Culture Uncovered

Recruit the Employer
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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. 4d ago

    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

  2. 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

  3. 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

  4. Jul 8

    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

  5. Jul 1

    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

  6. Jun 24

    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

  7. Jun 17

    No Career Ceilings Here | Working at Paperless Parts

    In this episode of Culture Uncovered, Jena Dunay sits down with Elana Silver from Paperless Parts to explore what it's like to build a career-focused culture at a fast-growing software company serving the manufacturing industry. Elana shares the company's unique evolution from a manufacturing marketplace startup into a software platform that helps machine shops and custom manufacturers streamline quoting and operations. She also discusses why Paperless Parts places such a strong emphasis on career ownership, internal mobility, and transparent conversations about professional growth. They also discuss the realities of scaling a company, the challenge of transitioning from startup hustle to sustainable systems, and the types of people who thrive in a mission-driven, customer-focused environment. What you'll learn: How Paperless Parts evolved from a marketplace concept into a software platform serving manufacturersWhy the company encourages employees to take ownership of their career growth and internal mobilityHow leaders create transparency around career conversations, including discussions about outside opportunitiesThe challenges of scaling from startup scrappiness to repeatable systems and processesWhat types of candidates thrive at Paperless Parts and why manufacturing-adjacent experience can be a hidden advantageGuest Highlights: Industry: Manufacturing software / SaaSCustomer Base: Machine shops and custom manufacturers across industries including aerospace, medical devices, and industrial equipmentCompany Stage: Growth-stage technology companyCulture: Mission-driven, collaborative, customer-focused, and growth-orientedFocus Areas: Manufacturing modernization, career development, employee growth, and operational innovationUnique Perks & Programs: Employee-Owned Career Development Philosophy that encourages individuals to actively shape their own career pathsInternal Mobility Focus with transparent opportunities for employees to explore different roles and functions across the companyOpen Career Conversations where employees are encouraged to discuss long-term aspirations and even external opportunities with leadershipInternal Interview Process that provides employees visibility into open roles and a fair path to pursue new opportunitiesLeadership Commitment to Career Transparency, helping employees make informed decisions about their professional growthCross-Functional Career Exploration that encourages employees to learn about and contribute to different areas of the businessRelationship-Driven Recruiting Approach that emphasizes networking and long-term talent connections rather than transactional hiringHigh-Impact Growth Environment where employees can make meaningful contributions while helping scale the business and modernize the manufacturing industryTo learn more about Paperless Parts: Careers Page (they're hiring!) LinkedIn Page Elana's LinkedIn

    No Career Ceilings Here | Working at Paperless Parts

  8. Jun 10

    Mental Health Work That Doesn't Break You | Working at InStride Health

    In this episode of Culture Uncovered, Jena Dunay sits down with Danielle Van Der Lelie, Chief People Officer at InStride Health, to explore how the company is transforming access to specialized mental health care for children, teens, and young adults struggling with anxiety, OCD, and related disorders. Danielle shares the powerful origin story behind InStride Health, how the organization evolved from a highly successful clinical program developed within the Harvard Medical system, and what inspired her to join one of the fastest-growing mental health companies in the country. They also discuss how InStride has scaled from just five employees to nearly 400 while maintaining a deeply mission-driven culture, why the company's mantra of "Never Worry Alone" shapes everything they do, and how they're helping employees grow alongside the business through intentional development, community-building, and AI innovation. What you'll learn: What InStride Health does and how it helps children, teens, and young adults learn to respond differently to anxiety and OCD.How the company evolved from a groundbreaking clinical program developed at McLean HospitalWhy virtual care became a catalyst for scaling access to specialized mental health treatmentHow InStride intentionally builds culture in a fully remote workforceHow the company approaches professional development and career growthWhere the company is investing and hiring over the next 12–18 months InStride Health Highlights: Headquarters: Boston, MassachusettsTeam Size: ~375 employeesFounded: 2021Workforce Footprint: Employees across 38 statesIndustry: Mental Health Care / Healthcare TechnologyPatient Population: Ages 7–24Specialties: Anxiety, OCD, and related disordersCare Model: Virtual, evidence-based care teams including psychiatrists, therapists, and exposure coachesCulture: Mission-driven, collaborative, supportive, growth-orientedWorkforce Style: Fully remote Unique Perks & Programs: Four-week paid sabbatical after five years of serviceFlexible PTOComprehensive health benefits starting on day oneMinimum 12 weeks of paid parental leaveTwo paid volunteer/service days annuallyAnnual company retreat focused entirely on relationship-building and mission connectionBi-weekly all-hands meetings featuring patient success stories and employee recognitionAI Change Champion program to support practical AI learning and adoptionSponsored local meetups for employees in shared geographic regionsStrong emphasis on employee development through stretch assignments, conferences, and internal growth opportunities Current Hiring Focus: InStride Health is actively investing in: TherapistsPsychiatristsExposure coachesTerritory Managers and commercial team membersAI-forward talent interested in healthcare innovationProfessionals passionate about scaling access to mental health care Who Thrives at InStride Health? According to Danielle, the employees who succeed at InStride are those who embrace the company's four core values: Give HeartWork SmartEmbrace CommunityHave HumilityPeople who thrive tend to be highly mission-driven, collaborative, adaptable, solution-oriented, and energized by growth and change. They care deeply about making an impact while helping build a company that's redefining mental health care for families across the country. To learn more about InStride Health: Careers Page LinkedIn Page Danielle's LinkedIn

    Mental Health Work That Doesn't Break You | Working at InStride Health
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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
    59
  • Rating
    Explicit
  • Copyright
    © 2026 Culture Uncovered
  • Show Website
    Culture Uncovered

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