Companies that use Cultureamp

Source: Analysis of 100 job postings that mention Cultureamp

I noticed that Culture Amp buyers are predominantly senior HR leaders, with Director-level Human Resources roles making up 34% of the postings I analyzed, followed by Directors of Talent Management at 11% and Directors of People Operations at 9%. These leaders are responsible for strategic people initiatives including performance management, talent development, and organizational culture. They're hiring for roles that emphasize data-driven decision making, with many postings specifically calling for expertise in HR analytics and employee listening programs.

The day-to-day users span a broader range, from People Business Partners who leverage Culture Amp for performance reviews and feedback cycles, to HR Operations specialists managing the technical implementation. I found numerous references to Culture Amp being used alongside other tools like Workday, Lattice, and Greenhouse, suggesting it integrates into larger HR technology stacks. Practitioners use it for running engagement surveys, talent reviews, onboarding programs, and performance management processes.

The pain points are clear across these postings. Companies want to "translate data and inputs into innovative, simplistic, and scalable programs," "drive engagement, growth, and retention," and create "data-driven, predictive approaches for people decisions using analytics and pulse insights." Multiple postings emphasize building "scalable" and "future-proof" HR systems that can support rapid organizational growth while maintaining employee experience quality. The recurring theme is transforming employee feedback into actionable insights that directly impact business outcomes.

Source: Analysis of tech stacks from 1,677 companies that use Cultureamp

I analyzed the tech stack patterns and found that Cultureamp users are overwhelmingly high-growth technology companies with sophisticated security requirements and structured people operations. The combination of enterprise identity management (Okta), modern HR tools (Greenhouse, ZipHQ), always-on infrastructure monitoring (Pagerduty), and advanced security platforms (Lacework) tells me these are scaling startups and tech companies that have moved beyond basic tooling into best-in-class solutions across every function.

The Greenhouse and Cultureamp pairing makes perfect sense. Companies investing in structured interview processes and candidate experience through Greenhouse naturally care about employee engagement once people are hired. The presence of ZipHQ, a procurement management tool, at such high correlation suggests these companies have reached the scale where spend management matters, likely Series B and beyond. Pagerduty's strong showing indicates these are companies running critical digital infrastructure, probably SaaS businesses where uptime directly impacts revenue. When your engineering team gets paged at 3am regularly, you definitely need culture and engagement tools to prevent burnout.

The full stack screams product-led SaaS companies in growth mode. Okta means they have enough employees and applications that single sign-on became necessary. Adobe Audience Manager suggests they are running sophisticated marketing operations with real budgets. Lacework points to companies handling sensitive data with serious security postures, likely required by enterprise customers or compliance needs. These aren't early-stage startups figuring things out. They are post-product-market-fit companies scaling headcount quickly, probably 200 to 2,000 employees.

Source: Analysis of Linkedin bios of 1,677 companies that use Cultureamp

I noticed that Culture Amp customers span an incredibly diverse range of activities, from the very tangible to the highly specialized. These companies build everything from custom aircraft and defense systems to financial software and toilet paper. What unites them is that many operate in complex, regulated, or mission-critical spaces. I see healthcare providers managing patient care, biotech firms developing therapies, financial services handling billions in assets, and manufacturers producing physical goods at scale. There's a strong presence of companies that describe themselves as providing "solutions" rather than just products, whether that's Mercury Systems delivering "mission-critical processing power" or Empyrean offering "innovative technology and a service-first approach."

These are predominantly established, scaling organizations rather than early startups. The employee counts cluster heavily in the 200 to 5,000 range, with many companies having been around for decades. I see frequent mentions of multi-location operations, international presence, and serving thousands of customers. The funding stages, when disclosed, lean toward later stages, private equity, or post-IPO status.