Culture Uncovered

Recruit the Employer
  • 0.0 (0)
  • Profesiones
  • Cada semana

Ever wonder what it's like to work for the best companies in the world? Maybe you’re actively looking for a new job. Or maybe you’re thinking about your next strategic career move. Well, you've come to the right place.Each week we meet with talent leaders at companies you’ve heard of - and many organizations you haven’t. Giving you a behind-the-scenes look at what it’s like to work there…before you even apply. 

  1. hace 36 min

    An In-House Health Coach, Built Into Your Benefits | Working at Cylinder Health

    **NOW A PART OF HINGE HEALTH** In this episode of Culture Uncovered, Jena Dunay sits down with Lia Seth, Director of People at Cylinder Health, to explore what it's like to build culture at a fully remote digital health company focused on digestive health. Lia shares how Cylinder Health delivers personalized, clinician-led GI care through a B2B2C model, and what drew her into digital health despite it not being an intentional career path. The conversation dives into how the company intentionally builds connection across a remote-only team spread across 35 states — from thoughtfully designed annual summits to leadership modeling vulnerability in social Slack channels. The episode also covers Cylinder's competency-based performance framework, the perks that come from working alongside their own clinical team, and an honest look at a real transparency dip the company identified through engagement survey data — and how new leadership is actively working to rebuild it. What You'll Learn What a B2B2C digital health model looks like in practiceHow Cylinder Health builds genuine connection across a fully remote, distributed teamWhat intentional offsite planning looks like, including accessible team-building options for everyoneHow leadership modeling authenticity outside of work builds psychological safetyWhy Cylinder ran an engagement survey, found a transparency gap, and how they're addressing itWhat traits set successful employees apart in a competency-based performance systemCompany Highlights Industry: Digital health (virtual digestive/GI health care)Customer Base: Employers offering Cylinder as an employee benefit, and their employees receiving direct clinical careCompany Stage: Founded in 2021, just over 100 employees, fully remote since inceptionCulture: Collaborative, transparent, cross-functional, and intentional about human connectionFocus Areas: Whole-person healthcare, remote culture-building, transparency, and employee wellbeingUnique Perks & Programs Direct Access to Cylinder's Own Product: Employees can work with an in-house dietitian and health coach as part of their benefitsWellhub Membership: A broad wellness benefit covering gyms and fitness options nationwideCylinder U: Employee-led learning sessions on topics ranging from business fundamentals to personal interestsAnnual Company Summit: A rotating-location, in-person gathering combining business updates, structured cross-team social mixing, and inclusive team-building activitiesRecurring Virtual Connection Programs: Leadership AMAs, virtual trivia, and a biannual "Music League" playlist-sharing eventMilestone & Culture Recognition: Tenure and promotion gifts, plus peer-voted "employee value champion" and "Silly of the Year" awardsTo learn more about Cylinder Health: Careers Page (They're hiring!) LinkedIn Page Lia's LinkedIn Hinge Health Announcement

