Finding a job that fits your needs goes way beyond just reading the job description and applying. From company culture to opportunities for growth and much more, it’s important to align the company you’re considering with your must-haves.
Built In Austin rounded up eight companies that prioritize a collaborative company culture and their employee’s personal and professional growth — and they’re actively hiring right now.
We spoke with leaders from each company to learn more about their culture and the opportunities they’ve earned to help their careers prosper.
What they do: Security software company, Rapid7 helps customers reduce data vulnerabilities, monitor for malicious behavior, investigate and shut down attacks and automate routine tasks.
Having the support of an organization that values empathy, transparency and engagement continues to help drive stronger outcomes for our customers and our people.”
Rapid7’s culture in one word: “Commitment,” Sales Manager Tyler Allen said. “Like many organizations, this year has pushed our teams and individuals to challenge convention and change the way they work. From our executive leadership, local leadership and teams in Austin, everyone has jumped in to prioritize the needs of our customers and make sure they are supported and successful.
“We have hundreds of customers who were impacted in various ways by COVID-19, including many healthcare providers on the front lines, and everyone at Rapid7 has jumped in to show this commitment to our customer partnerships. During our 24-hour transition to remote work, our technical teams jumped in to show that same level of commitment, and leadership coordinated more regular guidance and updates to understand what was happening in order to create a plan to work through whatever was ahead. It was so impressive to see everyone come together to create such an impact across the organization. Having the support of an organization that values empathy, transparency and engagement continues to help drive stronger outcomes for our customers and our people.”
Allen’s growth at Rapid7: “I’ve been with the company for seven years now,” Allen said. “After two years as an account executive, I had the opportunity to join the team lead program, which provided more hands-on experience and opportunities that helped prepare me for management. Now, after being a manager for three years and continuing my development, I will be jumping up to lead a new team and continue to expand my own skills. It has been a fantastic experience for me personally, and I love to see others who started in our BDR program make their way through the sales organization to also become senior sellers and leaders.”
What they do: Duo is a user-centric access security platform that provides two-factor endpoint security, remote access solutions and more to protect its users’ sensitive information.
When decisions are made at Duo, the basis for the decision is always how it would impact others.”
Duo Security’s culture in one word: “Empathetic,” Head of Automation Kwame Musonda said. “True empathy is having that coveted selfless ability to be compassionate and walk a mile in someone else’s shoes. When decisions are made at Duo, the basis for the decision is always how it would impact others (i.e. our customers, stakeholders and peers). We want to make security easy for everyone and our decisions, big or small are all driven by empathy.
“We recently faced a decision that illustrated our empathetic approach toward our customers. A number of older versions of operating systems and browsers have reached EOL/EOS (meaning they have been ‘end of lifed’ and are at the ‘end of support’) by their manufacturers. An easy decision would have been for us to also discontinue support of them, however, we decided to take a look at what versions our customers were using before drawing the line on what we support. We found out that while very few customers were using older unsupported versions, they were in critical medical or government verticals. As a result of this, while various versions of OS and browser were not supported by the vendors that manufacture them, we decided to continue to extend support for them for our customers.”
How Musonda has grown at Duo Security: “I’ve been with Duo in Austin for two years and was the second person hired on my team,” Musonda said. “Since then, we have grown to a team of 18 Austin locals, with a few more engineers that are remote. I’ve had the pleasure of growing my own team and being part of every single hire has been fulfilling.
“I have learned a lot over this period, including how to pursue and recruit top talent, how to grow leaders and how to manage a high performing team. Alongside my personal growth, I have seen us grow as a business, improving the proficiency and velocity at which we release quality software while scaling our platform for global expansion. It has been especially admirable to see this continue through a global pandemic under an executive leadership team that will not compromise on putting our employees first.”
What they do: Cloudflare protects existing online applications without altering their structure or adding any hardware. The company routes traffic through its global network, becoming smarter with each site added.
Describe Cloudflare’s company culture in one word: “Collaborative,” BDR Team Lead Julia Baer said. “Our mission at Cloudflare is to help build a better internet for all. When a company makes a strong statement like that, you realize the role that each person plays in building internal relationships to achieve that mission together. For example, our teams are often introduced to new customers that are currently under cyberattack — and we need to provide protection for them immediately. Between our sales team, our solutions engineering team, our legal team and many others, we’re able to provide them with that protection they need. Having that collaboration and dedication between different teams is a big part of how Cloudflare achieves its mission.
Our mission at Cloudflare is to help build a better internet for all.”
How Baer has grown at Cloudflare: “I’ve been with Cloudflare for over a year now, and what I love about Cloudflare is that they’ve created an environment where managers and directors are directly invested in my professional and personal growth,” Baer said. “Every day, I’m challenged by my teammates and by the projects I work on. I’m encouraged to forge my own career path here and talk with my teammates in different departments to help make Cloudflare an even more innovative and welcoming environment.
What they do: Digital marketing company, All Web Leads (AWL) uses internet marketing to turn consumer interest in insurance products into policy sales for insurance carriers and agents.
