Hunter Banks arrived at his job interview at Corporate Tools’ downtown Spokane office ready to discuss LeetCode and other granular computer science topics, but what came next was surprising.
Banks said that the interview felt more like a conversation than a vetting process. Rather than walk through complex processes, he was asked to share details about personal software projects, revealing a level of earnestness that’s seldom found during the recruitment process.
“I left the interview feeling excited about the culture and the people I would get to work with here,” he said.
For Banks, this first impression was an accurate reflection of the career that awaited him at Corporate Tools LLC, where he works as a software engineering manager, driving the company’s mission to help businesses grow and operate more efficiently.
An impactful mission is a selling point for many professionals searching for their next role. This includes Naomi Yarin, a product manager at HopSkipDrive, which offers a platform that connects vetted caregivers with children in need of safe transportation options.
She said that this critical mission, coupled with CEO Joanna McFarland’s transparent and exciting vision, made it easy to take her next career step at HopSkipDrive.
“I was drawn to the growth potential and clear vision for scaling, and I knew I could contribute meaningfully while growing with a mission that matters,” Yarin said.
For Banks, McFarland and professionals at 12 other companies, the reasons why they joined their companies are profound, highlighting cultures steeped in innovation, impact and authenticity. Read on to see what each individual had to say about what sealed their decision to join their employer and the opportunities they have for connection and professional growth.
GitLab’s single DevSecOps platform lets teams deliver software faster with integrated tools across the software development lifecycle.
What stuck out to you the most about GitLab’s culture during the hiring process, and what was it specifically that convinced you to join?
The thing I love the most about GitLab’s culture is that everyone is very friendly and loves to see each other succeed. I’ve been experiencing this firsthand, from the very first interview all the way until today. This creates an environment where you genuinely love your work and put in your full effort every day for the best interests of the company. From coffee chats to team meetings, everyone is always happy to look out for you if you need help and push you forward to do your best.
“The thing I love the most about GitLab’s culture is that everyone is very friendly and loves to see each other succeed.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
One of the downsides of having a remote job is meeting fewer people in person. GitLab has a good foundation in place so that employees don’t feel like they’re missing out on a lot of fun. Coffee chats are one of the best ways to meet new people and share your interests. Weekly social calls are always fun. GitLab encourages employees to meet through co-working spaces to connect with fellow local engineers, which is another thing that I’m looking forward to. I got to join GitLab’s casual October chess tournament just after I joined GitLab and met a lot of engineers with common interests. There’s a lot more happening every day than you might expect, and you are always welcome to join. You feel like you’re at home.
What opportunities are available for employees to level up their careers?
Conferences are a great place to meet people with similar interests and start conversations and technical debates. I enjoy attending conferences and have been doing it since college. GitLab encourages all employees to attend conferences. In fact, GitLab has promised to provide up to $10,000 as a growth and development fund each year for employees to upskill by attending conferences, obtaining new certifications or taking courses. GitLab is a great place for career growth. Even though I’ve only been with the company for two months, I can see my colleagues stepping up to be acting engineering managers, shadowing interviews to step up to that role and much more. There are a lot of doors to explore when you love to do the right thing.
Combining deep observability, AIOps and application security, Dynatrace’s platform helps teams understand the performance of their applications and the user experience.
What stuck out to you the most about Dynatrace’s culture during the hiring process, and what was it specifically that convinced you to join?
What stood out to me most during the hiring process was the overall engagement and friendliness of everyone. It’s motivating to see people wanting to do their absolute best. The positive atmosphere makes it feel as though no one has had a bad day in ages; and even if they did, the office’s energy quickly turns things around, creating an uplifting environment!
“It’s motivating to see people wanting to do their absolute best.”
Achievements are celebrated through in-office gatherings, and after-work events are encouraged to foster networking and collaboration within Dynatrace. Experiencing this supportive culture convinced me that Dynatrace was the right place for me. I knew I wanted to be part of a team where every person can truly say, “I am proud to work here.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
Dynatrace helps people connect, both across Austria and internationally. I received the climate ticket (“Klimaticket”) on my first day and already used it to connect with colleagues in other Austrian locations like Linz. I’m also planning to fly to other countries to meet different parts of my team in person.
We have multiple in-office opportunities to connect as well, like achievement celebrations and after-work gatherings. In my first week alone, I met new people who I might never directly work with but got to know through these events. At Dynatrace, it feels like everyone knows everyone, and networking happens naturally.
