What do Culture Amp do?

What do Culture Amp do? : What is Culture Amp? Culture Amp is the leading Employee Experience platform that helps over 5000 companies across the globe take action to improve employee engagement , retention, and performance

What do Culture Amp do?

[lightweight-accordion title=”Read Detail Answer On What do Culture Amp do?”]

Job Function

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  • Current Employees
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  • Worldwide
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Sort

Popular

  • Popular
  • Highest Rating
  • Lowest Rating
  • Most Recent
  • Oldest first

Didier Elzinga

103 Ratings

Pros

  • Leadership have been amazing throughout the pandemic and I have never been more proud to work at Culture Amp” (in 22 reviews)

  • Getting to speak withCulture First companies everyday is also a great benefit” (in 8 reviews)

  • Cons

  • Culture Amp is a truly global company and it can be difficult to keep up with internal communications across time zone ranging from Australia to Europe” (in 8 reviews)

  • Growing pains, standard for a scale up like this” (in 7 reviews)

  • More Pros and Cons

    Pros & Cons are excerpts from user reviews. They are not authored by Glassdoor.

    The latest conversations about Tech

  • CurrentEmployee, more than 3 years

    Pros

    – The EMEA culture is special led by Nick Matthews, who is always receptive to feedback and continuous improvement. – Collaborative sales culture, built on behaviours such as 2inthebox deal support & cross-sharing learnings. Amelia is a gifted sales leader. – Autonomy with work. – Mission driven company with big ambitions.

    Cons

    We set bigambitions and this can overwhelming at times. Campers are passionate about what we do & this can sometimes lead to too much optimism.

    Continue reading

    Thanks for your feedback! We have a fantastic EMEA team and it’s great to hear you love the mission and behaviour driven team we’re part of – I agree with you! Ed

  • Former Employee, more than 3 years

    Amazing colleagues!

    Jun 21, 2022 – Customer Success Coach in London, England

    Recommend

    CEO Approval

    Business Outlook

    Pros

    – people you work with are extremely good, bright and helpful! – mission driven company.

    Cons

    – not flexible towork remotely.

    Thank you for your feedback, it’s great to hear you have loved working with your fellow Campers. Our team is one of my favourite things about Culture Amp too! I’m sorry to hear you don’t feel you were not supported to work remotely. We have a large portion of our workforce who work remotely in the countries we are based in (Australia, New Zealand, USA, UK and Germany) and pride ourselves on the flexibility we have always offered.Even with this flexible approach, there are a number of countries we’re unable to offer permanent remote working opportunities in, due to a number of reasons including tax and legal issues. I hope that makes sense. Ed.

  • Join the Culture Amp team

  • Pros

    The Company Strategy isclear, communicated at all levels and focused on the right things Leadership work well together and care deeply Culture Amp is full of “good humans” who are passionate about creating a better world of work

    Cons

    We are not perfect, we are scaling! You will love it here if you enjoy problem solving, are collaborative, love working globally, like building new ways of working and having fun!

    We’vebeen working hard to set a clear strategy and align our team to it, so it’s wonderful to hear your feedback. Thank you. We’re always on the lookout for new Campers to join the team, and you are so right that people who enjoy problem solving and uncovering new ways of working will love it. Edweena

  • Current Employee, more than 3 years

    Pros

    Diverse, lovely people, nice office, wfh, work events and drinks, parent and caregivers ERG

    Cons

    leadership lacking diversity, poor internal mobility, lacking transparency top -down, toxicity creeping in. WARNING: their value ‘courage to be vulnerable’ will only ever be used against you!

    Continue reading

    Thanks for sharing yourfeedback. We want every Camper to have an exceptional experience at Culture Amp so I am sorry that this has not been the case for you. I would love for you to share any specific feedback to help us improve and learn. If you are comfortable I would encourage you to reach out to directly to me, your People Partner or your manager. Edweena Stratton, Chief People Officer

  • Former Employee, more than 3 years

    Pros

    Great people and generally great culture

    Cons

    career progression can be arduous and very much about being in the ear of the right people.

