Top Chicago, IL Cloud Computing Companies With Best Company Culture (209)

Authentic & Consistent Values: Leadership articulates refreshed values—integrity, accountability, learning, and respect—co-created with employees and linked to everyday behaviors and mission impact. Culture is framed around doing what’s right for market confidence and public‑interest stewardship.

Learning & Knowledge Sharing: The organization invests in continuous development through formal and informal training, cross‑training, and leadership programs that encourage growth. Employee networks and culture bodies also create forums for sharing knowledge and building capability.

Fair & Equitable Treatment: DEI infrastructure—including a DEI Council, multiple Employee Network Groups, and year‑round cultural events—aims to build belonging and ensure all voices are heard. Policies and community initiatives are positioned to support inclusion and connection across locations.

Authentic & Consistent Values: “Values in Action” and a code of conduct are consistently presented as daily guides, highlighting integrity, excellence, teamwork, commitment and sustainability. Safety and operational discipline are framed as enduring cultural norms across the enterprise.

Collaborative & Supportive Culture: Long‑standing Employee Resource Groups (e.g., African American Network, Latino Connection, Women’s networks, Veterans, LGBTQ+ “Lambda Network”) are positioned as avenues for development, community and cultural awareness. Community impact through the Caterpillar Foundation and civic engagement is emphasized as part of the employee experience.

Learning & Knowledge Sharing: Long‑term careers, mobility at scale, and development opportunities are highlighted across functions. Stories emphasize skills growth, cross‑training, and modernized role frameworks supporting career progression.

Authentic & Consistent Values: Values are explicitly codified and referenced across recruiting and corporate pages, with norms like “Don’t #@!% the customer” signaling direct, customer‑first decision making. Feedback suggests these long‑standing principles are visible in how work is framed and communicated.

Open Communication: An “open by default” information culture and a candid tone encourage frank feedback and broad access to context. Feedback suggests transparency is treated as a norm through extensive documentation and open sharing.

Efficient & Empowering Processes: The public Team Playbook—featuring practices like DACI and Health Monitors—reflects a process‑oriented approach that prizes clarity, collaboration, and repeatable ways of working. Feedback suggests these rituals help teams align and make decisions across a distributed setup.

People-First Culture: Company messaging spotlights a culture of belonging with formal Diversity, Inclusion & Belonging initiatives and active employee communities. Flexible work options framed around trust in outcomes reinforce a people‑centric approach.

Learning & Knowledge Sharing: Careers materials emphasize on‑demand, live, and on‑the‑job learning resources along with leadership development. The culture is framed as rewarding those who show up ready to learn and put customers first.

Collaborative & Supportive Culture: Core values and The Applied Difference highlight teamwork, customer impact, and collaboration as cultural anchors. Peer recognition mechanisms and employee communities further encourage supportive connections.

Recognition, Pride & Shared Success: The “Art of Appreciation” is positioned as a bedrock norm in how teams operate and serve customers, with recognition embedded in leadership and internal messaging. External accolades and explicit employer‑brand programs further reinforce pride and shared success.

Collaborative & Supportive Culture: Colleagues are portrayed as collaborative and mission‑aligned, with cross‑functional teamwork and a “family atmosphere” oriented around customer success. Community engagement via Cleo CARES and an employee‑engagement committee creates additional connection points beyond core work.

Authentic & Consistent Values: Values and mission pillars—people, customers, results, innovation—are communicated consistently across leadership communications and site‑wide language, creating shared direction. Culture narratives emphasize appreciation and innovation in ways that show up repeatedly in public‑facing materials.

Transparency & Integrity: Company materials describe an "extremely open" environment with open backlogs, recorded calls, constant reviews, and "no hidden work," making progress and gaps visible. Rituals like honest feedback, fixing misses together, and public recognition (e.g., a rotating "Tank Hat") reinforce candor.

Accountability & Ownership: Messaging highlights "small team, high output, zero fluff" with visible ownership and recognition tied to trust and expanded scope ("more surface area"). Open queues and clear end-to-end responsibility create a bias toward owning outcomes and shipping quickly.

Adaptability & Agility: Leaders emphasize "listen to customers," "don’t assume," and rapid roadmap reprioritization (e.g., payments and special orders) to build and ship what users need now. Small, product‑centric teams iterate quickly with minimal bureaucracy.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative and team‑oriented, creating a great, productive, and fun environment. Feedback suggests a small‑company feel that enables close teamwork while delivering meaningful projects for notable clients.