What opportunities are available for employees to level up their careers?
There are many different ways for employees to level up their careers at Dynatrace. We have a buddy system, where you can be mentored by — or mentor — another colleague. There is also a language tandem program, where you can connect and find other colleagues who speak the language that you want to learn and vice versa. The more you get involved, the more growth opportunities and visibility you gain across the company. Some great ways to stand out would include presenting on a specific topic or engaging in hackathons.
Corporate Tools LLC’s entity management software is designed to help businesses more effectively handle legal and administrative tasks.
What stuck out to you the most about Corporate Tools LLC’s culture during the hiring process, and what was it specifically that convinced you to join?
I found out about Corporate Tools from the Gonzaga University career fair. Noah White and Ethan Yeck were working the booth, and in a room full of corporate recruiters, they were just people! The first impression felt genuine, which is something foreign in the interviewing world. After learning more about the company and completing the phone interview and refactor assessment, I had my in-person interview in downtown Spokane. I was expecting to be grilled on LeetCode-style computer science questions but was very surprised by the conversational-style interview, which was focused around personal software projects. I left the interview feeling excited about the culture and the people I would get to work with here.
“I left the interview feeling excited about the culture and the people I would get to work with here.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
Our open, informal communication helps us stay honest with each other, remain focused on what matters most, and celebrate our wins together as we keep moving the needle. We have good people here, and even when we can’t be together in person, we genuinely care about one another and celebrate each other’s successes.
What opportunities are available for employees to level up their careers?
Taking ownership of the work we do is a huge part of leveling up. Ownership can happen on both a small and large scale, and both are equally important. It can feel intimidating to take on something new, but that’s exactly how we learn and grow. Ownership creates space for conversations about why decisions were made and shows the thought and reasoning behind them.
HiBob’s HR platform helps HR teams and managers handle onboarding, compensation, surveys, employee performance and other tasks.
What stuck out to you the most about HiBob’s culture during the hiring process, and what was it specifically that convinced you to join?
I’ve had the opportunity to work for several fast-growing companies, but you can always tell when a company views its culture as a major driver of its success. HiBob really showcases that to the public, both to its customers and in the global talent market. During the hiring process, every person I met embodied the company’s values, believed in the mission and was passionate about nurturing the culture at HiBob. It’s also very easy for companies to only highlight the good stuff during interviews, but everyone I spoke with at Bob was very honest, humble and carried a lot of respect for leadership and peers. This is what really sold me and got me excited about being here.
“During the hiring process, every person I met embodied the company’s values, believed in the mission and was passionate about nurturing the culture at HiBob.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
We hold regularly scheduled virtual meetings with various parts of the business. Leadership has an open-door policy, so it’s quite easy to communicate across the company. When someone new joins, lots of people reach out and introduce themselves to offer assistance. We conduct a number of offsites and have been able to gather both our immediate team and the broader team in person. I feel that I have many opportunities to visit our office in New York and be with the team there as well. We also recently had a bunch of the U.S. and Canada team together to celebrate HiBob’s tenth birthday, which was such a nice way to focus on our wins and see so many people in person.
What opportunities are available for employees to level up their careers?
HiBob is very focused on career progression, skills development and continuous learning. We have a formal mentorship program, but if there are specific events you’d like to attend, managers are generally quite accommodating. They have thoughtful learning pathways in place and ensure consistent reviews between managers and team members. Many skip levels occur, too, and senior leaders are always happy to spend time mentoring. Many people at HiBob have been promoted and have been able to move into different parts of the business as well.
Nexthink’s platform is designed to help IT teams resolve issues across any application, device or network by providing real-time visibility, analytics and automation.
What stuck out to you the most about Nexthink’s culture during the hiring process, and what was it specifically that convinced you to join?
At the onset of the hiring process, I was impressed by the structure of the interviews and how the process was laid out to me from start to finish. It seemed to cover all bases, both technically and in terms of addressing soft skills. I was able to understand quite well what kind of work I would be doing and how teams were organized across the company.
The interviewers all conveyed a level of expertise and friendliness that left a very good impression on me about the kind of environment I would be working in at Nexthink. My questions about culture were answered honestly and with enough depth to make it clear to me as to what to expect. I particularly liked the openness and warmth of the people I talked to throughout the hiring process and that, for me, was the biggest reason I ended up joining.
