In this episode of Culture Uncovered, Jena Dunay sits down with Billie Wright, Chief People Officer of The Recycling Partnership, to explore what it's like to build culture at a fully remote nonprofit tackling one of the country's least glamorous but most essential infrastructure challenges.

Billie shares her own pivot into the recycling space after nearly 30 years in state and local government HR, and offers candid encouragement for anyone hesitant to switch industries. The conversation dives into the organization's recent core values refresh — narrowing nine values down to five and building a dedicated values-based interview process around them — along with onboarding buddies and monthly cultural programming that keeps a small, fully remote team genuinely connected.

The episode also covers The Recycling Partnership's standout time-off policies, including a every-other-Friday off schedule and a five-year paid "refresh" sabbatical, as well as an honest reflection on where the organization's change management could better center the people living through it.

What You'll Learn

• What The Recycling Partnership actually does: legislation, community infrastructure, and recycling research
• How to think about pivoting industries without fear, even without direct experience
• How a "core values interview" works and why the organization recently narrowed nine values to five
• Why the company closes every other Friday, and how to pilot a similar policy at your own organization
• What the five-year "refresh" sabbatical and mandatory paid weeks off actually look like in practice
• Why doing change "with" people, not "to" them, is critical for genuine organizational buy-in

Company Highlights

• Industry: Environmental nonprofit (recycling infrastructure, legislation, and research)
• Customer Base: States, municipalities, and communities working to improve recycling access and policy
• Company Stage: Founded in 2014, ~80 employees across 28 states, fully remote
• Culture: Mission-driven, values-based, high-retention, and intentional about employee wellness
• Focus Areas: Recycling legislation and infrastructure, employee wellbeing, and organizational change management

Unique Perks & Programs

• Every-Other-Friday Off: A recurring day-off policy in place since COVID, adjusted around holidays
• Five-Year "Refresh" Sabbatical: Six full weeks of paid leave awarded after five years of tenure
• Four Mandatory Paid Weeks Off Annually: Company-wide closures around July 4th, Thanksgiving, and the final two weeks of the year
• Flexible Vacation & Parental Leave: Non-accrual flexible time off, plus paid parental leave for both mothers and fathers
• $500 Annual Professional Development Stipend: Newly formalized funding for courses, books, or coaching
• Onboarding Buddy Program: New hires paired with a peer for their first 30 days to support cultural integration

To learn more about The Recycling Partnership:

Careers Page (They're hiring!)
LinkedIn Page
Billie's LinkedIn

In this episode of Culture Uncovered, Jena Dunay sits down with Jason Nadaskay, Chief People Officer at Valor, to explore what it's like to build culture at a fast-growing oil and gas land and accounting firm based in Fort Worth, Texas.

Jason shares his unconventional path into HR — from teaching and coaching to marriage and family therapy, to a chance breakfast with a college roommate that led to this role — and how he leaned into certification and community to close the gap on traditional HR experience. The conversation dives into Valor's deliberate three-step, peer-inclusive hiring process built to filter for "low drama" employees, and how the company extends its culture to a fully remote offshore team in the Philippines without forcing its own office culture onto them.

The episode also covers Valor's paid, rotational internship program, an honest account of an AI rollout that moved faster than the team could absorb, and practical advice on standing out in a hiring process — including literally showing up in person.

What You'll Learn

• How mineral rights ownership works in the US and why it created an entire accounting niche
• What a "landman" actually does day to day, versus the TV portrayal
• How Valor's three-step, peer-involved hiring process protects against workplace drama
• How the company built genuine culture and flexibility for its remote team in the Philippines
• An honest account of what went wrong when Valor moved too fast rolling out AI agents
• Why showing up in person or sending a thoughtful, persistent message can still set a candidate apart

Company Highlights

• Industry: Oil and gas land and accounting services (mineral rights management)
• Customer Base: Private mineral rights owners, concentrated heavily in Texas and the Permian Basin
• Company Stage: 8-year-old company, ~45 employees (35 in the US, 10 in the Philippines), a three-time Inc. 5000 fastest-growing company
• Culture: Low-drama, innovation-driven, and intentionally autonomous
• Focus Areas: Hiring quality and fit, offshore team integration, internship development, and responsible AI adoption

