What's the Company Culture Like at AMP?

How does your culture influence hiring and retention as you grow?

Our culture shapes how we hire and retain talent. Because we value adaptability and openness to change, we look for candidates who demonstrate curiosity, resilience and collaboration in our hiring process. During interviews, we assess not just skills but alignment with our mission to enable a world without waste. Once onboard, employees are supported through regular feedback, opportunities for growth and recognition efforts that reflect our cultural values. As a result, our latest engagement survey shows that employees feel connected to the mission, understand our direction and are more likely to stay long-term because they see meaningful impact in their work.

What values or behaviors most define your company culture today?

There are four behaviors that I believe help define AMP’s culture today: Learning Agility, Critical Problem-Solving, Collaboration and Drive. Learning agility means we encourage curiosity and continuous growth — we encourage people to push boundaries, learn from mistakes and challenge what’s possible. Critical problem-solving shows up in how we approach the most complex challenge since the beginning of time — solving what we do, as a society, with trash. We approach these challenges with data-informed decisions and continue to disrupt the status quo. Our culture is nothing without collaboration. We promote cross-functional engagement where people openly exchange ideas and support each other to achieve shared goals. And drive is about ownership and execution: we hire people who are motivated to deliver impact — to the company, each other and the world — that help advance our mission. Together, these behaviors shape how we work, how we hire and develop talent and how we deliver value to our stakeholders.

Can you share an example of how your team recognizes or celebrates one another’s contributions?

Recognition was a priority for AMP in 2025. We launched a concept called engagement circles where a cross-functional team of employees met a few times throughout the year with our senior leadership team to discuss what recognition means to them and how we can improve as a company. A tangible outcome of the employee feedback was focused on a tool we use for recognition, Bonusly. This tool allows anyone within AMP to recognize the contribution and impact of another employee, whether it be manager to employee or peer-to-peer. Every time an employee is recognized, they earn points that they can redeem for company gear, lunch with an executive, team treats, or books. The changes we implemented in 2025 were well received, with employees responding most positively when recognition came with tangible outcomes.