In this episode of Culture Uncovered, Jena Dunay sits down with Chloe Drew, Chief People Officer at Redox, to explore what it takes to build a thriving remote-first culture while helping power the healthcare ecosystem behind the scenes.

Chloe shares Redox's journey from a startup founded by former Epic employees into a leading health data interoperability platform that enables healthcare organizations to securely exchange critical information. She also discusses how the company has maintained its people-first philosophy while scaling, why humility and customer obsession are central to the culture, and what makes Redox's remote model successful.

They also discuss the challenges of growing a distributed organization, the importance of internal mobility, lessons learned from executive hiring, and the qualities that help employees thrive in a fast-moving, highly collaborative environment.

What You'll Learn

•  How Redox became the "plumbing and piping" behind healthcare data exchange and why interoperability matters for the future of healthcare. 
•  What it takes to build and sustain a strong culture in a fully remote company spanning more than 25 states. 
•  Why Redox's values refresh was a company-wide effort—and how employee ownership helped shape the next chapter of the culture. 
•  How internal mobility creates career growth opportunities even without a large formal learning and development program. 
•  The traits that help employees thrive at Redox, including curiosity, humility, accountability, and comfort with ambiguity. 

Guest Highlights

• Industry: Healthcare Technology / Health Data Interoperability 
• Founded: 2012 
• Employees: ~130 
• Funding Stage: Series D 
• Work Model: Fully remote with employees across 26+ states 
• Headquarters Roots: Madison, Wisconsin 
• Mission: Simplifying and accelerating healthcare data exchange across the healthcare ecosystem 

Unique Perks & Programs

• Fully Remote by Design — Remote-first since before COVID, allowing employees to live and work where they thrive while accessing talent nationwide. 
• Flexible Time Off — Open PTO philosophy built on trust, with leaders actively encouraging employees to recharge. 
• Six-Week Paid Sabbatical — Employees receive a six-week sabbatical every five years to rest, reset, and return refreshed. 
• Strong Internal Mobility Culture — Every role is posted internally, and employees are encouraged to explore new functions and career paths. 
• Company-Wide Values Refresh — Employees at every level participated in redefining Redox's core values, creating shared ownership of culture. 
• Regular In-Person Connection Opportunities — Team gatherings, customer events, executive offsites, and company-wide retreats help maintain strong relationships in a remote environment.

To learn more about Redox:

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

In this episode of Culture Uncovered, Jena Dunay sits down with Carey Pellock, Chief People Officer at Anaplan, to explore how the global AI-driven planning platform has transformed its culture while scaling across 22 countries and more than 2,200 employees.

Carey shares Anaplan's unique journey from a startup founded in a barn in York, England, to a global technology company helping organizations make smarter business decisions through real-time planning and scenario analysis. She also discusses the company's "Winning Culture," why authentic leadership matters, and how Anaplan is investing heavily in employee wellbeing, career growth, and AI innovation.

They also discuss how Anaplan balances flexibility with collaboration, the importance of building culture intentionally during periods of transformation, and why the company is looking for builders, innovators, and lifelong learners to help drive its next phase of growth.

What you'll learn:

• How Anaplan evolved from a startup founded in England to a global AI-driven planning platform
• Why Anaplan created its "Winning Culture" and the employee-led process behind its core values
• How the company balances remote work flexibility with in-person collaboration and innovation
• Why career growth, employee wellbeing, and leadership development are major investment areas
• What types of employees thrive in Anaplan's fast-moving, AI-focused environment

Guest Highlights:

• Headquarters: Miami, Florida
• Team Size: ~2,200 employees
• Global Presence: 22 countries
• Office Footprint: 20 offices worldwide
• Workforce Style: Hybrid and remote-first (approximately 50% fully remote)
• Industry: AI-driven planning and business performance software
• Culture: High-performance, collaborative, innovative, and growth-oriented
• Core Values (IACTREAL): Innovative, Accountable, Collaborative, Transparent, Resilient, Empathetic, Authentic, Lifelong Learners

