Culture Uncovered

Recruit the Employer
  • 4.8 (16)
  • Careers
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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. 9h ago

    You Automatically Get Every Other Friday Off | Working at The Recycling Partnership

    In this episode of Culture Uncovered, Jena Dunay sits down with Billie Wright, Chief People Officer of The Recycling Partnership, to explore what it's like to build culture at a fully remote nonprofit tackling one of the country's least glamorous but most essential infrastructure challenges. Billie shares her own pivot into the recycling space after nearly 30 years in state and local government HR, and offers candid encouragement for anyone hesitant to switch industries. The conversation dives into the organization's recent core values refresh — narrowing nine values down to five and building a dedicated values-based interview process around them — along with onboarding buddies and monthly cultural programming that keeps a small, fully remote team genuinely connected. The episode also covers The Recycling Partnership's standout time-off policies, including a every-other-Friday off schedule and a five-year paid "refresh" sabbatical, as well as an honest reflection on where the organization's change management could better center the people living through it. What You'll Learn What The Recycling Partnership actually does: legislation, community infrastructure, and recycling researchHow to think about pivoting industries without fear, even without direct experienceHow a "core values interview" works and why the organization recently narrowed nine values to fiveWhy the company closes every other Friday, and how to pilot a similar policy at your own organizationWhat the five-year "refresh" sabbatical and mandatory paid weeks off actually look like in practiceWhy doing change "with" people, not "to" them, is critical for genuine organizational buy-inCompany Highlights Industry: Environmental nonprofit (recycling infrastructure, legislation, and research)Customer Base: States, municipalities, and communities working to improve recycling access and policyCompany Stage: Founded in 2014, ~80 employees across 28 states, fully remoteCulture: Mission-driven, values-based, high-retention, and intentional about employee wellnessFocus Areas: Recycling legislation and infrastructure, employee wellbeing, and organizational change managementUnique Perks & Programs Every-Other-Friday Off: A recurring day-off policy in place since COVID, adjusted around holidaysFive-Year "Refresh" Sabbatical: Six full weeks of paid leave awarded after five years of tenureFour Mandatory Paid Weeks Off Annually: Company-wide closures around July 4th, Thanksgiving, and the final two weeks of the yearFlexible Vacation & Parental Leave: Non-accrual flexible time off, plus paid parental leave for both mothers and fathers$500 Annual Professional Development Stipend: Newly formalized funding for courses, books, or coachingOnboarding Buddy Program: New hires paired with a peer for their first 30 days to support cultural integrationTo learn more about The Recycling Partnership: Careers Page (They're hiring!) LinkedIn Page Billie's LinkedIn

    You Automatically Get Every Other Friday Off | Working at The Recycling Partnership

  2. 5d ago

    You Get A Say in the Hiring Process | Working at Valor

    In this episode of Culture Uncovered, Jena Dunay sits down with Jason Nadaskay, Chief People Officer at Valor, to explore what it's like to build culture at a fast-growing oil and gas land and accounting firm based in Fort Worth, Texas. Jason shares his unconventional path into HR — from teaching and coaching to marriage and family therapy, to a chance breakfast with a college roommate that led to this role — and how he leaned into certification and community to close the gap on traditional HR experience. The conversation dives into Valor's deliberate three-step, peer-inclusive hiring process built to filter for "low drama" employees, and how the company extends its culture to a fully remote offshore team in the Philippines without forcing its own office culture onto them. The episode also covers Valor's paid, rotational internship program, an honest account of an AI rollout that moved faster than the team could absorb, and practical advice on standing out in a hiring process — including literally showing up in person. What You'll Learn How mineral rights ownership works in the US and why it created an entire accounting nicheWhat a "landman" actually does day to day, versus the TV portrayalHow Valor's three-step, peer-involved hiring process protects against workplace dramaHow the company built genuine culture and flexibility for its remote team in the PhilippinesAn honest account of what went wrong when Valor moved too fast rolling out AI agentsWhy showing up in person or sending a thoughtful, persistent message can still set a candidate apartCompany Highlights Industry: Oil and gas land and accounting services (mineral rights management)Customer Base: Private mineral rights owners, concentrated heavily in Texas and the Permian BasinCompany Stage: 8-year-old company, ~45 employees (35 in the US, 10 in the Philippines), a three-time Inc. 5000 fastest-growing companyCulture: Low-drama, innovation-driven, and intentionally autonomousFocus Areas: Hiring quality and fit, offshore team integration, internship development, and responsible AI adoptionUnique Perks & Programs Paid Rotational Internship Program: Interns meet weekly with a different executive and complete a small-group book study alongside real project workPeer-Involved Hiring Process: Candidates must get buy-in from future teammates, not just leadership, before receiving an offerThoughtful Offshore Scheduling: Filipino team members share a defined overlap window with US hours, then control the rest of their schedule themselvesIn-Person Offshore Team Gatherings: Leadership traveled to Manila for a two-day conference to build genuine connection with remote employeesQuarterly Town Halls & Outings: Regular "state of the union" updates paired with team outingsHigh Autonomy Culture: A deliberately flat structure with minimal micromanagement, paired with open conversations when workload becomes unsustainableTo learn more about Valor: Careers Page (They're hiring!) LinkedIn Page Jason's LinkedIn Book Recommendations: Unreasonable Hospitality: The Remarkable Power of Giving People More Than They Expect The Science of Scaling: Grow Your Business Bigger and Faster Than You Think Possible