    Thanks for sharing your feedback after more than 3years with us. I’m sorry to hear that your experience around career progression has not been optimal. I’ve recently joined the organization and am keen to listen and learn as much as I can. So although it looks like you have left Culture Amp I would love to hear how we can improve this experience for Campers if you would like to reach out via Linkedin. – Edweena Stratton, Chief People Officer

  • Former Employee, less than 1 year

    Pros

    READ  Windows Update Offline Installer: How to Fix Error 0x8007000d

    There are a couple of extra days, to help wellbeing & the HR teams are brilliant!

    Cons

    The team I joined was toxic and rotten to the core. Fake friendliness and my god were they miserable, from management to seniors. Constant watching over andmicromanaging. The worse management in IT support I’ve had in my 10 years in IT. Important to note the teams around the world seemed much more friendly.

    Continue reading

  • Current Employee, more than 3 years

    Pros

    We practice what we preach, there is a massive focus ongrowth mindset, development and the employee experience. Leadership have been amazing throughout the pandemic and I have never been more proud to work at Culture Amp.

    Cons

    Changing the world of work can be exhausting!

    Continue reading

  • Current Employee, more than 1year

    Pros

    Engaging & nurturing culture with a team in EMEA dedicated to everyone’s success

    Cons

    Timezones working with Australian & East Coast can be a challenge

  • Pros

    Very flexible working patterns, with aculture that supports family time and time away from work in a fast growth environment.

    Cons

    Having key leadership in San Francisco and Melbourne can make it difficult to support strategic change in EMEA or New York.

  • Current Employee, more than 3 years

    The Real Deal

    Jul 10, 2020 – Sales Representative 

    Recommend

    CEOApproval

    Business Outlook

    Pros

    Culture Amp is the real deal. You learn a lot about your employer during a global pandemic and I can honestly say that our CEO, leadership team, HR function and widercolleagues stepped up big time. Our Culture has always been what makes us successful but in times of change and uncertainty it has helped us thrive, adapt and continue to deliver in ways that only Culture Amp can.

    Cons

    Set boundaries and stick to them, the work is fun and the people are great but make sure to put time aside for yourself to look after your wellbeing as working in a fast paced company with passionate people can betiring.

    Continue reading

  • Culture Amp Reviews FAQs

    Culture Amp has an overall rating of 4.2 out of 5, based on over 128 reviews left anonymously by employees. 82% of employees would recommend working at CultureAmp to a friend and 84% have a positive outlook for the business. This rating has decreased by -7% over the last 12 months.

    According to anonymously submitted Glassdoor reviews, Culture Amp employees rate their compensation and benefits as 4.0 out of 5. Find out more about salaries andbenefits at Culture Amp. This rating has been stable over the past 12 months.

    82% of Culture Amp employees would recommend working there to a friend based on Glassdoor reviews. Employees also rated Culture Amp 4.3out of 5 for work life balance, 4.4 for culture and values and 4.1 for career opportunities.

    Popular Careers with Culture Amp Job Seekers

    Work at Culture Amp? Share Your Experiences

    Culture Amp

    [/lightweight-accordion]
    Is Culture Amp any good? : p 5 s .
    What is a good Culture Amp score? : Your engagement score is a key outcome and your score will be a function of the particular questions you use If you use our standard questions the average score is somewhere in the 70%-75% range A score about 80% is fantastic and above 85% is really all you might aim for
    [lightweight-accordion title=”Read Detail Answer On What is a good Culture Amp score?”]

    In other words, if you don’t engage your staff in a way that makes them feel valued and appreciated for their work, they’ll either leave or be less productive than they could be.

    Employee engagement statistics show that highly engagedemployees lead to an increase in profitability of 21%, lower turnover rates of 31%, and an 80% customer retention rate. 58% of employees wish their employer would conduct employee engagement surveys.

    What is employee engagement?

    Employee engagement is when an organization hasengaged its workforce by creating a positive environment where people want to come to work every day. This can only happen through good leadership skills from senior management as well as effective communication between all levels within the company.

    Why Employee Engagement Is Important?

    Employees who are more engaged with their jobs havehigher levels of job satisfaction which leads to 17% increased performance. This results in better quality products and services being delivered by an organization.

    Increased Sales

    Organizations that are highly engaged experience an average 20% increase in sales.

    Increasedprofitability

    Based on a 2016 analysis by Gallup, engaged teams have 21% greater profitability. Allowing for greater company growth and organizational success.

