What's It Like to Work at Rula?

Yes. Rula is a strong place to work for people who want mission-driven impact, thoughtful collaboration and the flexibility of a fully remote company. The company is 100 percent remote, supports employees across the U.S. and has built rituals and systems to keep people connected, aligned and supported. The culture is rooted in clear companywide goals, transparent communication, cross-functional collaboration and values-based hiring, with recognition programs, employee resource groups, a culture committee and regular feedback loops reinforcing a strong sense of belonging and shared purpose.

Employees are set up to do meaningful work at a sustainable pace. Rula emphasizes ambitious problem-solving, open dialogue, autonomy and learning from mistakes, while also investing in wellbeing, growth and long-term development. The company offers structured onboarding, manager development, documented career paths, internal mobility and opportunities to take on expanding responsibility. For people energized by mental health impact, startup-style momentum and collaborative teammates, Rula offers an environment where employees can do fulfilling work and grow.

Rula has developed a reputation as a mission-driven, collaborative employer that combines the scale of an established behavioral healthcare platform with the pace and innovation of a high-growth company. Employees are encouraged to experiment, iterate quickly, and stay focused on improving access to high-quality mental health care. The company's culture is shaped by its core values—Take Big Swings, Keep It Real, Handle With Care, and Make It Happen—and reinforced through transparent goals, open communication, low-ego teamwork, and cross-functional collaboration.

Rula is also recognized for its intentional approach to building a strong remote culture. As a fully remote organization, it invests in practices that foster connection and engagement, including employee resource groups, culture committees, city hubs, department offsites, recognition programs, and regular team rituals. Structured onboarding, manager development, career growth opportunities, and ongoing feedback further reinforce its commitment to employee development. Combined with flexible time off, companywide shutdown weeks, wellness benefits, and paid parental leave, these practices contribute to a workplace that prioritizes both meaningful impact and sustainable performance.

Working at Rula comes with many of the tradeoffs typical of a high-growth company. Teams are expected to move quickly, collaborate across functions, and adapt as priorities evolve. Employees often have significant ownership and the opportunity to shape how work gets done, but success also requires comfort with ambiguity, frequent iteration, and changing priorities.

The company's fully remote model offers flexibility and autonomy, but it also requires employees to be intentional about communication, relationship-building, and collaboration. Rula relies heavily on clear asynchronous communication, transparent goals, and strong cross-functional alignment, making self-direction and proactive communication important to succeeding in the role. Because the work is centered on behavioral healthcare, employees may also encounter emotionally complex subject matter while balancing ambitious goals and a fast-moving environment.

Rula's workplace perception is shaped by its combination of mission-driven work, intentional remote culture, and collaborative ways of working. As a fully remote company operating across the U.S., Rula invests in practices that help employees stay connected and aligned, including regular team rituals, employee resource groups, city hubs, department offsites, recognition programs, and structured opportunities for feedback. Transparent company goals, shared OKRs, and regular business reviews provide visibility into priorities, while cross-functional collaboration and clear communication are central to how teams operate.

The company also blends the stability of an established behavioral healthcare organization with the pace and ownership often associated with high-growth companies. Employees are encouraged to take initiative, collaborate across functions, and contribute to meaningful work that expands access to mental health care. For prospective employees, Rula is likely to appeal to those who value mission-driven work, autonomy, and a collaborative remote culture, while recognizing that the pace and ambiguity of a growing company are part of the experience.