Unique Perks & Programs

• Paid Rotational Internship Program: Interns meet weekly with a different executive and complete a small-group book study alongside real project work
• Peer-Involved Hiring Process: Candidates must get buy-in from future teammates, not just leadership, before receiving an offer
• Thoughtful Offshore Scheduling: Filipino team members share a defined overlap window with US hours, then control the rest of their schedule themselves
• In-Person Offshore Team Gatherings: Leadership traveled to Manila for a two-day conference to build genuine connection with remote employees
• Quarterly Town Halls & Outings: Regular "state of the union" updates paired with team outings
• High Autonomy Culture: A deliberately flat structure with minimal micromanagement, paired with open conversations when workload becomes unsustainable

To learn more about Valor:

Careers Page (They're hiring!)
LinkedIn Page
Jason's LinkedIn

Book Recommendations:

Unreasonable Hospitality: The Remarkable Power of Giving People More Than They Expect
The Science of Scaling: Grow Your Business Bigger and Faster Than You Think Possible

In this episode of Culture Uncovered, Jena Dunay sits down with Jane Viventi, Head of People and Operations at Brand Builders Group, to explore what it's like to build culture at a Nashville-based personal branding firm founded on the belief that everyone is uniquely positioned to serve the person they once were.

Jane shares the origin story of Brand Builders Group — born out of a career setback for co-founders AJ and Rory Vaden, and accelerated by a single, trust-driven podcast mention from a friend. The conversation dives into what it means to build a genuinely "chosen family" culture without falling into the pitfalls that phrase can carry, how the company approaches recognition through a taco-based system and personal bucket-list rewards, and why growth at BBG is framed as a "jungle gym" rather than a ladder.

The episode also covers the company's remote-first structure balanced with intentional in-person gatherings, its new Growth Fund for employee learning, and an honest look at the internal communication challenges that come with rapid, ambitious growth.

What You'll Learn

• How Brand Builders Group was founded after a career setback and a single trusted podcast recommendation
• What it means to be "most uniquely positioned to serve the person you once were"
• How BBG builds a "chosen family" culture while still respecting people who just want to clock in and out
• How the HeyTaco recognition platform and new "Pins of Impact" program work in practice
• Why BBG frames career growth as a "jungle gym" instead of a traditional ladder
• What internal communication challenges look like at a fast-growing, mission-driven company

Company Highlights

• Industry: Personal brand strategy and coaching
• Customer Base: Authors, speakers, coaches, and entrepreneurs looking to clarify and monetize their personal brand
• Company Stage: 8-year-old company (founded 2018), ~40 full-time employees, remote-first with a Nashville home base
• Culture: Purpose-driven, human-first, and intentionally described as a "chosen family"
• Focus Areas: Personal brand development, client community, service, and intentional (not rapid) company growth

Unique Perks & Programs

• HeyTaco Recognition System: Daily peer-to-peer recognition redeemable for real value through an internal "taco shop"
• Pins of Impact: A new program where earned pins unlock company-funded contributions toward an employee's personal bucket list
• Company-Wide Milestone Trips: Full-company (plus spouses and kids) trips awarded at every $5 million revenue milestone
• $500 Annual Growth Fund: Flexible individual learning stipend replacing a one-size-fits-all course subscription
• Quarterly Book Club: Company-wide reading to build shared language and accountability
• Charitable Donation Matching: Up to $1,000 matched per employee, alongside quarterly community service events

To learn more about Brand Builders:

Careers Page (They're hiring!)
LinkedIn Page
Jane's LinkedIn

In this episode of Culture Uncovered, Jena Dunay sits down with Brady Pyle, CHRO of Space Center Houston, to explore what it's like to build culture at the official visitor center of NASA's Johnson Space Center.

Brady shares his 20-plus year journey inside NASA — from a graduate co-op assignment to leading HR across all ten NASA field centers — and what brought him to Space Center Houston after choosing early retirement from NASA. The conversation offers a rare behind-the-scenes look at how NASA's field centers are structured, how Space Center Houston fits into that ecosystem as a nonprofit educational foundation, and what day-to-day roles actually look like at a space-focused museum and learning center.

The episode also covers Brady's own book, Building Culture, the NASA Way, his approach to running upward feedback for leaders separate from performance review cycles, and Space Center Houston's deliberate push toward internal promotion from its large part-time and seasonal workforce.

