81
Home Run Inn
Home Run Inn has been a Chicago favorite for generations, but behind the iconic thin-crust pizza is a workplace culture built on family values, growth, and authenticity. Still family-owned nearly a century after its founding, HRI blends its legacy with a forward-looking people strategy that emphasizes inclusivity, communication, and continuous learning. From bilingual education tools to leadership training through the Stagen Academy, employees at every level—restaurant, plant, or corporate—are offered clear growth pathways tailored to their roles.
Feedback is not only welcomed but acted upon. When staff voiced the need for more timely, location-specific updates, HRI introduced quarterly “Big Pre-Shift” meetings at restaurants and all-hands sessions in plants, ensuring communication stays meaningful and relevant. Collaboration thrives through team outings, mixers, and a company-wide picnic, while recognition shines through programs like the Gold Glove Award. Benefits reflect the company’s “family-first” ethos, with flexible scheduling, comprehensive health and wellness coverage, and a safe, supportive environment. At Home Run Inn, employees aren’t just making pizza—they’re shaping a culture of belonging, growth, and pride rooted in one of Chicago’s most beloved traditions.
82
Mohegan
Mohegan is powered by the Spirit of Aquai—welcoming, mutual respect, cooperation, and building relationships—a 400-year leadership philosophy that now anchors a global entertainment enterprise of 10,000+ Team Members. Transparent leadership links every role to the mission with open-door access, quarterly updates, and multi-channel communications. Voices are actively invited through engagement surveys, DEI initiatives, and skip-level conversations, then turned into action via team Kaizens and “tangible improvements” that elevate both guest experience and the daily Team Member experience.
Collaboration is a way of life across properties and countries—aligning, engaging, and achieving consensus from frontline teams to senior leaders. Growth is nurtured through training, job rotations, and succession planning; belonging is strengthened by cultural celebrations and community giving. Mohegan’s perks reflect genuine care: on-site medical centers and fitness facilities, free meals, discounted gas, wellness programs, appreciation days, event tickets (including WNBA), and robust financial assistance. The result is a high-trust, high-performance workplace where people feel welcomed, heard, and empowered to build something enduring—for guests, for each other, and for the sustainability of the Mohegan Tribe for generations to come.
83
Crazy Maple Studio
Crazy Maple Studios is driven by a mission to redefine digital storytelling powered by innovation, inclusivity, and a passion for bringing narratives to life.
Employees thrive in a culture where ideas are celebrated instantly—whether through brainstorming sessions, cross-functional projects, or immediate recognition for successful launches. With women well represented in leadership and clear pathways for career growth, team members often advance from entry-level roles into leadership within just a few years. Leaders model integrity and accessibility, fostering a workplace where every voice is heard and supported.
Benefits go beyond the basics, with full medical coverage, wellness perks like ClassPass, loyalty bonuses for long-tenured employees, and company-wide celebrations of milestones such as Real Short’s #1 rankings. When employees faced crises such as the LA wildfires, Crazy Maple responded with swift financial and relocation support—showing that compassion is at the heart of its culture.
From Silicon Valley to hubs in New York, LA, and Atlanta, collaboration flows across publishing, gaming, and streaming teams, unlocking new ways to adapt content and maximize its impact. This mix of innovation, inclusivity, and recognition makes Crazy Maple Studios not just a workplace, but a launchpad for shaping the future of global entertainment.
84
NCR Atleos
NCR Atleos blends 140 years of legacy with the agility of a startup, empowering nearly 20,000 employees worldwide through its core values of accountability, collaboration, and innovation. CEO Tim Oliver anchors transparency with monthly global all-hands, open Q&As, and skip-level meetings, ensuring every voice connects to strategy and culture.
Employee-founded Business Resource Groups foster belonging across women, veterans, LGBTQ+, and multicultural communities, while cross-functional projects break down silos and fuel innovation—such as the 2024 customer support reorganization that improved service and strengthened trust. Benefits extend beyond competitive pay and health coverage to include childcare and eldercare support, student loan resources, wellness programs, and flexible work options.
With leadership development, career mobility pathways, and recognition programs that reward impact, NCR Atleos is building a culture where employees feel safe to take risks, grow their careers, and deliver the future of financial self-service.
