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Rula
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What's the Company Culture Like at Rula?
Frequently Asked Questions
Rula has a mission-driven, collaborative culture that emphasizes meaningful work, open communication and genuine care for others. Its four values of Take Big Swings, Keep It Real, Handle With Care and Make It Happen, encourage employees to pursue bold ideas, communicate honestly, approach challenges with empathy and take ownership of results. As a fully remote company, Rula combines high expectations with intentional efforts to build relationships, recognize contributions and create a supportive environment where employees can do their best work.
● Employees help shape the company’s culture: Rula’s values were developed through companywide brainstorming workshops that invited employees to identify the behaviors and principles most important to them. These values influence hiring, onboarding, recognition and daily decision-making. An employee-led Culture Committee, whose members serve one-year terms, also helps reinforce shared values and provides leadership with insight into employee experiences. This gives employees a meaningful role in maintaining the workplace culture as Rula grows.
● Open communication and collaboration are encouraged: Rula promotes a low-ego environment where employees can share ideas, challenge assumptions and learn from mistakes. Teams work across departments using transparent company objectives, shared OKRs and regular business reviews to stay aligned. Clear documentation and asynchronous communication help employees collaborate effectively across locations. Rather than rushing into solutions, teams are encouraged to understand problems and their underlying causes before deciding how to move forward.
● Personal connections are part of remote work: Rula creates opportunities for employees to build relationships beyond their immediate teams through virtual conversations, department offsites, city hubs and informal Slack channels. Employees celebrate personal milestones, share experiences outside work and make time for non-work conversations during team meetings. A head of people operations emphasized that “connection doesn’t just happen, you have to create space for it,” reflecting the importance of maintaining genuine relationships in a distributed workplace.
● Inclusion and belonging receive dedicated attention: Employee resource groups provide spaces for connection, advocacy and shared experiences. These include Prism for LGBTQIA+ employees and allies, Women at Rula, Parents & Caregivers, Rula Brains for neurodivergent employees and allies, and Heirloom for Black employees. Together, these communities encourage employees to share perspectives, support one another and contribute to a more welcoming workplace.
● Recognition reinforces shared values: Employees celebrate accomplishments through peer shoutouts on Slack and Leapsome, companywide meetings and values-based recognition. Rula also creates opportunities for cross-team engagement through activities such as employee art contests benefiting charities. These traditions help make individual contributions visible while reinforcing teamwork and shared purpose.
● Ambition is balanced with care for others: Rula encourages experimentation, accountability and continuous improvement without losing sight of employee well-being. Leaders emphasize accomplishing meaningful work at a sustainable pace and addressing challenges before they become overwhelming. Rula’s vice president of provider strategy and operations described the appeal of “creating impact while doing interesting work at a sustainable pace,” capturing the company’s approach to performance and collaboration.
● External signals:
○ Culture and values: As of October 2026, employees rate Rula’s culture and values 4.4/5. (Glassdoor)
○ Inclusive workplace: As of October 2026, diversity and inclusion earn a 4.5/5 rating. (Glassdoor)
○ Positive work environment: As of October 2026, employees rate company culture 4.4/5, with a clear sense of purpose and an inclusive environment among the positive themes. (Indeed)
Bottom line: Rula’s culture brings together shared values, employee involvement, supportive relationships and a commitment to improving mental healthcare. Its emphasis on communication, inclusion and meaningful work creates an environment where employees can contribute, collaborate and feel connected.
Teams at Rula collaborate through a highly cross-functional, remote-first model built on crisp asynchronous communication, transparent goals and shared ownership. There is not a single project at Rula that happens without cross-functional alignment, and teams stay connected through companywide objectives, OKRs, KPI trackers, weekly and monthly business reviews and regular companywide meetings that create a common source of truth. Leaders emphasize understanding the problem and the why behind the work before jumping to solutions, which helps teams move with clarity and stay aligned as the company scales.
Collaboration at Rula is also deeply human. Teams strengthen working relationships by accomplishing meaningful work together at a sustainable pace, and leaders encourage open, transparent dialogue, authentic feedback and clear ownership of results. In a 100 percent remote environment, connection is built into the day-to-day through one-on-one check-ins, informal Slack sharing, virtual chats, employee resource groups, culture committees, department offsites and city hubs. The result is a low-ego, mission-driven culture where people feel supported, heard and empowered to do impactful work together.
Employee work at Rula is recognized in visible, ongoing ways. The company empowers employees to give real-time shoutouts in Slack and Leapsome, brings those moments into company-wide meetings and consistently highlights value-driven achievements during all-hands. Rula is also launching a nomination-based company values awards program that celebrates employees who embody its core values while delivering meaningful business impact, with high-visibility recognition that includes features on social media and time with the CEO.
Recognition is built into the company’s remote culture and reinforced through shared rituals that make people feel seen. Managers give public shoutouts, celebrate employee milestones and use consistent feedback loops, while employee-led culture efforts and company-wide recognition practices create connection across teams. This reflects a culture where contributions are tied to mission, collaboration and impact, and where great work is celebrated in ways that strengthen both belonging and purpose.