What You'll Learn

• How NASA's ten field centers are structured and what makes each one unique
• How Space Center Houston operates as a nonprofit connected to, but distinct from, Johnson Space Center
• What roles actually exist at a space-focused museum, beyond the expected engineers and scientists
• Why Space Center Houston runs upward leadership feedback separately from performance evaluations
• How the organization built a talent strategy prioritizing internal promotion from its part-time staff
• What values and traits define success in Space Center Houston's culture

Company Highlights

• Industry: Nonprofit education and visitor experience (official NASA Johnson Space Center visitor complex)
• Customer Base: ~1.2 million annual guests, roughly split between local, national, and international visitors
• Company Stage: Founded in 1992, ~200 full-time staff plus ~300 part-time and seasonal employees
• Culture: Values-driven around being space enthusiasts, champions of curiosity, and people-driven
• Focus Areas: STEM education, guest experience, internal talent development, and culture measurement

Unique Perks & Programs

• Breakfast with an Astronaut: A weekly guest event offering direct, in-person conversations with astronauts
• Astronaut Crew Debriefings: Internal access to mission debriefs after astronauts return from space
• Enhanced 403(b) Match: A 3% automatic employer contribution plus an additional 2% match for employee contributions
• Bundled, Expanded PTO: Combined vacation and sick leave restructured to include dedicated mental health and wellness days, based on employee feedback
• Internal Promotion Strategy: A formal goal of filling half of new full-time roles from the internal part-time/seasonal talent pool
• Midpoint Upward Feedback Cycles: Structured leadership feedback collected separately from formal performance reviews to encourage more honest input

To learn more about Space Center Houston:

Careers Page (They're hiring!)
LinkedIn Page
Brady's LinkedIn
Brady's Book: Building Culture the NASA Way: Mission-Critical Principles For Creating Any Organization's Culture

In this episode of Culture Uncovered, Jena Dunay sits down with Lauren Bryant, Head of Talent at Outset, to explore what it's like to build culture at a fast-scaling AI-moderated research startup based in San Francisco.

Lauren shares how Outset uses AI moderation to compress traditional qualitative research from weeks down to hours, and how she found her own way to the company through a staffing recruiter — a reminder of why staying connected to recruiters, even after they change companies, can pay off down the line. The conversation dives into what it's like joining a company that's more than tripled in size in under a year, what genuine internal mobility looks like in practice, and how Outset thinks about protecting culture while hiring quickly.

The episode also covers Outset's approach to "opportunistic hiring" for standout candidates, what kind of person thrives in a high-ambiguity, fast-moving environment, and practical advice for job seekers on how to actually stand out in a flooded applicant pool.

What You'll Learn

• How Outset's AI-moderated research platform compresses traditional focus groups into hours
• Why staying connected with recruiters — even after they change jobs — can open future opportunities
• What genuine internal mobility looks like, including real examples of fast promotions
• How Outset protects its culture while hiring rapidly during a period of major growth
• What "opportunistic hiring" means and how it works at an early-stage startup
• What kind of outreach actually helps a candidate stand out in a crowded applicant pool

Company Highlights

• Industry: AI-powered qualitative research technology
• Customer Base: Brands and companies conducting product and consumer research, from physical goods to digital products
• Company Stage: Founded in 2022, ~77 employees and growing rapidly (more than tripled in six to seven months)
• Culture: Transparent, low-ego, collaborative, and comfortable with ambiguity
• Focus Areas: Rapid scaling, internal mobility, culture preservation, and hands-on hiring

Unique Perks & Programs

• 401(k) with 6% Match: A notably high employer match for a company at this stage
• Genuine Flexible Time Off: Actively used by employees, not just a policy on paper
• Hybrid Flexibility: On-site four days a week, with one flexible remote day employees can shift week to week
• Internal Mobility in Practice: Real examples of employees moving from individual contributor to management roles within months
• Opportunistic Hiring: A practice of creating roles for exceptional candidates even without an immediate headcount need
• Founder Visibility on LinkedIn: Active founder presence used intentionally as a culture and recruiting tool

To learn more about Outset:

Careers Page (They're hiring!)
LinkedIn Page
Lauren's LinkedIn

In this episode of Culture Uncovered, Jena Dunay sits down with Marisa Alexander-Daspit, Chief People Officer at Ibotta, to explore what it's like to build culture at a Denver-based tech company that's grown from a rebate app into a broader performance marketing network.