85
Ignite Digital Services
Ignite Digital Services fuels digital transformation in the national security sector with a people-first culture at its core. Guided by the belief that “you come for a job, but stay for a career,” leaders anchor transparency through quarterly all-hands, accessible executives, and feedback loops that directly shape organizational strategy.
Employees thrive through innovation hubs like Digital Innovation Centers of Excellence (DICE), monthly Lunch & Learns, and active DEI and People & Culture committees, creating space to collaborate, share expertise, and drive change. Continuous learning is backed by an annual professional development allowance, leadership training, and clear promotion pathways.
Ignite’s benefits reflect its commitment to well-being and growth: fully covered health plans with monthly stipends, 401(k) with match, family support programs, additional PTO for community service, and loyalty rewards for long-tenured employees. Engagement is reinforced through manager surveys, career mobility options, and a culture that celebrates employee impact at every level.
By combining integrity, collaboration, and a focus on purpose-driven results, Ignite Digital Services empowers its 300+ employees to innovate boldly while delivering mission-critical solutions for national security.
86
Lightfully Behavioral Health
Lightfully Behavioral Health is redefining primary mental health care with a whole-person model across residential, PHP, and IOP programs for teens and adults—pairing clinical rigor with deep compassion and measurable outcomes. From day one, teammates complete a values exercise (inspired by Dare to Lead) to name their top two values and what “showing up” vs. “struggling” looks like—then share it with their team. That foundation of vulnerability fuels psychological safety: leaders openly discuss lessons learned, honor email-blackout hours, and run open office hours, pulse surveys, and focus groups so every voice is heard. Collaboration is formalized through Beehive—a weekly, two-hour cross-functional forum where “T1” proposals are workshopped, ownership is assigned, and a shared tracker drives collective accountability. Multidisciplinary clinical teams co-create treatment plans around one goal: changing lives, compassionately.
Growth is deliberate and accessible. Clinicians receive EMDR training and a Therapist Development Program that feels like a mini-university—3 core courses, 10 electives (choose 4), informational interviews with senior leaders, and a shared-services panel highlighting nontraditional career paths (from content to HR)—even “Behavioral Health Accounting 101” for those eyeing private practice. Rising Stars, leadership training, and ENPS-driven action plans keep development continuous. Recognition is joyful and frequent: shout-outs, spotlights, and an end-of-year ceremony with Chandelier and Luminary awards—complete with confetti and personalized celebrity Cameos. Benefits reflect the mission: 3/4/5-day full-time schedules, free medical options for employees and families, 24/7 mental health access, mental health days, PTO/sick time, and a 401(k). At Lightfully, people are seen, heard, and valued as their authentic selves—and supported to LIGHT, fully.
87
Neo4j
Neo4j is driven by a bold mission to help the world see connections that matter. As the creator and leader of graph technology, the company empowers organizations to uncover hidden patterns across billions of data points—solving challenges from fraud detection to supply chain resilience.
Rooted in open source and a global community of 300,000+ developers and data scientists, collaboration is part of Neo4j’s DNA. Employees contribute ideas bottom-up as much as top-down, with monthly “All Nodes” updates, Ask-Management-Anything sessions, and surveys that ensure every voice shapes the future of the company.
Growth and well-being go hand in hand. Neo4j offers stock ownership, sabbaticals, time for passion projects, and quarterly global wellness days. Managers’ success is measured not just by performance, but by how well they develop their people—supported by 360-feedback, training, and transparent career pathways.
Recognition is built into the culture: six employees are honored each month for living the company’s six timeless values, from valuing relationships to delivering on commitments. With flexible work-anywhere policies and quarterly global team gatherings, employees stay connected no matter where they are.
This combination of visionary leadership, community spirit, and people-first practices makes Neo4j a workplace where employees can thrive, innovate, and continue shaping the future of data.
88
Benesch Law
Benesch Law is redefining what it means to thrive in a law firm—where transparency, collaboration, and people-first leadership power both professional and personal growth. Every employee is part of the firm’s strategy, with bi-monthly all-hands meetings that share financials, celebrate “wins and wows,” and spotlight the path ahead. Leadership invites questions from every level, making sure all voices influence how the firm evolves.
Values are more than words on paper—they guide hiring, annual evaluations, and daily interactions. From attorneys to staff, employees are evaluated not only on results but also on candor, respect, and how they live the firm’s core commitments. Open communication runs deep through cross-functional teams, inter-office collaboration, and mentorship programs that connect senior leaders with rising talent.