    You Get A Say in the Hiring Process | Working at Valor

  3. Sep 3

    Your Personal Bucket List Dreams Become Reality Here | Careers at Brand Builders Group

    In this episode of Culture Uncovered, Jena Dunay sits down with Jane Viventi, Head of People and Operations at Brand Builders Group, to explore what it's like to build culture at a Nashville-based personal branding firm founded on the belief that everyone is uniquely positioned to serve the person they once were. Jane shares the origin story of Brand Builders Group — born out of a career setback for co-founders AJ and Rory Vaden, and accelerated by a single, trust-driven podcast mention from a friend. The conversation dives into what it means to build a genuinely "chosen family" culture without falling into the pitfalls that phrase can carry, how the company approaches recognition through a taco-based system and personal bucket-list rewards, and why growth at BBG is framed as a "jungle gym" rather than a ladder. The episode also covers the company's remote-first structure balanced with intentional in-person gatherings, its new Growth Fund for employee learning, and an honest look at the internal communication challenges that come with rapid, ambitious growth. What You'll Learn How Brand Builders Group was founded after a career setback and a single trusted podcast recommendationWhat it means to be "most uniquely positioned to serve the person you once were"How BBG builds a "chosen family" culture while still respecting people who just want to clock in and outHow the HeyTaco recognition platform and new "Pins of Impact" program work in practiceWhy BBG frames career growth as a "jungle gym" instead of a traditional ladderWhat internal communication challenges look like at a fast-growing, mission-driven companyCompany Highlights Industry: Personal brand strategy and coachingCustomer Base: Authors, speakers, coaches, and entrepreneurs looking to clarify and monetize their personal brandCompany Stage: 8-year-old company (founded 2018), ~40 full-time employees, remote-first with a Nashville home baseCulture: Purpose-driven, human-first, and intentionally described as a "chosen family"Focus Areas: Personal brand development, client community, service, and intentional (not rapid) company growthUnique Perks & Programs HeyTaco Recognition System: Daily peer-to-peer recognition redeemable for real value through an internal "taco shop"Pins of Impact: A new program where earned pins unlock company-funded contributions toward an employee's personal bucket listCompany-Wide Milestone Trips: Full-company (plus spouses and kids) trips awarded at every $5 million revenue milestone$500 Annual Growth Fund: Flexible individual learning stipend replacing a one-size-fits-all course subscriptionQuarterly Book Club: Company-wide reading to build shared language and accountabilityCharitable Donation Matching: Up to $1,000 matched per employee, alongside quarterly community service eventsTo learn more about Brand Builders: Careers Page (They're hiring!) LinkedIn Page Jane's LinkedIn

    Your Personal Bucket List Dreams Become Reality Here | Careers at Brand Builders Group

