Culture Uncovered – Détails, épisodes et analyse

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Culture Uncovered

Recruit the Employer

Business & Entrepreneuriat

Fréquence : 1 épisode/11j. Total Éps: 55

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.

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ThredUp

Saison 1 · Épisode 47

mercredi 6 mai 2026 • Durée 25:23

**LIVE from the Transform Conference in Las Vegas**

In this episode of Culture Uncovered, Jena Dunay sits down with Natalie Breece, Chief People Officer at ThredUp, to unpack what it actually looks like to grow a career inside a company that prioritizes learning, mobility, and trust.

Natalie shares how she went from building the recruiting function to becoming CPO, why saying yes to roles you’re not fully ready for can accelerate your career, and how ThredUp has maintained its culture through massive growth and going public.

They also get into how curiosity drives success at ThredUp, what “think big” looks like in real business decisions, and why initiatives like a four-day work week and internal career mobility aren’t just perks, they’re core to how the company operates.

What you’ll learn:

What ThredUp actually does and how it became one of the largest online consignment platforms
How Natalie Breece grew from recruiter to Chief People Officer internally
Why saying yes to uncomfortable opportunities leads to the biggest career growth
How ThredUp maintained its culture while transitioning from private to public
What “think big” looks like in practice (not just as a value)
What makes someone successful at ThredUp (and what doesn’t)

ThredUp Highlights:

Founded: 2009
Team Size: ~2,500 employees
Headquarters: Oakland, California
Other Locations: Scottsdale, Arizona + 4 U.S. distribution centers
Workforce: ~80% distribution center employees
Industry: Online resale (women’s and kids apparel)
Culture: Learning-driven, collaborative, curious, growth-focused

Unique Perks & Programs:

Four-day work week (company-wide, in place for several years)
Strong internal mobility (many leaders have held 4+ roles internally)
Career Compass (clear career pathing framework)
Impact Leadership Institute (internal leadership development)
BizUp program (cross-functional business learning experience)
Emphasis on continuous learning, curiosity, and career growth

To learn more about ThredUp:

Careers Page (They’re hiring!)
LinkedIn Page
Natalie's LinkedIn

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Experian

Saison 1 · Épisode 46

mercredi 29 avril 2026 • Durée 29:12

**LIVE from the Transform Conference in Las Vegas**

In this episode of Culture Uncovered, Jena Dunay sits down with Mary Burke, SVP of HR at Experian, to unpack what it actually looks like to build a high-trust, inclusive culture inside a massive, global organization.

Mary shares why Experian calls its culture a “best kept secret,” how flexibility existed long before it became the norm, and what it takes to create an environment where employees can truly bring their whole selves to work.

They also get into the real drivers behind retention, from industry-leading parental leave to redefining what “family” means in the workplace, and how Experian is using AI to personalize career growth at scale.

What you’ll learn:

What Experian actually does and how it impacts both consumers and businesses
Why belonging and inclusion are at the center of their culture
How flexibility without guilt is practiced (not just promised)
The real impact of benefits like parental leave on retention and families
How their AI-powered “My Career” platform helps employees grow internally
What makes someone successful at Experian (and what doesn’t)

Experian Highlights:

Team Size: ~22,000 employees globally
Presence: 30+ countries
Headquarters: London (North America HQ in Orange County, CA)
Industry: Data, Technology, and AI
Culture: Inclusive, flexible, purpose-driven, growth-oriented
Recognition: Ranked #14 on Great Place to Work’s World’s Best Workplaces

Unique Perks & Programs:

Generous parental leave:
- 18–20 weeks (birth parent)
- 12 weeks (non-birth parent)
91% return rate for women after one year post-leave
60% of parental leaves taken by men (rare and culture-shifting)
10 days bereavement leave for chosen family (not just traditional definitions)
Flexible work culture with no guilt attached

Cozy Earth

Saison 1 · Épisode 37

mercredi 25 février 2026 • Durée 32:10

Well, can I just say.

I live. I mean, LIVE in Cozy Earth pajamas.