Unique Perks & Programs:

• Anaplan Well — Award-winning wellbeing program focused on financial wellness, mental health, physical health, and community connection
• Anaplan Grow — Company-wide learning and development platform designed to support continuous career growth
• Own Your Own Career — Employee-driven career development program that empowers individuals to actively shape their future
• Structured Leadership Academies for frontline managers, directors, and vice presidents
• Six-Month VP Development Program featuring real business challenges and executive-level growth experiences
• Extended Leadership Team — A unique network of influential employees who help shape culture and guide organizational change
• Flexible Hybrid Work Model that encourages collaboration without tying promotions or advancement to office attendance
• Multiple Career Pathways Framework designed to support both people leaders and individual contributors, recognizing that career growth doesn't require becoming a manager

To learn more about Anaplan:

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

In this episode of Culture Uncovered, Jena Dunay sits down with Elana Silver from Paperless Parts to explore what it's like to build a career-focused culture at a fast-growing software company serving the manufacturing industry.

Elana shares the company's unique evolution from a manufacturing marketplace startup into a software platform that helps machine shops and custom manufacturers streamline quoting and operations. She also discusses why Paperless Parts places such a strong emphasis on career ownership, internal mobility, and transparent conversations about professional growth.

They also discuss the realities of scaling a company, the challenge of transitioning from startup hustle to sustainable systems, and the types of people who thrive in a mission-driven, customer-focused environment.

What you'll learn:

• How Paperless Parts evolved from a marketplace concept into a software platform serving manufacturers
• Why the company encourages employees to take ownership of their career growth and internal mobility
• How leaders create transparency around career conversations, including discussions about outside opportunities
• The challenges of scaling from startup scrappiness to repeatable systems and processes
• What types of candidates thrive at Paperless Parts and why manufacturing-adjacent experience can be a hidden advantage

Guest Highlights:

• Industry: Manufacturing software / SaaS
• Customer Base: Machine shops and custom manufacturers across industries including aerospace, medical devices, and industrial equipment
• Company Stage: Growth-stage technology company
• Culture: Mission-driven, collaborative, customer-focused, and growth-oriented
• Focus Areas: Manufacturing modernization, career development, employee growth, and operational innovation

Unique Perks & Programs:

• Employee-Owned Career Development Philosophy that encourages individuals to actively shape their own career paths
• Internal Mobility Focus with transparent opportunities for employees to explore different roles and functions across the company
• Open Career Conversations where employees are encouraged to discuss long-term aspirations and even external opportunities with leadership
• Internal Interview Process that provides employees visibility into open roles and a fair path to pursue new opportunities
• Leadership Commitment to Career Transparency, helping employees make informed decisions about their professional growth
• Cross-Functional Career Exploration that encourages employees to learn about and contribute to different areas of the business
• Relationship-Driven Recruiting Approach that emphasizes networking and long-term talent connections rather than transactional hiring
• High-Impact Growth Environment where employees can make meaningful contributions while helping scale the business and modernize the manufacturing industry

To learn more about Paperless Parts:

Careers Page (they're hiring!)
LinkedIn Page
Elana's LinkedIn

In this episode of Culture Uncovered, Jena Dunay sits down with Danielle Van Der Lelie, Chief People Officer at InStride Health, to explore how the company is transforming access to specialized mental health care for children, teens, and young adults struggling with anxiety, OCD, and related disorders.

Danielle shares the powerful origin story behind InStride Health, how the organization evolved from a highly successful clinical program developed within the Harvard Medical system, and what inspired her to join one of the fastest-growing mental health companies in the country.

They also discuss how InStride has scaled from just five employees to nearly 400 while maintaining a deeply mission-driven culture, why the company's mantra of "Never Worry Alone" shapes everything they do, and how they're helping employees grow alongside the business through intentional development, community-building, and AI innovation.