    Improved customer service

    As reported in theDemand Metric 2013 Employee Engagement Survey, the impact of employee engagement on customer service is undeniable, with more than 80% of customers being retained by organizations with more than 50% employee engagement.

    When customers know that staff members enjoy what they do it helps create a positive experience wheninteracting with the company. It also creates a sense of loyalty from clients because they see how much effort goes into making sure everyone has a good time at work every day.

    Reduced absenteeism

    It is reported to cost U.S. employers $225.8 billion annually due to productivity losses associated with absenteeism, according to the Centers for Disease Control and Prevention (CDC).

    High engagement organizations have41% lower absenteeism. In the U.S., the absence rate for all full-time wage and salary workers is 2.8%, according to the Bureau of Labor Statistics (BLS).

    Increased employee safety

    In highly engaged workplaces, safetyincidents are 70% lowerthan those in low engagement settings leading to a better overall employee experience.

    Higher retention rate 

    Employees who feel engaged are87% less likely to leave their company than unengaged employees.

    People want to stay somewhere they’re happy so if they find out about a great place to work they won’t hesitate to apply. They may even ask friends and family to recommend the company as well.

    Lower turnover costs

    Employee retention statistics show that the cost associated with replacing someone who leaves is high. Studies have shown that organizations with highly engaged employees have a 31% lower turnover rate and increase employeeloyalty.

    How much more productive are engaged employees?

    Based on a 2016analysis by Gallup, engaged teams have fewer turnovers, 21% greater profitability, and 10% higher customer ratings.

    Employees that are engaged to a 17% increase in productivity — according to employee engagement surveys. Employee engagement leads to more dedication and discretionary effort in the workplace, increasing both productivityand innovation.

    What is a good employee engagement rate?

    A good average engagement score for an organization is 50% or higher.  A recent survey by Gallup found that currently only 36% of employees in the U.S. are engaged in their work.

    The survey also found that there was in aincrease of actively disengaged employees going from 14% in 2020 to 15% through June 2021. The highly disenaged employees say factors such as poor management and bad work experiences are big contributing factors.

    Among actively disengaged workers in 2021, 74% are either actively looking for new employment or watching for openings according to the Gallup survey. The majority of workers who are not happy at work are either already lookingfor another job, or very interested in doing so.

    The rate of change of jobs for engaged employees is lower than for unengaged or actively disengaged employees

    The case of Best Buy is considered to be the best example of an ROI calculation. An employee engagement increase of just .01% at a Best Buy store is worth $100,000 to the company a study by theHarvard Business review found. 

    READ  What do HVAC means?

    How do I know if my business needs more engagement?

    There are many indicators that show whether your company needs more employee engagement. The following are warning signs to watch out for:

    1) Workers feel as though they are working too much. A lack of control over workloads or being forced to work overtime could be to blame for this.

    2) Employee morale is low. Low morale means there isn’t enough motivation among team members to achieve success.

    3) There is high absenteeism. High levels of absence may suggest that people aren’t feeling valued or appreciated.

    4) People do not have time for breaks throughout the day. They can take breaks to rest their bodies and minds so they can come back to work renewed.

    5) Workers complainabout having no opportunity to grow personally.

    6) Workplace safety issues occur frequently.

    7) When employees are dissatisfied with their jobs, productivity suffers.

    8) Customer service becomes difficult.

    9) Sales decline.

    10) Customers become frustrated with long waiting times.

    11) Profits drop.

    12) Company reputation declines.

    What are five indicators of high engagement in a workplace

    1) Employees feeling safe at work

    2) Employees having clear job descriptions

    3) Employees knowing who has decision-making authority

    4) Giving employees timely notice of modifications to policies and procedures.

    5)Employees feeling supported by management

    An employee must exhibit positive behavior, such as actively seeking out learning opportunities, asking questions, and participating in discussions, in order to be considered engaged.

    This means that in addition to showing a willingness to participate, he or she must also show initiative rather than passively waiting for someone else to act.

    So whether you’re looking to motivate your existing employees orrecruit new ones, make sure you consider these factors before starting any recruitment process. After all, without proper incentives and benefits, no amount of money or perks will keep people around!

    What are the key drivers of employee engagement?