    An In-House Health Coach, Built Into Your Benefits | Working at Cylinder Health

  2. hace 2 días

    Your Birthday Is a Holiday Here | Working at SoftWriters

    In this episode of Culture Uncovered, Jena Dunay sits down with Dori Armstead, VP of People and Culture at SoftWriters, recorded live in their Pittsburgh office, to explore what it's like to build culture at a market-leading long-term care pharmacy software company. Dori shares her own path to SoftWriters through an executive recruiter and what ultimately sold her — a personal connection to the mission and genuine belief in the leadership team. The conversation covers how the company intentionally designed a structured hybrid model around in-person collaboration, the "humble, hungry, smart" framework that shapes hiring, and honest reflections on what didn't go smoothly during their recent office transition. The episode also digs into SoftWriters' data-driven approach to benefits, their growing investment in becoming "AI-native" through hackathons and an internal enablement team, and what it actually takes to stand out in their multi-round, behavioral-based hiring process. What You'll Learn What long-term care pharmacy software is and why precision matters so much in this nicheWhy SoftWriters intentionally structured a three-day in-office hybrid scheduleHow the "humble, hungry, smart" framework from The Ideal Team Player shapes their cultureHow SoftWriters uses annual and pulse surveys to shape benefits strategyWhat their new AI enablement team and monthly hackathons actually look like in practiceWhat SoftWriters looks for — and what trips candidates up — in a three-round interview processCompany Highlights Industry: Long-term care pharmacy softwareCustomer Base: Nursing homes, assisted living facilities, hospice and correctional facilities managing complex patient therapiesCompany Stage: 35-year-old company (founded 1990), acquired by Roper Technologies in 2015; ~150 employees, 85% in-officeCulture: Scrappy, earnest, low-ego, and collaboration-drivenFocus Areas: Patient safety, employee development, AI enablement, and in-person collaborationUnique Perks & Programs Birthday PTO: An extra paid day off for every team member on their birthdayGenerous Parental Leave: 12 to 16 weeks offeredDiscounted Employee Stock Purchase Plan: Payroll-deducted stock purchases at a discounted rate through parent company RoperComprehensive Stipends: Gym membership, pet insurance, commuter benefits, and paid downtown parkingAI Enablement Program: Formalized AI training plus monthly hackathons pairing an internal AI team with departments to solve real workflow problemsIndividual Development Plans (IDPs): Structured annual and mid-year growth planning, supported by dedicated workshops for both employees and managersTo learn more about SoftWriters: Careers Page (They're hiring!) Glassdoor LinkedIn Page Dori's LinkedIn

    Your Birthday Is a Holiday Here | Working at SoftWriters

  3. 29 jul

    A Step-by-Step Guide to Conducting a Layoff With Dignity | with Allison Jno-Baptiste from Storyblocks

    In this episode of Culture Uncovered, Jena Dunay sits down with Allison Jno-Baptiste, Head of People and Culture at Storyblocks, for a candid, practical conversation about a topic most people leaders avoid discussing publicly: how to navigate a reduction in force with honesty and care. Allison draws on her experience leading Storyblocks through four separate reductions since 2020, sharing the emotional weight of the decision-making process, how she builds buy-in with leadership, and the specific scripts and systems she uses to prepare managers for difficult conversations. She's refreshingly transparent about what these days actually look like — from fielding anger and anxiety attacks on calls to the physical and emotional toll it takes on HR leaders themselves. The conversation goes beyond the day of the layoff itself, digging into the often-overlooked aftermath: how to rebuild trust with remaining employees, plan for inevitable attrition, and support departing employees through alumni networks and career transition resources. It's a resource-rich episode for any people leader preparing for — or currently navigating — this kind of organizational change. What You'll Learn How to get leadership buy-in and build a layoff plan starting with "the why"How to prepare and script conversations for managers involved in layoff meetingsHow to decide when to loop in managers ahead of a reductionWhat to do in the first hours, days, and weeks after a layoff to rebuild trustHow to identify flight risk and attrition patterns in the 30-60-90 days after an eventHow HR leaders can protect their own wellbeing while carrying this responsibility Company Highlights Industry: Stock media and creative content (footage, audio, and video assets)Customer Base: Filmmakers, content creators, and businesses in need of licensed creative assetsCompany Stage: 17-year-old, bootstrapped company (originally VideoBlocks), now backed by private equity; lean team of 74 across 20 statesCulture: Remote-first, transparency-driven, and intentional about honoring people through organizational changeFocus Areas: Organizational resilience, employee wellbeing during change, and rebuilding trust after reductions Key Practices & Frameworks Post-Event AMA Process: A dedicated Slack channel for employee questions, reviewed and answered in a follow-up all-hands within days of a layoffManager Check-In Scripts: Specific, scaled questions (e.g., "where do you land, 1 to 10?") to gather real data on how employees are processing changeAlumni Notion Page: An opt-in resource for departed employees offering referrals, continued connection, and career supportOne-Week Manager Notice Window: A deliberate window before layoffs are communicated, balancing preparedness with minimizing prolonged emotional burdenListening Tours: Structured post-layoff check-ins to identify single points of failure and engagement risks across teamsPersonal Recovery Rituals: Intentional practices for HR leaders themselves, including scheduled time off in the weeks following a reductionTo learn more about Storyblocks: Careers PageLinkedIn PageAllison's LinkedIn

    A Step-by-Step Guide to Conducting a Layoff With Dignity | with Allison Jno-Baptiste from Storyblocks

