Top Chicago, IL Automation Companies With Best Career Growth & Development (37)

Training & Education Access: AdTech Academy and a public Learning Hub provide on-demand courses and “Basis Certified” credentials beyond onboarding, including industry-recognized programs. Offerings span fundamentals through advanced topics to support continuous upskilling.

Growth Culture: Company materials and third-party recognition highlight a people-first culture centered on personal growth, inclusive hiring, and ongoing talent development. Multiple “best place to work” accolades from 2024–2026 are presented as evidence that learning and progression are core to the environment.

Leadership Development: ERGs and DEI programming run learning sessions and local cultural experiences that broaden perspectives and support leadership growth and cross-functional influence. Employees are encouraged to leverage these communities to build network breadth and develop leadership skills outside their immediate teams.

Training & Education Access: Atlassian University offers free and paid courses and certifications, and employees can use a dedicated learning budget to upskill. Group learning such as AI School, ML reading groups, and internal trainings further expand structured education pathways.

Cross-Functional Experience: ShipIt, a recurring 24‑hour internal hackathon, enables employees to form cross‑functional teams to build passion projects and learn outside their day job. Recent editions have focused on AI, broadening exposure to new stacks and practices.

Internal Mobility: The company runs formal promotion cycles and maintains an Internal Mobility process that lets employees apply for open roles across teams. Standardized workflows and panel reviews are used to manage promotions at scale.

Growth Culture: Growth is framed as a core value (“Grow every day”) and a strategic priority, with continuous learning encouraged through work, coaching, mentoring, workshops, and e‑learning. Enterprise materials link development to a winning growth culture and emphasize taking initiative to use available resources.

Leadership Development: Structured programs—internships, graduate and leadership-development rotations, and apprenticeships—offer real projects, coaching, and formal curricula aimed at building future leaders. Operations and technical tracks reference defined capability building (e.g., IL6S) that strengthens leadership readiness through hands-on improvement work.

Cross-Functional Experience: Rotational pathways and some programs provide hands‑on exposure across functions and geographies, including mobility across locations. Internal marketplaces and communities enable short-term gigs and broader networks that expand skills and visibility.

Growth Culture: Stated values of “Ever Improving” and “Curious,” plus an explicit “culture of curiosity,” encourage continuous learning and cross‑department exploration. Leadership trust and empowerment to think and act innovatively reinforce a learning‑oriented environment.

Training & Education Access: Perks include job training, conferences, personal development training, and monthly lunch‑and‑learns that spread best practices. A dedicated focus on AI upskilling with hands‑on workshops and enablement indicates structured learning opportunities.

Advancement Opportunities: “Career Growth & Development” is highlighted and “promote from within” is listed among policies and perks. Emphasis on developing future consultants and recent capability expansion suggest pathways to take on greater responsibility.

Growth Culture: Careers page language highlights a “fun and rewarding growth environment” with trust‑based leadership, accountability, innovation, and intellectual curiosity, signaling emphasis on development. Multiple descriptions frame the company as a place where motivated people can learn quickly while tackling impactful fintech problems.

Mentorship & Sponsorship: Materials reference a mentorship program and “Lunch and Learns,” and a Staff Software Engineer description calls for mentoring junior engineers, indicating support for guided growth. These practices suggest opportunities for hands‑on coaching within a small, experienced team.

Cross-Functional Experience: Descriptions emphasize close collaboration among data science, engineering, product, and go‑to‑market, with roles touching multiple stages of the lending lifecycle. Operating in a regulated fintech domain with active partnerships and client work provides exposure to real customer constraints and end‑to‑end delivery.

Skill Development Resources: Company programs such as Talent Development, Career Hub, and Launchpad/NextGen are described as surfacing personalized learning, mentoring, and guided growth plans. ServiceNow University and role-based journeys provide structured paths and certifications to build in-demand skills.

Internal Mobility: An AI-powered Opportunity Marketplace and internal career tools are positioned to match employees to internal jobs, gigs, and moves. Leadership communications describe a shift toward hiring from within, with multiple examples of employees moving across roles inside the company.

Training & Education Access: ServiceNow University and Now Learning/RiseUp are highlighted as accessible training channels with free courses, certifications, and leveled career journeys. Early‑career programs like Launchpad add workshops, coaching, and on‑demand content to accelerate development.

Training & Education Access: Role-specific micro-training and a support site with regular update notes, status, docs, and how‑to guides are highlighted. These elements indicate structured learning touchpoints and ongoing enablement.

Challenging Assignments: A broad, actively evolving order‑to‑cash platform with frequent releases creates opportunities to tackle complex functional and technical problems. Smaller-company scope and high ownership can accelerate responsibility and on‑the‑job learning.

Cross-Functional Experience: Platform breadth across credit, AR, and collections and customer-facing implementation work provide exposure across functions and domains. Iterative product work and adoption-focused practices can translate into collaboration with multiple teams.

Mentorship & Sponsorship: Close mentorship and structured training for interns and new hires are emphasized, with newcomers owning substantial projects under guidance from experienced engineers. Cross‑team collaboration and thorough code reviews are highlighted as core practices that enable ongoing learning.

Training & Education Access: In‑house professional learning, robust onboarding programs, and reimbursement for career‑development courses are described as part of the standard offer. Cohort‑style training, early‑career programs, and tech talks provide formal scaffolding beyond on‑the‑job learning.

Challenging Assignments: Work centers on low‑latency infrastructure, shared frameworks, and firm‑wide codebases across C++/Python and distributed systems. Early ownership of production‑relevant, performance‑sensitive projects accelerates technical growth.

Growth Culture: Company materials describe a highly collaborative, fast-moving, data-centric environment with a stated culture of growth and immediate impact. Employee and company narratives highlight rapid learning through broad scope and continuous knowledge-sharing.

Internal Mobility: Public employer profiles list Promote from within and share examples of internal moves into expanded roles, signaling upward pathways. Company messaging also emphasizes career growth and development as a core focus.

Training & Education Access: Learning programs such as Lunch and Learns and an engineering culture rooted in continuous learning provide structured avenues to build skills. Knowledge-sharing practices and mentorship in technical roles further support ongoing development.

Internal Mobility: An AI-driven Open Talent Market surfaces internal full-time roles, short-term projects, and mentorships, enabling movement across functions, departments, and countries. Policies and programs emphasize promoting from within and encourage employees to take ownership of career paths.

Professional Development: Structured programs (e.g., apprenticeships, internships, graduate and leadership tracks) blend mentorship, classroom learning, and hands-on experience to accelerate growth at multiple career stages. Early- and senior-talent initiatives provide tailored pathways to expand scope and responsibility.

Training & Education Access: A global e-learning ecosystem, including Schneider Electric University and other academies, offers extensive, multi-language courses and certifications in energy, automation, and sustainability. Employees can also access platforms and tuition support to upskill continuously.