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100%
100%, a leading producer of premium goggles, eyewear, helmets, gloves, and sportswear, is redefining work-life balance with its groundbreaking four-day, 32-hour workweek that maintains full pay and benefits, giving employees more time to recharge without sacrificing productivity. The company also offers unique perks like an on-site personal trainer, a dog-friendly office, and flexible schedules for caregivers, reinforcing its culture of health and inclusivity. Employees are empowered through open communication, cross-functional collaboration, and leadership that prioritizes appreciation—whether through team lunches, recognition events, or simply trusting managers to make people-first decisions. At 100%, innovation, adaptability, and employee well-being are central, making it a workplace where staff can thrive while driving the spirit of racing forward.
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First Command Financial Services
First Command is an employee-owned, mission-driven company dedicated to serving our Nation’s military families with financial coaching and care. Guided by the values of courage, love, and effectiveness, leaders foster accessibility, open communication, and a shared sense of ownership that ensures every employee’s voice matters. Benefits go beyond the standard, including employee stock ownership, complimentary financial planning, tuition reimbursement, and extended paid time off for active-duty military service. With continuous learning, leadership development, and a culture rooted in service, First Command empowers employees to grow while supporting those who serve.
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Home Genius Exteriors
Home Genius Exteriors, one of the fastest growing home improvement companies in America, puts people first—building careers and communities with the same care it brings to every home. Employees enjoy a robust package (including uncapped earnings and clear advancement paths) plus a culture of open communication, frequent recognition, and real-time feedback that turns ideas into action. Collaboration is baked into the workday through cross-team brainstorming, supportive managers, and shared wins, while Home Genius Cares channels volunteerism and local impact. It’s a place where well-being, growth, and connection power exceptional results—and where employees love coming to work.
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Kyndryl
Kyndryl, the world’s largest IT infrastructure services provider, makes love for work tangible through The Kyndryl Way—a services-led culture activated by training 6,000+ managers in Leadership Behaviors, a modern Leadership Development@Kyndryl curriculum, and company-wide leadership badges. Empathy is operationalized via a high Empathy & Inclusion Index, employee-led Kyndryl Inclusion Networks, the Kyndryl Be Well strategy, and inclusive global benefits (minimum 20 paid parental days, same-sex partner coverage in 44 countries, gender-affirmation benefits in 35). Collaboration and growth thrive through global Industry Guilds, quarterly CEO forums, and Kyndryl Bridge, while engagement surveys show Kyndryls believe their feedback drives positive change.
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Seer Interactive
Seer Interactive, a remote-first digital marketing consultancy, is a purpose-driven company that blends compassion, data, and AI innovation to serve its clients, communities, and coworkers. Under the leadership of founder Will Reynolds, who models transparency and humility, Seer has built a culture rooted in experimentation, continuous learning, and open dialogue, where every idea—from interns to executives—can shape the business.
Their people-first practices set them apart: unlimited PTO with a minimum time-off requirement, 100% paid parental leave with phased return-to-work, salary transparency, profit-sharing, and paid AI certifications that future-proof careers. Connection is fostered through Quarterly Huddle Days—company-wide gatherings that blend volunteering, team-building, and joy—while initiatives like Coffee Roulette and the AI Grab-and-Go Board create cross-team collaboration. At Seer, employees are empowered to grow, give back, and be their authentic selves in a workplace built on trust, service, and impact.
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8x8
8×8, the world’s largest cloud communications platform integrating voice, video, chat, and contact center solutions, is transforming how teams connect and collaborate globally. Guided by its People First value, 8×8 fosters transparency through CEO-level OKRs, Vision & Strategy memos, and open forums where every voice is heard and acted on. Team8s are celebrated through recognition programs like CEO Awards, Team8 Awards, and innovation sprints, and supported with benefits such as volunteer time off, global paid reset days, and personalized learning programs that empower growth in AI, leadership, and technical skills.
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SOCRadar® Extended Threat Intelligence
SOCRadar is united by a bold mission to democratize threat intelligence and empower organizations worldwide to stay ahead of cyber threats. With a team spanning 21 nationalities across 21 countries, diversity and inclusivity are built into their DNA—celebrated through respect for local traditions, laws, and holidays. Employees are supported with flexible work arrangements, an annual learning budget for certifications and skill-building, and a new leadership program designed to accelerate growth.
