It's January, which is the perfect time for 2023 predictions! This week, we've covered predictions around the job market and office & remote work.

Today, talent acquisition and HR leaders share their predictions around company culture. Since the pandemic, a lot has changed as it relates to how a company maintains its culture while working remote or hybrid. However, last year, lots of companies saw a return to gatherings, conferences, and offsite meetings, which was great to see. 

So, what does 2023 have in store for the culture at companies? Check out the predictions below.

Please note, the views and predictions expressed in this blog post are representative of the individual's thoughts and opinions. They are not representative of the individual's employer.

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Ilenia Herrera Lutz
Director of Talent Acquisition at Duck Creek

To build a strong culture and encourage employee engagement, organizations and their leadership should be aligned to provide employees the opportunity to use their voice, give employees meaningful projects outside of their typical day-to-day roles, recognize small contributions and enable people to work their best in a flexible environment.

Jess Hartmann
Director, Talent Acquisition at Wellframe

We strongly believe post-covid, with the great resignation and these massive layoffs, companies are going to have to re-introduce themselves in 2023. We've been very fortunate to not have been greatly affected as an organization by these large uncertainties but with our new identity under the Healthedge umbrella, it's important for us to expand on our employee branding!  We strongly believe that investing in the career growth and development of our current team, will unfold a return that will continue to enrich the culture and that's what the market needs to see.

Kristin Zwickau
VP, Talent Attraction at Veeva Systems

Post-pandemic, top talent is assessing a company on overall fit versus just "culture." Values (and living up to them) is what makes a company, not the word "culture." Candidates are getting smarter about how they evaluate companies, using their networks, researching, reading reviews and asking hard questions. They want to come to a place where they feel they can belong, be valued and contribute. 

Loralie Thostenson
SVP, Technology Talent Officer at Liberty Mutual Insurance

A strong workplace culture is grounded in managers that are dedicated to diversity, equity and inclusion and cultivate an environment where everyone feels like they belong and can have a long, fulfilling career.  An environment that emphasizes communication and collaboration over individual success is another key element. To sustain this type of strong culture, organizations should prioritize policies and programs that support employees’ lives and well-being both inside and outside the office.

Jaclyn Jussif
VP of People at Paperless Parts

I think it will become more important for leadership to clearly communicate how the employee adds value to the business, and how they envision the employee's role developing in the future. With so much uncertainty in the economy, staff members are going to want reassurance in how they add value to the business. This will cure jitters, but more importantly will cement engagement and support a culture of inclusion and belonging. Simply put, tell your employees you value them in times of uncertainty!


Annie Edwards
Chief People Officer at Bamboo Health

The almost daily announcement of layoffs at the world’s most successful tech companies can make these times unsettling for tech employees.  When you couple this with a lack of connection and community with a company and a hot job market, the culture of a company will matter more than ever in retaining top talent. Executive teams and management will need to be crystal clear on their vision and strategy, and as transparent as possible on the reasons underlying the decisions they are making.  Communication, communication, communication.  I also think a commitment to DE&I initiatives, especially around career opportunities and compensation, is one of the most relevant traits in building a strong culture in 2023.


Jeanne Cordisco
Chief People Officer at O'Reilly

Creating a culture of learning starts at the top, and the faster an organization moves to implement this type of culture, the faster they will see their hiring success and retention rates improve. L&D enables organizations to hedge against bleeding talent, which can be catastrophic when the talent pool is as depleted as it is today. Offering continuous learning opportunities to employees allows current employees to prepare for the next generation of technology and ultimately contribute to the success of their businesses, making it within companies’ best interests to prioritize creating a culture of learning.  

In addition, 2023 will see an increase in DE&I, with increased hiring of women, BIPOC, LGBTQ and neuro-diverse employees. This allows for a diverse workforce and ensures that they are equally involved, empowered and trusted throughout the organization with an overarching emphasis on belonging. 

Robert Zammit
Director of Global Talent Acquisition at Bullhorn

I have yet to meet a Talent Acquisition Leader who has not leveraged the 'story' of their organization's culture to influence a global recruitment strategy. We all have that 'Special Story' to tell about what makes our organizations unique, and "why everyone loves working here!" As we continue to navigate the lingering uncertainty in the economy, this part of the strategy must evolve.

