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. 1d ago

    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

  2. 6d ago

    A 92% Promotion Rate, No Kidding | Careers at Karbon

    In this episode of Culture Uncovered, Jena Dunay sits down with Jourdan Pym, VP of People at Karbon, to explore what it's like to build culture at a fast-scaling practice management software company for finance and accounting teams. Jourdan shares the winding story of how she nearly turned down the role entirely, and what changed her mind once she recognized the size of the opportunity in the accounting practice management space. The conversation dives into how Karbon has grown from 62 to 367 employees across eight countries in five years, how the company defines "cultural adds" over "cultural fits," and the intentional, personal candidate experience Karbon builds into every stage of hiring — even for applicants who don't get the job. The episode also covers Karbon's executive-led leadership development programs, its approach to internal mobility, and a candid look back at a reduction in force that taught Jourdan the importance of HR leaders understanding the numbers behind the business, not just the people side. What You'll Learn How Karbon differentiates between "cultural fit" and "cultural add" when hiringWhy Karbon builds personalized rejection and feedback emails into its recruiting process at scaleWhat the "Karbon Circle" peer interview process reveals to candidates before they accept a jobHow Karbon's Frontline Leaders and Emerging Leaders programs are run entirely by the executive teamWhat it's like to scale past key headcount thresholds (100, 150, 200+ employees)Why understanding burn rate and revenue trends is a critical skill for HR leadersCompany Highlights Industry: Practice management software for finance, accounting, and bookkeeping professionalsCustomer Base: Finance teams, accounting firms, bookkeepers, tax, and CAS professionalsCompany Stage: 11-year-old company, 367 employees across eight countries, with hubs in Chicago and SydneyCulture: Highly connected, community-driven, and transparent from the executive level downFocus Areas: Candidate and employee experience, leadership development, internal mobility, and financial literacy for HR leadersUnique Perks & Programs Employee Stock Ownership: Every employee has the option to become a shareholder through stock optionsEmerging Leaders Program: A self-nominated, executive-approved development track with a ~92% promotion rate, including access to executive leadership meetingsFrontline Leaders Program ("Leadership Matters"): Twelve months of leadership courses taught directly by Karbon's own executive teamPersonalized Candidate Communication: Every rejection email comes from a real recruiter, with feedback offered where possibleKarbon Circle Interviews: Peer-led interviews giving candidates an honest look at day-to-day team dynamicsInternal AI Upskilling: Peer-led "lunch and learns" and internal AI experts, prioritizing in-house knowledge sharing over external training vendorsTo learn more about Karbon: Careers Page (They're hiring!) LinkedIn Page Jordan's LinkedIn

    A 92% Promotion Rate, No Kidding | Careers at Karbon

  3. Aug 11

    This Company Has My Favorite Benefit of All Time | Working at Lumen

    In this episode of Culture Uncovered, Jena Dunay sits down with Stephanie Calhoun, VP of People Strategist and Global Culture Transformation at Lumen Technologies, to explore what it's like to reshape culture at a nearly century-old company undergoing one of the largest business turnarounds in recent history. Stephanie traces Lumen's journey from a family-run telephone company founded in 1930s rural Louisiana to a global digital networking company powering today's AI infrastructure. She shares how CEO Kate Johnson led a simultaneous cultural and business transformation, shifting the organization's mindset from "playing not to lose" to "playing to win," and how that shift shows up in real, high-stakes business decisions. The conversation also covers how Lumen embedded its Luminate behaviors into performance management and recognition systems, the company-wide rollout of Brené Brown's Dare to Lead curriculum, and standout wellbeing benefits — including a deeply personal survivor benefits program born from real loss within the company. What You'll Learn How a 1930s family telephone business transformed into a global digital networking companyWhat "playing to win" versus "playing not to lose" looks like in real business decisionsHow Lumen embedded its eight Luminate behaviors into hiring, feedback, and performance reviewsWhy and how the company rolled out Brené Brown's Dare to Lead curriculum company-wideHow Lumen approaches AI literacy training tailored by role and departmentWhat kind of person thrives — and who might struggle — in a fast-paced, remote-first transformationCompany Highlights Industry: Digital networking and fiber infrastructure (formerly telecommunications)Customer Base: Global businesses relying on secure, high-speed connectivity for data and AI applicationsCompany Stage: Founded in the 1930s, now a global company of 20,000+ employees undergoing a three-year cultural and business transformationCulture: Remote-first, courage-driven, and built around eight defined Luminate behaviorsFocus Areas: Culture transformation, AI literacy, employee wellbeing, and leadership developmentUnique Perks & Programs Survivor Benefits: Continued salary and benefits coverage for a deceased employee's family for six monthsGlobal Wellness Day: A company-wide paid day off dedicated to personal wellbeing, with leadership participating openlyDare to Lead Curriculum: Company-wide leadership and personal development training in partnership with Brené Brown/BetterUp, including personalized small groups and AI coaching accessTailored AI Literacy Program: Role-specific AI training designed to build practical, everyday AI skills across departmentsLuminate Awards & Lumen Stars: Peer recognition tied directly to specific named cultural behaviorsCalm App Access: Company-wide rollout of a wellness app after a successful employee pilotTo learn more about Lumen: Careers Page (They're hiring!) LinkedIn Page Stephanie's LinkedIn

    This Company Has My Favorite Benefit of All Time | Working at Lumen

  4. Aug 6

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

    ** SOON 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

  5. Aug 4

    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

  6. Jul 29

    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

  7. Jul 22

    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

  8. Jul 15

    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
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4.8
out of 5
16 Ratings

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
    64
  • Rating
    Explicit
  • Copyright
    © 2026 Culture Uncovered
  • Show Website
    Culture Uncovered

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