Rula’s culture is deeply mission-driven and collaborative. The company’s values — Take Big Swings, Keep It Real, Handle With Care and Make It Happen — shape how people work with patients, providers and each other, and they are reinforced through hiring, onboarding, recognition and day-to-day decision-making. Teams work in a remote-first environment built on crisp communication, transparent goals and cross-functional alignment, with shared OKRs, clear ownership and regular business reviews helping people stay connected to the same outcomes. The culture balances ambitious execution with authenticity, low ego and openness, creating space for transparent debate, continuous learning and real ownership.
Rula is equally intentional about making remote work feel human. Employees have flexibility to work from anywhere in the U.S., and the company builds connection through department offsites, city hubs, employee resource groups, culture committee participation and everyday rituals that celebrate milestones and personal moments. The culture emphasizes sustainable pace and wellbeing alongside impact, with leaders focused on helping teams do meaningful work with nice people while avoiding burnout. That combination of purpose, care and collaboration makes Rula a place where people can grow, contribute across functions and feel genuinely supported.
Rula's Candidate Tradeoffs
If you’re weighing whether Rula is the right fit, these are the core tradeoffs to consider.
- Rula places greater emphasis on remote flexibility and distributed collaboration than on spontaneous, in-office interaction.
Rula Employee Perspectives
How does your culture influence hiring and retention as you grow?
At Rula, we’ve learned that company culture is symbiotic. The workplace attracts and retains top talent and those employees become the reinforcing function of a positive company culture. Our culture directly influences hiring and retention in several concrete ways.
Values-based hiring: Our core values have become an integral part of how we recruit, hire and onboard new employees. We actively evaluate whether candidates align with the behaviors and principles that define who we are as an organization and don’t just assess them on skills and experience.
Culture committee integration: We’ve established a culture committee made up of top performers who serve one-year terms as culture ambassadors. By rotating high-performing employees through this committee, we’ve created an ever-expanding group of “insiders” who are bought into our core values and actively work to reinforce them. This creates a powerful retention mechanism with these employees becoming more engaged and providing valuable insight into employee sentiment.
What values or behaviors most define your company culture today?
Our core values were developed through a rigorous, bottoms-up process that involved brainstorming workshops throughout the company. We gave employees a chance to offer their perspectives on what’s important to them, what makes us special and what behaviors we want to reinforce. The culture committee and executive leadership team then synthesized these insights into our consolidated values. The core values that emerged from all of that work are something we are genuinely proud of: Take Big Swings, Keep It Real, Handle With Care and Make It Happen.
What makes our values authentic is that they’re not aspirational statements on a wall; they’re the actual behaviors we reinforce through how we recognize and reward our employees. Our core values guide all the critical relationships and activities in the company — how we treat our patients, providers and each other; how we use our resources; and the priorities we set when making tough decisions.
We believe in living our values and recognition is central to making this happen. We’ve built multiple programs to acknowledge and celebrate behaviors that reinforce the culture we’re building.
In a fully remote, dispersed workforce, these recognition moments create connection and shared purpose.
How Rula Recognizes and Celebrates Employees
- Peer-to-Peer Appreciation: Utilizing platforms like Slack and Leapsome, we empower employees to give real-time shout-outs. By integrating these into company-wide meetings, we ensure hard work never goes unnoticed.
- Company Value Awards: We’re kicking off a nomination-based program that honors those who exemplify our core values while delivering significant business impact. Winners receive high-visibility rewards, including features on social media and dedicated time with our CEO.
- Creative Engagement: To bridge the gap in a remote environment, we host unique initiatives like employee art contests that benefit charities. These programs foster integration among teams that rarely interact.
- All-Hands Visibility: We consistently showcase value-driven achievements during all-hands meetings, creating a shared narrative of success.
Rula Employee Reviews
What People Are Saying About Rula
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Cultural Alignment: Mission-driven work is often highlighted as meaningful, with many describing a strong connection to expanding access to mental healthcare. Feedback suggests this alignment contributes to feeling valued beyond formal recognition.
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Healthy Workload & Retention: Remote-first flexibility, schedule control for clinicians, and company-wide shutdown weeks are described as supporting work-life balance. These practices appear to help people maintain boundaries while staying engaged.
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Efficient & Empowering Processes: Administrative support with credentialing, billing, referrals, and access to a real person for problem-solving are frequently cited as helpful. These streamlined processes enable focus on care and reinforce autonomy.
Rula's Benefits
Company or teams have recognition rituals for individual work
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
Transparent sharing of company-wide eNPS scores
Flexibility provided during personal challenges
Has employee-led culture committees
Offers an Employee Assistance Program (EAP)
Offers company-sponsored outings
Each Rula team receives an annual offsite budget. Cities with 6+ employees also get a City Hub budget, supporting in-person connection and meaningful team relationships.
Offers Employee Resource Groups
Offers fitness stipend
We offer a $50/month wellness stipend.
Offers team workouts
Offers wellness initiatives designed to combat burnout and mental fatigue
Offers wellness programs
Provides employees with ability to schedule focus-time blocks
Works with employees to create a sustainable work pace
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
Documented operating principles
Documented policies and procedures to protect employee privacy and data
Implements team-based strategic planning
Leadership encourages open, transparent debate
Leadership is transparent and communicative
Mistakes are treated as learning opportunities
Policies promote a low-ego, team-driven culture
Prioritizes mission-driven work in decision-making processes
Prioritizes real-world impact of work in decision-making processes
Promotes a people-first, social 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
Established expectations for communication between time zones
Utilizes a full-time remote friendly model