“I particularly liked the openness and warmth of the people I talked to throughout the hiring process and that, for me, was the biggest reason I ended up joining.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
We have at least three days per week working in the office at Nexthink. This allows for people to get to know each other on a personal level in ways which can be difficult when not sitting at a desk together, grabbing a coffee or having lunch upstairs.
Aside from that, we have lots of different events, both during and outside of work hours. Most recently, we had a tasting event in the Lausanne office, and not for the first time! We have office parties leading up to and around holidays, team events, clubs for different hobbies and social events being organized all the time. It really allows for people to bond and get to know others outside of their team and day-to-day work.
Newcomers also get to meet the full executive team and ask any questions they have, which is rare for a company of this size. It’s evidence of the kind of openness and parity across levels and employees that allows for connecting with peers and building a great workplace.
What opportunities are available for employees to level up their careers?
As employees, we are granted a level of autonomy and trust in our work that allows us to perform at our best, carry out tasks as we see fit, provided it produces the desired end result, and really grow as individual contributors. We just wrapped up our hackathon, or “Innovathon,” as it’s called at Nexthink, for 2025, where I got to work with people outside of my team and really delve into problems that I don’t always get to in my day-to-day work, which was a lot of fun and a really great learning experience.
Alongside that, we have regular Tech Talks, where employees get to share knowledge and best practices outside of their team and with the rest of the company. We can request access to learning platforms like O’Reilly and Coursera, and even attend conferences in our region with the costs paid for by Nexthink. The different career development paths are laid out clearly and communicated to employees, allowing us to set specific targets and goals along with our manager to steer our careers in the direction we’re most excited and passionate about.
Genius Sports’ software captures sports data, helping sports teams, leagues and other organizations enhance their performance and ensure their fans are connected to the right content.
What stuck out to you the most about Genius Sports’ culture during the hiring process, and what was it specifically that convinced you to join?
What stood out to me most during the hiring process at Genius Sports was how consistently people talked about impact — not just what the company was building but why it mattered and who it was for. Every conversation felt grounded in real problems being solved at scale across the sports industry. It’s truly a company working at the intersection of sports and technology. What really convinced me to join, though, was the people I interviewed with. Culture is the most important driver for a company that I view as a long-term opportunity. There was a strong sense of collaboration, curiosity and openness to challenge ideas that came through in my hiring process, and it drew me in.
“There was a strong sense of collaboration, curiosity and openness to challenge ideas that came through in my hiring process, and it drew me in.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
Genius places such an emphasis on facilitating a collaborative environment. There are multiple opportunities a week to get together with colleagues, either virtually or in person. Being a company that is dispersed across multiple time zones and countries, it can be challenging to connect generally, but that has not been the case with Genius. In the Los Angeles office, there are activities planned to get coworkers together that don’t involve the usual work and meetings. We have team lunches at least once a week, a lot of ping pong and even some video games. Everyone expresses such an openness to joining these activities because they genuinely care about and enjoy being around each other. It’s a special work environment that I don’t take for granted!
What opportunities are available for employees to level up their careers?
The company does provide various pathways to further your career. Within the tech org, each person gets an allowance each year to use on conferences, training or any other form of knowledge/skill enhancement. In addition, we’re provided with career pathways with clear criteria related to advancement in the company that help you gauge where you’re at and how you may be able to level up. There is also a general openness across the company for employees to give you an overview of their role, function or product, so you can see if it might be something that you would be interested in continuing to learn more about.
Grow Therapy’s platform enables independent therapists to launch and grow in-network private practices, offering support with credentialing, marketing, billing and more.
What stuck out to you the most about Grow Therapy’s culture during the hiring process, and what was it specifically that convinced you to join?
What stood out to me most during the hiring process was Grow’s mission and the clear dedication to that mission from every person I met. Each interviewer spoke authentically about making mental health care more affordable and accessible, and it was evident that this purpose drives the work across the organization. That alignment of values in their daily actions was the most significant factor in my decision to join Grow. I was inspired by how deeply the team believes in the impact we’re creating and how committed they are to supporting providers and clients. From the very beginning, it was clear that Grow is a place where mission-driven work is not just stated, but truly lived.
