Gynger
What It's Like to Work at Gynger
Frequently Asked Questions
At Gynger, employee satisfaction isn't a guessing game - it’s a data-backed commitment. We’ve built a high-performance culture that remains sustainable by balancing big company stability with the agility and impact of a startup.
A Foundation of Stability and Growth
Stability is a cornerstone of our experience. We take pride in an onboarding success rate with only a single departure occurring before the 90-day mark in our company’s history. This early alignment translates into lasting loyalty: our average employee tenure exceeds two years, supported by a seasoned leadership team with three years of average tenure. These aren't just statistics; they are a reflection of the trust and consistency our team experiences every day.
The "Pulse" of Our Team
Reflecting our commitment to a sustainable culture, a year of weekly pulse data confirms that our team maintains an optimally balanced workload (3/5). This equilibrium avoids burnout while ensuring our people stay meaningfully engaged in work that is directly tied to our mission. This balance is bolstered by a strong foundation of support:
- Managerial Excellence: Our team reports an average 3.6/5 for managerial clarity and availability, ensuring that feedback and recognition are constant. We're also always working on improving this!
- Peer Connectivity: With a 3.5/5 score for team support, our environment is collaborative rather than transactional.
- Strategic Alignment: Our team feels deeply informed and aligned with our company goals (3.5/5), providing a clear sense of purpose.
Competitive Rewards & Responsive Leadership
We believe that satisfaction is fueled by feeling valued. We provide competitive pay and premium benefits that rival much larger organizations. Most importantly, our leadership reinforces this by treating culture as a something that requires constant attention. By regularly reviewing engagement surveys, our People Success and leadership teams have the autonomy to adjust policies in real-time as issues surface. This ensures that our team feels respected, heard, and empowered to do their best work.
We don’t just claim to have a great culture - our team and the industry confirm it.
With a perfect 5/5 star rating on Glassdoor, our employee satisfaction scores sit 30% above the Information Technology industry average. This excellence is driven by a leadership team that prioritizes transparency and career growth, alongside a commitment to work-life balance that has earned us recognition as one of Built In’s Best Places to Work (for the third year in a row!).
Employees at Gynger have said that say they would specifically recommend Gynger because of its top-notch (and tenured) senior management, culture/values, and compensation/benefits.
As a fast-scaling startup, the primary tradeoff at Gynger is the shift from a fixed corporate hierarchy to a dynamic, high-ownership environment. We call this the "startup tradeoff." This pace requires a high degree of adaptability; we view pivots or strategic repositions not as setbacks, but as the necessary iterations of a market-leading company. This means that here at Gynger you aren't just a cog in a machine - you are an architect of our future, backed by a team that values your initiative as much as your output.
Informed Collaboration & Transparency
Our leadership team actively mitigates the pressures of a scaling environment by prioritizing transparency. We ensure the realities of our pace are surfaced by Talent Acquisition during the recruitment process, discussed openly in manager 1:1s, and addressed directly by our founders in all-hands meetings. We believe that informed collaboration is the only way to truly treat the team as partners-in-growth - even amidst rapid change.
The Reward: Career Compression
For our team, the startup tradeoff is an invitation to have an outsized impact. We believe that professional growth shouldn't be gated by years of tenure or corporate red tape. Rather, the reward for this agility is unparalleled career compression: the opportunity to own high-stakes projects, influence our product roadmap, and master new skill sets at a pace that traditional companies simply cannot match.
A Mission-Driven Partnership
This intensity is balanced by a culture of deep mission-alignment (3.5/5), where every employee sees the direct result of their work on our collective success. We complement this growth with a commitment to market-competitive total rewards and a leadership team that views every pivot as a shared learning opportunity. This culture of mutual respect is why we maintain a 90-day retention rate of nearly 100% - because our people know that while the work is challenging, the support and the upside are even greater.
Gynger Employee Perspectives
What first attracted you to Gynger? When did you know it was the right place for you and your career?
From the start, it was clear Gynger went above and beyond to support their team. I’ve spent a lot of time in the start-up space and have experienced first hand how challenging it can be to protect work life balance while striving towards aggressive growth goals. During the interview process and in practice, Gynger leadership has always ensured employees feel empowered to sign off and devote time to recharging. At Gynger, ambitions are high but our people come first.
Share one exciting challenge or project you are working on right now. What impact will this have on the business?
Right now I’m working on our website. Gynger has grown and accomplished so much in the last two years and we want that success and evolution to be reflected in our public-facing material.
If your company culture was a car, what would it be, and why?
I don't know much about cars but I do know about Pixar. I would say our company culture reminds me of Doc Hudson, the older champion car played by Paul Newman in Cars, the 2006 Pixar movie. Like Doc Hudson, the people of Gynger are passionate, cool, wise and know how to have fun!
Gynger Employee Reviews