In this episode of Culture Uncovered, Jena Dunay chats with Cyndel Stirland, HR Director at Cozy Earth, revealing the behind-the-scenes magic of a brand that's redefining luxury living at home. They dive into how Cozy Earth fosters a scrappy, down-to-earth culture where employees roll up their sleeves, pitch wild ideas, and grow alongside the company, whether in HQ or retail stores.

Cyndel shares the brand's 15-year journey from bamboo bedding specialist to a full lifestyle powerhouse in sheets, loungewear, pajamas, towels, and more, all designed for ultimate comfort and quality sleep. She highlights the shift to retail expansion (now with three California storefronts and more planned), the fully in-office vibe at HQ for hands-on collaboration, and fun initiatives like the viral "bed rot challenge" that capture their playful energy.

What You’ll Learn

How Cozy Earth empowers better sleep and home life through premium, evolving products
Why a scrappy, idea-driven mindset with curiosity and impact thrives in their culture
Strategies for blending corporate and retail teams while keeping culture consistent
Unique perks that make employees obsessed with the brand and workplace
Internal growth paths, with 66% of HQ staff promoted from within

Cozy Earth Highlights

Founded: 2011
Team size: 110 employees (70 to 80 at Lehi, Utah HQ; rest in CA retail)
Headquarters: Lehi, Utah
Work model: Fully in-office at HQ for collaboration; in-person retail
Culture: Scrappy, down-to-earth, fun, fast-paced, and product-obsessed

Unique Perks

75% employee product discounts (plus gifts for milestones and sample sales)
On-site golf simulator and company-wide tournaments (exec team favorite)
Monthly fun events like Mario Kart tournaments, Snoop on the Stoop, and Christmas Grams.
Walking treadmills with mountain views and stunning collaborative office spaces

Palmetto

Saison 1 · Épisode 36

mercredi 18 février 2026 • Durée 34:47

Yes, clean energy can move this fast!

In this episode of Culture Uncovered, Jena Dunay sits down with Andi Summers, VP of People and Culture at Palmetto, to explore how this fast-growing clean energy company is transforming residential solar while building a lean, high-performing culture.

Founded in 2009, Palmetto has evolved from a solar installer into a technology-driven platform helping homeowners access and manage clean energy solutions. Andi shares what it takes to scale in climate tech from hiring adaptable, ownership-minded talent to moving quickly without losing cultural alignment.

What you’ll learn:

How Palmetto is modernizing the residential solar industry
What a fast-moving, “athletic” culture looks like in practice
Why ownership and intentional hiring drive performance

Palmetto Highlights:

Founded: 2009
Headquarters: Charlotte, North Carolina
Team Size: ~400 employees
Industry: Clean Energy / Climate Tech
Culture: Lean, innovative, ownership-driven, fast-moving

Unique Perks:

Flat medical premiums
401(k) match
Professional development fund
Internal “Lift Network” for voluntary cross-functional projects
Strong parental leave & infertility support
Pet benefits

To learn more about Palmetto:

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Cricut

Saison 1 · Épisode 35

mercredi 11 février 2026 • Durée 35:48

Cut, stick, and create your way! Everyone’s a crafter at heart!

In this episode of Culture Uncovered, Jena Dunay sits down with Miranda Oliver, VP of People and Culture at Cricut, to go behind the scenes of a company that’s turning DIY dreams into reality. They discuss how Cricut combines creativity, purpose, and people-first culture to build a workplace where employees can act like owners, speak up, and leave their mark.

Miranda shares how Cricut evolved from a small craft supply company in the 1960s to a global leader in electronic cutting machines, software, and materials. She opens up about quirky cultural mantras like putting the “stinky fish on the table,” the emphasis on collaboration across teams, and how the company fosters growth through internal mobility, mentorship, and unique employee perks.