    Here’s what some experts say drives employee engagement levels:

    Job satisfaction – A sense ofpersonal accomplishment from performing one’s duties well.

    Autonomy – Having the freedom to decide how to perform tasks within limits set by supervisors.

    Purpose – Feeling part of something bigger than oneself.

    • Employee recognition – Being recognized for good performance.

    • Feedback – Receiving feedback onperformance.

    • Work-Life balance– Having influence over decisions affecting own work life.

    • Fairness – Working conditions based on merit rather than favoritism creating a strong culture.

    Leader Availability -Employees may question high-level business decisions if they don’t feel that leadership is connecting with people at work.

    Respect and core values– Feelings of respect from others toward self andoverall corporate culture.

    Safety – Knowing that risks can be controlled through careful planning and execution.

    Support – Receiving help and support from colleagues.

    Employee development – Opportunity to learn different skills and experience variety in assignments and increase professional development.

    Opportunities for advancement – Possibility of career growth.

    Participation – Involvement in group activities.

    Responsibility – Taking responsibility for results achieved.

    Rewards – Financial rewards, non-financial rewards

    How much do companies spend on employee engagement?

    Each year, American companies spend more than$100 billion on employee engagement. Yet most programs provide a short-term boost only to revert to the mean.

    Conclusion

    Engaging with employees entails more than just giving them rewards; it also entails regularly and effectively communicating with those who work for us. To increase employee satisfaction, it is necessary to be conscious of their needs, desires, and concerns.

    You have a better chance of boosting output, cutting absenteeism, and raising customer satisfaction the more engaged you are with your team. Why try to motivate your employees if praise is insufficient?

    The truth is that while rewarding success and praising effort do help to motivate people, it doesn’t have to stop there. In addition to these actions, businesses could also provide flexible work schedules or even permit employees to take time off when necessary in order to encourage greater commitment from their workforce.

    Although getting involved may seem like a lot of work, especially if you’re already stretched thin, it’s worth the time because it will pay off in the long run.

    [/lightweight-accordion]How much does Culture Amp cost? : Price*$5 per month per employee from $3000 per yearIntuitive DashboardEmployee PortalProduct ComparisonProduct FeatureTINYpulseCulture AmpPrice
    [lightweight-accordion title=”Read Detail Answer On How much does Culture Amp cost?”]

    Job Function

    • Administrative
    • Arts & Design
    • Business
    • Consulting
    • Customer Services& Support
    • Education
    • Engineering
    • Finance & Accounting
    • Healthcare
    • Personnel/Human Resources
    • Information Technology
    • Legal
    • Marketing
    • Media & Communications
    • Military & Protective Services
    • Operations
    • Other
    • Product & Project Management
    • Research & Science
    • Retail & Food Services
    • Sales
    • Skilled Labour & Manufacturing
    • Transportation

    JobStatus (2)

    • Current Employees
    • Full-time
    • Freelance
    • Intern
    • Part-time
    • Contract
    • Worldwide
    • United Kingdom – All Cities
    • – England
    • – Northern Ireland
    • – Scotland
    • – Wales
    • – Remote
    • Australia – All Cities
    • – Australian Capital Territory
    • – New South Wales
    • – Northern Territory
    • – Queensland
    • – South Australia
    • – Tasmania
    • -Victoria
    • – Western Australia
    • – Remote
    • United States – All Cities
    • – New Jersey
    • – Northern Mariana Islands
    • – Alabama
    • – Idaho
    • – Utah
    • – Illinois
    • – Virginia
    • -Missouri
    • – New York State
    • – Wisconsin
    • – Arizona
    • – Alaska
    • – Michigan
    • -Guam
    • – Montana
    • – Maine
    • – Nebraska
    • – Oklahoma
    • – Kentucky
    • – New Mexico
    • – District of Columbia
    • – Federated States of Micronesia
    • – Wyoming
    • – North Carolina
    • -Texas
    • – Hawaii
    • – South Dakota
    • – Mississippi
    • – American Samoa
    • – Puerto Rico
    • – Vermont
    • – Minnesota
    • – Arkansas
    • – West Virginia
    • – Tennessee
    • -Indiana
    • – Ohio
    • – California
    • – New Hampshire
    • – Colorado
    • – Virgin Islands
    • – Connecticut
    • – Palau
    • – Iowa
    • – Nevada
    • – Louisiana
    • – WashingtonState
    • – Kansas
    • – Rhode Island
    • – Oregon
    • – Pennsylvania
    • – Maryland
    • – Florida
    • – Massachusetts
    • – South Carolina
    • – Georgia
    • – North Dakota
    • – Delaware
    • – Remote

