What's the Company Culture Like at FareHarbor?

What are some of the growth opportunities available to you and your colleagues? 

To an outside observer, our Americas-based engineering team may look much the same as it did a few years ago. Aside from new hires, there have been only small changes to our organizational chart. But in the time I’ve been here, I’ve witnessed a lot of people on the team, including myself, develop many skills — technical and otherwise.

One of FareHarbor’s core values is “own it.” One of the manifestations of this value is that our individual contributor engineers are empowered to make product decisions to coordinate with other stakeholders, meet and coordinate with engineers from partner companies and more. They develop skills that are not always emphasized for engineers: written and verbal communication, collaboration, an ability to wear many hats and to shift perspectives from engineer to product designer to end-user.

Growth opportunities don’t always look like promotions or org chart changes. If you asked my engineering colleagues whether they had experienced meaningful growth over the course of the last few years, I’m pretty sure they would all say yes, even if their title hasn’t changed.

How does a focus on growth boost morale? 

Some people are happy doing the same things every day at work. Maybe they really enjoy doing these particular things, maybe they like routine or maybe their passions lie outside of work. Engineers tend not to be wired this way. They tend to be resourceful, diligent and inquisitive; they can also be restless, distractible, quick to boredom and potentially quick to look for the next best thing, especially earlier in their careers. A focus on growth is a good way to help keep everyone engaged, productive and happy.

It is reasonable for people to want to develop new skills. If they feel like they are gaining skills that will serve them later on, they are more likely to stay. If they feel like they are learning nothing, or learning things that would be useless elsewhere, then they may choose to go somewhere with more opportunity, for fear of plateauing or getting stuck in a role that they don’t find satisfying.

Several weeks ago we had an all-company hackathon. People from all corners of the organization worked with other people they might not have normally. It gave all of us an appreciation for other people's skills and spurred interest in acquiring some of them.

What stuck out to you the most about your company’s culture during the hiring process and what was it specifically that convinced you to join?

What stood out to me most during the hiring process was how welcoming and genuine everyone was. The interviews felt more like conversations than formal evaluations, which showed that the company truly values getting to know people as individuals. It was clear from the start that people at FareHarbor genuinely care about one another and take pride in building a supportive, collaborative environment. This commitment to culture showed up in each conversation I had throughout the interview process where I got to hear from multiple different team members about what ‘Ohana’ meant to them and allowed me to really picture myself working alongside a group of such passionate individuals. 

Along with this, the flexibility, remote work options and generous PTO demonstrated a strong commitment to work-life balance, which is something I really value. Additionally, the opportunity to be part of a company with a product that is truly the best in the industry made the decision even easier and ultimately convinced me that this was a place I wanted to join.

How does the company culture encourage peers to connect with each other either virtually, in person or both? 

The company culture strongly encourages connection among peers by creating meaningful opportunities to come together, both virtually and in-person. Employees are given dedicated, paid time on an annual basis to volunteer in our local communities, which not only allows us to give back but also strengthens relationships through shared experiences. Each month, everyone gathers in our local offices for “Aloha Friday,” where we connect across departments to discuss company updates, celebrate successes, look ahead to future initiatives and enjoy a happy hour afterward. In addition, we have a fantastic learning, development and culture team that regularly hosts employee engagement events that keep employees connected and energized and provides opportunities to connect with people you might not work with on a daily basis. They’ve also launched a “Work Abroad Program” where select employees spend a week working in a different office to strengthen our global connections across regions.

What opportunities are available for employees to level up their careers? 

FareHarbor offers many opportunities for employees to level up their careers and continue growing both personally and professionally. Each month, we participate in “PowerSkills” sessions that not only support our day-to-day work but also help us develop new skills and build connections across different departments. Our leadership team is always open to feedback and encourages employees to share ideas, creating an environment where innovation and growth are truly valued and trying new things is built into the core of how we work. 

FareHarbor is also very intentional about investing in its people by creating opportunities for internal promotions, job changes and leadership opportunities, giving employees clear pathways to advance their careers. We also have access to different online learning platforms, as well as mentorship and leadership programs. It’s a place where individuals are encouraged to be their true selves and are recognized and celebrated for their accomplishments and ideas. Because of this supportive and growth-focused culture, I truly see myself at FareHarbor for many years to come.