5&5’s People-First Company Culture: An Accessible & Equal Working Environment
April 2, 2025
Written by
SHARE ON SOCIAL
ChatGPT defines company culture as “the set of shared values, beliefs, attitudes, and behaviors that define how a company and its employees operate.” Sounds simple, doesn’t it? While this definition is wrapped up neatly in a comprehensible package, it does not answer questions like “what does company culture look like for me? How do I recognize a “good” company culture as opposed to a “bad” or “toxic” culture? Who does company culture truly benefit, and most importantly, why does company culture matter? At 5&5, we believe company culture must be present in actions that support people in the day-to-day, but also in the macro lens of the organization’s success. Company culture is present in the inclusive, intentional choices we make to structure unbiased strategies for screening, career development, and team member retention. We also believe company culture extends to all of our clients, partners, vendors, and collaborators who choose to work with and alongside us. We believe that company culture extends to all applicants and interested parties applying for open roles at 5&5. Simply, 5&5’s company culture is supported by our mission to be a people-first organization that empowers all who work or desire to work with us through accessible, equitable, and fair practices.
We at 5&5 are an international, remote company with over 65 team members from all walks of life. Each of our team members represents technical and specialized vocational expertise amassed through years of earned professional success and opportunity. Our belief at 5&5 is that intentional, equitable, and non-performative practices allow us to prioritize the retention and overall engagement of team members. This approach empowers our team members to connect their career experience and success with fair, attainable workforce development that is unbiased and accessible. Of the numerous examples that measure our company culture, there are notably three that I will highlight here:
5&5’s Screening & Acquisition Process
Potential new hires applying for open roles undergo the same screening and acquisition process. Our three-to-four-stage interview process takes into consideration the entire candidate through a carefully developed screening led by our People Operations team. Furthermore, every team member taking part in the screening process is trained by our People Operations Team to understand how best to minimize biases and provide a stable, equitable interview. This equitable approach extends to our onboarding process, as well. As new team members join 5&5, they all meet our Leadership team, meet their colleagues, and are welcomed into a safe, digital environment that empowers them to flourish.
Anonymous Engagement Surveys
As a people-first organization, we carry an unwavering commitment to ensuring that our team members are satisfied with their current benefits, the state of our business, and our overall company direction. To ensure we all carry the same voice, untethered from positional power, tenure, race, gender, or any orientation, 5&5 champions biannual anonymous surveys where all team members can provide feedback. These survey results are shared with our Leadership team and addressed directly with team members. We strongly believe that our people are the driving force behind our success, and to minimize their voices would be incongruent with our mission. These anonymous surveys provide a dialogic platform for our team members to invest in 5&5, the same way 5&5 invests in each one of them.
Investment in Workforce Development
5&5 continues to evolve in services and expertise as our team members continue to grow. We believe that professional development is a necessary part of this measurable outcome. In the past two years, 5&5 has continued to invest in the development of certification courses and professional development training. One example of this investment is our Education Stipend, which every full-time team member can use to cover the cost of additional certifications or coursework related to their career growth. Another example is our performance management resourcing. As part of a larger initiative this year, our Leadership, L&D, and People Operations Teams will revamp our Performance Management approach to empower managers to advocate for team member growth across all regions and, therefore, maximize our approach to promotional opportunities.
These efforts have had a clear and measurable impact—helping us retain over 85% of first-year hires and 91% of tenured team members across all regions. As a result, we’re forecasting that 26% of our workforce will be promoted into senior roles, including positions on our leadership team.
If I had to sum up company culture at 5&5, I’d say it’s defined by a fair, open, and supportive environment—one which empowers team members to believe in themselves and trust that we believe in them too. As we continue to evolve and our culture evolves with it, our mission to support our team members as best as we can remains steadfast. As we come upon our 5th anniversary as a company, we realize that we have come a long way. I am proud of our entire team and the effort, care, and consideration they bring to maintaining and sharing their feedback about our company culture. I can’t wait to see how it continues to grow to reflect the needs of tenured team members who have accomplished life and professional goals with us, and how new team members are encouraged and welcomed into a safe working environment.
Raj is the Associate Vice President of Talent & Development at 5&5, where he leads efforts to cultivate a people-first, growth-oriented culture. His blog contributions reflect his expertise in talent management, leadership development, and building inclusive teams that thrive in a remote environment. Passionate about fostering continuous learning and personal growth, Raj is committed to helping both individuals and teams reach their full potential at 5&5.
Recent posts
Leave a Reply