Benesch invests heavily in its people with flexible hybrid work, robust mental health programs, and standout benefits like industry-leading parental leave, fertility coverage, tuition reimbursement, and profit sharing. Employees are supported with professional development, leadership training, and stipends for technology, while performance is rewarded with generous bonuses and referral incentives.
With a Managing Partner who has risen through the ranks and leads by example—personally accessible to employees at every level—the culture fosters respect, belonging, and empowerment. This combination of trust, opportunity, and innovation makes Benesch a Most Loved Workplace where legal professionals can excel, grow, and feel valued.
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Ducommun Incorporated
Ducommun is united by a “People First” culture that has guided the company since its founding in 1849—making it California’s oldest business. As a global leader in aerospace, defense, and industrial manufacturing solutions, Ducommun combines innovation and engineering expertise with a commitment to honesty, professionalism, respect, trust, and teamwork. Employees know they are part of something larger: delivering complex, high-stakes solutions while building a workplace rooted in transparency and shared success.
Leadership models this commitment daily, with a clear cadence of communication, open feedback channels, and visible recognition of employee contributions. From stand-up product line meetings to anonymous engagement tools, every voice has a place in shaping the company’s direction. The firm’s collaborative culture ensures employees feel connected to Ducommun’s strategy while empowered to drive continuous improvement.
Benefits reflect this people-first approach: a robust Employee Assistance Program, tuition reimbursement, fitness and wellness resources, flu shot and health fair programs, and a unique Employee Stock Purchase Plan that gives employees the opportunity to own a piece of the company’s future. Annual incentive bonuses, referral rewards, and retention bonuses reinforce the value placed on individual and collective contributions.
With a focus on employee well-being, strong values, and corporate responsibility, Ducommun offers more than a career—it provides a culture of respect, growth, and long-term purpose in building solutions that matter.
90
Southeastern Grocers
Southeastern Grocers (SEG) is more than a parent company to Harveys Supermarket and Winn-Dixie—it’s a people-first community where associates are empowered to be their authentic selves while serving neighborhoods across the Southeast. With deep roots in Alabama, Florida, Georgia, Louisiana, and Mississippi, SEG blends trusted grocery traditions with an inclusive culture built on belonging, recognition, and purpose.
Transparency is at the heart of SEG’s transformation. Frequent town halls, open feedback channels, and “We Are Listening” surveys ensure every associate has a voice. Leadership models its R.E.A.L. values—Reliable, Empathetic, Accountable Leaders—fostering trust and creating a workplace where excellence, pride, and support thrive.
Associates grow through resource groups, mentorship, scholarships, and volunteerism, while also enjoying flexible work schedules, quarterly bonuses, parental leave, and 401(k) matching. Fun and connection are part of the culture, too—whether through recognition programs or community activities.
At SEG, selling groceries is only part of the story. The real mission is building careers, caring for communities, and creating a workplace where everyone feels they belong.
91
Automation Anywhere
Automation Anywhere is putting Agentic AI to work where it matters—inside real processes—and building a workplace that moves just as fast. Clear strategy lands early and often through monthly company Town Halls, division All-Hands, and open Q&A with the leadership team. Quarterly pulse surveys feed directly into action: teams are piloting automated, personalized reminders in Microsoft Teams to boost participation, and leaders share outcomes back to employees.
Values of Innovation and One Team, One Goal show up in the day-to-day: cross-functional launches (showcased at Imagine), rapid feedback loops powered by in-house sentiment analytics, and a culture where people consistently cite “the people” as the reason they stay—reflected in strong retention and ~5-year average tenure. CEO Mihir Shukla models transparency and accountability as the company scales category-defining Agentic Process Automation (APA)—from specialized AI agents and gen-AI, to process discovery, RPA, document processing, orchestration, and analytics—anchored by security and governance.
Employees grow with clearer career paths and promotion criteria being rolled out based on survey insights, plus globally competitive compensation and bonuses. The result: a high-trust, high-velocity environment where teams unleash productivity for customers and fuel the future of work—by unleashing human potential through AI-powered automation.
92
Kraft Heinz
Kraft Heinz is reinventing the food industry—and the workplace—through a culture of ownership and innovation. Employees are empowered to act like owners, supported by agile pods, AI tools like Kai (knowledge assistant) and Nadia (digital coaching), and record investment in R&D to shape the future of food.