“I was inspired by how deeply the team believes in the impact we’re creating and how committed they are to supporting providers and clients.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
Grow’s culture is intentionally designed to help employees build meaningful connections, both in the remote environment and in person. During my time at Grow, I’ve really valued the opportunities to meet peers through companywide events, team offsites and on-site gatherings. The organization prioritizes dedicated time for teams to come together in person, fostering deeper collaboration and relationship-building while still maintaining the flexibility of a remote-friendly environment.
Virtually, employees stay connected through cross-functional meetings, virtual social events and interest-based groups that build community across locations and time zones. Together, these initiatives ensure that no matter where employees are based, they feel supported, included and connected to their colleagues.
What opportunities are available for employees to level up their careers?
Grow offers a variety of opportunities for employees to develop their skills and advance their careers. From an annual stipend dedicated to your development to opportunities to stretch yourself, Grow continues to build and offer programs to support employee development. Leaders are actively engaged in coaching and supporting their teams, creating an environment where feedback and growth are part of everyday work. We recently launched a formal mentorship program that connects employees with experienced colleagues who can guide their professional development. In addition, our quarterly feedback cycle ensures that employees stay aligned with their goals and have regular touchpoints to discuss progress, career pathways and skill-building opportunities. Together, these resources create a strong foundation for continuous learning, growth and career advancement across the organization.
AcuityMD’s intelligence platform is designed to help medical technology companies identify target markets, surface top opportunities and grow their businesses.
What stuck out to you the most about AcuityMD’s culture during the hiring process, and what was it specifically that convinced you to join?
I felt genuinely respected throughout the hiring process by both the recruiting team and every team member I met. The recruiting team especially impressed me with how communicative and thoughtful they were. They made sure I always knew what to expect in the multi-step interview process and felt set up for success. You can learn a lot about a company’s culture from how they hire, and that experience spoke volumes. Interviews are always nerve-wracking, but everyone I spoke with struck a great balance between being professional and being warm and approachable. That combination made me feel confident this was a place I’d want to work.
“The recruiting team especially impressed me with how communicative and thoughtful they were.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
AcuityMD creates a lot of intentional ways for people to connect. One great example is our affinity groups, employee-led communities built around shared location, like meetup groups for people in the same area, identity such as Asian-American and Pacific Islander, Pride and women at work, and interests like cooking, traveling, TV shows or pet ownership. Volunteers lead regular virtual and in-person meetups, and they do an amazing job keeping these groups active and welcoming.
Because we’re a remote company headquartered in Boston, there are also plenty of virtual events that bring people together to catch up, play games, and learn something new. Just last month, our people team set up a virtual HelloFresh cooking demo so everyone could cook live together, which was such a fun, creative way to connect. We also have recurring in-person moments like quarterly business reviews, plus annual companywide and team-specific offsites. As someone who’s remote and not located near many coworkers, those events are a really meaningful chance to meet people face to face and build relationships through team-building, happy hours and workshops.
What opportunities are available for employees to level up their careers?
AcuityMD is really invested in helping people grow. We recently piloted a mentorship program that pairs employees based on the skills they want to build and the strengths they’re excited to share. Beyond that, there’s consistent manager coaching and ongoing development conversations that keep career growth front and center. We also have education stipends to support professional development, which can be used for conferences, courses, certifications, workshops and other learning opportunities. It’s a clear signal that the company wants employees to keep expanding their skills and investing in their long-term careers.
HopSkipDrive's marketplace supplements school buses and existing transportation options by connecting kids to highly-vetted caregivers on wheels, such as grandparents, babysitters and nurses in local communities.
What stuck out to you the most about HopSkipDrive’s culture during the hiring process, and what was it specifically that convinced you to join?
Several things made HopSkipDrive stand out. First, I got to meet the team extensively and was able to see firsthand how genuinely purpose-driven and passionate about the mission everyone is. Meeting with Joanna, our CEO, was particularly impactful. Her vision and excitement were contagious, and she was remarkably transparent about the company’s growth and trajectory.
As a parent, HopSkipDrive’s mission resonated deeply with me. Transporting children is a use case where safety is absolutely non-negotiable. The intersection of child safety, transportation and technology requires innovation to solve complex transportation challenges where there is a heightened need for safety, equity and care. What struck me was that safety isn’t treated as a compliance checkbox; it’s foundational, as HopSkipDrive has set a new standard for school transportation safety and transparency. Coming from the safety space, that was incredible to hear, knowing the company is proactive, innovative and relentless about safety. I was drawn to the growth potential and clear vision for scaling, and I knew I could contribute meaningfully while growing with a mission that matters.