  4. Sep 1

    Weekly Breakfast With An Astronaut | Working at Space Center Houston

    In this episode of Culture Uncovered, Jena Dunay sits down with Brady Pyle, CHRO of Space Center Houston, to explore what it's like to build culture at the official visitor center of NASA's Johnson Space Center. Brady shares his 20-plus year journey inside NASA — from a graduate co-op assignment to leading HR across all ten NASA field centers — and what brought him to Space Center Houston after choosing early retirement from NASA. The conversation offers a rare behind-the-scenes look at how NASA's field centers are structured, how Space Center Houston fits into that ecosystem as a nonprofit educational foundation, and what day-to-day roles actually look like at a space-focused museum and learning center. The episode also covers Brady's own book, Building Culture, the NASA Way, his approach to running upward feedback for leaders separate from performance review cycles, and Space Center Houston's deliberate push toward internal promotion from its large part-time and seasonal workforce. What You'll Learn How NASA's ten field centers are structured and what makes each one uniqueHow Space Center Houston operates as a nonprofit connected to, but distinct from, Johnson Space CenterWhat roles actually exist at a space-focused museum, beyond the expected engineers and scientistsWhy Space Center Houston runs upward leadership feedback separately from performance evaluationsHow the organization built a talent strategy prioritizing internal promotion from its part-time staffWhat values and traits define success in Space Center Houston's cultureCompany Highlights Industry: Nonprofit education and visitor experience (official NASA Johnson Space Center visitor complex)Customer Base: ~1.2 million annual guests, roughly split between local, national, and international visitorsCompany Stage: Founded in 1992, ~200 full-time staff plus ~300 part-time and seasonal employeesCulture: Values-driven around being space enthusiasts, champions of curiosity, and people-drivenFocus Areas: STEM education, guest experience, internal talent development, and culture measurementUnique Perks & Programs Breakfast with an Astronaut: A weekly guest event offering direct, in-person conversations with astronautsAstronaut Crew Debriefings: Internal access to mission debriefs after astronauts return from spaceEnhanced 403(b) Match: A 3% automatic employer contribution plus an additional 2% match for employee contributionsBundled, Expanded PTO: Combined vacation and sick leave restructured to include dedicated mental health and wellness days, based on employee feedbackInternal Promotion Strategy: A formal goal of filling half of new full-time roles from the internal part-time/seasonal talent poolMidpoint Upward Feedback Cycles: Structured leadership feedback collected separately from formal performance reviews to encourage more honest inputTo learn more about Space Center Houston: Careers Page (They're hiring!) LinkedIn Page Brady's LinkedIn Brady's Book: Building Culture the NASA Way: Mission-Critical Principles For Creating Any Organization's Culture

    Weekly Breakfast With An Astronaut | Working at Space Center Houston

  5. Aug 27

    They'll Make Room for the Right Person | Careers at Outset

    In this episode of Culture Uncovered, Jena Dunay sits down with Lauren Bryant, Head of Talent at Outset, to explore what it's like to build culture at a fast-scaling AI-moderated research startup based in San Francisco. Lauren shares how Outset uses AI moderation to compress traditional qualitative research from weeks down to hours, and how she found her own way to the company through a staffing recruiter — a reminder of why staying connected to recruiters, even after they change companies, can pay off down the line. The conversation dives into what it's like joining a company that's more than tripled in size in under a year, what genuine internal mobility looks like in practice, and how Outset thinks about protecting culture while hiring quickly. The episode also covers Outset's approach to "opportunistic hiring" for standout candidates, what kind of person thrives in a high-ambiguity, fast-moving environment, and practical advice for job seekers on how to actually stand out in a flooded applicant pool. What You'll Learn How Outset's AI-moderated research platform compresses traditional focus groups into hoursWhy staying connected with recruiters — even after they change jobs — can open future opportunitiesWhat genuine internal mobility looks like, including real examples of fast promotionsHow Outset protects its culture while hiring rapidly during a period of major growthWhat "opportunistic hiring" means and how it works at an early-stage startupWhat kind of outreach actually helps a candidate stand out in a crowded applicant poolCompany Highlights Industry: AI-powered qualitative research technologyCustomer Base: Brands and companies conducting product and consumer research, from physical goods to digital productsCompany Stage: Founded in 2022, ~77 employees and growing rapidly (more than tripled in six to seven months)Culture: Transparent, low-ego, collaborative, and comfortable with ambiguityFocus Areas: Rapid scaling, internal mobility, culture preservation, and hands-on hiringUnique Perks & Programs 401(k) with 6% Match: A notably high employer match for a company at this stageGenuine Flexible Time Off: Actively used by employees, not just a policy on paperHybrid Flexibility: On-site four days a week, with one flexible remote day employees can shift week to weekInternal Mobility in Practice: Real examples of employees moving from individual contributor to management roles within monthsOpportunistic Hiring: A practice of creating roles for exceptional candidates even without an immediate headcount needFounder Visibility on LinkedIn: Active founder presence used intentionally as a culture and recruiting toolTo learn more about Outset: Careers Page (They're hiring!) LinkedIn Page Lauren's LinkedIn