    Sort

    Popular

    • Popular
    • Highest Rating
    • Lowest Rating
    • Most Recent
    • Oldest first

    Didier Elzinga

    103 Ratings

    Pros

  • Leadership have been amazing throughout the pandemic and I have never been more proud to work at Culture Amp” (in 22 reviews)

  • Getting to speak withCulture First companies everyday is also a great benefit” (in 8 reviews)

  • Cons

  • Culture Amp is a truly global company and it can be difficult to keep up with internal communications across time zone ranging from Australia to Europe” (in 8 reviews)

  • Growing pains, standard for a scale up like this” (in 7 reviews)

  • More Pros and Cons

    Pros & Cons are excerpts from user reviews. They are not authored by Glassdoor.

    The latest conversations about Tech

  • CurrentEmployee, more than 3 years

    Pros

    – The EMEA culture is special led by Nick Matthews, who is always receptive to feedback and continuous improvement. – Collaborative sales culture, built on behaviours such as 2inthebox deal support & cross-sharing learnings. Amelia is a gifted sales leader. – Autonomy with work. – Mission driven company with big ambitions.

    Cons

    We set bigambitions and this can overwhelming at times. Campers are passionate about what we do & this can sometimes lead to too much optimism.

    Continue reading

    Thanks for your feedback! We have a fantastic EMEA team and it’s great to hear you love the mission and behaviour driven team we’re part of – I agree with you! Ed

  • Former Employee, more than 3 years

    Amazing colleagues!

    Jun 21, 2022 – Customer Success Coach in London, England

    Recommend

    CEO Approval

    Business Outlook

    Pros

    READ  Which compiler is best for Python?

    – people you work with are extremely good, bright and helpful! – mission driven company.

    Cons

    – not flexible towork remotely.

    Thank you for your feedback, it’s great to hear you have loved working with your fellow Campers. Our team is one of my favourite things about Culture Amp too! I’m sorry to hear you don’t feel you were not supported to work remotely. We have a large portion of our workforce who work remotely in the countries we are based in (Australia, New Zealand, USA, UK and Germany) and pride ourselves on the flexibility we have always offered.Even with this flexible approach, there are a number of countries we’re unable to offer permanent remote working opportunities in, due to a number of reasons including tax and legal issues. I hope that makes sense. Ed.

  • Join the Culture Amp team

  • Pros

    The Company Strategy isclear, communicated at all levels and focused on the right things Leadership work well together and care deeply Culture Amp is full of “good humans” who are passionate about creating a better world of work

    Cons

    We are not perfect, we are scaling! You will love it here if you enjoy problem solving, are collaborative, love working globally, like building new ways of working and having fun!

    We’vebeen working hard to set a clear strategy and align our team to it, so it’s wonderful to hear your feedback. Thank you. We’re always on the lookout for new Campers to join the team, and you are so right that people who enjoy problem solving and uncovering new ways of working will love it. Edweena

  • Current Employee, more than 3 years

    Pros

    Diverse, lovely people, nice office, wfh, work events and drinks, parent and caregivers ERG

    Cons

    leadership lacking diversity, poor internal mobility, lacking transparency top -down, toxicity creeping in. WARNING: their value ‘courage to be vulnerable’ will only ever be used against you!

    Continue reading

    Thanks for sharing yourfeedback. We want every Camper to have an exceptional experience at Culture Amp so I am sorry that this has not been the case for you. I would love for you to share any specific feedback to help us improve and learn. If you are comfortable I would encourage you to reach out to directly to me, your People Partner or your manager. Edweena Stratton, Chief People Officer

  • Former Employee, more than 3 years

    Pros

    Great people and generally great culture

    Cons

    career progression can be arduous and very much about being in the ear of the right people.

