Amplitude
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Amplitude Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Amplitude?
Strengths in values clarity, supportive collaboration, and recognition practices are accompanied by challenges around planning discipline, workload intensity, and uneven team-level leadership stability. Together, these dynamics suggest a culture that can feel highly empowering and inclusive when alignment is strong, but more variable in perceived sustainability and clarity during periods of change or in certain functions.
Positive Themes About Amplitude
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Authentic & Consistent Values: Core values such as humility, ownership, and a growth mindset are described as embedded across the organization and reflected in day-to-day behavior. Values-linked rituals like recognition awards and values-based hiring/performance cues reinforce a consistent culture narrative.
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Collaborative & Supportive Culture: Colleagues are frequently characterized as smart, kind, and empathetic, creating a supportive tone alongside a high performance bar. Connection-building practices like cross-team lunches and pairing programs encourage cross-functional relationships.
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Recognition, Pride & Shared Success: Contributions are framed as being celebrated early, including for new hires, and employees are given opportunities to lead and own meaningful initiatives. Competitive compensation and equitable equity practices are also positioned as tangible signals of appreciation and shared upside.
Considerations About Amplitude
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Change Fatigue & Ineffective Decision-Making: Planning and prioritization are described as needing improvement, with shifting goals and insufficient pre-quarter preparation creating friction. Organizational changes and resets are also associated with instability that can erode clarity and confidence.
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Workload & Burnout: High expectations and fast pace are sometimes linked to burnout risk during peak growth or intense cycles. Pressure appears to vary by function, with some roles experiencing a sharper performance cadence than others.
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Consistent Leadership & Role Clarity: Leadership churn and uneven management practices are noted as contributors to variable experiences across teams. Promotion pacing and career-path clarity are described as inconsistent in certain areas, which can affect retention and perceived fairness.
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