Collaboration is ingrained in their culture, from sales and research working hand-in-hand to global team meetings that bring employees together in person. Recognition flows through monthly awards, transparent feedback surveys, and even skip-level meetings with the CEO, ensuring every voice is heard. This combination of global impact, innovation, and open communication makes SOCRadar a workplace where employees can learn, grow, and contribute to a safer digital world.
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DOC
DOC builds more than projects—it builds a better way forward. Since 1879, this 200+ person team has delivered mission-critical buildings and infrastructure that sustain, educate, and entertain, leveraging construction management, general contracting, lean delivery, self-perform work, and sustainability solutions across Massachusetts, New York, Connecticut, and Florida. Challenging the status quo is part of the job; DOC listens, acts, and evolves—turning employee feedback into innovations that keep projects moving and communities thriving.
Standout practices include tight cross-office and jobsite coordination (calls, video, text) that keeps teams aligned, plus concrete supports for growth and well-being: tuition and educational reimbursements and even a company credit card for medical copayments. Grounded in 140+ years of prioritizing people, respect, and fairness, DOC offers real work-life balance and clear pathways to learn and build your career—while delivering lasting impact for clients and communities.
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Overstory
Overstory is on a mission to build climate resilience by helping utilities prevent wildfires, reduce outages, and strengthen the electrical grid through AI-powered vegetation management. With a team spanning 13 countries, they foster a culture rooted in trust, curiosity, and humility — values defined collaboratively with employees through workshops and lived out daily in their work. Collaboration flows naturally in their product squads, where engineering and product teams tackle challenges side-by-side, supported by radical transparency on Slack and weekly updates that connect individual contributions to customer impact.
Employee growth is fueled by annual learning budgets, dedicated weekly learning time, and clear paths to carve out new opportunities as the company scales. Overstory also invests deeply in employee well-being and connection: everyone receives equity, generous paid parental leave, health stipends, and budgets for small-team meetups to bring global colleagues together in person. Recognition is embedded in rituals like “Overstorian of the Week,” celebrating those who go above and beyond in demonstrating the company’s values.
At Overstory, meaningful work and meaningful relationships go hand in hand — employees join not only to build cutting-edge technology, but to directly contribute to preventing wildfires and safeguarding communities around the world.
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LendingClub
LendingClub has reimagined banking by pairing purpose with innovation, offering employees a workplace where financial impact meets career growth. Transparent biweekly town halls led by CEO Scott Sanborn and senior leaders connect strategy to daily work, while career maps and cross-functional opportunities ensure employees have clear pathways for advancement.
Inclusion is core to LendingClub’s culture, with employee resource groups for women, LGBTQ+, Black, Asian, Latinx, Jewish, parent, and veteran team members, along with immigration programs and diversity training that foster belonging. Wellness is equally prioritized through flexible PTO, onsite fitness perks, and a wellness program that rewards healthy living. With open access to leadership, a mission of financial health for everyday Americans, and employee voices embedded in decision-making, LendingClub offers a career experience that’s as impactful as it is supportive.
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Autumn Communications
Autumn Communications is a fast-moving, bi-coastal communications agency where ownership and opportunity show up on day one. Growth is intentional—career paths are clear, promotion from within is the norm (over half the team advanced last year), and seven “boomerangs” returned because the culture backs its values. CEO Shelley Reinstein stays close to the work and the people—hands-on in client pushes, transparent in decisions, and active in mentoring—while juniors are encouraged to pitch ideas in weekly brainstorms and present wins at all-agency meetings.
Programs that stand out: a cross-division mentorship model (with quarterly rotations) that pairs rising talent with leaders across PR, experiential, talent/creator, and affiliate; a dedicated media-training track for teammates building client-facing confidence; Lattice-powered feedback plus truly anonymous pulse surveys; and a Team Lead fund for real-time recognition. Collaboration is built for real life—during the LA fires, NY “buddy” teams covered LA workloads for weeks—reinforced by agency-wide commission for new business, spot bonuses for going above and beyond (including helping colleagues’ clients), and milestone rewards like sabbaticals. It’s a place where resourcefulness, low ego, and shared wins drive both client impact and careers.
