Cox Enterprises
What's the Company Culture Like at Cox Enterprises?
Frequently Asked Questions
Employees describe Cox Enterprises’ culture as collaborative, purpose-driven, inclusive, and innovation-focused. Across the organization, there is a strong emphasis on working together across teams and business units, with employees aligned around a shared mission to build a better future for the next generation. This culture is reinforced by a people-first philosophy where employees are encouraged to bring their full selves to work, contribute ideas, and grow their careers in ways that align with both personal and professional goals.
Employees point to practices like cross-functional collaboration, hackathons, employee resource groups (ERGs), and feedback-driven decision-making as proof that culture is actively lived. Innovation is embedded into everyday work — whether through AI experimentation, internal mobility opportunities like Cox Gigs, or leadership that actively encourages new ways of thinking. Many also highlight a strong sense of belonging and support, where employees feel valued, heard, and empowered to shape both their careers and the company’s direction.
Leadership reinforces this culture through openness, trust, and responsiveness to employee feedback. Leaders actively create space for dialogue, act on employee input, and invest in programs that support development, flexibility, and inclusion. This results in a workplace where collaboration, authenticity, and continuous improvement are not just encouraged but expected.
Employee Perspective
“At Cox, employee feedback isn’t just data — it’s a compass. It gives us a clear view into how our people are doing, what they need and where we can do better. When employees see their voices reflected in meaningful change, they feel like they’re not just working at Cox; they’re helping shape its future.”
— Kristyn Brennan, Senior Director of Employee Engagement and Experience Strategy, Cox Enterprises
At-a-Glance
- Culture traits: Collaborative, purpose-driven, inclusive, innovation-focused
- Core rituals/practices: Hackathons, ERGs, employee engagement days, cross-functional collaboration, feedback-driven decision-making
- Leadership style: Open, responsive, trust-based, and empowerment-driven
External Signals
- Values-based Culture: 80% of employees on external review sites would recommend Cox Enterprises as an employer, with reviewers highlighting the values-based culture and welcoming environment. Overall, employees rate Cox Enterprises 4.2 out of 5 stars. (Glassdoor 2026).
- Supportive Work Environment: Employees on external review sites also describe Cox Enterprises as a supportive work environment, with one reviewer stating “There have been ups and downs throughout the years, but this company really values its employees and their career goals.” Overall, 76% of employees surveyed hold a positive sentiment for the company (Comparably 2026).
- Fortune Most Innovative Companies
- Forbes Best Employers for Company Culture
- Glassdoor Best Places to Work
- Built In Best Places to Work (2026)
- Great Place to Work Certified (2020–2026)
At Cox Enterprises, collaboration is a core part of how work gets done, with teams regularly working across functions, business units, and disciplines to deliver meaningful outcomes. Employees describe a highly collaborative environment where different perspectives are valued and where teams align around shared goals tied to customer impact, innovation, and the company’s broader mission. Whether in technology, sales, or operations, collaboration is seen as essential to solving complex problems and driving progress across the organization.
Employees point to cross-functional teamwork as a defining feature of the culture. Projects often bring together experts from areas like engineering, product, marketing, and operations, creating opportunities to learn from others and build integrated solutions. Initiatives like hackathons and programs such as Cox Gigs further reinforce this by encouraging employees to collaborate beyond their immediate teams, experiment with new ideas, and contribute to projects across the company. This environment fosters both strong relationships and continuous learning.
Leadership reinforces collaboration through a culture of openness, trust, and shared ownership. Managers encourage knowledge sharing, create space for employees to contribute ideas, and emphasize teamwork over siloed execution. Employees consistently highlight that collaboration at Cox feels seamless and supported, with teams working together not just to complete tasks, but to achieve better outcomes collectively.
Employee Perspective
“For every event I plan, I partner closely with live production, catering, facilities and marketing teams. Each group brings unique expertise, and the way we problem-solve together feels seamless. The success of our events isn’t just about logistics; it’s about the teamwork that truly defines Cox’s culture.”