What you’ll learn:

How Cricut became a platform for DIY, home decor, personalized gifts, and small business empowerment
Why hiring for curiosity, humility, and cultural fit is at the heart of their people strategy
How ownership, candor, and creativity show up in day-to-day work
Unique perks and benefits that make employees love working at Cricut
Opportunities for professional growth, mentorship, and internal mobility

Cricut highlights:

Founded: 1960s (as Provo Craft and Novelty); modern Cricut established in early 2010s
Team Size: ~700 employees
Headquarters: South Jordan, Utah
Work Model: Global, collaborative, and creative
Culture: Creative, candid, people-first, ownership-driven

Unique Perks:

401(k) match up to 6%
Competitive medical, dental, and vision
Fertility & family-building support (via Wyn)
Mentorship program with senior leaders
Internal mobility across functions
Heavily discounted employee product sales
Pet insurance
Halloween as the company’s biggest annual celebration

To learn more about Cricut:

SwagUp

Saison 1 · Épisode 34

mercredi 4 février 2026 • Durée 34:58

Swag, swag, and more swag! Everyone loves swag!

In this episode of Culture Uncovered, Jena Dunay sits down with Michael Martocci, Founder and CEO of SwagUp, to talk about building a people-first company from the ground up and protecting that culture as the business scales, goes remote, and navigates acquisition.

Michael shares the lessons he learned starting SwagUp at 21, how the company grew largely through word of mouth into a global swag and logistics platform, and why he prioritizes autonomy, trust, and responsibility over hierarchy, titles, or rigid processes.

They dive into what culture looks like in practice at SwagUp, from hiring for curiosity and deep accomplishment to giving people real ownership early in their careers. Michael also opens up about navigating growth and change while staying true to the company’s core belief that great people, when supported properly, do their best work.

What you’ll learn:

What SwagUp does and how it simplifies global swag creation and distribution
How the company grew through referrals and organic demand
Why SwagUp hires for character, curiosity, and problem-solving over resumes
How autonomy and trust show up in day-to-day work
What it takes to maintain culture through rapid growth and acquisition

SwagUp highlights:

Founded: 2017
Team Size: 100–125 employees
Headquarters: Piscataway, NJ
Work Model: Distributed across the US and globally
Culture: High trust, people-first, curious, fast-moving, ownership-driven

To learn more about SwagUp:

Careers Page (They're hiring!)

LinkedIn Page

Michael's LinkedIn Profile

Stack Overflow

Saison 1 · Épisode 33

mercredi 28 janvier 2026 • Durée 34:39

If “no surprise medical bills, ever” sounds like a dream perk, Stack Overflow might be your next favorite place to work.

In this episode, Jena chats with Stack Overflow’s Chief People & Culture Officer, Debbie Shotwell, about building an inclusive, mission-driven, fully remote culture where experimentation is encouraged and growth is real. They dig into how a beloved public Q&A platform for developers evolved into a global business with enterprise products, ads, and AI partnerships, plus how Stack Overflow navigates change with radical transparency.

What you’ll learn:

Stack Overflow’s public Q&A platform for developers, Stack Exchange network, enterprise tools, ads, and AI data deals with Microsoft, Google, AWS.
From 2008 garage startup to $200M business serving devs in 118 countries.
Fully remote for 320 Stackers across engineering, product, sales, marketing, and people teams.
Welcoming culture with buddies, ERGs, flexibility, and safe experimentation (no one’s an expert in AI).
Internal mobility via marketplace, Stack Overflow Academy, and 12-18% promotion rates.
Transparent leadership post-restructuring, with growth and selective hiring ahead.

Stack Overflow highlights:

Founded: 2008

Team size: 320 employees worldwide

Ownership: Acquired by Prosus in 2021; operates independently

Work model: Fully remote, global team

Culture: Mission-driven, welcoming, flexible, inclusive, experimental, transparent

Unique Perks & programs:

100% company-paid health benefits (medical, dental, vision) + HRA covering all deductibles
16 weeks paid parental leave for all; 4-week sabbaticals after 5/9 years
Monthly Learn, Share, Grow Days + $2,500 annual development budget
Nine ERGs, monthly AMAs, inclusion/engagement surveys with action
Internal “marketplace” for cross-team projects and boomerang opportunities

Raft

Saison 1 · Épisode 31

mercredi 21 janvier 2026 • Durée 36:00

Unlimited PTO sucks if you aren't REALLY allowed to take it.

At this company, it's different.

Raft is building the foundation for AI-driven autonomous operations, and Jena Dunay sits down with Kaitlyn Lavin, Manager of People and Culture, to pull back the curtain.