  4. 22 jul

    Want a Job Where Encouragement Comes with Perks? | Careers at Xoxoday

    In this episode of Culture Uncovered, Jena Dunay sits down with Anju Choudhary, Chief People Officer at Xoxoday, to explore what it's like to lead HR at a global employee rewards and recognition company navigating rapid U.S. expansion. Anju shares her unconventional path into HR and what it's like stepping into her first Chief People Officer role — including how she works through imposter syndrome using a simple framework of continuous learning, a personal "board of advisors," and paying it forward. The conversation dives into how Xoxoday builds culture across a globally distributed team, from onboarding frameworks to practical tools like the "readme" document for working effectively with new teammates. The episode also covers how recognition itself functions as a cultural lever at Xoxoday, what kind of person thrives in their lean, remote-first U.S. team, and candid advice on standing out in a crowded job market. What You'll Learn How Xoxoday's platform enables peer-to-peer recognition, not just top-down rewardsThe "four C's" of onboarding: communication, connection, compliance, and communityHow to use a personal and team "readme" to build trust and clarity on a new teamWhy culture must cascade from leadership and show up in everyday systems, not just stated valuesWhat kind of person thrives in a lean, hustle-driven, remote-first teamPractical advice for candidates on standing out through targeted outreach, not generic applicationsCompany Highlights Industry: Employee rewards and recognition technology (HR tech)Customer Base: Global enterprise organizations, including some with 150,000+ employees, seeking to build inclusive, high-performing culturesCompany Stage: 12-year-old company, ~400 employees globally, actively scaling its U.S. presence (currently ~12 U.S.-based employees)Culture: Agile, hustle-driven, globally distributed with distinct subcultures by geography and teamFocus Areas: Recognition and rewards strategy, global culture-building, internal mobility, and remote team cohesionUnique Perks & Programs Empuls Recognition Platform: Monthly point allotments employees can send to any peer, redeemable across a 150-country marketplaceCheers to Peers & Culture Champion Awards: Peer-nominated recognition tied directly to company values and individual KPIsCurated Holiday & Milestone Gifting: Region-specific rewards, including gold coin anniversary gifts and culturally relevant holiday giftingMemory Book: A collaborative, peer-contributed keepsake shared on each employee's work anniversaryFully Remote U.S. Team: Employees can be based in any state, with flexibility built around global time zonesInternal Mobility: Demonstrated employee movement across departments (e.g., sales into marketing or event management)To learn more about Xoxoday: Careers Page (they're hiring!)LinkedIn PageAnju's LinkedIn

    Want a Job Where Encouragement Comes with Perks? | Careers at Xoxoday

  5. 15 jul

    Playing With the Animals On the Job is a Major Work Perk | Working at the Nashville Zoo

    In this episode of Culture Uncovered, Jena Dunay sits down with Heather Thompson, CHRO of the Nashville Zoo, to explore what it's like to lead people operations at a nonprofit zoo balancing rapid growth, distinct subcultures, and a mission rooted in conservation. Heather shares her journey into the role through a mutual connection, and why values alignment and a supportive leadership team ultimately sealed the deal for her. The conversation dives into how the Zoo manages the tension between its animal care and administrative teams, each with its own subculture, while still holding onto one unifying organizational identity as the staff has grown from 57 to over 450 employees. The episode also covers the Zoo's homegrown, life-cycle approach to leadership development, honest reflections on where the organization still has room to grow, and a look ahead at major expansion plans — including new habitats and job opportunities — over the next 12 to 18 months. What You'll Learn How a nonprofit zoo structures both animal care and administrative career pathsWhy "family-like" culture can be a positive when grounded in real employee experienceHow to cultivate shared culture across very different subcultures within one organizationThe intentional design behind an application-based, multi-stage leadership development programWhere the organization is still working to improve (communication and structure)What kind of person thrives there — and what growth is coming nextCompany Highlights Industry: Nonprofit zoo and conservation organizationCustomer Base: Families and visitors across Middle Tennessee and the broader SoutheastCompany Stage: Established and expanding nonprofit (founded 1991, relocated 1997), ~377–450 staff and partnersCulture: Trust-based, hands-on, adaptable to growth, with distinct subcultures across departmentsFocus Areas: Conservation, guest experience, leadership development, and organizational growthUnique Perks & Programs Paid Internship Program: Includes paid housing and hands-on daily animal care experienceFull Life-Cycle Leadership Development: Application-based tracks from orientation through "emerging," "new leadership," and "maintenance" stages, including 1:1 executive coachingFree Zoo Membership: Extended to employees and their familiesReciprocal Ticket Partnerships: Access to other attractions (zoos, ski resorts, etc.) through partner exchange programsInvestment in Conservation Travel: Opportunities to participate in local and global conservation tripsInternal Volunteer-to-Career Pipeline: Volunteer and internship pathways designed to build toward long-term rolesTo learn more about the Nashville Zoo: Careers Page LinkedIn Page Heather's LinkedIn