Keeping our employees informed during economic uncertainty is expected, but what about potential candidates or pipelined talent within our external networks? I expect organizations (including my own) to continue their calculated efforts when adding incremental headcount. This reinvestment often takes shape in the evolution of a role, function, or department. Backed by our initial intent, it is more important than ever for Talent Acquisition Leaders to address what changes are occurring internally. Leaders should consider: (1) Will these changes impact the profile or expectations of a role? (2) Do these changes conflict with the 'stories' we've previously told to attract talent?

As TA Professionals, we understand not to take this 'lull' in recruitment as a time to 'kick up your feet.' Instead, be a strategic partner and stay close to your business leaders as they navigate these changes, and use this to begin reshaping your 'story' to inform and align your networks to these changes. 

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Keith Cline is the Founder of VentureFizz.  Follow him on LinkedIn.

Remote work used to be unique and then, the pandemic changed everything. Since then, most employees don't view remote work as a luxury but rather as a standard practice.

One might have thought that 2022 would have been the year of the "return to the office." But, that was not the case as a lot of tech companies struggled to get employees back in the office. Even offering lunch, happy hour, or other incentives didn't do the trick.

Some tech companies, like Apple, Twitter, and others are making a statement and pushing employees back to the office with in-office mandates. However, from what I've seen, the majority of tech companies are still in a tough spot of trying to figure it all out around remote work versus in-office expectations.

Yesterday, as part of our predictions for this year, we shared the details of the Hiring & Job Market for the Tech Industry in 2023. Today, we have Talent Acquisition & HR leaders sharing their thoughts on the trends around in-office, hybrid, and remote work for companies.

Please note, the views and predictions expressed in this blog post are representative of the individual's thoughts and opinions. They are not representative of the individual's employer.

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Dean Talanehzar
Head of Talent at Benchling

In 2023, we’ll continue to see companies adjust to a hybrid work environment with teams returning to the office 3 days a week, and start building experience on how to remain inclusive and collaborate with remote colleagues. Teams will need to be more thoughtful and intentional about when, where, and how they will collaborate as we learn how to execute in a more hybrid world.

Kristin Zwickau
VP, Talent Attraction at Veeva Systems

Post-pandemic, we are seeing a new way of work emerge. Employees want trust, flexibility (what works for them), wellness and mental health initiatives, and meaningful work. Companies that embrace this will have a much happier workforce and attract top talent. Companies that are too rigid or not consistent with their work philosophy will not gain the trust of their employees or candidates. 

Loralie Thostenson
SVP, Technology Talent Officer at Liberty Mutual Insurance

After years of managing and redefining hybrid work strategies, managers will be empowered to work with their teams to determine the right ways and cadence to work. We will continue to see employees use their agency to make choices about their work and successful companies will maintain a variety of work arrangements across in-person, remote and hybrid roles based on business needs. Offices will evolve to venues for purposeful collaboration, team building, networking, problem solving and innovation – using technology to create inclusive experiences for remote colleagues.

Annie Edwards
Chief People Officer at Bamboo Health

The data is clear that remote workers are generally happier and companies that are managing remote workers will have better odds of success in other talent-related areas such as engagement and productivity.  Conversely, studies show that over time the lack on in person collaboration will lead to less innovation and less community and connection with employers.  My prediction is that hybrid and remote work is here to stay for a while, and the companies that “win” the war on talent will be the ones that are hyper-focused on building processes and communication capabilities that connect remote employees to each other and to their company’s vision and mission, and provide meaningful opportunities for professional development and career advancement for their employees.

Jaclyn Jussif
VP of People at Paperless Parts

Even though we’re done with COVID, it’s not quite done with us sadly - it will continue to impact remote work and our work/life balance. That being said, teams are now remembering the value, productivity and relationship building that in-person work brings. Assuming the pandemic continues to stay manageable, I think hybrid work models will be here to stay.