Marisa shares her seven-and-a-half-year journey at Ibotta, starting as Director of Talent Management before stepping into the CPO seat, and what convinced her the company's values genuinely matched what she experienced day to day. The conversation dives into Ibotta's deep investment in Denver as a community, why the company expanded its office footprint rather than downsizing, and how a hybrid, in-office culture is being intentionally rebuilt around collaboration and connection.

The episode also covers Ibotta's practical, employee-driven perks, its approach to career growth in a company that's matured past classic "startup" dynamics, and an honest look at the ongoing challenge of communicating through organizational change — especially amid growing anxiety around AI's impact on the workforce.

What You'll Learn

• How Ibotta evolved from a consumer rebate app into a broader performance marketing network
• Why Ibotta chose to expand its office footprint in Denver rather than downsize amid remote-work trends
• How the company's I-B-O-T-T-A values show up in daily rhythms like a weekly company-wide standup
• What kind of curiosity and problem-solving mindset helps someone thrive in Ibotta's "mature startup" stage
• How Ibotta approaches change communication amid rising workforce anxiety around AI
• What roles are actively hiring across tech, sales, and revenue operations

Company Highlights

• Industry: Consumer technology and performance marketing (rebates and retail media)
• Customer Base: Everyday consumers ("savers") and consumer packaged goods brands, reaching shoppers through platforms like Instacart, Walmart, and DoorDash
• Company Stage: ~830 core employees, two-thirds based in Denver, with a matured "high-growth" (not early-startup) culture
• Culture: Values-driven, curious, collaborative, and deeply rooted in its home city of Denver
• Focus Areas: Community investment, hybrid collaboration, employee development, and navigating AI-driven change

Unique Perks & Programs

• Annual Dinner Perk: A covered dinner out for the employee and someone important in their life, as a way to say thank you to both
• Five-Year Travel Perk: A ~$2,000 grossed-up travel budget awarded at the five-year tenure mark, earmarked specifically for rest and recharge
• Flexible Education Benefit: Covers tuition, conferences, or student loan payments (one or the other), supporting non-linear career growth
• Coursera Access for All Employees: Ongoing upskilling opportunities, especially amid AI-related shifts
• Summer Patio Sessions: Weekly Thursday happy hours hosted by employee resource groups in the new office space
• Twice-Yearly Company-Wide All-Hands: In-person gatherings designed to connect remote and in-office employees

To learn more about Ibotta:

Careers Page (They're hiring!)
LinkedIn Page
Marisa's LinkedIn

Here are the show notes for this episode:

In this episode of Culture Uncovered, Jena Dunay sits down with Jen Flaxman, Head of People at Peak Design, to explore what it's like to build culture at a founder-owned, bootstrapped product design company built without any venture capital.

Jen shares her own path to Peak Design, drawn in by a genuine connection with founder Pete Dering's vision for slow, sustainable growth rather than a "zero to 500" scaling mindset. The conversation dives into how operating without outside investors shapes decision-making speed and transparency across the company, what it actually looks like to hire for "community" fit over resume excitement, and how healthy debate is woven into a product-obsessed culture.

The episode also covers Peak Design's standout parental and mental health benefits, its jungle-gym approach to career growth over traditional promotion ladders, and an honest look at how the company has had to "grow up" its internal infrastructure — especially around compensation — as it's scaled past $100 million in revenue.

What You'll Learn

• How Peak Design's founder built the company's first product, the Capture Clip, and launched it via Kickstarter
• Why operating without VC or private equity funding shapes culture, pace, and decision-making at Peak Design
• What "hiring for community" looks like in practice, beyond standard culture-fit questions
• How Peak Design frames career growth through a "jungle gym," not a ladder
• What their standout mental health and Path to Parenthood benefits actually cover
• How the company is building out compensation infrastructure and financial transparency as it scales

Company Highlights

• Industry: Product design and consumer goods (camera and gear-carrying systems)
• Customer Base: Photographers, travelers, and outdoor enthusiasts, sold via wholesale, direct-to-consumer, and retail
• Company Stage: ~15-year-old, founder-owned company (no VC or PE funding), ~75 employees, scaling from ~$60M to over $100M in revenue
• Culture: Community-driven, debate-friendly, and intentional about sustainable, steady growth
• Focus Areas: Product craftsmanship, sustainability (1% for the Planet), employee wellbeing, and internal infrastructure-building