    They'll Make Room for the Right Person | Careers at Outset

  6. Aug 25

    Dinners, Vacations, and Continuing Education — It's All on Them | Working at Ibotta

    In this episode of Culture Uncovered, Jena Dunay sits down with Marisa Alexander-Daspit, Chief People Officer at Ibotta, to explore what it's like to build culture at a Denver-based tech company that's grown from a rebate app into a broader performance marketing network. Marisa shares her seven-and-a-half-year journey at Ibotta, starting as Director of Talent Management before stepping into the CPO seat, and what convinced her the company's values genuinely matched what she experienced day to day. The conversation dives into Ibotta's deep investment in Denver as a community, why the company expanded its office footprint rather than downsizing, and how a hybrid, in-office culture is being intentionally rebuilt around collaboration and connection. The episode also covers Ibotta's practical, employee-driven perks, its approach to career growth in a company that's matured past classic "startup" dynamics, and an honest look at the ongoing challenge of communicating through organizational change — especially amid growing anxiety around AI's impact on the workforce. What You'll Learn How Ibotta evolved from a consumer rebate app into a broader performance marketing networkWhy Ibotta chose to expand its office footprint in Denver rather than downsize amid remote-work trendsHow the company's I-B-O-T-T-A values show up in daily rhythms like a weekly company-wide standupWhat kind of curiosity and problem-solving mindset helps someone thrive in Ibotta's "mature startup" stageHow Ibotta approaches change communication amid rising workforce anxiety around AIWhat roles are actively hiring across tech, sales, and revenue operationsCompany Highlights Industry: Consumer technology and performance marketing (rebates and retail media)Customer Base: Everyday consumers ("savers") and consumer packaged goods brands, reaching shoppers through platforms like Instacart, Walmart, and DoorDashCompany Stage: ~830 core employees, two-thirds based in Denver, with a matured "high-growth" (not early-startup) cultureCulture: Values-driven, curious, collaborative, and deeply rooted in its home city of DenverFocus Areas: Community investment, hybrid collaboration, employee development, and navigating AI-driven changeUnique Perks & Programs Annual Dinner Perk: A covered dinner out for the employee and someone important in their life, as a way to say thank you to bothFive-Year Travel Perk: A ~$2,000 grossed-up travel budget awarded at the five-year tenure mark, earmarked specifically for rest and rechargeFlexible Education Benefit: Covers tuition, conferences, or student loan payments (one or the other), supporting non-linear career growthCoursera Access for All Employees: Ongoing upskilling opportunities, especially amid AI-related shiftsSummer Patio Sessions: Weekly Thursday happy hours hosted by employee resource groups in the new office spaceTwice-Yearly Company-Wide All-Hands: In-person gatherings designed to connect remote and in-office employeesTo learn more about Ibotta: Careers Page (They're hiring!) LinkedIn Page Marisa's LinkedIn

    Dinners, Vacations, and Continuing Education — It's All on Them | Working at Ibotta

  7. Aug 20

    A $60,000 Path Toward Becoming a Parent is Covered Here | Careers at Peak Design

    Here are the show notes for this episode: In this episode of Culture Uncovered, Jena Dunay sits down with Jen Flaxman, Head of People at Peak Design, to explore what it's like to build culture at a founder-owned, bootstrapped product design company built without any venture capital. Jen shares her own path to Peak Design, drawn in by a genuine connection with founder Pete Dering's vision for slow, sustainable growth rather than a "zero to 500" scaling mindset. The conversation dives into how operating without outside investors shapes decision-making speed and transparency across the company, what it actually looks like to hire for "community" fit over resume excitement, and how healthy debate is woven into a product-obsessed culture. The episode also covers Peak Design's standout parental and mental health benefits, its jungle-gym approach to career growth over traditional promotion ladders, and an honest look at how the company has had to "grow up" its internal infrastructure — especially around compensation — as it's scaled past $100 million in revenue. What You'll Learn How Peak Design's founder built the company's first product, the Capture Clip, and launched it via KickstarterWhy operating without VC or private equity funding shapes culture, pace, and decision-making at Peak DesignWhat "hiring for community" looks like in practice, beyond standard culture-fit questionsHow Peak Design frames career growth through a "jungle gym," not a ladderWhat their standout mental health and Path to Parenthood benefits actually coverHow the company is building out compensation infrastructure and financial transparency as it scalesCompany Highlights Industry: Product design and consumer goods (camera and gear-carrying systems)Customer Base: Photographers, travelers, and outdoor enthusiasts, sold via wholesale, direct-to-consumer, and retailCompany Stage: ~15-year-old, founder-owned company (no VC or PE funding), ~75 employees, scaling from ~$60M to over $100M in revenueCulture: Community-driven, debate-friendly, and intentional about sustainable, steady growthFocus Areas: Product craftsmanship, sustainability (1% for the Planet), employee wellbeing, and internal infrastructure-buildingUnique Perks & Programs 100% Covered Insurance Premiums: Full coverage for employees and all dependents$3,000 Mental Health HRA: Annual reimbursement usable for the employee or any family member's mental health treatment$60,000 Path to Parenthood Benefit: Covers fertility treatment, adoption legal fees, and surrogacy-related expenses beyond standard fertility HRAsLifetime Product Guarantee: Reflects the company's broader philosophy of building things meant to last1% for the Planet Membership: Ongoing commitment to donate 1% of revenue to environmental causesGrowth-Focused Engagement Surveys: Annual surveys asking employees what "growth" means to them, shaping on-the-job learning opportunities beyond promotionsTo learn more about Peak Design: Careers Page (They're hiring!) LinkedIn Page Jen's LinkedIn

