Bullhorn
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Bullhorn 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 Bullhorn?
Strengths in a supportive, people-first culture with meaningful connection rituals are accompanied by challenges in compensation equity, cross-team communication, and workload intensity. Together, these dynamics suggest an engaging, values-anchored environment whose day-to-day experience varies by team based on pay practices, operational consistency, and pace.
Positive Themes About Bullhorn
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Collaborative & Supportive Culture: Colleagues are often described as approachable and eager to help, with managers focusing on bi-weekly check-ins, mentorship, and attainable goals. The environment fosters inclusion and teamwork, with others actively investing in each person’s success.
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People-First Culture: Programs emphasize belonging, remote-first flexibility, ERGs, mentorship, and recognition, aiming to ensure every voice is heard and career paths are clear. Perks and flexibility (e.g., work-from-home options and generous time off) reinforce a supportive, human-centric ethos.
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Fun, Rituals & Connection: Free weekly meals, company outings, volunteering, care packages for remote staff, and a casual dress code create a laid-back yet professional vibe. These rituals and shared activities strengthen connection across distributed teams.
Considerations About Bullhorn
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Favoritism & Inequity: Pay is considered below market in some roles, with low starting salaries and pay discrepancies diminishing the sense of fairness. Compensation concerns persist even alongside otherwise strong benefits.
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Poor Communication: Communication gaps between departments and slow responses to issues occur, and some internal processes in support roles are unreliable. These cross-team friction points can complicate coordination in a fast-moving environment.
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Workload & Burnout: High stress in fast-paced roles and heavy ticket volumes in support indicate pressure that can be difficult to sustain. The “work hard” cadence can outpace available capacity during peak cycles.
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