Worker-First Culture: At the Core of WhereWeGo
From the way we build products to the way we build our team, we prioritize worker voice, equity, and shared success.
At WhereWeGo, a worker-first culture isn't just a principle—it’s in our DNA. From the way we build products to the way we build our team, we prioritize worker voice, equity, and shared success. This approach stems from our roots as educators, where our first product—the New Orleans Training Navigator—was shaped by direct feedback from our students, their counselors, and training providers. That commitment to worker input remains central to everything we do today.
Building Worker-First Products
Our products are designed with the people they serve in mind. That means prioritizing worker input at every stage of development. We don’t assume what career seekers need—we ask them. We engage deeply with the people using our platforms, ensuring they shape the tools meant to support their career journeys. Whether it's job seekers navigating training options or workforce professionals advising them, their voices guide our product decisions.
How to Make Your Organization Worker-First
It’s not just about what we build—it’s about how we build. Here are some key ways we ensure WhereWeGo remains a worker-first company:
1. No Bachelor’s Degree Requirements
Inspired by Opportunity@Work’s work on tearing the paper ceiling, we don’t require a bachelor’s degree for any of our job postings. Talent is everywhere, but opportunity isn’t—so we ensure our hiring process is inclusive of skilled workers who don’t have a four-year degree.
2. Profit Sharing
We believe that when the company succeeds, everyone should benefit. That’s why we share our profits with our team. It’s a powerful way to recognize that the value we create is a collective effort.
3. Weekly Shout-Outs
At the end of every week, we take time to acknowledge each other’s hard work. These shout-outs aren’t just a feel-good exercise; they reinforce a culture of recognition and gratitude, making sure no effort goes unnoticed.
4. Values That Guide Us
We talk about our values—a lot. They’re not just words on a slide; they guide how we work, make decisions, and treat each other. By keeping them front and center, we ensure that our team remains aligned and mission-driven.
5. Building Community as a Remote Team
Remote work can feel isolating, but we make sure it doesn’t. We create spaces for everyone’s voice to be heard, whether that’s through open discussions, team rituals, or dedicated time for connection.
6. Sharing the State of the Company
Every team member should understand where the company is going and why. We hold regular company-wide meetings where we share context across teams—not with rigidity, but with patience and lightness—so everyone stays connected to the bigger picture.
7. Culture of Feedback and Ownership
Everyone at WhereWeGo owns the culture. We encourage feedback and healthy conflict in every direction, ensuring that new ideas, concerns, and improvements are constantly shaping how we operate.
8. No More Agile vs. Waterfall—No More ‘Throw It Over the Wall’
We abandoned traditional software development methodologies that weren’t serving us. Instead of rigid Agile or Waterfall approaches, we prioritize a collaborative, context-sharing process that prevents silos and ensures that all teams move forward together.
Our Biggest Highlight: Growing the Team the Right Way
The highlight of 2024 has been growing our team. Growth can break small companies when it happens too fast, but when you hire for a worker-first culture, it strengthens the entire organization. Every person who joins WhereWeGo makes an impact, and we take the time to ensure they feel supported, valued, and empowered from day one.
At WhereWeGo, we believe that putting workers first—both in our products and our culture—is the best way to create lasting impact. And we plan to continue operate worker first with our team and our partners into the future.