    Playing With the Animals On the Job is a Major Work Perk | Working at the Nashville Zoo

  6. 8 jul

    A Company That Covers Your Home Down Payment | Working at N2

    In this episode of Culture Uncovered, Jena Dunay sits down with Nicole Oliver, Director of HR at N2, to explore what it's like to build and sustain culture at a mostly-remote, franchise-based media and marketing company that's been evolving for over two decades. N2 partners with local franchisees across the country to help small and medium-sized businesses connect with their communities through hyper-local print publications, backed by a roughly 350-person home office team spread across every U.S. time zone. Nicole shares her own winding path into HR at N2, the six core values that anchor the company's culture, and what it actually takes — from persistence to hard data — to get new benefits approved by leadership. The conversation also digs into what makes someone thrive at N2, how internal mobility shapes career growth there, and practical advice for job seekers on articulating their value and standing out in a crowded applicant pool. What You'll Learn How N2's franchise model differs from traditional franchises like Chick-fil-A or McDonald'sThe six core values that guide decision-making across every departmentWhat traits make someone a strong fit in a remote, change-driven cultureHow to build a business case to get new benefits approved by leadershipWhy articulating your value clearly matters more than reciting your résuméHow proactive outreach can set a candidate apart in a high-volume applicant poolCompany Highlights Industry: Media and marketing (franchise-based, hyper-local publications)Customer Base: Small to medium-sized local businesses advertising to targeted community audiencesCompany Stage: 22-year-old, primarily remote organization with a print/binding facility in Dallas, TXCulture: People-first, values-driven, adaptable, and collaborative across a distributed workforceFocus Areas: Franchisee support, internal mobility, employee wellness, and financial wellnessUnique Perks & Programs Paid Holiday Break: Extended paid time off from Christmas Eve through New Year's Day, beyond standard PTOPaid Sabbatical: Three weeks paid leave after four years of tenure, used within a year of eligibilityFirst-Time Homebuyer Program: $7,000 forgivable loan toward a down payment after two years with the companyWellness Incentive Plan: Up to $1,200 in annual medical savings for completing nutritionist or PCP visitsFinancial & Mental Health Support: Free confidential financial planning, EAP access, and chaplain servicesRemote & Family Support: Monthly remote work reimbursement, marriage stipend, and expanded paid parental leaveTo learn more about N2: Careers Page LinkedIn Page Nicole's LinkedIn

    A Company That Covers Your Home Down Payment | Working at N2

  7. 1 jul

    You Deserve a Six-Week Sabbatical | Working (Remotely) at Redox

    In this episode of Culture Uncovered, Jena Dunay sits down with Chloe Drew, Chief People Officer at Redox, to explore what it takes to build a thriving remote-first culture while helping power the healthcare ecosystem behind the scenes. Chloe shares Redox's journey from a startup founded by former Epic employees into a leading health data interoperability platform that enables healthcare organizations to securely exchange critical information. She also discusses how the company has maintained its people-first philosophy while scaling, why humility and customer obsession are central to the culture, and what makes Redox's remote model successful. They also discuss the challenges of growing a distributed organization, the importance of internal mobility, lessons learned from executive hiring, and the qualities that help employees thrive in a fast-moving, highly collaborative environment. What You'll Learn  How Redox became the "plumbing and piping" behind healthcare data exchange and why interoperability matters for the future of healthcare.  What it takes to build and sustain a strong culture in a fully remote company spanning more than 25 states.  Why Redox's values refresh was a company-wide effort—and how employee ownership helped shape the next chapter of the culture.  How internal mobility creates career growth opportunities even without a large formal learning and development program.  The traits that help employees thrive at Redox, including curiosity, humility, accountability, and comfort with ambiguity. Guest Highlights Industry: Healthcare Technology / Health Data Interoperability Founded: 2012 Employees: ~130 Funding Stage: Series D Work Model: Fully remote with employees across 26+ states Headquarters Roots: Madison, Wisconsin Mission: Simplifying and accelerating healthcare data exchange across the healthcare ecosystem Unique Perks & Programs Fully Remote by Design — Remote-first since before COVID, allowing employees to live and work where they thrive while accessing talent nationwide. Flexible Time Off — Open PTO philosophy built on trust, with leaders actively encouraging employees to recharge. Six-Week Paid Sabbatical — Employees receive a six-week sabbatical every five years to rest, reset, and return refreshed. Strong Internal Mobility Culture — Every role is posted internally, and employees are encouraged to explore new functions and career paths. Company-Wide Values Refresh — Employees at every level participated in redefining Redox's core values, creating shared ownership of culture. Regular In-Person Connection Opportunities — Team gatherings, customer events, executive offsites, and company-wide retreats help maintain strong relationships in a remote environment.To learn more about Redox: Careers Page (They're hiring!) LinkedIn Page Chloe's LinkedIn