Jeanne Cordisco
Chief People Officer at O’Reilly

Managing a remote-first workforce does have its challenges, but these can be overcome through solid talent management and empathetic leadership, with both companies and employees reaping the benefits of an engaged remote workforce while minimizing the costs. Companies emphasizing return-to-office policies as the path to improved productivity might be looking at their workforces from the wrong direction. Because companies, too, have reaped benefits from expanded telework. A remote-first workforce has been shown to boost efficiency and productivity, while increasing satisfaction among current employees and helping to attract new talent. In addition, by making use of available artificial intelligence and machine learning tools, organizations can create interactive training scenarios that address real-world use cases, allowing employees to take part in finding solutions—and develop their skills in the process.  

Morgan Cecil
Talent Acquisition Specialist at Flexcar

We’re seeing employers do more to create office spaces that their employees will enjoy coming to, and we anticipate seeing more companies invest in employee-friendly office spaces in 2023 and beyond. At Flexcar, for example, our Seaport headquarters has all the snacks and drinks, coffee you actually want to drink, beautiful views of the ocean, and spaces that are great for collaboration as well as focused work. As employers continue to invest in their office spaces, 2023 will be the year that employees return to the office for more of the week. Instead of coming in one or two days a week, we predict more employees will start coming in three, four, or even five days while continuing to emphasize flexibility and allow for consistent work-life balance.

Tabitha Akaktan 
Head of People Operations at Fortify

Employees are craving flexible roles. I think companies that are closed off to the idea will have a difficult time finding or retaining employees, who will favor hybrid or remote positions. Fully remote and hybrid positions will see a far greater number of serious and qualified applicants.

As we turned into 2023, I was hopeful with a new sense of optimism that a lot of the downturn that was experienced in 2022 was over. It didn't take long for that optimism to flip upside down. For the tech industry, large companies like Alphabet (Google), Microsoft, Salesforce, and others have announced major cuts. The same goes for lots of venture backed startups too.

I've personally seen multiple economic cycles throughout my career (Dot-Com 2001, Financial Crash 2008, Pandemic 2020) and it is true - what comes up, must come down and the correction in the tech industry was due.

However, I tend to be an optimistic person and I'm hoping that the layoffs and cuts we are seeing will flatten out after Q1. The good news is that according to Gartner, tech spending is actually increasing. I don't know if I'll be right, but sometimes when companies cut back too deep, they end up having to resume hiring and growing the team again to meet the needs of the business. Time will tell and these are just my thoughts.

As we look across the job market for 2023, I wanted to get feedback from a broader audience, so we ran a poll on LinkedIn to get a general sense of the vibe out there from the VentureFizz audience. We had over 350 people respond and the response that had the most votes was: Layoffs end but hiring is flat.

In addition to getting feedback from the VentureFizz audience, we also wanted to hear from the people who have a day-to-day pulse on the market and that's the Talent Acquisition & HR leaders in the tech industry. Below is a list of their predictions about this year.
Please note, the views and predictions expressed in this blog post are representative of the individual's thoughts and opinions. They are not representative of the individual's employer.

Jaclyn Jussif
VP of People at Paperless Parts

I foresee hiring trends flattening out and a shift to employers focusing more on retention, career pathing and learning and development initiatives. With hiring slowing, HR teams will have more time to develop the top talent they brought in over the hiring pushes in 2021 and 2022. I also think companies will need to be strategic about the size of their recruiting teams - eg don't let them all go - you’ll need them again and it takes time to train them on hiring top talent.

Kristin Zwickau
VP, Talent Attraction at Veeva Systems

With new philosophies about remote work or work anywhere comes a more diverse workforce for the future. Companies are able to tap talent pools they have not been able to in the past, and this is not just for entry-level positions, but all levels and disciplines.

Gary Cunningham
CPO at Flywire

One of the key themes that we expect to see this year is a greater focus on internal mobility. At Flywire, we’ve formalized our own internal mobility program - One Flywire - that enables our FlyMates to take on new roles and responsibilities, while still growing their careers here. Placing a priority on upskilling and reskilling can be an incredibly effective way to not only fill critical business needs, but also to empower employees to build their careers of a lifetime.