What you'll learn:

• What InStride Health does and how it helps children, teens, and young adults learn to respond differently to anxiety and OCD.
• How the company evolved from a groundbreaking clinical program developed at McLean Hospital
• Why virtual care became a catalyst for scaling access to specialized mental health treatment
• How InStride intentionally builds culture in a fully remote workforce
• How the company approaches professional development and career growth
• Where the company is investing and hiring over the next 12–18 months

InStride Health Highlights:

• Headquarters: Boston, Massachusetts
• Team Size: ~375 employees
• Founded: 2021
• Workforce Footprint: Employees across 38 states
• Industry: Mental Health Care / Healthcare Technology
• Patient Population: Ages 7–24
• Specialties: Anxiety, OCD, and related disorders
• Care Model: Virtual, evidence-based care teams including psychiatrists, therapists, and exposure coaches
• Culture: Mission-driven, collaborative, supportive, growth-oriented
• Workforce Style: Fully remote

Unique Perks & Programs:

• Four-week paid sabbatical after five years of service
• Flexible PTO
• Comprehensive health benefits starting on day one
• Minimum 12 weeks of paid parental leave
• Two paid volunteer/service days annually
• Annual company retreat focused entirely on relationship-building and mission connection
• Bi-weekly all-hands meetings featuring patient success stories and employee recognition
• AI Change Champion program to support practical AI learning and adoption
• Sponsored local meetups for employees in shared geographic regions
• Strong emphasis on employee development through stretch assignments, conferences, and internal growth opportunities

Current Hiring Focus:

InStride Health is actively investing in:

• Therapists
• Psychiatrists
• Exposure coaches
• Territory Managers and commercial team members
• AI-forward talent interested in healthcare innovation
• Professionals passionate about scaling access to mental health care

Who Thrives at InStride Health?

According to Danielle, the employees who succeed at InStride are those who embrace the company's four core values:

• Give Heart
• Work Smart
• Embrace Community
• Have Humility

People who thrive tend to be highly mission-driven, collaborative, adaptable, solution-oriented, and energized by growth and change. They care deeply about making an impact while helping build a company that's redefining mental health care for families across the country.

To learn more about InStride Health:

Careers Page
LinkedIn Page
Danielle's LinkedIn

In this episode of Culture Uncovered, Jena Dunay sits down with Katya Laviolette, Chief People Officer at 1Password, to explore how one of Canada's most successful tech companies scaled from a consumer password manager into a global identity security leader serving both individuals and enterprises.

Katya shares the unique origin story behind 1Password, how the company spent nearly two decades growing before taking institutional funding, and why its founder-led culture continues to shape the employee experience today. She also discusses what it takes to build a high-performance organization in a fully remote environment, how 1Password is approaching AI adoption internally, and why collaboration remains a critical ingredient for success as the company continues to scale.

They also dive into leadership development, employee wellness, remote work realities, and why adaptability—not just expertise—is one of the strongest predictors of success at 1Password.

What you'll learn:

• What 1Password does and how it evolved from a consumer password manager into a global identity security company
• How 1Password grew from roughly 300 employees to more than 1,400 globally
• How founder involvement continues to influence culture more than 20 years later
• How 1Password balances flexibility, accountability, and employee wellbeing
• How the company supports managers through coaching, mentoring, and leadership development

1Password Highlights:

• Headquarters: Toronto, Ontario, Canada
• Founded: Early 2000s (20+ years ago)
• Team Size: 1,400+ employees
• Global Presence: United States, Canada, United Kingdom, Germany, and the Netherlands
• Industry: Identity Security / Cybersecurity
• Workforce Style: Remote-first
• Company Type: Privately held
• Growth Journey: Expanded from consumer software into enterprise identity security
• Notable Milestone: Completed Canada's largest fundraise at the time in 2022

Unique Perks & Programs:

• Equity grants for all employees
• 25 days of paid time off annually
• Four company-wide wellness days each year
• Flexible remote work environment
• Employee Resource Groups (ERGs)
• Leadership development programs
• Inclusion and belonging initiatives
• Custom management development curriculum
• Executive operational coaching for senior leaders
• Mentoring and reverse mentoring programs
• Global collaboration events and team gatherings
• Wellness-focused recharge days and recognition programs
• Access to Collaboration Centers designed for intentional in-person connection

To learn more about 1Password:

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

**LIVE from the Transform Conference in Las Vegas**

In this episode of Culture Uncovered, Jena Dunay sits down with Lívia Martini, Chief People Officer at Wellhub, to explore what it looks like to build a people-first culture at a global wellness company operating across 18 countries.

Lívia shares her unconventional path from investment banking and management consulting into HR leadership, why Wellhub’s mission deeply resonated with her, and how the company has scaled from 350 employees to 3,000 while staying intentional about culture, flexibility, and employee wellbeing.

They also discuss why meaningful collaboration matters, how Wellhub approaches flexibility without mandates, and why employee wellness isn’t just a perk — it’s directly tied to performance, engagement, and retention.

What you’ll learn:

•  What Wellhub does and how it helps companies support employee wellbeing 
•  Why Livia Martini left investment banking and consulting to join a mission-driven company 
•  How Wellhub scaled from 350 to 3,000 employees across 18 countries 
•  What “meaningful collaboration” looks like in practice 
•  How Wellhub builds culture across a globally distributed workforce 
•  Why flexibility only works when paired with accountability and ownership 
•  How wellness impacts employee performance, engagement, and retention 
•  Why Wellhub encourages employees to actually take their PTO 
•  The types of employees who thrive at Wellhub 
•  Why leadership development is a major focus area for the company 

Wellhub Highlights:

•  Headquarters: New York, New York 
•  Team Size: ~3,000 employees 
•  Global Presence: 18 countries 
•  Major Employee Hubs: Brazil, Portugal, Mexico, Argentina, Italy, Spain, Germany, UK + more 
•  Industry: Corporate wellbeing / HR tech 
•  Culture: Flexible, collaborative, mission-driven, wellness-focused 
•  Workforce Style: Hybrid and globally distributed 

Unique Perks & Programs:

•  Complimentary Wellhub Gold Membership for employees 
•  Ability to add family members to wellness plans 
•  Access to gyms, fitness studios, wellness apps, nutrition, sleep, mental health, and financial wellbeing tools 
•  Flexible work environment with no company-wide office mandate 
•  Strong emphasis on PTO usage and manager accountability around time off 
•  Team wellness activities like yoga classes and pickleball outings 
•  Global town halls and team rituals designed to maintain connection across distributed teams 
•  Leadership development support for first-time managers 
•  Employee-first approach to wellbeing, flexibility, and work-life integration 

To learn more about Wellhub:

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

**LIVE from the Transform Conference in Las Vegas**

In this episode of Culture Uncovered, Jena Dunay sits down with Sarika Lamont, Chief People Officer at Vidyard, to explore what it looks like to build a transparent, adaptable, and people-first culture inside a fast-moving AI company.

Recorded live from the Transform conference, Sarika shares Vidyard’s evolution from a startup founded by two engineers from the University of Waterloo into a globally distributed AI and video-enabled go-to-market platform. She also opens up about her unconventional career path from management consulting into HR leadership, how relationships shaped every major career move she’s made, and why authenticity matters deeply in both recruiting and leadership.

They also discuss how Vidyard approaches remote culture-building, why honesty and “talent repellence” are critical in hiring, and how AI is forcing organizations to completely rethink performance management, compensation, and the future of work.