Healthy Workload & Retention: Work–life balance is actively promoted through flexible and hybrid options, signaling respect for time outside work. Feedback suggests the firm aims to work smarter and avoid heavy travel typical of consulting.

Learning & Knowledge Sharing: Continuous learning is emphasized via varied projects, industry‑leading tools, and mentorship, supported by development tracks, training, and conferences. Feedback suggests employees can grow quickly and expand skills in a specialized data and analytics setting.

Collaborative & Supportive Culture: Teams emphasize “we win as a team” in a highly collaborative, fast‑moving setting with low‑ego performers working toward shared goals. Colleagues are portrayed as super‑talented and passionate, pulling together across functions.

Learning & Knowledge Sharing: Opportunities to learn and take ownership are prominent, supported by lunch‑and‑learns, documentation, and knowledge‑sharing that enable rapid growth. Narratives highlight accelerated development and data‑driven problem solving.

Empowering & Trusting Leadership: Outcome‑focused management, short meetings, and async tools reflect trust and autonomy across time zones. Flexibility in remote and hybrid setups underscores confidence in capable people managing their time and decisions.

Collaborative & Supportive Culture: Company materials emphasize a team‑oriented, customer‑centric ethos with leadership intentionally cultivating an “unmatched company culture.” Flexible work options and cross‑team events are highlighted as enablers of cohesion and day‑to‑day support.

Fun, Rituals & Connection: Regular team events, volunteer activities, happy hours, and an annual celebration in Chicago are emphasized to build connection in a remote‑first setup. Employee‑led committees and office perks further reinforce a friendly, connected atmosphere.

Recognition, Pride & Shared Success: Peer‑recognition programs, public celebrations of wins, and summer‑hours practices signal that contributions are noticed and shared success is valued. Product pride and mission‑centric messaging add to a sense of purpose and momentum.

People-First Culture: Inclusion is framed as practice with public commitments and ongoing efforts to build belonging, while benefits like generous PTO, paid holidays, and paid volunteer days signal tangible care for people. Stories emphasize a friendly, family-like environment with flexibility to work from anywhere.

Empowering & Trusting Leadership: High trust and autonomy are emphasized through expectations to own outcomes and speak up, with remote teams given latitude to deliver from anywhere. A fast, responsibility-centered ethos encourages individuals to act in the best interest of customers and colleagues.

Recognition, Pride & Shared Success: Visible rituals such as the Pricefx Spirit Awards, company-wide events, and public celebration of contributions nurture connection and pride. Community service activities and team gatherings reinforce shared wins and belonging across a distributed workforce.

People-First Culture: Company materials emphasize six core values, active ERGs, and paid volunteer programs in a virtual‑first model, underscoring a people-centered approach. Culture and inclusion initiatives are positioned as central to how decisions and programs operate.

Open Communication: Regular all‑hands, leadership access, AMA channels, and structured touchpoints are used to sustain two‑way dialogue across a distributed workforce. These rituals aim to maintain connection and visibility despite a remote‑first setup.

Collaborative & Supportive Culture: Colleagues are often described as friendly and quick to help across roles, with stories of people jumping in to support one another. Tools like Slack and Donut facilitate cross‑team connections and informal support.

Authentic & Consistent Values: Values of “Kind, Smart, Creative” are embedded across recruiting, interviewing, and internal expectations, with leaders reinforcing collaboration, candor, and creativity in daily work. Company materials and compensation philosophy explicitly tie impact and values together, signaling consistency between stated principles and practices.

Innovation & Creativity: Leadership encourages experimentation and normalizes early “failure” to spark original ideas in AR and camera‑driven products. This product‑first mindset prioritizes rapid iteration and creativity to deliver tangible user impact.

Collaborative & Supportive Culture: An in‑person “default together” ethos is positioned to strengthen performance, mentorship, and face‑to‑face problem‑solving. Active ERGs and learning programs, framed within CitizenSnap, aim to build community and inclusion aligned to a culture of kindness.

Collaborative & Supportive Culture: Teams operate cross‑functionally with agile, supportive habits, using weekly all‑hands, team meetings, and shared KPIs to keep work aligned. Managers hold regular 1:1s and acknowledge contributions, reinforcing a supportive team dynamic.

Open Communication: Regular all‑hands, Slack‑driven coordination, and leadership that openly discusses values indicate clear information flow. Clear ownership is emphasized to prevent bottlenecks and keep priorities visible.

Accountability & Ownership: Clear ownership structures and a high‑autonomy, “company builder” mindset encourage individuals to take responsibility for outcomes. Hands‑on, in‑person implementations and in‑house support further signal end‑to‑end ownership and accountability to customer results.