Inclusion is more than a value—it’s action. Business Resource Groups, allyship training, and targeted mentorship open doors for women and people of color, while diverse perspectives fuel bold ideas. Engagement is at record levels, with 96% of plant employees participating in surveys that guide real change.
Well-being comes first with LiveWell, offering flexible work, generous PTO, paid parental leave, wellness stipends, and competitive 401(k) contributions. Add to that career growth programs like Talent to Value and succession planning, and Kraft Heinz gives employees the tools to grow alongside the business.
93
Radio Flyer
Radio Flyer is more than a toy company—it’s a purpose-driven community on a mission to “get the world out to play.” Flyers, as employees are called, are united by a vision to spark joy and create warm memories that last a lifetime. That purpose comes to life in everything from monthly all-company meetings where consumer stories connect employees to their impact, to How to Be a FUNomenal Flyer, an illustrated playbook that turns values into daily practice.
As a certified B Corporation, Radio Flyer backs its words with action—leading with sustainability, building diverse teams through top-ranked internships, and supporting belonging with community conversations and DEI roundtables. Flex Fridays, generous parental leave, and a LEED Platinum-certified HQ with collaborative spaces keep Flyers energized and inspired. Recognition flows through the Little Red Rule Award and leadership’s commitment to radical transparency, ensuring every voice is heard.
Rooted in 100+ years of family leadership, Radio Flyer blends legacy with bold innovation—from award-winning wagons to a fast-growing electric bike business. This unique mix of purpose, sustainability, and employee love makes Radio Flyer a workplace where people don’t just build products—they build memories.
94
Conservice
Conservice is united by its mission to be The Utility Experts®, helping clients simplify billing and management while creating a workplace where people thrive. Collaboration defines daily life here—teams don’t just work together, they lift one another up, whether onboarding new properties, troubleshooting accounts, or innovating client solutions.
Three core values—Be an Expert, Own the Experience, Build the Relationship—guide every interaction. Employees are trusted to solve problems at the root, grow their expertise, and strengthen cross-functional partnerships that drive results. Leadership models transparency with engagement surveys, executive job shadowing, and even one-on-one forums where employees’ voices shape real change.
Flexibility is built into the culture: a hybrid schedule paired with 20 annual “Work from Anywhere” days gives employees autonomy to balance work and life. Benefits reflect care for the whole person—paid parental leave for all parents, full coverage for outpatient mental health care, financial wellness tools, and even a company-wide classifieds board that fosters community. A new leadership development program for team leads ensures growth and career pathways remain strong.
With 25 years of history and employees who’ve built decade-long careers here, Conservice combines stability with innovation. The result is a workplace where people are empowered to solve, grow, and deliver—together.
95
Eaton
Eaton is powering the future with sustainability at its core. From accelerating electrification in vehicles, planes, and buildings to enabling renewable energy adoption, Eaton’s solutions are reshaping how the world manages power. Internally, they walk the talk—reducing greenhouse gas emissions in line with climate science while investing in people, inclusion, and communities.
Employees at Eaton have a strong voice. Through Global Employee Surveys and listening circles, feedback directly shapes investments in career development, technology, and workplace improvements. Inclusion runs deep, anchored by iERGs (Inclusion Eaton Resource Groups) that grew to 16,100 members worldwide. These groups drive cultural competency, talent attraction, and global engagement, with 25% of new hire referrals coming from their members. Meanwhile, recognition programs like E-STAR fuel retention and culture.
Benefits reflect Eaton’s care for its workforce: flexible work options, competitive compensation, global wellness resources, paid time off, donation matching, and recognition programs that reward both results and values. Beyond the workplace, Eaton plays a leading role in shaping industry progress—joining the Catalyst CEO Champions for Change, co-founding the Second Chance Business Coalition, and setting the standard for responsible power management across 160 countries.
96
Superhost Hospitality
Superhost Hospitality is built on a legacy of passion, family, and service—and today, that spirit powers a people-first culture where associates thrive. With roots stretching back to 1981, Superhost has grown from a single 200-room inn into a portfolio of over 35 hospitality projects worth $300M+, but its heart remains the same: serving guests and associates with integrity, respect, and care.
Employees describe Superhost as a place where values aren’t just words—they’re lived daily through trust, empathy, accountability, and fun. From morning huddles that align property teams to cross-training opportunities that broaden careers, collaboration is woven into every layer of the business. Leaders reinforce this with quarterly associate forums, public recognition, and executive mentoring, creating space for every voice to be heard and celebrated.