— Madison McKemie Dale, Events and Campaign Marketing Specialist, Cox Enterprises
At-a-Glance
- Culture traits: Collaborative, purpose-driven, inclusive, innovation-focused
- Core rituals/practices: Hackathons, ERGs, employee engagement days, cross-functional collaboration, feedback-driven decision-making
- Leadership style: Open, responsive, trust-based, and empowerment-driven
External Signals
- Values-based Culture: 80% of employees on external review sites would recommend Cox Enterprises as an employer, with reviewers highlighting the values-based culture and welcoming environment. Overall, employees rate Cox Enterprises 4.2 out of 5 stars. (Glassdoor 2026).
- Supportive Work Environment: Employees on external review sites also describe Cox Enterprises as a supportive work environment, with one reviewer stating “There have been ups and downs throughout the years, but this company really values its employees and their career goals.” Overall, 76% of employees surveyed hold a positive sentiment for the company (Comparably 2026).
- Fortune Most Innovative Companies
- Forbes Best Employers for Company Culture
- Glassdoor Best Places to Work
- Built In Best Places to Work (2026)
- Great Place to Work Certified (2020–2026)
At Cox Enterprises, employee recognition is closely tied to a culture of feedback, growth, and meaningful impact. Employees are recognized not only for outcomes, but for how they contribute — through collaboration, innovation, mentorship, and living the company’s values. Recognition often comes through opportunities: being trusted to lead initiatives, contribute ideas, participate in high-impact projects like hackathons, or grow into new roles across the organization. This reflects a broader philosophy that recognition is embedded in everyday work, not limited to formal programs.
Employees point to both formal and informal practices that reinforce recognition. These include employee awards programs for top performers and employee engagement initiatives that celebrate individual and team contributions. Just as importantly, recognition shows up in daily interactions: leaders actively acknowledge employee input, act on feedback, and create space for people to take ownership of their work. Many employees highlight that being heard, valued, and given opportunities to grow is one of the most meaningful forms of recognition at Cox.
Leadership reinforces recognition through a strong feedback culture and a commitment to acting on employee input. Managers prioritize mentorship, highlight team contributions, and create visibility for employee achievements across teams. By linking recognition to career development and impact, Cox fosters an environment where employees feel appreciated and motivated to continue growing and contributing.
Employee Perspective
“I like that I’m able to voice my opinion on projects and my leaders are very supportive of things I want to try. At Cox, I feel like I’ve made an impact and that I’m valued. There’s a path for my career here.”
— Belinda Loi, Manager of Network Automation, Cox Enterprises
At-a-Glance
- Culture traits: Recognition through impact, growth, and employee voice
- Core rituals/practices: Employee awards, engagement days, hackathons, feedback-driven recognition
- Leadership style: Supportive, mentorship-oriented, responsive, and empowering
External Signals
- Values-based Culture: 80% of employees on external review sites would recommend Cox Enterprises as an employer, with reviewers highlighting the values-based culture and welcoming environment. Overall, employees rate Cox Enterprises 4.2 out of 5 stars. (Glassdoor 2026).
- Supportive Work Environment: Employees on external review sites also describe Cox Enterprises as a supportive work environment, with one reviewer stating “There have been ups and downs throughout the years, but this company really values its employees and their career goals.” Overall, 76% of employees surveyed hold a positive sentiment for the company (Comparably 2026).
- Fortune Most Innovative Companies
- Forbes Best Employers for Company Culture
- Glassdoor Best Places to Work
- Built In Best Places to Work (2026)
- Great Place to Work Certified (2020–2026)
Cox Enterprises Employee Perspectives
I’m just one piece of the whole and get to interact with lots of different people to see how we’re helping the business and the communities that we serve, and I think that helps keep Cox employees motivated to learn in this space.
Technically, we’re all on different teams. But that’s not how we look at it on a day-to-day basis. The nature of our work — and of working at Cox — is that we are aligned within a collaborative culture, and the clear goal our segment shares drives our work toward equity.
