360Learning
What's the Company Culture Like at 360Learning?
What People Are Saying About 360Learning
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Transparency & Integrity: Transparency practices such as published salary bands, level-based progression, and visible decision logs are emphasized and treated as differentiators. Feedback suggests this openness builds trust and clarity in how work and decisions happen.
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Accountability & Ownership: Autonomy and low-authority norms under the “Convexity” model encourage individuals to own outcomes and operate asynchronously. Feedback suggests people experience strong ownership and trust in this setup.
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Learning & Knowledge Sharing: Collaborative, peer-led learning is positioned as a core operating mindset, reinforced through onboarding, employee-authored content, and culture resources. This emphasis signals that sharing knowledge and growing together are everyday expectations.
360Learning's Benefits
Company or teams have recognition rituals for individual work
Employee feedback used to shape policies and strategy
Encourages autonomy and ownership from employees
Established employee awards to honor work and contributions
Managers give public shoutouts and celebrate employee milestones
Managers offer consistent feedback loops
Provides modern technology across teams
Quarterly engagement surveys to gauge employee satisfaction
Transparent sharing of company-wide eNPS scores
Has employee-led culture committees
Offers an Employee Assistance Program (EAP)
Offers company-sponsored outings
Offers Employee Resource Groups
Offers wellness programs
Mental Health and wellness initiatives through Teale
Provides opportunities to volunteer in the local community
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
Documented operating principles
Documented policies and procedures to protect employee privacy and data
Hosts in-person revenue kickoff meetings
Implements team-based strategic planning
Leadership encourages open, transparent debate
Leadership is transparent and communicative
Mistakes are treated as learning opportunities
Policies promote a low-ego, team-driven culture
Prioritizes mission-driven work in decision-making processes
Prioritizes real-world impact of work in decision-making processes
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
Async-friendly policies, culture that encourage work flexibility
Established expectations for communication between time zones
Flexible work schedule is defined with set expectations for start times, working hours and availability
Offers a remote work program
Provides work from home flexibility
Utilizes a flexible work schedule
Utilizes a full-time remote friendly model