“What struck me was that safety isn’t treated as a compliance checkbox; it’s foundational, as HopSkipDrive has set a new standard for school transportation safety and transparency.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
HopSkipDrive is thoughtful about fostering connections across our distributed team. Our yearly tech and safety leadership offsites have been profoundly beneficial. These create space for both personal connections and collaborative innovation. There’s something powerful about working through challenges in person that translates into stronger working relationships throughout the year. Plus, a yearly visit to Los Angeles isn’t bad either!
Even in our day-to-day remote work, our biweekly companywide town hall meetings maintain a human element. The shoutouts and gratitudes shared during these meetings remind us that we’re not just colleagues but people supporting each other’s growth and celebrating wins together.
What I appreciate most is that every team is empowered to create its own rituals, whether it's a monthly team hang, coffee chats or other creative ways to connect. The company provides the framework and support, but teams have autonomy to build the culture that works for them.
What opportunities are available for employees to level up their careers?
HopSkipDrive creates meaningful opportunities for growth, both through structured learning and real ownership of impactful problems. I’ve been able to present at and attend TrustCon, which was an incredible experience for sharing our work and learning from the broader trust and safety community. Within the tech org, we have regular product learning hours and AI office hours that create space for continuous learning and knowledge-sharing. The company also prioritizes hackathons, which fosters innovation and gives people the chance to explore new ideas and technologies in a collaborative way, directly supporting our goal to provide comprehensive transportation solutions that are powered by technology and data.
Edmunds’ marketplace enables consumers to shop for new and used vehicles, discover their vehicle’s value and read reviews to guide their car-purchasing decisions.
What stuck out to you the most about Edmunds’ culture during the hiring process, and what was it specifically that convinced you to join?
What stood out to me immediately was how exceptional the hiring experience was; honestly, it was the best interview experience I’ve ever had. Communication was fast and clear, which already reflected a culture of transparency, urgency and simplicity.
What really convinced me, though, was the consistency. Every person I spoke with described the company’s values — transparency, resourcefulness, urgency, simplicity and togetherness — in the same authentic way, and you could see those values in action during the process itself. The conversations felt collaborative, open and human, not transactional.
“The conversations felt collaborative, open and human, not transactional.”
I was also genuinely impressed by how long people have been at the company and how engaged and excited they are about their work, which says a lot about the culture. Just as important, the team made a real effort to make sure it felt like the right fit for me, reinforcing that sense of togetherness. Combined with a strong focus on innovation, a modern tech stack and continuous improvement, it quickly became clear this was a place where I could thrive, grow, contribute, and do meaningful work. That’s what made the decision to join Edmunds feel easy.
How does the company culture encourage peers to connect with each other either virtually, in person or both?
The company culture truly encourages connection in thoughtful and inclusive ways, whether people are in the office or working remotely. One great example is “Together Tuesdays,” which happens biweekly and brings people into the office for lunch, a great way to connect across teams.
Edmunds also organizes a summer party and a winter holiday party to get together and have fun, and what I appreciate is how inclusive they are. For example, the holiday party also included a virtual game event so people who couldn’t attend in person could still get together and feel part of the experience.
On the team level, there are plenty of opportunities to connect more deeply. The tech and product teams attended a tech conference together earlier this year, which not only gave everyone a chance to meet face-to-face but also reinforced how much the company values innovation and knowledge-sharing. Teams also regularly organize smaller get-togethers like dinners, happy hours or even bike rides, which helps build real connections beyond day-to-day work. Overall, the culture makes it easy and natural for people to form bonds in ways that feel genuine and fun.
What opportunities are available for employees to level up their careers?
At Edmunds, there’s a strong emphasis on helping employees level up their careers. There are many opportunities to grow, from hackathons that create space to solve real consumer needs to learning events focused on development and skill-building. The company also hosts development sessions and education events where teams showcase their work.
A few initiatives that stand out: The new Driver’s ED badging program, which allows employees to become “licensed” in key focus areas for the company, from leadership to cultivating well-being. It combines formal learning sessions and lunch-and-learns with internal and external leaders and hands-on stretch assignments, which makes the development experience both practical and impactful. Another unique opportunity is TEDxEdmunds, where employees develop storytelling and public-speaking skills and present their ideas to the company on a TEDx stage.