    A $60,000 Path Toward Becoming a Parent is Covered Here | Careers at Peak Design

  8. Aug 18

    A Job Where You're Literally Not Allowed to Be Early | Working at Kiefer Sage

    In this episode of Culture Uncovered, Jena Dunay sits down with Noble Gibbens, Chief People Officer at Kiefer Sage, to explore what it's like to build culture and leadership development at a 40-year-old, family-owned manufacturing company in Northwest Arkansas. Noble shares his unconventional path — from military infantry officer to executive coach to Chief People Officer — and how his own journey through emotional health and self-awareness now shapes how he leads people at Kiefer Sage. The conversation dives into how the company competes for talent against much larger neighboring employers by leaning fully into culture, including a hard boundary around work hours that starts with leadership modeling it themselves. The episode also covers Kiefer Sage's homegrown, tiered Leader Development Program modeled after military leadership tracks, practical EQ-building exercises Noble runs with junior leaders, and what it actually looks like to build a values-driven culture across both a manufacturing floor and back-office teams. What You'll Learn How a family business that started with an electric shopping cart grew into three distinct product linesWhy Kiefer Sage's CEO insisted leadership not outwork or "out-hours" the team as a cultural exampleHow Kiefer Sage structures its tiered Leader Development Program for junior, mid-level, and senior leadersA practical, repeatable EQ exercise for identifying and reframing personal strengths and weaknessesHow Kiefer Sage differentiates itself culturally from larger nearby employers it can't compete with on payWhat kind of person thrives in a purpose-driven, in-office manufacturing cultureCompany Highlights Industry: Manufacturing (product development across mobility, commercial cleaning, and vehicle equipment)Customer Base: Retailers, commercial businesses (including major national brands), custom homeowners, and law enforcement agenciesCompany Stage: 40+ year old, family-owned company with ~150 employees, primarily on-site in Northwest ArkansasCulture: Purpose-driven, emotionally intelligent, and intentional about work-life boundariesFocus Areas: Leadership development, emotional intelligence, talent investment, and organizational purposeUnique Perks & Programs Strict Work-Hour Boundaries: Leadership explicitly discourages arriving early or staying late, modeled from the top downTiered Leader Development Program (LDP): Military-inspired tracks for junior, mid-level, and senior leaders, built and led internallyHands-On EQ Coaching Exercises: Practical, partner-based self-awareness exercises built into leadership training sessionsPurpose-Centered Meeting Culture: Every meeting opens by grounding the team in the company's core purpose and valuesDISC-Informed Coaching: Leadership development tailored to individual personality types (Dominant, Influencer, Steady, Conscientious) for more effective motivationWhole-Person Investment: A stated focus on developing employees as people, not just professionals, with visible impact on their familiesTo learn more about Kiefer Sage: Careers Page (They're hiring!) LinkedIn Page Noble's LinkedIn

    A Job Where You're Literally Not Allowed to Be Early | Working at Kiefer Sage
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4.8
out of 5
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About

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. 

Information

  • Creator
    Recruit the Employer
  • Years Active
    2024 - 2026
  • Episodes
    71
  • Rating
    Clean
  • Copyright
    © 2026 Culture Uncovered
  • Show Website
    Culture Uncovered