All Web Leads’ culture in one word: “Collaborative,” Heather Harris, director of people, said. “When the pandemic started to hit in March, we had from mid-day Wednesday to Friday evening to move everything from onsite to remote for 65 people. Our people team worked very closely with our contact center, policy sales, recruiting, training and help desk teams to guarantee that each new hire would be able to successfully attend training. We were able to move our training fully remote with zero down time, and it didn’t impact candidates currently in the recruiting process.”
I started with AWL in 2013 as an office manager sitting at the front desk. Here, at the end of 2020, I am now the director of people.”
How Harris has grown at AWL: “I started with AWL in 2013 as an office manager sitting at the front desk. Here, at the end of 2020, I am now the director of people with more than 15 direct reports managing three different teams. I have been able to work on large projects like creating our culture video, increasing employee engagement, and implementing several integrations and revising asset management processes.”
What they do: Invicti uses proprietary technology to keep the internet a safe place and web applications running smoothly.
Invicti’s culture in one word: “Adaptive,” Sales Enablement Leader Spenser Miller-Fellows said. “Like most, we’ve shifted to an entirely new style of working since the start of the pandemic. Beyond that, our team has dealt with a large scale organizational change as we brought two distinct companies under one banner. I think the best example of this is seen in our sales team. In July, the entire sales organization went from offering a single solution to an entire suite of products and had to adapt to a number of new processes. The team thrived, quickly digging into new content and shifting to the one company/two brand model.”
As a growing company, many folks wear a few hats so I’ve had the opportunity to be exposed to new activities and skills outside my domains of expertise.”
Miller-Fellows’ growth at Invicti: “I’ve worked for Invicti since May 2020, and I’ve had a lot of opportunities to grow and expand my skills,” Miller-Fellows said. “As a growing company, many folks wear a few hats so I’ve had the opportunity to be exposed to new activities and skills outside my domains of expertise. Beyond that, the company has supported me and my team in participating in external conferences and engaging with training materials outside of what we create.”
What they do: Atmosphere is a streaming portal containing original, owned and operated ambient TV channels curated to fit any vibe and environment.
Atmosphere’s culture in one word: “Rewarding,” Distribution Sales Manager Nate Davis said. “Our commission plans encourage overachievement and we publicly celebrate exemplary performers on every team. It’s rewarding to see the company grow and see our content get even more addictive. Plus, equity grants inherently reward anything and everything we do. We even keep a Slack channel strictly to celebrate the overwhelmingly positive customer feedback we get about Atmosphere.”
We even keep a Slack channel strictly to celebrate the overwhelmingly positive customer feedback we get about Atmosphere.”
Davis’ growth at Atmosphere: “I started here as an account executive and after nine months, I was promoted to my current position as sales manager,” Davis said. “In the last few months, I’ve helped bring in a new hiring class of customer support representatives, account managers and account executives. I’m now involved in interviewing candidates, training new hires and helping representatives be successful in their roles. Outside of management, Atmosphere provides perks like financial advisors, which have been great for personal growth.”
What they do: Adia is an on-demand staffing platform that hires W-2 workers so they can keep their flexible schedule, still get taxes withheld and receive benefits and weekly pay.
Adia’s culture in one word: “Determined,” Product Lead Saidí Granados said. “We are very determined to succeed and take every challenge as an opportunity to grow. At the beginning of the pandemic, opportunities in the hospitality industry were drying up, but we were able to switch gears within a day to help grocery stores staff up around the country. This task required onboarding tens of thousands of workers overnight and creating hundreds of orders nationwide. In order to meet the demand, the whole company had to chip in. Team members who had never previously worked with operations quickly learned the process and started helping on the front lines.
“Our product team created tools to automate manual processes to ensure deadlines were met and when help was needed on the weekends, everybody volunteered. Because of these combined efforts, we went nationwide overnight and increased our workforce by over 50 percent in a couple of weeks.”
We are very determined to succeed and take every challenge as an opportunity to grow.”
How Granados’ has grown at Adia: “I was one of the first few people hired in Adia U.S., and I’ve been with the company for two-and-a-half years,” Granados said. “During this time I’ve held four different positions. Initially, I was recruiting new users for our platform. From there I moved to product, providing input on new features and support to the operations team as well as testing during releases. After that, I was a project manager, acting as a liaison between our developers and product team and creating new features. Today, I lead the product team. My career growth here is not unique: Adia looks to develop its people’s strengths.”
What they do: E-commerce company Gembah empowers and enables the product creation process by helping entrepreneurs, e-commerce sellers and small-to-midsize businesses research, design and manufacture the products they sell.
Gembah’s culture in one word: “Passionate,” Matt Baird, junior account executive, said. “Gembah is passionate about their employees personal, professional and financial growth. It exemplifies a modern Austin startup focused on their employees’ success. We have a great leadership team that empowers us to drive this company forward and offer our clients a unique experience. A big part that makes this company so exciting is how passionate our customers are about creating their new products and how excited they are to work with us.”
Gembah is passionate about their employees personal, professional and financial growth.”
How Baird has growth at Gembah: “I have been with Gembah for eight months,” Baird said. “I was hired as the company’s first sales development representative and have since been promoted to junior account executive. We have seen tremendous growth in the past six months and now have six team members on our sales team. Gembah has given me the chance to go from an entry-level position to now training and onboarding all of our new sales reps to give them the opportunity to have the same success that I have achieved.”