What you’ll learn:

• What Vidyard does and how it uses AI and video to support sales, marketing, and customer engagement
• How Sarika Lamont transitioned from federal consulting into HR and tech leadership
• Why every major career opportunity Sarika has landed came through relationships and referrals
• How Vidyard has maintained startup energy after 15 years in business
• What remote culture-building looks like at a globally distributed company
• Why transparency and authenticity matter during the hiring process
• The importance of “talent repellence” alongside talent attraction
• How Vidyard supports employee wellbeing and encourages real time off
• Why Gen Z is reshaping leadership, performance management, and compensation
• How AI is changing the future of work — and the types of employees who thrive in that environment
• What types of roles Vidyard is actively hiring for

Vidyard Highlights:

• Headquarters: Kitchener-Waterloo, Ontario, Canada
• Team Size: ~120 employees
• Industry: AI / Video Technology / Go-To-Market Software
• Founded: Approximately 15 years ago
• Workforce Style: Remote-first and globally distributed
• Employee Nickname: “Vidyardians”
• Culture: Collaborative, transparent, adaptable, community-oriented, startup-minded
• Major Hiring Areas: Go-to-market teams, engineering, AI-focused roles, digital customer success, AI automation

Unique Perks & Programs:

• Flexible PTO policy with strong encouragement to actually take time off
• Company-wide holiday shutdown between Christmas and New Year’s
• Charitable donation matching program
• Ability to donate unused professional development funds to charities
• Tree planting initiatives tied to employee work anniversaries
• Strong emphasis on employee authenticity and transparency
• Remote-first culture intentionally designed around collaboration and connection
• Leadership philosophy centered on adaptability, resilience, and continuous learning
• Heavy investment in AI-forward tools, systems, and workforce development
• Deep commitment to supporting the Canadian tech ecosystem and emerging founders

To learn more about Vidyard:

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

**LIVE from the Transform Conference in Las Vegas**

In this episode of Culture Uncovered, Jena Dunay sits down with Jason Desentz, CHRO of Toshiba Americas, to unpack what it actually looks like to lead culture and transformation inside a 150-year-old global brand.

Jason shares why he returned to the CHRO seat after running his own consulting firm, what drew him to Toshiba during a major transformation phase, and how the company is balancing large-scale innovation with a people-first culture.

They also dive into what “think global, act local” looks like at Toshiba, how the organization is preparing employees for an AI-driven future, and why visibility, curiosity, and business acumen are becoming critical skills for modern HR leaders and job seekers alike.

What you’ll learn:

•  What Toshiba actually does beyond consumer electronics 
•  How Toshiba evolved into a diversified global innovation company 
•  Why Jason Desentz joined Toshiba during a major transformation period 
•  What “create together” means inside Toshiba’s culture 
•  How Toshiba approaches employee engagement and long-term retention 
•  Why business acumen is essential for modern HR leaders 
•  How Toshiba is preparing employees to become AI-ready 
•  Why volunteering for projects accelerates career growth 
•  What types of employees thrive at Toshiba 
•  How job seekers can stand out when applying to large organizations 

Toshiba Highlights:

•  Founded: 1875 
•  Global Workforce: 100,000+ employees 
•  U.S. Workforce: ~6,000 employees 
•  Americas Headquarters: Houston, Texas 
•  Other U.S. Hubs: Irvine & San Jose, California + Milwaukee, Wisconsin 
•  Industry: Technology, Manufacturing, Energy, Infrastructure & Electronics 
•  Known For: Consumer electronics, semiconductors, batteries, point-of-sale systems, motors & drives, quantum technology, and more 
•  Culture: Innovative, collaborative, community-oriented, people-first, globally connected 

Unique Perks & Programs:

•  Strong employee appreciation culture and milestone celebrations 
•  Family-inclusive events and employee recognition programs 
•  Mobile mammogram and preventative healthcare initiatives 
•  Financial wellness and earned wage access programs 
•  Toshiba University for structured employee learning and development 
•  AI-readiness training and hands-on AI experimentation workshops 
•  Cross-functional project opportunities for career development 
•  Community volunteering and charitable engagement initiatives 
•  High leadership visibility and approachable executive teams

To learn more about Toshiba:

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

**LIVE from the Transform Conference in Las Vegas**

In this episode of Culture Uncovered, Jena Dunay sits down with Natalie Breece, Chief People Officer at ThredUp, to unpack what it actually looks like to grow a career inside a company that prioritizes learning, mobility, and trust.