Mary Paris
Director of Talent Acquisition at PERSUIT

In 2023, we'll continue to see a somewhat tumultuous hiring market; however, many companies will continue to hire and grow their teams. We'll likely see more conservative hiring plans, with resourcing more directly tied to key priorities of the organization. I believe we'll also see candidates become more risk averse to making a move, therefore 2023 will be an important year to focus on branding efforts and strong recruitment processes to really showcase your company culture and open opportunities. A compelling employee value proposition along with a strong interview process will win the best talent during this uncertain time in the market.

Erin Murphree
Manager Talent Acquisition at NuvoAir

Over the past 3 years, everyone's world has been turned upside down and had more twists and turns than ever anticipated.  Moving forward, looking at 2023, companies are going to have a hard time retaining talent, unless they offer what people need/want.  Money is a BIG part of working but if companies do not support their employees with their career development, upskilling, flexible work life, their P.O.V., then they will leave faster than they started.  People want to be heard and supported and be comfortable and confident to be their authentic self.  Money is a very important factor but feeling valued and appreciated goes a long way.

Annie Edwards
Chief People Officer at Bamboo Health

I suspect we will see more layoffs from tech companies in the 1st and early part of the second quarter, and then a flattening.  I do not expect to see a rebound as it pertains to additional headcount, but hiring will continue to be quite active to keep up with turnover.

Hallory Haley
Director, Technology Talent Acquisition at Liberty Mutual Insurance

Every company is a technology company in 2023 and the need for technology talent will remain strong. As the year continues, the tech layoff trend will likely slow and hiring will continue to focus on high-demand roles like Software Engineers. We’ll also see organizations look for skill-based candidates with experience in areas like Data Science and Cybersecurity as well as an ability to code in multiple languages such as Java, JavaScript, and others.

Ilenia Herrera Lutz
Director of Talent Acquisition at Duck Creek

In 2022, many organizations took time to re-strategize, and since, they have focused on aligning their staff in skill areas to support their strategic growth plans. In 2023, it is important for companies and employees to stay sharp and invest in building skills in growth areas like data engineering, cloud, security, user experience/user interface (UX/UI), customer success and product. The need for roles in these areas has not slowed down and remains consistent across industries.

Jeanne Cordisco
Chief People Officer at O’Reilly

The recent rounds of traffic layoffs may lead to a long awaited “correction” in the market by smaller organizations who could not compete with the salary inflation that the Big Tech players were able to pay. The influx of 25,000+ former Big Tech employees will hopefully benefit the smaller players in the market who are very much actively hiring and searching for top-talent. Certain roles, like software developers and engineers, will always remain competitive but the expectation is that there will be a larger talent pool for companies to hire from in 2023.  

Jason Kan
COO at Virtual Internships

The most proactive startups will undergo workforce planning ASAP as a response to the economic downturn, mapping out scenarios for worst case, middle case, best case scenarios with Talent Acquisition/People Ops leading the necessary strategy & execution. 

Nicola Porter-Smith
VP of HR at JOOR

As a global company, JOOR was, like many others in the SaaS space, impacted by the unexpected macroeconomic challenges 2022 presented. We predict that news of layoffs and scaling back across the tech landscape will likely continue in Q1-Q2 of 2023. The news isn’t all bleak, however, as the nature of the current market has afforded JOOR the opportunity to be more intentional and strategic with our hiring efforts for 2023. With budgets scaled back, our focus on the Talent team is ensuring our hiring process is not only effective at bringing in the absolute best talent for the roles currently open, but effective as well at providing our candidates a positive candidate experience. We predict that folks looking to make a move in 2023 will be paying particular attention to their interviewing experience this year. Bolstering our Recruiting Operations function will also ensure we have the data on hand to validate our decision-making in the year to come. While it may not be full speed ahead for 2023, JOOR predicts that challenging times afford Talent teams the opportunity to look internally for the best means to forge ahead.

Kate Morgan
Founder & CEO at Boston Human Capital Partners

EBITDA drove 2022 Q4 and the easiest way to become more profitable is to "trim the fat" on your biggest line item on a P&L, which is human capital. Big Tech is going to continue to focus on this and will postpone innovation reducing their hiring needs. This will allow for early-stage companies to push forward. Starting in 2024, we will see a wave of acquisitions of these startups.  