Unique Perks & Programs

• 100% Covered Insurance Premiums: Full coverage for employees and all dependents
• $3,000 Mental Health HRA: Annual reimbursement usable for the employee or any family member's mental health treatment
• $60,000 Path to Parenthood Benefit: Covers fertility treatment, adoption legal fees, and surrogacy-related expenses beyond standard fertility HRAs
• Lifetime Product Guarantee: Reflects the company's broader philosophy of building things meant to last
• 1% for the Planet Membership: Ongoing commitment to donate 1% of revenue to environmental causes
• Growth-Focused Engagement Surveys: Annual surveys asking employees what "growth" means to them, shaping on-the-job learning opportunities beyond promotions

To learn more about Peak Design:

Careers Page (They're hiring!)
LinkedIn Page
Jen's LinkedIn

In this episode of Culture Uncovered, Jena Dunay sits down with Noble Gibbens, Chief People Officer at Kiefer Sage, to explore what it's like to build culture and leadership development at a 40-year-old, family-owned manufacturing company in Northwest Arkansas.

Noble shares his unconventional path — from military infantry officer to executive coach to Chief People Officer — and how his own journey through emotional health and self-awareness now shapes how he leads people at Kiefer Sage. The conversation dives into how the company competes for talent against much larger neighboring employers by leaning fully into culture, including a hard boundary around work hours that starts with leadership modeling it themselves.

The episode also covers Kiefer Sage's homegrown, tiered Leader Development Program modeled after military leadership tracks, practical EQ-building exercises Noble runs with junior leaders, and what it actually looks like to build a values-driven culture across both a manufacturing floor and back-office teams.

What You'll Learn

• How a family business that started with an electric shopping cart grew into three distinct product lines
• Why Kiefer Sage's CEO insisted leadership not outwork or "out-hours" the team as a cultural example
• How Kiefer Sage structures its tiered Leader Development Program for junior, mid-level, and senior leaders
• A practical, repeatable EQ exercise for identifying and reframing personal strengths and weaknesses
• How Kiefer Sage differentiates itself culturally from larger nearby employers it can't compete with on pay
• What kind of person thrives in a purpose-driven, in-office manufacturing culture

Company Highlights

• Industry: Manufacturing (product development across mobility, commercial cleaning, and vehicle equipment)
• Customer Base: Retailers, commercial businesses (including major national brands), custom homeowners, and law enforcement agencies
• Company Stage: 40+ year old, family-owned company with ~150 employees, primarily on-site in Northwest Arkansas
• Culture: Purpose-driven, emotionally intelligent, and intentional about work-life boundaries
• Focus Areas: Leadership development, emotional intelligence, talent investment, and organizational purpose

Unique Perks & Programs

• Strict Work-Hour Boundaries: Leadership explicitly discourages arriving early or staying late, modeled from the top down
• Tiered Leader Development Program (LDP): Military-inspired tracks for junior, mid-level, and senior leaders, built and led internally
• Hands-On EQ Coaching Exercises: Practical, partner-based self-awareness exercises built into leadership training sessions
• Purpose-Centered Meeting Culture: Every meeting opens by grounding the team in the company's core purpose and values
• DISC-Informed Coaching: Leadership development tailored to individual personality types (Dominant, Influencer, Steady, Conscientious) for more effective motivation
• Whole-Person Investment: A stated focus on developing employees as people, not just professionals, with visible impact on their families

To learn more about Kiefer Sage:

Careers Page (They're hiring!)
LinkedIn Page
Noble's LinkedIn

In this episode of Culture Uncovered, Jena Dunay sits down with Jourdan Pym, VP of People at Karbon, to explore what it's like to build culture at a fast-scaling practice management software company for finance and accounting teams.

Jourdan shares the winding story of how she nearly turned down the role entirely, and what changed her mind once she recognized the size of the opportunity in the accounting practice management space. The conversation dives into how Karbon has grown from 62 to 367 employees across eight countries in five years, how the company defines "cultural adds" over "cultural fits," and the intentional, personal candidate experience Karbon builds into every stage of hiring — even for applicants who don't get the job.

The episode also covers Karbon's executive-led leadership development programs, its approach to internal mobility, and a candid look back at a reduction in force that taught Jourdan the importance of HR leaders understanding the numbers behind the business, not just the people side.

