approach new challenges. Employees are encouraged to move quickly, test ideas, learn from outcomes and take responsibility for results while working closely with colleagues across Rokt’s global offices.
- Ownership and action are central to how people work: Own the Outcome gives employees responsibility for results, while Bias for Action encourages progress rather than waiting for perfect information. Conquer New Frontiers and Raise the Bar reinforce experimentation and higher standards. That working style is reflected in employee perspectives: one Rokt employee said people arrive with “a lot of great ideas” and can work independently as well as collaboratively.
- Transparency extends from leadership to compensation: Salary and equity information for each role and level is visible internally through Rokt’s Career Ladder, which is reviewed quarterly. Employees receive weekly CEO reports and participate in global company events, while founder and CEO Bruce Buchanan holds regular office hours. Employees can also submit questions anonymously for executive leaders to answer.
- Collaboration includes formal and informal ways to connect: Teams spend four days a week together in the office, and the annual Global Kick-Off brings employees from around the world together. Rokt’athon gives cross-functional teams 24 hours to develop new ideas, with employees voting on concepts that can be put into practice. “Meet & Eat” lunches also mix teams and seniority levels; a product employee noted, “You’ll see the executives laughing with the interns.”
- Belonging is supported through employee communities: Employee Resource Groups provide spaces for employees with shared identities and experiences to connect, while a flexible public-holiday structure lets employees select holidays that are personally or culturally meaningful. ERGs and community programs also organize cultural events, volunteer activities and educational programming.
- Recognition is built into everyday culture: Employees can receive Values Champion and Impact Awards, while team meetings and company forums include public recognition, cross-team shoutouts and celebrations of employee achievements. Built In also highlights practices such as “Thankful Thursday,” when employees recognize colleagues for their contributions.
- External signals:
- Employees report strong connections with their coworkers: 97% of employees surveyed by Great Place to Work say people care about each other, while 97% say employees adapt quickly to changes needed for the company’s success. (Great Place to Work)
- Rokt’s culture has received broad workplace recognition: Rokt appears on Built In’s 2026 U.S. Best Places to Work list as well as its New York, San Francisco and Seattle lists. (Built In)
Bottom line: Rokt’s culture combines high expectations with ownership, open communication and close collaboration. Transparent career information, direct access to leadership, global traditions, ERGs and company-wide innovation programs give employees multiple ways to contribute, connect and grow.
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's Candidate Tradeoffs
If you’re weighing whether Rokt is the right fit, these are the core tradeoffs to consider.
- Rokt emphasizes an execution-first culture, which creates strong momentum and visible progress, though that means focused, high-energy work during peak delivery periods.
Rokt Employee Perspectives
Rokt’s culture emphasizes high performance, speed, ownership and a willingness to take ambitious risks. Employees describe an environment where people are trusted to experiment with new ideas, take responsibility for their results and rely on teammates to bring the same level of commitment.
“I was immediately struck by the sheer talent, energy and ‘guts’ of the team. I wasn’t used to working in an environment that combined such a high performance bar with what I call ‘F1 speed’ (a nod to our Oracle Red Bull Racing partnership) where we move fast but stay perfectly in sync.
What really surprised me was the universal willingness to take big bets. Everyone here is empowered to try new things to improve the business. There is no ‘coasting’ at Rokt; everybody gives it their all and there is a deep sense of trust knowing you can count on your fellow ‘Rokt’stars’ to own their results. It’s a high-performance culture that actually lives up to the hype.”
Rokt creates opportunities for employees across levels to connect outside their day-to-day work and build relationships with one another. Meet & Eat lunches bring everyone from executives to interns together in an informal setting, reflecting the company’s “better together” approach to collaboration and community.
“Our ‘Meet & Eat’ group lunches are a great opportunity to catch up with colleagues. You’ll see the executives laughing with the interns. It really brings out the Rokt culture being ‘better together.’”
Rokt Employee Reviews
What People Are Saying About Rokt
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Collaborative & Supportive Culture: Colleagues are often seen as smart, caring, and quick to back one another on complex challenges, reinforcing camaraderie and inclusion. Team rituals, cross-functional collaboration, and accessible managers help people feel supported when stepping outside their comfort zones.
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Empowering & Trusting Leadership: People are given significant responsibility, autonomy, and resources to succeed, with clear expectations and ownership emphasized. Visible executive support and candid practices aim to build trust while enabling fast decisions.
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Transparency & Integrity: Salary structures and career ladders are made visible, and role frameworks clarify expectations and progression. Open forums, leadership visibility, and published policies are intended to reduce ambiguity and strengthen trust.
Rokt's Benefits
Employee feedback used to shape policies and strategy
Encourages autonomy and ownership from employees
Established employee awards to honor work and contributions
Managers give public shoutouts and celebrate employee milestones
Managers offer consistent feedback loops
Provides modern technology across teams
Provides resources to build team camaraderie
Quarterly engagement surveys to gauge employee satisfaction
Flexibility provided during personal challenges
Has employee-led culture committees
Offers an Employee Assistance Program (EAP)
Offers company-sponsored happy hours
Offers company-sponsored outings
Offers Employee Resource Groups
Offers fitness stipend
Offers gym membership
Offers team workouts
Offers wellness initiatives designed to combat burnout and mental fatigue
Offers wellness programs
Provides opportunities to volunteer in the local community
Provides recreational clubs
Works with employees to create a sustainable work pace
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
Engineering team utilizes pair programming
Hosts in-person all-hands meetings
Implements team-based strategic planning
Leadership encourages open, transparent debate
Leadership is transparent and communicative
Mistakes are treated as learning opportunities
Open office floor plan to encourage communication and collaboration
Policies promote a low-ego, team-driven culture
Promotes a people-first, social culture
Promotes a strong in-person office culture
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
Async-friendly policies, culture that encourage work flexibility
Defined working hours and availability expectations
Established expectations for communication between time zones
In-office days / expectations are defined
Provides work from home flexibility
Utilizes a flexible work schedule
Utilizes a hybrid work model