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Keith Cline is the Founder of VentureFizz.  Follow him on Twitter: @kcline6.

Check out these 5 book suggestions given by tech leaders on the VentureFizz Podcast throughout the year.

Want more book recommendations? Make sure to check out our list of 10 more books recommended by founders and leaders in the tech industry!

We compiled a list of some of our favorite podcast suggestions recommended by the guests on The VentureFizz Podcast from this past year.

You'll find lots of great podcasts to help out with your business as well as personal improvemen and motivation! We've also included a link to each guest's VentureFizz podcast interview.

We decided to take a look back at some of the top engineering teams that we got to learn more about this year through our Engineering Spotlight and Inside: Engineering series.

Each spotlight gives you an inside look at the company's technical stack, the complexity of problems the engineers get to solve, the team's culture, what to expect for an interview and more.

Below is a list of the companies we've featured, along with a couple of snippets from their Engineering Spotlight or their "Inside:" video feature. 

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Starburst Data

Can you share a summary on what Starburst Data does?

"Starburst is the analytics engine for the Data Mesh. We unlock the value of distributed data by making it fast and easy to access, no matter where it lives. Based on open source Trino, our SQL-based MPP query engine allows you to see all of your data across all of your platforms. Starburst queries data across any database, making it instantly actionable for data-driven organizations. With Starburst, teams can lower the total cost of their infrastructure and analytics investments, prevent vendor lock-in, and use the existing tools that work for their business."

What is the culture like at Starburst Data for the engineering team? 

"We’re an inclusive meritocracy that values humility, authenticity, ownership, and grit. We’re all trying to become better versions of ourselves. You will own your own performance and ultimately your destiny."

Check out the full article    View starburst data's company page 

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Forward Financing

Interview with Brittney St. Germain, Vice President of Technology at Forward Financing. During this video interview, Brittney discusses: About Forward Financing and what they do; Details on Forward Financing's engineering team; Details on the tech stack; Cool projects engineers get to work on; What to expect during the interview process; Why now is the ideal time to join; And more!

View Forward Financing's COMPANY PAGE 

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Paperless Parts

Can you share a summary on what Paperless Parts does?

"At a high level, Paperless Parts makes manufacturing software.  We’re a SAAS platform that serves small and large job shops across the country.  We enable them to quote quickly and accurately which saves them time and money to focus on what they do best."

What are some of the interesting projects that the engineering team is tackling?

"Model-Based Definitions(MBD) is one of the most exciting projects I think engineering is currently working on.  We’re going to start showing technical specifications, like tolerances, dimensions, etc., with the 3D model of the part.  Once we begin parsing this data, the sky's the limit on what we’ll be able to automate for our users when quoting."

Check out the full article    View paperless parts' COMPANY PAGE 

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Hometap

Interview with Moe Khan, Vice President of Engineering at Hometap. During this video interview, Moe discusses: About Hometap and what they do; Details on Hometap's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View hometap's COMPANY PAGE 

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Vestmark

Interview with Mike Dunphy, VP of Software Engineering at Vestmark. During this video interview, Mike discusses: About Vestmark and what they do; Details on Vestmark's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; About Vestmark's culture; Why now is the ideal time to join; And more!

View vestmark's COMPANY PAGE 

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EnergySage

Interview with Jamie Biggar, VP of Engineering & CTO at EnergySage. During this video interview, Jamie discusses: About EnergySage and what they do; Details on EnergySage's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View energysage's COMPANY PAGE 

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Advisor360

Interview with Jed Maczuba, SVP, Chief Technology Officer at Advisor360. During this video interview, Jed discusses: About Advisor360 and what they do; Details on Advisor360's engineering team; Details on the tech stack; Cool projects engineers get to work on; What to expect during the interview process; About Advisor360's culture; Why now is the ideal time to join; And more!

View advisor360's COMPANY PAGE 

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Klaviyo

Interview with Allen Chaves, Chief Technology Officer at Klaviyo. During this video interview, Allen discusses: About Klaviyo and what they do; Size of their engineering team; Interesting projects engineers get to work on; Details on the tech stack; What to expect during the interview process; About Klaviyo's culture; Why now is the ideal time to join; And more!