People-First Culture: Flexible time off via the iMAway policy, enhanced parental leave, wellness days, and hybrid options are emphasized alongside a people-first philosophy. Leadership actions such as preserving jobs during COVID are described as prioritizing people over short-term cuts.

Collaborative & Supportive Culture: Teams are characterized as positive, friendly, and motivated, with colleagues eager to help and management fostering a healthy environment. Structured communities (iMPact Communities like iMWomen and iMProud) further reinforce support and belonging.

Learning & Knowledge Sharing: Programs like iThrive and iManage U highlight a commitment to continuous learning, skill growth, and career development. A collaborative setup encourages learning from peers and doing one’s best work tied to a larger mission.

Authentic & Consistent Values: The culture repeatedly emphasizes “The Wipfli Way” with core values such as integrity, perseverance, caring, teamwork, and excellence described as everyday behaviors. Community engagement programs and service traditions are positioned as visible expressions of these values.

Collaborative & Supportive Culture: Colleagues are often described as kind, helpful, and willing to coach, with teamwork and camaraderie highlighted across roles and career stages. Leaders are noted for being approachable and supportive in providing guidance and development.

People-First Culture: Flexible work arrangements, hybrid/remote options, and support for remote communities are prominently described, alongside an emphasis on well-being, autonomy, and building careers that fit life stages. Volunteer time and community programs further underline a caring, service‑minded ethos.

People-First Culture: The company operates a remote‑first “Work for All” model and highlights mental‑health support, generous PTO, volunteer time, and flexible practices. Documented norms for communication and ergonomics aim to make distributed work inclusive and sustainable.

Cultural Alignment: Day‑to‑day roles are explicitly tied to “work that matters,” improving safety and EHS/ESG outcomes for customers. Public recognition and leadership messaging reinforce pride in mission and purpose.

Fun, Rituals & Connection: Team‑level “Belonging Dollars,” affinity and interest groups, and monthly engagement activities are used to nurture connection in a virtual setting. Recognition traditions like President’s Club and Quota Club celebrate wins and shared success.

Accountability & Ownership: Performance expectations shifted in 2023 to reinforce ownership and accountability for results, aligning work with measurable outcomes. Values like “Own it” and a high‑impact mindset emphasize results over presence in a Virtual First setup.

Efficient & Empowering Processes: Virtual First codifies async‑by‑default work with four‑hour core collaboration hours, protecting deep work while concentrating meetings. Playbooks, Studios for purposeful gatherings, and ongoing iteration of norms and toolkits make distributed teamwork more predictable and effective.

Fun, Rituals & Connection: Hack Week, Impact Days, ERGs, and “Gratitude Post” foster creativity, service, and appreciation across a distributed workforce. Studios, neighborhood meetups, and regular offsites create intentional moments of belonging and connection.

Collaborative & Supportive Culture: Colleagues are frequently experienced as supportive teammates, and the company narrative emphasizes “win together” and a team‑centric ethos.

Learning & Knowledge Sharing: Training throughout tenure, leadership development programs, mentorship, and stated internal mobility create structured avenues to build skills. These elements signal ongoing opportunities to learn and progress.

Fun, Rituals & Connection: Employee Appreciation Week, paid volunteer time, and ERGs provide formal touchpoints for connection and community. A hybrid model that stresses outcomes and connection further supports cross‑team links.

Collaborative & Supportive Culture: Feedback suggests cross‑team collaboration with supportive managers is common, including global cooperation and employee‑led communities that strengthen connections.

Accountability & Ownership: Feedback suggests employees have meaningful autonomy and ownership to make an impact, with the ability to contribute ideas and even shift roles with full support.

Healthy Workload & Retention: Feedback suggests the company promotes work‑life balance through flexible/hybrid practices and generous parental support, encouraging people to prioritize personal and family needs.

Collaborative & Supportive Culture: A psychologically safe, welcoming environment with cross‑functional collaboration and approachable leadership is emphasized. Small, mission‑driven teams work closely and maintain day‑to‑day camaraderie.

Accountability & Ownership: Small‑team dynamics highlight a culture of ownership with autonomy to enact change and clear accountability. Individuals are trusted to take responsibility for outcomes and improve processes.

Healthy Workload & Retention: Flexible practices—including hybrid/remote options, open vacation, sabbaticals, mental‑health days, and wellness support—signal sustained attention to balance. Roles are described as remote‑friendly with comprehensive benefits and in‑office connection points.