Today, HubSpot (NYSE: HUBS) was announced as the #1 Best Place to Work in 2020 on Glassdoor. This Glassdoor Employees’ Choice Award, now in its 12th year, is determined by employees who share feedback on Glassdoor about their companies’ culture, workplace, and their jobs. Based on employees’ reviews of working at HubSpot, we’re grateful to be recognized as a leading organization for employee happiness and engagement. Thank you to our team for sharing your honest and open feedback.
Of the recognition, HubSpot co-founder and CTO Dharmesh Shah, says, “We learned long ago that in order for us to achieve our ambitions we needed to build two products. One for our customers -- and the other for our people. This second product is what we think of as our culture. And, just like any other product development effort, building a great culture is all about getting candid feedback and iterating. That’s why I’ve been a big Glassdoor fan. It allows us to get feedback and constantly improve our culture. I am thrilled that HubSpot has been named the #1 Best Place to Work on Glassdoor today because it means that our culture is working. We’ve always wanted to build a company that attracts amazing people and helps them do their best work. So thank you, HubSpotters, for making our culture what it is today.”
HubSpot’s culture can best be defined in the Culture Code, an iterative document that captures how we work, our aspirations, and our core values, like HEART (humble, empathetic, adaptable, remarkable, and transparent), and flexibility to build work around your life (and not the other way around). HubSpot published the Culture Code in 2013 and it has over 4M views to date.
In addition to constantly evolving how we walk the walk on the Culture Code and our core values as HubSpot grows, we doubled down on a few key aspects of our culture in 2019:
Diversity, Inclusion, & Belonging (DI&B): HubSpot’s on a journey to create an inclusive culture where diversity isn’t just welcomed, it’s celebrated. That’s why DI&B is at the forefront of our candidate, employee, and community experience, and over the past year, we’ve experienced some key milestones on this journey: We hired our first-ever Director of Diversity, Inclusion, & Belonging, published a new diversity webpage and 2019 company diversity data report, expanded our employee resource group programming (including Women@HubSpot, People of Color at HubSpot, the LGBTQ+ Alliance, and ParentSpot), and introduced an internal Global Inclusion Index survey to track our progress on creating a culture of belonging over time. We’re excited to continue this work and learning in 2020 with a heightened focus on age inclusion, ability and accessibility, and veterans’ programming.
Customer-Centricity: As the Culture Code shares, SFTC, or ‘Solve for the Customer’ is a core principle at HubSpot. Over the past year, as our organization has grown and our product line’s expanded, we’ve focused on solving for the customer in a few key ways, including a company-wide and ongoing initiative to remove customer friction and power their flywheels with simpler processes, better resources, and secure, reliable software. Additionally, we’ve publicly shared how we’re tracking on the Customer Code tenets, which outline how we believe customers should be treated, and feature Q&As with customers at quarterly all-hands meetings, share internal Wiki posts on removing customer friction, and circulate customer love emails internally. We’ve also introduced customer-centric interview questions into our recruiting process in order to gauge candidates’ passion for, and experience with, customer impact.
Learning & Development: We want to solve for employees’ growth, both personally and professionally. That means creating a culture where they do their best work, but it also means providing them with the resources and opportunities to learn and develop their skills. In addition to some of our core programs like the Free Books Program, Master Classes, tuition reimbursement, and the annual HubSpot Fellows course (an application-based mini-MBA program), we evolved our development opportunities this year to match the way employees want to learn today. For example, the Learn@HubSpot online platform added a variety of self-paced courses like ‘Cracking the Code to Better 1:1 Meetings’ and HubSpot Sales Foundation courses, we introduced Director+ programming including trainings with HBS professors, and expanded our leadership development opportunities with ThinkSpaces, a Great Manager Award, and internal newsletter.
Remote Work: The idea that you need to be in an office to do great work is long gone. Remote work isn’t a trend, it’s the future. That’s why over 200 HubSpot employees work remotely, and we expect that community to grow quickly in 2020. In 2019, we doubled down on our remote employee experience by hiring our first-ever Remote Work and Inclusion Program Manager, investing in our collaboration tools like Zoom and Slack, and expanding our culture programming remotely. We also launched a new Remote Work careers page and launched our first Remote Work Study to help build better remote communities.
In 2019, these four focuses have been central in building a company culture we, and employees, are proud of. We learned a lot from our mistakes and successes this year, and we’re excited to build on this work next year.
HubSpot is honored to be named the #1 Best Place to Work in 2020 by Glassdoor, so thank you again to our employees for leaving your feedback. We’re grateful for the work you do to make HubSpot’s culture better every day.
Interested in joining HubSpot? We’re hiring globally in 2020. Visit our careers website to learn more about our departments, locations, and open roles.
About the Glassdoor Best Places to Work Awards
Glassdoor’s Best Places to Work were determined using company reviews shared by U.S.-based employees between October 23, 2018 and October 21, 2019. To be considered for the U.S. large category, a company must have had at least 1,000 or more employees and have received at least 75 ratings across each of the eight workplace attributes from U.S.-based employees during the period of eligibility. The final list is compiled using Glassdoor’s proprietary algorithm, led by its Economic Research Team, and takes into account quantity, quality and consistency of reviews.