What You'll Learn

• How Karbon differentiates between "cultural fit" and "cultural add" when hiring
• Why Karbon builds personalized rejection and feedback emails into its recruiting process at scale
• What the "Karbon Circle" peer interview process reveals to candidates before they accept a job
• How Karbon's Frontline Leaders and Emerging Leaders programs are run entirely by the executive team
• What it's like to scale past key headcount thresholds (100, 150, 200+ employees)
• Why understanding burn rate and revenue trends is a critical skill for HR leaders

Company Highlights

• Industry: Practice management software for finance, accounting, and bookkeeping professionals
• Customer Base: Finance teams, accounting firms, bookkeepers, tax, and CAS professionals
• Company Stage: 11-year-old company, 367 employees across eight countries, with hubs in Chicago and Sydney
• Culture: Highly connected, community-driven, and transparent from the executive level down
• Focus Areas: Candidate and employee experience, leadership development, internal mobility, and financial literacy for HR leaders

Unique Perks & Programs

• Employee Stock Ownership: Every employee has the option to become a shareholder through stock options
• Emerging Leaders Program: A self-nominated, executive-approved development track with a ~92% promotion rate, including access to executive leadership meetings
• Frontline Leaders Program ("Leadership Matters"): Twelve months of leadership courses taught directly by Karbon's own executive team
• Personalized Candidate Communication: Every rejection email comes from a real recruiter, with feedback offered where possible
• Karbon Circle Interviews: Peer-led interviews giving candidates an honest look at day-to-day team dynamics
• Internal AI Upskilling: Peer-led "lunch and learns" and internal AI experts, prioritizing in-house knowledge sharing over external training vendors

To learn more about Karbon:

Careers Page (They're hiring!)
LinkedIn Page
Jordan's LinkedIn

In this episode of Culture Uncovered, Jena Dunay sits down with Stephanie Calhoun, VP of People Strategist and Global Culture Transformation at Lumen Technologies, to explore what it's like to reshape culture at a nearly century-old company undergoing one of the largest business turnarounds in recent history.

Stephanie traces Lumen's journey from a family-run telephone company founded in 1930s rural Louisiana to a global digital networking company powering today's AI infrastructure. She shares how CEO Kate Johnson led a simultaneous cultural and business transformation, shifting the organization's mindset from "playing not to lose" to "playing to win," and how that shift shows up in real, high-stakes business decisions.

The conversation also covers how Lumen embedded its Luminate behaviors into performance management and recognition systems, the company-wide rollout of Brené Brown's Dare to Lead curriculum, and standout wellbeing benefits — including a deeply personal survivor benefits program born from real loss within the company.

What You'll Learn

• How a 1930s family telephone business transformed into a global digital networking company
• What "playing to win" versus "playing not to lose" looks like in real business decisions
• How Lumen embedded its eight Luminate behaviors into hiring, feedback, and performance reviews
• Why and how the company rolled out Brené Brown's Dare to Lead curriculum company-wide
• How Lumen approaches AI literacy training tailored by role and department
• What kind of person thrives — and who might struggle — in a fast-paced, remote-first transformation

Company Highlights

• Industry: Digital networking and fiber infrastructure (formerly telecommunications)
• Customer Base: Global businesses relying on secure, high-speed connectivity for data and AI applications
• Company Stage: Founded in the 1930s, now a global company of 20,000+ employees undergoing a three-year cultural and business transformation
• Culture: Remote-first, courage-driven, and built around eight defined Luminate behaviors
• Focus Areas: Culture transformation, AI literacy, employee wellbeing, and leadership development

Unique Perks & Programs

• Survivor Benefits: Continued salary and benefits coverage for a deceased employee's family for six months
• Global Wellness Day: A company-wide paid day off dedicated to personal wellbeing, with leadership participating openly
• Dare to Lead Curriculum: Company-wide leadership and personal development training in partnership with Brené Brown/BetterUp, including personalized small groups and AI coaching access
• Tailored AI Literacy Program: Role-specific AI training designed to build practical, everyday AI skills across departments
• Luminate Awards & Lumen Stars: Peer recognition tied directly to specific named cultural behaviors
• Calm App Access: Company-wide rollout of a wellness app after a successful employee pilot

To learn more about Lumen:

Careers Page (They're hiring!)
LinkedIn Page
Stephanie's LinkedIn