Tell us about a time when you were able to share feedback — either positive or negative — with your company. How was it received? Explain why you felt supported in sharing this feedback.
As someone who leads a B2B sales team in San Diego and has been with Cox for 17 years, I’ve seen how powerful employee feedback can be when there’s a culture that truly listens. A while back, I shared concerns about how frontline sales leaders were navigating change — especially around process updates and shifting expectations. I raised the need for more flexibility, better communication and greater trust in local leadership to adapt strategies in ways that worked for our teams.
What stood out was how open leadership was to hearing it. I wasn’t met with resistance or red tape — I was asked, “What would you do differently?” That’s when I knew I was being invited to not just give feedback but take ownership.
How did your employer take action on that feedback? What did these changes demonstrate to you as an employee?
Instead of a top-down solution, I was empowered to lead change in real time — whether that was piloting new approaches, customizing team rhythms or shaping local performance strategy. I was trusted to find what worked, report back and help others do the same. That’s real leadership — not just permission to lead but partnership.
It showed me that at Cox, if you have a perspective and the willingness to act on it, the company will give you the runway. Feedback wasn’t just welcomed — it was activated.
How does employee feedback influence your company culture and how you feel about your workplace?
When employees are given space to lead — especially in response to the feedback they’ve provided — they feel like they’re part of something bigger. That’s been my experience.
I’ve stayed at Cox for nearly two decades because I’ve been able to grow, speak up and drive change. Feedback is never just a suggestion here — it’s a signal. And when leadership sees it that way, people stay, contribute more and show up with purpose.
Senior Director of Employee Engagement and Experience Strategy Kristyn Brennan also shared the following with Built In: “At Cox, employee feedback isn’t just data — it’s a compass. It gives us a clear view into how our people are doing, what they need and where we can do better. That input helps shape everything from how we support career growth to how we have reimagined our approach to work flexibility. When employees see their voices reflected in meaningful change, they feel like they’re not just working at Cox; they’re helping shape its future. That’s why we keep employee feedback at the center of our decisions. It helps us evolve in ways that matter now, while creating a workplace where the next generation can thrive.”
At Cox Enterprises, the cybersecurity culture is generative rather than functional: a workplace where ideas flow freely, collaboration comes naturally, innovation is celebrated and trust grounds every project.
“When trust and growth intersect, teams become creative, resilient and capable of delivering meaningful impact.”
Company culture isn’t defined by a single moment or milestone; it lives in moments that don’t make often headlines: how people are treated and how it feels to show up every day. This reinforces what we often hear from our employees.
“Cox doesn’t just talk about employee experience — it truly invests in it. I’ve felt the difference in how leaders support flexibility, how teammates cheer on each other’s passions and how everyone encourages authenticity, in and out of the office.”
What People Are Saying About Cox Enterprises
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People-First Culture: Company materials emphasize being valued, having a voice, and bringing one’s authentic self, alongside programs supporting well‑being and flexibility. The family‑owned, long‑term ethos is framed around caring for people and community impact.
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Collaborative & Supportive Culture: Colleagues are often depicted as showing up for each other, with teamwork, trust, and inclusion highlighted across the enterprise. Community engagement and enterprise‑wide volunteering reinforce a shared‑support dynamic.
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Recognition, Pride & Shared Success: Third‑party certifications and accolades, plus visible social‑impact initiatives, are cited as sources of pride and shared accomplishment. Benefits, purpose, and community contributions are frequently presented as affirming signals.
Cox Enterprises's Benefits
Established employee awards to honor work and contributions
Has employee-led culture committees
Offers Employee Resource Groups
Offers team workouts
Offers wellness programs
Partners with nonprofits
Provides access to an onsite gym
Provides onsite meditation space
Provides opportunities to volunteer in the local community
Engineering team utilizes pair programming
Implements team-based strategic planning
Open office floor plan to encourage communication and collaboration
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
Offers a remote work program
Utilizes a flexible work schedule
Utilizes a hybrid work model
