Workiva
What's It Like to Work at Workiva?
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Workiva and has not been reviewed or approved by Workiva.
What's it like to work at Workiva?
Strengths in flexibility, inclusion, and comprehensive benefits are accompanied by challenges around advancement clarity, compensation competitiveness, and periodic workload intensity. Together, these dynamics suggest a generally positive employee experience whose quality depends on team context and role fit, with strong support structures balanced by scale and cadence tradeoffs.
Key Insight for Candidates
A truly remote-first, people-first culture with real flexibility is balanced by compliance-driven rigor and cyclical deadline crunches. This matters because you’ll enjoy autonomy and supportive benefits most weeks, but should expect heavier meetings, documentation, and intensity around reporting seasons that demand tight cross-functional coordination.Evidence in Action
- Work Where You Work Best — Work Where You Work Best sets location flexibility with about 60% of employees fully remote and mobility allowing up to 25 business days abroad each year. This normalizes trust-based autonomy, letting employees tailor schedules and collaboration without sacrificing team outcomes.
- Quarterly Wellbeing Days — Quarterly Wellbeing Days codify company-wide rest alongside added paid flex days. This institutionalizes recovery time, signaling leadership support for balance and providing predictable downtime without using personal PTO.
Positive Themes About Workiva
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Work-Life Balance: A remote-first “Work Where You Work Best” model, company-wide Wellbeing Days, and added paid flex days underpin a culture that supports balancing work and life.
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Benefits & Perks: Public materials highlight comprehensive health coverage, RSUs/ESPP equity, and a U.S. 401(k) match alongside caregiver support and remote-work allowances.
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Belonging & Inclusion: The company emphasizes DEIB initiatives and employee resource groups that foster connection and support. External workplace recognitions and sustainability disclosures echo this inclusion focus.
Considerations About Workiva
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Career Stagnation: Advancement and career opportunities are described as uneven or opaque by team and location, with the company noting efforts such as updated job architecture and manager training.
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Low Compensation: Pay is considered competitive overall but not top-tier, with perceptions of uneven compensation fairness and variability in bonuses or RSUs across roles and regions.
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Workload & Burnout: Cyclical intensity around reporting deadlines and a video-heavy distributed collaboration style can result in heavier meeting loads and tight timelines.
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