Culture Uncovered – Details, episodes & analysis

**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

**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 
• AI-powered career platform (“My Career”) for personalized growth and internal mobility 
• Strong emphasis on belonging, inclusion, and work-life balance

To learn more about Experian:

•  Careers Page (They’re hiring!) 
•  LinkedIn Page 
•  Mary’s LinkedIn

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
• Organic on-the-job learning and high internal promotion rates

To learn more about Cozy Earth:

Careers Page (They’re hiring!)

LinkedIn Page

Cyndel's LinkedIn Profile

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:

• Careers Page (They’re hiring!)
• LinkedIn Page
• Andi's LinkedIn Profile

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:

• Careers Page (They’re hiring!)
• LinkedIn Page
• Miranda's LinkedIn Profile

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

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

To learn more about The Stack Overflow:

• Careers Page (They're hiring!)
• Linkedin Page
• Debbie's Profile

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:

• Careers Page (They're hiring!)
• Linkedin Page
• Kaitlyn's Profile

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!)

LinkedIn Page

Rebecca's LinkedIn Profile

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:

• Careers Page (They're hiring!)
• Linkedin Page
• Victoria's Profile