They talk about the company’s journey from a small, scrappy team to 325+ employees, the culture that drives innovation, and how Rafters thrive in an environment built on transparency, ownership, and continuous growth.

What you’ll learn:

How Raft supports national security organizations with cutting-edge autonomous technology
What makes Raft’s culture unique and why employees love being “Rafters”
Perks like flexible “Take As You Need” PTO and education budgets tailored to individual growth
Career frameworks and internal mobility that empower employees to shape their path
How the company keeps its culture strong across multiple hubs and remote teams

Raft highlights:

Founded: 2019
Team Size: 325+ Rafters
HQ: Tysons, Virginia
Work Model: Hybrid/remote, with hubs across the US
Culture: Curious, innovative, transparent, and people-first

Perks & programs:

Personalized learning and development budgets
Internal mobility across roles and programs
Tri-weekly all-hands with live Q&A
Engagement initiatives that connect employees across locations

To learn more about Raft:

Globe Life

Saison 1 · Épisode 32

mercredi 14 janvier 2026 • Durée 30:41

Yes, pensions still exist. And yes, you need to check out this company that still offers them!

In this episode, Jena chats with Globe Life's Chief Talent Officer, Rebecca Zorn, about living the company’s mission to Make Tomorrow Better, empowering tenacious team players, and strategic hiring.

What you'll learn:

How Globe Life operates and evolves as a 125-year old company
The service-oriented, collaborative, empowerment-driven culture that rewards tenacity and continuous improvement
Why internal mobility thrives - with Rebecca's sharing her own unconventional path
Details on the pension (vests after 5 years for lifetime income at 65), plus 401(k) match and more
Leadership programs like Accelerate, Activate, Ignite (with SMU) and mentoring
All of the upcoming hiring initiatives!

Globe Life highlights:

Founded: 1900

HQ: McKinney, TX

Team Size: ~4,000 employees + 16,500 independent agents

Work Model: Employees in 43 states; remote, hybrid, or on-site by role

Culture Values: Service-oriented, collaborative, empowerment-driven, accountable, integrity-focused, tenacious

Unique Perks & programs:

Active pension plan
401(k)
Employee life insurance
Traditional health benefits
Subsidized fitness memberships via WellHub
Leadership development: Accelerate (new leaders), Activate (high-potentials), Ignite (senior leaders with Southern Methodist University courses)
Skills-based internal mobility and emerging leader pipeline in development

To learn more about Globe Life:

Careers Page (They're hiring!)

The Millennium Alliance

Saison 1 · Épisode 30

mercredi 17 décembre 2025 • Durée 32:12

If your idea of a great job includes loud sales pods, laughter, C-suite connections, and a built-in winter break, you’ll want to hear this one.

The Millennium Alliance designs intimate, five-star events where buyers and sellers actually sit down together behind closed doors. Jena chats with VP of HR, Victoria Albuquerque, about the company’s 12-year journey from three events to dozens each year, the “team sport” mindset that drives performance, and why they’re gearing up to double in size.

What you’ll learn:

What The Millennium Alliance actually does for buyers and sellers at their events
How the company grew from three events to 40–50 in the US and 10–12 in Europe
What it’s like to work on a loud, open sales floor with leaders “in the trenches”
How early-career salespeople build real relationships with Fortune 500 executives
Why internal mobility, hands-on coaching, and recognition are core to the culture
How the team is preparing to double headcount in the next 12–18 months

The Millennium Alliance highlights:

Founded: 2014
Team Size: <200 employees globally
HQ: New York City
Work Model: Primarily in-office with employees across the US and Europe
Culture: Supportive, fun, high-performing, “team sport environment,” ambitious and human

Unique Perks & programs:

Heavy focus on sales and leadership training and development
Real internal mobility: entry-level sales to running departments over time
Daily access to senior executives and decision makers as core to the role
Co-founders on the sales floor and leaders “in the work” with real-time coaching
Weekly shoutouts, employee-of-the-month and year-end awards
Team events, offsites, company outings, volunteer days
Dedicated employee for culture and engagement
Wellness initiative: extra 20 minutes at lunch for the gym or personal time
Company-wide shutdown over end-of-year holidays without using PTO

To learn more about The Millennium Alliance:

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