On a personal level, my onboarding experience reflected this commitment to growth. There was a strong focus on mentorship, and it was ensured I had the context, tools and resources to succeed. Overall, Edmunds creates an environment where it’s easy to grow, explore new ideas, and do meaningful work.
Dscout’s SaaS video research platform is designed to help companies better understand the experiences consumers have with their products and brands.
What stuck out to you the most about Dscout’s culture during the hiring process, and what was it specifically that convinced you to join?
What stood out to me most during the hiring process was how real everyone felt. Almost every conversation went beyond the scheduled time because people took a genuine interest in me — not just my skills, but who I am. Everyone seemed genuinely passionate about Dscout and loved talking about it, from the CEO and leadership team to colleagues at every level. That energy made it easy to get behind the mission. This, combined with a calm, approachable culture and a shared drive to work hard, made me convinced that this was the right place to grow.
“Almost every conversation went beyond the scheduled time because people took a genuine interest in me — not just my skills, but who I am.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
Our company culture makes connecting with peers easy and enjoyable, both virtually and in person. The “donut” program on Slack pairs people randomly for one-on-one chats, creating connections across the company. Onboarding also fosters relationships; new hires are paired with onboarding buddies, both peers who joined at the same time and an additional buddy for ongoing connection after training.
Our Midpoint event is another highlight: It’s a companywide, in-person gathering where people are paired with teams for collaborative activities. It’s a fun, energizing way to rally around shared goals and meet new people. These initiatives show that connection is built into the culture, not just encouraged.
What opportunities are available for employees to level up their careers?
At Dscout, there are many opportunities to level up your career. Dscout offers an education stipend to support learning and development, and our shared company resources include practical guidance for career growth, such as finding a mentor within Dscout, asking the right questions, and leveraging the expertise of others. The culture encourages curiosity and mutual support, making it easy to explore opportunities and take ownership of your career journey.
Vestmark, Inc.’s platform is designed to enable financial institutions and their advisors to efficiently manage and trade customized client portfolios.
What stuck out to you the most about Vestmark Inc.’s culture during the hiring process, and what was it specifically that convinced you to join?
The first thing that stood out was how warm and approachable everyone felt. Every conversation flowed naturally, and the interviewers came across as both skilled and thoughtful in how they engaged with me. I felt they were interested in who I was as a person, not just checking off technical requirements. That balance of professionalism and authenticity left a strong impression.
What ultimately convinced me to join Vestmark was the depth of the conversations. The interviews went beyond technical evaluations and explored how I reason through problems, how I collaborate and how I think about engineering work as a whole. They were curious about my approach, not only my code. We discussed broader technical concepts, lessons learned and challenges the team was excited to solve, which helped me picture what day-to-day life might look like here and how I could contribute. By the end, I felt a strong alignment with both the people and the culture. Everyone I spoke with was knowledgeable, thoughtful and enthusiastic about their work. That combination made the decision to join Vestmark feel natural and made me feel like this was a place where I could grow and thrive.
“They were curious about my approach, not only my code.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
Although I have only been at Vestmark for a few months, I have already seen how intentional the company is about helping people connect across teams and locations. One of the first experiences that stood out to me was attending Vbash, our quarterly company meeting. Meeting colleagues in person, especially those I had only interacted with online, made it much easier to build real working relationships. Sharing even a brief conversation face-to-face adds a sense of familiarity that carries over into future collaborations. After the event, communicating with these individuals felt more natural and relaxed.
Vestmark also supports connection, regardless of where employees work. The new-hire training sessions are a great example. They bring together people from different offices and backgrounds, creating a shared foundation. What I appreciated most was that the training didn’t just explain technical concepts; it encouraged questions and open discussion. That made the experience feel collaborative rather than strictly instructional.
What opportunities are available for employees to level up their careers?
Vestmark offers a healthy variety of opportunities for employees to grow technically and professionally. One of the most helpful resources has been the extensive documentation on Confluence. It covers everything, from business background to detailed technical explanations, and it has been valuable as I continue learning about the systems and decisions behind our product. Being able to explore topics at my own pace has helped me deepen my understanding.
Beyond documentation, there is an active culture of sharing insights and discussing new technologies. Slack channels often highlight conversations about tools, best practices and emerging trends like AI. Participating in or even simply reading these discussions often sparks new ideas and encourages continuous learning.