View klaviyo's COMPANY PAGE 

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Amwell

Interview with Shannon Howe, VP of Engineering at Amwell. During this video interview, Shannon discusses: About Amwell and what they do; Tech stack and interesting projects engineers get to work on; What to expect during the interview process; How Amwell invests in their engineers; About Amwell's culture; Why now is the ideal time to join; And more!

View amwell's COMPANY PAGE 

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PrismHR

Interview with Nicholas Cugini, Software Engineering at PrismHR. During this video interview, Nicholas discusses: About PrismHR and what they do; Projects engineers get to work on and the technologies they use; What to expect during the interview process; About PrismHR's culture; Why now is the ideal time to join; And more!

View prismhr's COMPANY PAGE 

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PathAI

Interview with Max King, Senior Software Engineer at PathAI. During this video interview, Max discusses: About PathAI and what they do; Details on PathAI's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View pathai's COMPANY PAGE 

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Examity

Interview with Andres Munoz-Sanchez, Software Engineering Manager at Examity. During this video interview, Andres discusses: About Examity and what they do; Details on Examity's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View Examity's COMPANY PAGE 

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Flywire

Interview with Eric Spear, Senior Vice President of Engineering at Flywire. During this video interview, Eric discusses: About Flywire and what they do; Details on Flywire's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View flywire's COMPANY PAGE 

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Hudl

Interview with Debbie Beliveau, Engineering Director at Hudl. During this video interview, Debbie discusses: About Hudl and what they do; Details on Hudl's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View hudl's COMPANY PAGE 

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Jellyfish

Interview with Randall Koutnik, Staff Software Engineer at Jellyfish. During this video interview, Randall discusses: About Jellyfish and what they do; Randall's professional background; Details on Jellyfish's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View jellyfish's COMPANY PAGE 

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Robin

Interview with Chris Moscardini, Vice President of Engineering at Robin. During this video interview, Chris discusses: About Robin and what they do; Details on Robin's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View robin's COMPANY PAGE 

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Rapid7

Interview with Sam Adams, Vice President of Engineering at Rapid7. During this video interview, Sam Adams discusses: About Rapid and what they do; Details on Rapid7's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View rapid7's COMPANY PAGE 

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Pluralsight

Interview with Nate Taylor, Director of Software Engineering at Pluralsight. During this video interview, Nate discusses: About Pluralsight and what they do; Details on Pluralsight's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View Pluralsight's COMPANY PAGE 

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SevenRooms

Interview with Kinesh Patel, CTO & Co-Founder at SevenRooms. During this video interview, Kinesh discusses: About SevenRooms and what they do; Details on their platform; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; About SevenRooms' culture; Why now is the ideal time to join; And more!

View sevenrooms' COMPANY PAGE 

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CyberArk

Interview with Chris Fournier, Director Reliability Engineer at CyberArk. During this video interview, Chris discusses: About CyberArk and what they do; Details on CyberArk's engineering team; Cool projects engineers get to work on; Details on the tech stack; What to expect during the interview process; Why now is the ideal time to join; And more!

View cyberark's COMPANY PAGE 

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Ready Education

Interview with Christopher Gervais, Chief Technology Officer at Ready Education. During this video interview, Christopher discusses: About Ready Education and what they do; Details on the tech stack
Cool projects engineers get to work on; How the engineering team works together; What to expect during the interview process; About Ready Education's culture; They are hiring; Why now is the ideal time to join; And more!

View ready education's COMPANY PAGE 

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Zapata

Interview with Eric Reuthe, Vice President of Engineering at Zapata. During this video interview, Eric discusses: About Zapata and what they do; About their platform - Orquestra®; Details on Zapata's engineering team; Cool projects engineers get to work on; Work they do with customers to get them quantum-ready; What to expect during the interview process; About Zapata's culture; Why now is the ideal time to join; And more!

View zapata's COMPANY PAGE 

Companies celebrate the holidays in lots of different ways: parties, dinners, gift exchanges, ugly sweater contests, and more! 

Here's a collection of how lots of companies across the tech industry are celebrating this holiday season.