Professional growth is a cornerstone of the Superhost experience. Programs like the Executive Leadership Series and leadership development initiatives give general managers, mid-level leaders, and frontline associates direct access to mentorship—including skip-level feedback sessions with the COO. This intentional investment ensures that employees not only succeed today but build rewarding, long-term careers in hospitality.
Flexibility and individualized care also define the benefits approach. Instead of cookie-cutter programs, Superhost listens to employee feedback and designs rewards that reflect their real needs—leveraging the company’s size to stay personal, while scaling to offer opportunity. Each property now has culture champions to reinforce mission, vision, and values, ensuring buy-in at every level of the organization.
With a strong foundation in authenticity, teamwork, and open communication, Superhost isn’t just creating unforgettable guest experiences—it’s building a workplace where people feel valued, supported, and inspired to grow.
97
Nisos
Nisos is driven by a clear mission: protecting people and organizations from digital threats while empowering a safer, more resilient future. Every team member knows their work has real-world impact, fueling a culture of purpose, optimism, and innovation.
Values come alive through recognition and collaboration—monthly all-hands shoutouts, peer-to-peer Kudos Boards, and cross-functional projects that unite teams around solving complex challenges. Leaders foster transparency with open Q&As and Slack channels for feedback, ensuring every voice is heard.
Employees are supported with exceptional benefits—equity for all, flexible PTO, paid parental leave, family medical coverage up to 100%, and wellness and professional development stipends. With programs like Ascend to grow engineering talent and a culture that prizes mentorship and continuous learning, Nisos is more than a workplace—it’s a trusted community safeguarding the digital world together.
98
Limbach
Limbach blends 125 years of expertise with the energy of a startup—backed by programs that invest in people and culture. Employees move through a four-tier leadership development journey, from emerging leaders to branch manager pipelines, supported by immersive coaching and real-world projects.
Safety and values are lived daily: through quarterly Safety Stand Downs, peer-nominated “We Care” awards, and forums like EMBRACE that build belonging and inclusivity. Feedback drives change—every employee comment is read by senior leadership and translated into action.
With competitive pay, flexible work options, and employee resource groups, Limbach empowers its 1,300 team members to thrive while tackling mission-critical projects that keep hospitals, data centers, and life science facilities running strong.
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Vortex Doors
Vortex Doors has spent 85+ years building trust through safety, craftsmanship, and customer-first service—backed by programs that grow careers from day one. With training centers in Irvine and Fort Worth, new hires earn in-house certifications on door repair and safety, while transparent career paths drive an impressive 98% internal promotion rate.
Safety and recognition are embedded into daily life: twice-monthly employee-led safety meetings, daily stretch-and-flex huddles, and the Encore peer-to-peer recognition platform that celebrates milestones and achievements across 61 branches. Retention is strong—hitting 86%+ year-over-year—as employees see real opportunities to advance, from the field into sales, access control, or leadership.
Growth and expansion create opportunity. With four new branches opening this year and five acquisitions completed last year, employees can chart diverse career paths in a fast-scaling company. A people-first culture, competitive benefits, Vortex Bucks recognition program, and sales incentives make every employee’s contributions visible, valued, and rewarded.
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Zebra Technologies
Zebra Technologies powers the front line of the on-demand economy with innovation—and a workplace where people lead with curiosity, collaboration, and courage. Employees shape the future through Zebra’s culture pillars of growth, execution, and culture, grounded in values of accountability, agility, teamwork, innovation, and integrity.
Development is personalized: every employee is encouraged to design their own career path, supported by tools, training, and a collaborative environment that values diverse perspectives and big ideas. Recognition and rewards keep performance visible and appreciated. The “Go the Extra Mile” (GEM) program turns everyday excellence into redeemable experiences, while tailored pay, bonuses, and benefits give employees flexibility to meet personal and professional needs. Four paid volunteer days annually connect “Zebra Nation” back to local communities, reinforcing purpose beyond profit.
Hybrid work keeps collaboration sharp: flexibility supports balance, while intentional in-person interaction fuels innovation and relationships across Zebra’s 100+ country footprint. With market leadership in cutting-edge hardware, software, and AI-driven automation, employees aren’t just shaping workflows—they’re shaping the future of work.
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