The onboarding buddy program has also been an important part of my early growth. Having someone guide me through the initial stages, answer questions, and provide context made the transition into the company much smoother. The mentorship sets a strong foundation and helps new employees integrate quickly.
Golden Hippo builds and operates health and wellness brands for both humans and their pets.
What stuck out to you the most about Golden Hippo’s culture during the hiring process, and what was it specifically that convinced you to join?
What stood out to me most during the hiring process was how intentional and people-focused the culture at Golden Hippo felt. From the very beginning, everyone I interacted with was welcoming, transparent and genuinely excited about the work they do. It didn’t feel transactional but like the team truly cared about both the candidates and each other. What really convinced me to want to join was the strong emphasis on growth, collaboration and ownership. I could tell that Golden Hippo values developing talent and empowering employees to make an impact, even early in their careers. As someone just finishing college, that really resonated with me because I’m eager to learn, contribute, and grow within a company that invests in its people. I also appreciated how the company balances high performance with a supportive environment. It made me feel confident that I’d be joining a team where I could work hard, ask questions, and continue building my skills while being encouraged and supported along the way.
“What really convinced me to want to join was the strong emphasis on growth, collaboration and ownership.”
How does the company culture encourage peers to connect with each other either virtually, in person or both?
The company culture encourages connection by intentionally creating opportunities for employees to build relationships, both virtually and in person. Through team events and holiday parties and gatherings, as well as team bonding opportunities, Golden Hippo makes it easy for peers to connect outside of day-to-day work. I also appreciate the focus on inclusivity through ERGs and cross-team collaboration, which helps foster a welcoming and supportive environment. These efforts make it easier to build strong relationships and feel connected as part of the team!
What opportunities are available for employees to level up their careers?
Golden Hippo creates exciting opportunities for employees to grow right from day one, especially through its mentorship and buddy programs. When you first start, the buddy program makes onboarding feel less overwhelming and more welcoming by pairing you with someone who’s there to answer questions, share tips, and help you settle in quickly. It’s a great way to build connections and feel supported early on! The mentorship program adds another layer of growth by giving employees access to experienced leaders and team members who are genuinely invested in helping you learn and develop. Together, these programs create a fun, supportive environment where asking questions is encouraged, learning is hands-on, and employees feel motivated to grow their skills and confidence over time!
The HEICO Companies, LLC is the parent company behind a portfolio of manufacturing, construction and industrial services businesses.
What stuck out to you the most about The HEICO Companies’ culture during the hiring process, and what was it specifically that convinced you to join?
I completed two internships at Heico during college before coming on full-time after graduating, so I was able to get a lot of exposure to the company culture before joining. One thing that didn’t take long to notice was how welcoming and friendly everyone was. I was a little intimidated going into my first internship, as it was my first experience in a professional setting, but that quickly went away, and I felt very comfortable and knew I was exactly where I was supposed to be. This held true during my second internship as well and ultimately led to my interest in pursuing a full-time position after college. Everyone I’ve worked with up to this point has been extremely helpful and has played a big part in the development of my professional career.
“One thing that didn’t take long to notice was how welcoming and friendly everyone was.”
How does The HEICO Companies encourage peers to connect with each other either virtually, in person or both?
I would say the biggest way the company culture encourages people to connect with each other is through holding different events in the office. For example, we recently had our holiday lunch, and as a part of the celebration, there were Christmas sweater and door decorating competitions. This was a good way to get people to connect because everyone would walk around the office to look at the doors the different departments decorated, and most people would stop and chat with each other for a couple minutes. I talked to people that day that I had never talked to before, and I think it’s a really good thing when your company can find unique ways to encourage that.
What opportunities are available for employees to level up their careers?
HEICO has an abundance of opportunities for employees to level up their careers. Primarily, I would say the opportunity lies within HEICO’s expansive network of businesses. I have heard many stories of people coming and going from our business units to HEICO or from HEICO to our business units to take the next step in their careers. It’s super cool how interconnected HEICO is with its business units, and I think that creates a lot of opportunity for everyone that works within the company, whether it’s at the corporate level or at an operating company.
Other than that, I have always felt supported to take steps toward leveling up my career. For example, my team supported me in obtaining an internal audit practitioner certification from the Institute of Internal Auditors. It has been evident that everyone wants to see each other succeed, and HEICO makes an effort to provide the resources to make that happen.
