What's the Company Culture Like at WHOOP?

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?

What stood out most during the interview process was how candid and intense everyone was — in a refreshing way. Every conversation felt honest about the challenges, the pace and the expectations, but also deeply grounded in the mission of adding healthy years to people’s lives. I met people from a wide range of backgrounds and teams and there was a consistent sense of conviction and pride in the work across all of them. The in-office culture was also clear early on; it was obvious that collaboration and energy came from being together, not just scheduled meetings. That combination of transparency, ambition and mission-driven work made it easy to say yes. It felt like a place where people genuinely care about doing meaningful work and holding each other to a high bar.

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

Because my team spans firmware, app connectivity and data collection, we work closely with hardware, operations and signal processing on a daily basis, making connection across teams essential. WHOOP’s in-office culture makes this feel natural through regular lunches, informal conversations and an environment where people genuinely want to get to know one another. One of my favorite benefits is the opportunity to grab lunch with anyone at the company, which has led to relationships that directly improved how we work together. Weekly company-wide meetings bring everyone together and reinforce transparency and alignment. ERGs, offsites and social events add additional opportunities to connect beyond day-to-day collaboration. Altogether, it creates a culture where relationships form organically and strengthen the work itself.

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

Career growth at WHOOP is deeply tied to hands-on, cross-functional work. As a leader in embedded systems, I’ve seen how hackathons create space for bold ideas — one of our coolest and most confidential new projects came directly out of the most recent hackathon. There’s also a strong culture of learning through lunch-and-learns, with open invitations that encourage engineers to learn from teams across hardware, signal processing and software. This exposure helps people understand how decisions ripple across the entire product. The company encourages ownership and initiative, allowing individuals to stretch beyond their formal roles. Growth here feels practical and earned, driven by real impact rather than abstract career frameworks.

It’s hard work; you’re surrounded by people also working hard, and sometimes it feels like a task is insurmountable. But then you might have a coffee chat with someone working on a distinctly different project that links a connection in your mind, and suddenly, a new possibility has opened up.

Which of your core values most defines how your team works together?

Our people team prides itself on our ability to work together to turn complex and nuanced employee needs into thoughtful action. “Bias for Action” shows up in the way we take ownership, make decisions and keep things moving forward, even when the path isn’t always clear.

Supporting our employees often means there isn’t a perfect answer or an established playbook, and we can’t always wait until we have every piece of information before taking action. In those moments, we lean on the experience, judgment and perspectives across our team to quickly align on what needs to happen, determine the best path forward and execute with confidence.

At the end of the day, “Bias for Action” is about being thoughtful while still moving with purpose. We focus on following through, solving the problem in front of us and making sure we deliver for our employees.

How do you align new hires to your culture?

We want employees to understand from day one that our core values aren’t just words on a wall — they’re a guide for how we work, make decisions and show up for one another. Every new hire participates in an orientation program that dives into our values, culture and what it means to work at WHOOP.

We also believe that understanding our culture means understanding where WHOOP came from and where we’re going. New hires have the opportunity to participate in an “Ask Me Anything” session with our founder and CEO, Will Ahmed, where they can ask questions about our origin story, business priorities and vision for the future. It gives employees meaningful access to leadership early in their WHOOP journey and has consistently been a highlight of the onboarding experience.

How do you celebrate employees who live your values in action?

Every quarter, our “Unlocked Awards” recognize employees who bring our core values to life in exceptional ways. Employees nominate colleagues who personify our core values and whose actions have made a meaningful impact. A cross-functional committee selects the recipients, who are then recognized at our company all-hands meeting and receive an award and cash bonus.

What makes the program especially meaningful is that recognition starts with peers. The nominations tell stories of employees going above and beyond for their teammates, our members and the business — making our values tangible through real examples. Celebrating those stories companywide reinforces that how we achieve results matters just as much as what we accomplish.