    You Deserve a Six-Week Sabbatical | Working (Remotely) at Redox

  8. 24 jun

    Career Growth With a Roadmap | Working at Anaplan

    In this episode of Culture Uncovered, Jena Dunay sits down with Carey Pellock, Chief People Officer at Anaplan, to explore how the global AI-driven planning platform has transformed its culture while scaling across 22 countries and more than 2,200 employees. Carey shares Anaplan's unique journey from a startup founded in a barn in York, England, to a global technology company helping organizations make smarter business decisions through real-time planning and scenario analysis. She also discusses the company's "Winning Culture," why authentic leadership matters, and how Anaplan is investing heavily in employee wellbeing, career growth, and AI innovation. They also discuss how Anaplan balances flexibility with collaboration, the importance of building culture intentionally during periods of transformation, and why the company is looking for builders, innovators, and lifelong learners to help drive its next phase of growth. What you'll learn: How Anaplan evolved from a startup founded in England to a global AI-driven planning platformWhy Anaplan created its "Winning Culture" and the employee-led process behind its core valuesHow the company balances remote work flexibility with in-person collaboration and innovationWhy career growth, employee wellbeing, and leadership development are major investment areasWhat types of employees thrive in Anaplan's fast-moving, AI-focused environmentGuest Highlights: Headquarters: Miami, FloridaTeam Size: ~2,200 employeesGlobal Presence: 22 countriesOffice Footprint: 20 offices worldwideWorkforce Style: Hybrid and remote-first (approximately 50% fully remote)Industry: AI-driven planning and business performance softwareCulture: High-performance, collaborative, innovative, and growth-orientedCore Values (IACTREAL): Innovative, Accountable, Collaborative, Transparent, Resilient, Empathetic, Authentic, Lifelong LearnersUnique Perks & Programs: Anaplan Well — Award-winning wellbeing program focused on financial wellness, mental health, physical health, and community connectionAnaplan Grow — Company-wide learning and development platform designed to support continuous career growthOwn Your Own Career — Employee-driven career development program that empowers individuals to actively shape their futureStructured Leadership Academies for frontline managers, directors, and vice presidentsSix-Month VP Development Program featuring real business challenges and executive-level growth experiencesExtended Leadership Team — A unique network of influential employees who help shape culture and guide organizational changeFlexible Hybrid Work Model that encourages collaboration without tying promotions or advancement to office attendanceMultiple Career Pathways Framework designed to support both people leaders and individual contributors, recognizing that career growth doesn't require becoming a managerTo learn more about Anaplan: Careers Page (They're hiring!) LinkedIn Page Carey's LinkedIn

    Career Growth With a Roadmap | Working at Anaplan
Ver todo (61)

Acerca de

Ever wonder what it's like to work for the best companies in the world? Maybe you’re actively looking for a new job. Or maybe you’re thinking about your next strategic career move. Well, you've come to the right place.Each week we meet with talent leaders at companies you’ve heard of - and many organizations you haven’t. Giving you a behind-the-scenes look at what it’s like to work there…before you even apply. 

Información

  • Creador
    Recruit the Employer
  • Años de actividad
    2024 - 2026
  • Episodios
    61
  • Clasificación
    Explícito
  • Copyright
    © 2026 Culture Uncovered
  • Mostrar sitio web
    Culture Uncovered

También te podría interesar