Revivn
What's It Like to Work at Revivn?
Frequently Asked Questions
Job satisfaction at Revivn is supported through meaningful work tied to the company’s mission. Revivn is committed to expanding access to technology where it’s needed most. At the core of that mission is our Tech Access Program, which is our top priority—ensuring that refurbished devices reach communities, schools, and individuals who can benefit from them the most. Employees describe satisfaction coming from knowing their work connects to the company’s broader mission.
Revivn is a strong place to work for people who want purpose, collaboration and real ownership in their day-to-day experience. The company is built around responsible IT hardware lifecycle management and environmental sustainability, and that mission extends beyond customers to supporting communities and cultivating a culture where employees find meaning in their work. Teams work primarily on-site with remote Wednesdays year round and additional remote Fridays in the summer, creating a workplace that balances in-person connection with heads-down, focused remote work. The culture emphasizes openness, accessibility and cross-functional collaboration, with employee feedback shaping policies and strategy, regular engagement surveys, public recognition, and managers who provide consistent feedback and development check-ins.
Employees have room to grow and experiment. Revivn promotes from within, offers structured onboarding and early-career growth opportunities, and supports expanding responsibilities across teams. The company encourages autonomy and employee-driven initiatives, invests in AI training and modern tools, and creates an environment where ideas can move quickly across teams. That combination of mission-driven work, strong development support and a collaborative, high-trust culture makes Revivn an appealing choice for job seekers who want their work to have both business and social impact.
Revivn has a reputation as a mission-driven workplace where employees can connect their work to environmental sustainability, data security and social impact. The company has spent more than a decade building a hardware lifecycle model focused on retiring, repurposing and recycling IT equipment responsibly, and that sense of purpose carries into the employee experience. As a certified Benefit Corporation, Revivn pairs enterprise-grade service with a broader commitment to supporting communities and organizations in need, which gives the work a clear through line beyond day-to-day execution.
The reputation of the workplace is also shaped by a collaborative, high-trust culture with real ownership and room to grow. Revivn operates with an open door policy, cross-functional collaboration, regular feedback loops, quarterly engagement surveys and employee input that helps shape policies and strategy. Employees are supported with structured onboarding, early-career growth opportunities, development check-ins, promotion from within and expanding responsibilities, alongside an on-site environment with remote Wednesdays year round and additional remote Fridays in summer. Innovation is part of the culture as well, with modern tools, AI training support and leadership that gives teams the freedom and confidence to move quickly, experiment and keep improving.
Revivn's Candidate Tradeoffs
If you’re weighing whether Revivn is the right fit, these are the core tradeoffs to consider.
- Revivn emphasizes minimal bureaucracy to keep work agile and focused, but that approach aligns best with proactive, ownership-minded contributors.
Revivn Employee Perspectives
Revivn’s Director of People Katie Barnard shares how her employer supports employee growth and engagement through regular one-on-ones, company wide Q&As, skip-level conversations and an open-door culture.
Some companies pay lip service to employee growth opportunities. Revivn employees have stories.
Take Katie Barnard, director of people, who started as an intern. Since Barnard joined the corporate hardware lifecycle management company, she’s seen teammates advance or even switch careers, like a teacher who became an account director and another colleague who upskilled to move departments.
“Those stories aren’t remarkable because they’re rare,” Barnard said. “They’re remarkable because they happen here.”
Built In spoke with Barnard about how Revivn creates paths for employee growth, the unique team culture and how her employer acts on employee feedback.
What defines a great employee experience at your company?
I’ve been at Revivn since 2020. I started as an intern and today I lead our people team. I’ve watched the company grow a lot over the last few years, but the thing that stands out to me most is how many people have grown alongside it.
I’ve watched one of our earliest employees spend nearly a decade growing with the company and today lead our data and analytics function. I’ve watched a teacher build an entirely new career and become our director of account management. I’ve also seen a logistics coordinator teach herself SQL and move onto our data team.
Those stories aren’t remarkable because they’re rare. They’re remarkable because they happen here.
People are trusted with real ownership early, challenged to solve hard problems and supported by leaders who genuinely care about helping them grow.
That’s how I think about success. Not just watching Revivn grow, but watching our people grow with it.
How do you measure and act on employee feedback?
Everyone at Revivn shares the responsibility to make the company better than they found it. If you see something that could work better, or something that’s getting in the way, we want you to say something.
Those conversations happen in regular one-on-ones, company wide Q&As, skip-level conversations and through an open-door culture. We work side by side in an open environment, so many of the best conversations happen in real time while people are doing the work together.
Sometimes, one conversation uncovers a blind spot we hadn’t considered. Other times, it’s hearing the same theme from different people that tells us it’s time to rethink a process, improve communication or build something new.
We listen, ask questions, challenge our own assumptions and make changes when the evidence is there. Some of our best improvements started because someone spoke up.
What cultural values or rituals make your workplace unique?
At Revivn, we have something we call the Rigatoni Rule. It’s the idea that the little things matter. Lasting relationships are built by taking the time to know people, check in on them, celebrate them and show up for them.
That philosophy shapes the rhythm of our company. From our annual company kickoff to companywide meetings and team events throughout the year, we intentionally create opportunities for people to spend time together.
The little things matter just as much. Sometimes, it’s celebrating a big achievement. Other times, it’s remembering how someone takes their coffee, checking in after a tough week or recognizing an important milestone in their life.
Over the years, we’ve celebrated weddings, welcomed babies and watched people build families while building Revivn.
Revivn Employee Reviews
What People Are Saying About Revivn
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Mission & Purpose: The Public Benefit Corporation focus on repurposing IT hardware, reducing e‑waste, and bridging the digital divide is often described as motivating and gives day‑to‑day work a clear sense of impact.
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Team Support: Colleagues are frequently seen as friendly, supportive, and approachable, creating a collaborative, in‑person environment where people help each other succeed.
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Learning & Development: Hands‑on learning and cross‑functional exposure are emphasized through structured onboarding, promotion-from-within stories, and chances to “wear many hats,” which build skills quickly, especially early in career.
Revivn's Benefits
Employee feedback used to shape policies and strategy
Encourages autonomy and ownership from employees
Established employee awards to honor work and contributions
Each quarter, announced in our All Hands meeting, two members of the company are chosen for the Revivn Level Up award for going above and beyond in their jobs.
Managers give public shoutouts and celebrate employee milestones
Managers offer consistent feedback loops
Provides modern technology across teams
Provides resources to build team camaraderie
Monthly happy hour on the first Friday of the month, annual company offsite/kickoff, team specific events
Quarterly engagement surveys to gauge employee satisfaction
Promote from within
Hosts in-person revenue kickoff meetings
Open office floor plan to encourage communication and collaboration
Utilizes an open door policy that encourages accessibility
Utilizes a summer hours schedule
