The company has relied heavily on employees to be efficient outside of their comfort zones. Co-founder and CEO Bryan Trussel said that he hopes Glympse is a fun and challenging place to work, and he believes empowering employees is one way to make sure that happens.
The company’s CEO said he is witnessing many on-demand companies slowly but surely go out of business, and is more convinced than ever that offering that extra little bit of knowledge to customers is what will inspire them to spend more time with Thirstie, and return to the app on a regular basis.
“One hundred and eighteen people is not a lot, but corralling those opinions is a more difficult task,” said Margie Mader-Clark, the company’s VP of human resources. “It’s about a stewardship of culture, taking care of it, making sure the negative aspects go away as early as possible.”
Beekeeper is like Slack but for companies with employees who are on the move, waiting tables and parking cars. The mobile-based communications platform is growing quickly and meeting a current need in the marketplace.
The current shortage of tech talent means candidates who have high-demand skills, such as programming, have their pick of employers. Startups are responding to that by creating ultra-transparent, collaborative workplaces.
Translating the desire to support business owners with successful on-demand functionality relies heavily on DoorDash’s 200 core employees. In 2015, the company expanded from three markets to 22, and CEO Tony Xu says he expects the company to double in size in 2016.
SpotHero, an on-demand app that helps drivers find parking spots, is at a turning point in its growth. The company grew from 35 employees to 75 in 2015, and is currently hiring for about 20 positions. The company is working to create policies that will keep everyone engaged and the business moving forward.
Commercial real estate has so far been slow to adopt technology solutions, sticking with many of its traditional roles and processes to navigate a crowded, demanding market. But new companies like PivotDesk, TheSquareFoot, Fundrise, and PeerRealty are starting to change that.
To figure out how to identify the right interactions to promote, CultureIQ measures 10 different operational and strategic company qualities. Three are most important: support, work environment, and mission and value alignment.
In the Street Culture column we launched in 2015, Street Fight began looking more closely at the clever, fun, and smart ways startups in the hyperlocal industry are building culture into their organizations as they scale. No two companies we spoke with were the same, but many are driving their cultures along the same tracks. Based on our interviews, here are the top four culture-focused priorities for startups to address in 2016.