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Esler Companies
Esler Companies leads with its “With Love” values, turning them into everyday practice through Culture Day immersion for all new hires, a Thriving Circle that anchors safety, growth, and service, and a leadership development track built on Extreme Ownership—backed by a new mobile app that centralizes updates, push-notification kudos, and connection. Collaboration at this holding company for leading Renewal by Andersen affiliates across the U.S., with operations spanning Arizona, Texas, Colorado, Nevada, Pennsylvania, Oklahoma, New England, and sales hubs in Massachusetts and Austin. is built into the operating model via company-wide councils (from the Teammate Experience Council to Window of Giving) and a structured feedback loop—candidate, onboarding, pulse, annual, and exit surveys—where every leader reports back with specific, actionable steps. Recognition and rewards are constant and meaningful: Bucketlist peer shout-outs and milestones, the Ambassador of Love award, “Life Moments” gifts (new home, baby, marriage, loss, serious illness), a 3-to-1 donation match with paid volunteer time, tuition reimbursement and quarterly profit sharing—plus generous PTO, celebrations, field trips, and Top Performer Club trips that celebrate excellence.
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Pivot Energy
Pivot Energy is advancing decarbonization with a collaborative, solutions-based approach—developing, financing, building, owning, and managing solar and storage while pairing land-stewardship practices with community impact initiatives like affordable-energy access and workforce pathways. Inside the company, mindful growth is matched with clear, consistent communication (highly structured monthly all-hands) and connection (quarterly in-person retreats), plus values that are lived daily—kindness, empathy, and honest, transparent leadership—celebrated through peer nominations for the monthly “Sun God/Sun Goddess” award. Employees grow through an LMS-powered learning cadence, a revived mentorship program, and active ERGs (Women, Pride, Thrive, Allies), supported by paid time off for vacation, sick days, volunteering, and parental/caregiver leave—so the team can deliver measurable impact for people, communities, and the planet while having fun living out their values.
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Karyopharm Therapeutics
Karyopharm Therapeutics, a commercial-stage global leader in oncology innovation, has grown from a founder-led startup into a worldwide organization. Employees are united by Karyopharm’s ICARE values—Innovation, Courage, Alignment, Resilience, and Energy—which shape everything from leadership development to rewards and recognition. CEO Richard Paulson champions a culture of bold decisions, open communication, and patient-first focus, empowering teams to collaborate cross-functionally and break down silos. Respect and inclusion are woven into daily life, with employee forums, ERGs, and wellness programs ensuring every voice is heard. Flexible work through Core Weeks, KaryoFlex Fridays, and robust wellbeing benefits—including wellness stipends, Headspace access, and tailored healthcare—enable employees to thrive personally and professionally. With a mission anchored in defeating cancer, Karyopharm fosters a high-impact, resilient workplace where scientific breakthroughs are matched by genuine care for people.
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Fogelman Properties
With over 60 years of experience, Fogelman has built more than a reputation as a multifamily property management and investment leader—it has built a workplace where associates feel supported, valued, and connected. Grounded in its family-owned legacy and people-first values, Fogelman combines stability with innovation, giving employees confidence in their future while empowering them to grow.
Fogelman associates thrive in a culture of collaboration, service, and fun. From volunteer opportunities through Fogelman Cares and local Acts of Kindness, to summer incentive PTO, education reimbursement, and paid birthdays off, employees are supported both personally and professionally. Regular connection points—regional breakfasts, associate appreciation events, and a three-day annual leadership conference—ensure every voice is heard and celebrated.
CEO Rick Fogelman leads with authenticity and care, honoring the founding principles while fostering an inclusive, team-oriented environment where integrity and community guide decisions. With flexible work arrangements, mentorship, career advancement pathways, and wellness support through an Employee Assistance Program, Fogelman is committed to helping every associate succeed.
At Fogelman, collaboration isn’t just part of the work—it’s the culture. Associates work together to support one another, celebrate wins, and build lasting relationships while making a meaningful impact on residents and communities alike.
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Twin Health
Twin blends advanced medical science with its Whole Body Digital Twin™ and a dedicated care team to help members reverse and prevent chronic metabolic disease—while building a workplace engineered for high trust and high impact. Teams align around clear principles (truthful, candid communication; best-idea-wins; momentum; trust; accountability) and bi-annual engagement surveys with open feedback channels. Leaders—including CEO Jahangir Mohammed—model meritocracy and clarity through collaboration guidelines and transparent forums, so voices at every level shape how Twin works.
Programs that stand out: rigorous quarterly/annual performance dialogues and OKR alignment; cross-functional collaboration powered by real-time digital tools; expanding career pathways (e.g., coaches, RNs, providers) beyond traditional management tracks; and recognition through peer-nominated awards. Benefits are equally comprehensive—holistic health coverage, HSA/FSA and commuter options, 401(k), and life/disability—paired with wellness initiatives and inclusive ERGs. Twin also leans into AI internally, encouraging employees to use “a digital twin of your role” to automate routine work and focus on higher-value, member-impacting outcomes.
