This content was created by Girlboss in partnership with RocketReach.
In case you haven’t noticed, we’re in the midst of the Great Resignation (or the “Great Reshuffle” as some like to call it). Get this: one-third of workers are planning to quit in the next six months—and this is despite fears of a looming recession—according to a study by the Conference Board. So, what can companies do to make their employees want to stick around?
Well, for software start-up RocketReach, providing a supportive, close-knit, growth-oriented culture is a top priority. Need proof? They have a strict “No Assholes” policy (which more workplaces should have, tbh)—and you’ll always know where the company is headed (they’re super transparent about their two to three-year plans with everyone that comes on board). This year alone, they are hoping to add 50 to 100 new employees, while still maintaining that down-to-earth, people-first environment.
We chatted with Julia Kimmel, the Vice President of Recruiting and People Operations at RocketReach, to learn how the company achieved a 4.9-star rating on Glassdoor and 100 percent CEO approval.
What can other companies learn from RocketReach when it comes to keeping a high retention rate?
“Promote your people. If your team doesn't feel they can grow at the company, they're going to leave. Make sure you have a framework in place for career pathing and development, and give your employees the opportunity to take on more, tackle things they haven't done before, and feel safe to learn from their mistakes.”
What are some company-culture red flags people should look for when applying for jobs?
“Do you feel that the company values your time throughout the interview process? Do they care about giving feedback and getting feedback from you throughout the process? Do you feel a connection and feel respected in the way each person throughout the interview process communicates with you? If these things are not part of your experience, the culture and environment will likely not be somewhere you want to work. Additionally, if the company can't tell you specifics about what's expected of you in the role, how you can excel or succeed and what the growth path could potentially look like, it means that they don't know and that's a big red flag.”
What are some ways that make RocketReach a company of the future? What sets your company culture apart?
“We have human-first leadership that truly puts the culture and work environment first. We listen to our team when it comes to benefits they actually want and what types of learning and career development opportunities they want exposure to. We understand people have lives outside of work and the team is generally given flexibility and autonomy to structure their time in a way that makes sense for them. We value the importance of vacation and recharging, and our leadership sets an example for everyone that it's healthy to take breaks.”
For someone who is interested in working at RocketReach, what are some qualities that you look for in successful candidates?
“Good humans, no assholes. Of course, we need someone to have the hard skill-set to do the job they're interviewing for, but who you are as a human matters even more to us. We prioritize candidates who are down to earth, have strong backgrounds but an incredibly low-ego and possess a genuine curiosity and desire to learn and grow.”
Looking for a job in engineering, sales, product or marketing? Learn more about RocketReach and the roles they’re currently hiring for here.