With the holiday season quickly approaching, we wanted to connect with companies across the tech scene to see how they are taking part and giving back to their communities.

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Bamboo Health is committed to giving back to our local communities and to organizations focused on fostering growth and equality across populations. In 2022, we had the privilege of partnering with organizations in the greater Louisville area including Sweet Evening Breeze, supporting Louisville’s LGBTQ+ young adults; Team Eastern Kentucky Flood Relief Fund, in response to the devastating floods in eastern Kentucky; Girls with Impact, equipping teenage girls with the skills, knowledge and confidence to become future leaders; and Junior Achievers. In Boston, we participated in the Tufts University Women in Tech conference, which seeks to bring together talented, passionate women and femme nonbinary individuals who are interested in learning about technology and want to join the field academically or professionally. Our international efforts were focused on the humanitarian crisis caused by the war in Ukraine through partnership with the Ukrainian House in Warsaw, Poland, and SOS Children’s Villages in Ukraine. Our team members across the world participated in charitable causes important to them including our Warsaw team who used their annual “Away Day” to build dog houses for local animal shelters (picture attached). Additionally, many of our team continue to focus on health equity by donating a portion of their paychecks to CHC (Creating Healthier Communities).

Explore bamboo health's company page

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As a business that believes in giving back, Veeva employees receive an amount equivalent to 1% of their base salary to support the nonprofits of their choice through the annual 1% Veeva Giving program. This program ensures Veeva’s support for charitable causes is entirely employee driven, without dictating corporate causes, gaining a commercial advantage or exchanging for preferential treatment. Among those that have benefited are St. Jude Children's Research Hospital, American Red Cross, Nova Ukraine, Doctors Without Borders, SickKids Foundation and United Nations Foundation.

Explore veeva's company page

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“It was such a different experience than what I think of for corporate volunteering. I may or may not be considering a small stint as a farmer after yesterday’s sweet potato harvesting…”

“I felt revitalized after the event. It was nice to be outside in nature.”

“We need to sign up and do another shift in the spring.”

Members of the Forrester TEI team took advantage of Forrester's Volunteer Day benefit and harvested sweet potatoes at Drumlin Farm in Lincoln, MA . Our team was looking for face-to-face opportunities to get together and we got to do that - while giving back! Drumlin's produce is sold through their CSA, to downtown restaurants, at their food stand AND 15% is donated to local food pantries every year. It was incredible to be a part of this effort and was very different from our market research analysis. 

Explore forrester's company page

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On Veterans Day this year, The Recorded Future Veterans Organization celebrated at the Armed Forces Retirement Home in Northwest Washington, DC. They joined military veterans who reside at the home, locally based veterans across the DMV, actively serving military members, and supporters from companies and organizations across various industries. They spent the day honoring and celebrating our military veterans, while enjoying a day of music, food, and fun, focused on raising money for the Old Soldiers Home Foundation which supports the home and its veterans with projects focused on wellness, vitality, and camaraderie.

Explore recorded future's company page

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Workhuman is proud to celebrate the 10th Anniversary of GivingTuesday by helping the humans at our company and our customers to give back in a variety of ways. Every Workhuman employee will be receiving a recognition award to redeem for a GlobalGiving gift card, which they can use to donate to any project they are passionate about. Our ERGs are also hosting a variety of volunteer opportunities and drives to help the support many wonderful non-profits in our local communities. We’re also partnering with our customers to help them celebrate and recognize the day on the Workhuman Cloud platform.  When the world comes together to help each other, it lifts us all.

Explore workhuman's company page

Happy Halloween! Take a look at how companies across the tech industry celebrated Halloween this year as well as checking out the awesome and scary costumes employees wore!

Back in April of 2020, we compiled a slideshow that shared how companies were maintaining culture remotely due to the pandemic.

Based on the changing workplace, we thought it would make sense to revisit this topic since the world of work continues to evolve. Some companies are in-person, 100% remote, or hybrid... so, how are companies maintaining their culture in 2022?

Ultimately, how we work affects the culture at a company, so were curious to see what companies are doing these days to maintain their culture and keep employees connected regardless of the working environment. Lots of companies shared the details of various initiatives in the slideshow below!