If you’re energized by measurable health outcomes and principled execution, Twin offers a mission-driven, high-ownership environment where the best ideas win and momentum is built every day.
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Pattern
Pattern is the category leader in global ecommerce acceleration, helping brands unlock profitable growth across Amazon, Walmart, Target, eBay, Tmall, JD, Mercado Libre, and beyond. Guided by four core values—being doers, data fanatics, game changers, and partner-obsessed—the company has scaled profitably since 2013 while fostering an environment where employees can build the best work of their careers. With nearly 2,000 employees worldwide, Pattern invests in people as one of its strongest competitive advantages, hiring top talent through a rigorous and proprietary process that ensures alignment with both skill and culture.
Employees thrive in a workplace that emphasizes collaboration and continuous learning. Weekly check-ins, open-door founders, and regular town halls create a culture of transparency and feedback, while bonus structures tied across functions reward teamwork. Leaders embody a “player-coach” mentality, working alongside their teams and modeling impact over ego. Perks like equity access, unlimited PTO, paid parental leave, vested 401(k) matching, and hybrid work arrangements are paired with unique learning opportunities—from AI workshops led by executives to skill-share sessions hosted by interns. This blend of innovation, recognition, and support makes Pattern a high-growth, people-powered workplace where every voice and contribution drives global impact.
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Kodiak Gas Services
Kodiak Gas Services is united by a single vision: one team, one goal. As the pioneer and sole provider of true contract compression services, Kodiak’s success is built on investing in its people first—creating a family-focused culture where every employee feels connected to something bigger. Transparency from leadership sets a clear path forward, and trust is reinforced daily through open communication, cross-team collaboration, and a culture of respect and belonging.
Employees are supported with comprehensive rewards, from performance-based pay, retirement plans, and fertility and adoption assistance, to unique perks like a monthly family meal reimbursement that reinforces Kodiak’s “work hard/play hard” philosophy. Development is prioritized through internal training and career advancement programs, while collaboration is nurtured everywhere—from office meetings to weekend barbecues. With its deep sense of fellowship, best-in-class benefits, and unwavering commitment to safety, service, and community, Kodiak Gas is more than a workplace—it’s a family where employees grow, thrive, and deliver industry-leading results together.
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Dalkia US
Dalkia US is united by a mission to fight climate change through energy efficiency and decarbonization solutions that create a healthier planet for future generations. Guided by core values of Respect, Responsibility, and Curiosity, employees are empowered to bring these principles into every project—whether designing streetlight upgrades in San Antonio or advancing large-scale energy conservation programs nationwide.
As a fully remote workforce, Dalkia fosters connection through collaborative committees, cross-functional forums, and in-person client partnerships. A robust DEI committee drives inclusive policies and education, while enhanced mental health support and unlimited sick days ensure employees feel safe, supported, and valued. Leadership is hands-on and accessible, with the CEO regularly joining small group meetings and site visits to reinforce trust and transparency. With strong benefits, professional development opportunities, and a culture that blends global ambition with local community impact, Dalkia offers its people the chance to thrive while tackling one of the world’s most urgent challenges.
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HomeTrust Bank
HomeTrust Bank is guided by the belief that banking is about people first, not just numbers. Rooted in a community legacy since 1926, HTB continues to grow across the Southeast with a culture centered on its motto: “Ready for What’s Next.” Employees are encouraged to think like owners, take smart risks, and approach each day with integrity, teamwork, and professional courage. Thirty-three culture fundamentals outline how teammates collaborate, serve customers, and support one another—making values like honesty, inclusion, and continuous growth tangible in daily practice.
Leadership sets the tone from the top, with CEO Hunter Westbrook modeling accessibility and integrity through open forums, skip-level meetings, and creative initiatives like the “Kill a Stupid Rule” contest, which empowers employees to streamline processes and remove barriers. Team members are supported with competitive pay, inclusive benefits such as fully paid parental leave, wellness programs for physical and financial health, tuition reimbursement, and a 401(k) with ESOP participation. The HTB Employee Relief Fund adds another layer of care, offering direct financial assistance to colleagues in times of hardship. This blend of transparency, recognition, and people-centered programs creates a workplace where employees feel they belong, are heard, and are motivated to build a stronger future together.
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