Natalie shares how she went from building the recruiting function to becoming CPO, why saying yes to roles you’re not fully ready for can accelerate your career, and how ThredUp has maintained its culture through massive growth and going public.

They also get into how curiosity drives success at ThredUp, what “think big” looks like in real business decisions, and why initiatives like a four-day work week and internal career mobility aren’t just perks, they’re core to how the company operates.

What you’ll learn:

• What ThredUp actually does and how it became one of the largest online consignment platforms
• How Natalie Breece grew from recruiter to Chief People Officer internally
• Why saying yes to uncomfortable opportunities leads to the biggest career growth
• How ThredUp maintained its culture while transitioning from private to public
• What “think big” looks like in practice (not just as a value)
• What makes someone successful at ThredUp (and what doesn’t)

ThredUp Highlights:

• Founded: 2009
• Team Size: ~2,500 employees
• Headquarters: Oakland, California
• Other Locations: Scottsdale, Arizona + 4 U.S. distribution centers
• Workforce: ~80% distribution center employees
• Industry: Online resale (women’s and kids apparel)
• Culture: Learning-driven, collaborative, curious, growth-focused

Unique Perks & Programs:

• Four-day work week (company-wide, in place for several years)
• Strong internal mobility (many leaders have held 4+ roles internally)
• Career Compass (clear career pathing framework)
• Impact Leadership Institute (internal leadership development)
• BizUp program (cross-functional business learning experience)
• Emphasis on continuous learning, curiosity, and career growth

To learn more about ThredUp:

Careers Page (They’re hiring!)
LinkedIn Page
Natalie's LinkedIn

**LIVE from the Transform Conference in Las Vegas**

In this episode of Culture Uncovered, Jena Dunay sits down with Mary Burke, SVP of HR at Experian, to unpack what it actually looks like to build a high-trust, inclusive culture inside a massive, global organization.

Mary shares why Experian calls its culture a “best kept secret,” how flexibility existed long before it became the norm, and what it takes to create an environment where employees can truly bring their whole selves to work.

They also get into the real drivers behind retention, from industry-leading parental leave to redefining what “family” means in the workplace, and how Experian is using AI to personalize career growth at scale.

What you’ll learn:

•  What Experian actually does and how it impacts both consumers and businesses 
•  Why belonging and inclusion are at the center of their culture 
•  How flexibility without guilt is practiced (not just promised) 
•  The real impact of benefits like parental leave on retention and families 
•  How their AI-powered “My Career” platform helps employees grow internally 
•  What makes someone successful at Experian (and what doesn’t) 

Experian Highlights:

• Team Size: ~22,000 employees globally 
• Presence: 30+ countries 
• Headquarters: London (North America HQ in Orange County, CA) 
• Industry: Data, Technology, and AI 
• Culture: Inclusive, flexible, purpose-driven, growth-oriented 
• Recognition: Ranked #14 on Great Place to Work’s World’s Best Workplaces

Unique Perks & Programs:

• Generous parental leave:
  •  18–20 weeks (birth parent) 
  •  12 weeks (non-birth parent) 
• 91% return rate for women after one year post-leave 
• 60% of parental leaves taken by men (rare and culture-shifting) 
• 10 days bereavement leave for chosen family (not just traditional definitions) 
• Flexible work culture with no guilt attached 
• AI-powered career platform (“My Career”) for personalized growth and internal mobility 
• Strong emphasis on belonging, inclusion, and work-life balance

To learn more about Experian:

•  Careers Page (They’re hiring!) 
•  LinkedIn Page 
•  Mary’s LinkedIn