    Thanks for sharing your feedback after more than 3years with us. I’m sorry to hear that your experience around career progression has not been optimal. I’ve recently joined the organization and am keen to listen and learn as much as I can. So although it looks like you have left Culture Amp I would love to hear how we can improve this experience for Campers if you would like to reach out via Linkedin. – Edweena Stratton, Chief People Officer

  • Former Employee, less than 1 year

    Pros

    There are a couple of extra days, to help wellbeing & the HR teams are brilliant!

    Cons

    The team I joined was toxic and rotten to the core. Fake friendliness and my god were they miserable, from management to seniors. Constant watching over andmicromanaging. The worse management in IT support I’ve had in my 10 years in IT. Important to note the teams around the world seemed much more friendly.

    Continue reading

  • Current Employee, more than 3 years

    Pros

    We practice what we preach, there is a massive focus ongrowth mindset, development and the employee experience. Leadership have been amazing throughout the pandemic and I have never been more proud to work at Culture Amp.

    Cons

    Changing the world of work can be exhausting!

    Continue reading

  • Current Employee, more than 1year

    Pros

    Engaging & nurturing culture with a team in EMEA dedicated to everyone’s success

    Cons

    Timezones working with Australian & East Coast can be a challenge

  • Pros

    Very flexible working patterns, with aculture that supports family time and time away from work in a fast growth environment.

    Cons

    Having key leadership in San Francisco and Melbourne can make it difficult to support strategic change in EMEA or New York.

  • Current Employee, more than 3 years

    The Real Deal

    Jul 10, 2020 – Sales Representative 

    Recommend

    CEOApproval

    Business Outlook

    Pros

    Culture Amp is the real deal. You learn a lot about your employer during a global pandemic and I can honestly say that our CEO, leadership team, HR function and widercolleagues stepped up big time. Our Culture has always been what makes us successful but in times of change and uncertainty it has helped us thrive, adapt and continue to deliver in ways that only Culture Amp can.

    Cons

    Set boundaries and stick to them, the work is fun and the people are great but make sure to put time aside for yourself to look after your wellbeing as working in a fast paced company with passionate people can betiring.

    Continue reading

  • Culture Amp Reviews FAQs

    Culture Amp has an overall rating of 4.2 out of 5, based on over 128 reviews left anonymously by employees. 82% of employees would recommend working at CultureAmp to a friend and 84% have a positive outlook for the business. This rating has decreased by -7% over the last 12 months.

    According to anonymously submitted Glassdoor reviews, Culture Amp employees rate their compensation and benefits as 4.0 out of 5. Find out more about salaries andbenefits at Culture Amp. This rating has been stable over the past 12 months.

    82% of Culture Amp employees would recommend working there to a friend based on Glassdoor reviews. Employees also rated Culture Amp 4.3out of 5 for work life balance, 4.4 for culture and values and 4.1 for career opportunities.

    Popular Careers with Culture Amp Job Seekers

    Work at Culture Amp? Share Your Experiences

    Culture Amp

    [/lightweight-accordion]

    Additional Question — What do Culture Amp do?

    Who are Culture Amp competitors?

    substitutes for and rivals to Culture Amp. View a comparison of Culture Amp to related products. The main rivals of Culture Amp are Leapsome, Glint, and 15Five. For companies and other organizations, Glint offers employment engagement services.

    Who uses Culture Amp?

    Its clients include Salesforce, Unilever, PwC, KIND, SoulCycle, and BigCommerce, and their employee counts range from 20 to 30 to more than 150,000.

    Is Culture Amp a unicorn?

    Didier Elzinga is the CEO and co-founder of Culture Amp. Australian startup Culture Amp has raised US$100 million ($135. A valuation of $1. 4 million) in Series F funding, giving it. making its unofficial unicorn status official for good with $5 billion ($2 billion).

    How much does Lattice software cost?

    Lattice Pricing Approximately $9 per user per month

    Are Culture Amp survey anonymous?

    Even at Culture Amp, where we work to be as open and inclusive as we can and give everyone a chance to be heard, some people still prefer to submit their questions in an anonymous manner. The anonymous questions and comments we receive cover a wide range, from the superficial to the extremely profound.

    Where is Culture Amp located?

    At 29 Stewart St, Level 2, Richmond, is where Culture Amp’s main office is situated.

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