GameChanger

260 Total Employees
Year Founded: 2009

What's It Like to Work at GameChanger?

GameChanger Employee Perspectives

This organization is not afraid to evolve, take risks and fail. We’re not complacent — the team does a great job of constantly pushing ourselves to make GameChanger better and reach more audiences. 

GameChanger Employee Reviews

We set a high bar for our engineers. We think holistically about what our product and users need. We empower our engineers to continue learning and support opportunities to learn inside and outside of the office.

Matt
Matt, Engineering
Matt, Engineering

Our culture allows us the freedom to fail — this creates room for more creativity, out-of-the-box thinking, and bold ideas. We encourage each other to ask tough questions and to always advocate for our customers

Kyleigh
Kyleigh, Marketing
Kyleigh, Marketing

We’re experiencing high growth and to be successful in this environment teammates are empowered to take initiative and make a real impact. GameChanger champions having a bias for action and a team player mindset.

Kaila
Kaila, People & Operations
Kaila, People & Operations

What People Are Saying About GameChanger

  • Mission & Purpose: Work centers on elevating youth sports communities, giving many roles visible, real‑world impact for families, teams, and coaches. Company materials emphasize being customer‑obsessed and team‑first, with public recognition for innovation reinforcing the mission focus.
  • Work-Life Balance: A remote‑first setup across the U.S., optional NYC hub, and policies like unlimited PTO and generous parental leave are positioned to support balance. Benefits such as mental‑health resources and flexible schedules further enable a sustainable cadence.
  • Market Position & Stability: Operating within the DICK’S Sporting Goods family provides budget stability, reach, and resources. Large user adoption in youth‑sports tech underscores momentum and the ability to build at meaningful scale.

GameChanger's Benefits

Established employee awards to honor work and contributions

Quarterly engagement surveys to gauge employee satisfaction

Documented career progression frameworks

Documented internal promotion policy

Promote from within

Provides customized development tracks

Engineering team utilizes pair programming

Hosts in-person all-hands meetings

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

Utilizes a summer hours schedule