What's It Like to Work at VelocityEHS?

In one memorable line, how would you describe day-to-day satisfaction on your team?

There’s a steady sense that our work matters, progress is visible, and the team shows up for each other every day.

Would you recommend working here — and what proof backs that up?

Yes, I love working here! I might be perceived as biased being in HR, but our data and employee behavior support that. Our internal engagement survey shows above-benchmark scores in employee satisfaction and “would recommend” sentiment. We see above-industry retention, with average tenure at 6.4 years, compared to the typical two to four years in tech, and nearly nine years for people leaders. This reflects our commitment to long-term engagement and a supportive working environment for our employees. Plus, the people who work here genuinely care about making a difference in our customers’ lives and being good coworkers. We regularly see former employees “boomerang,” or return to the company, which is a strong signal that the experience here leaves a lasting positive impression.

How are you perceived externally right now, and what signals support that?

Across review platforms and candidate conversations, I think the perception is generally positive and grounded. People are drawn to the combination of meaningful work, approachable teams and flexibility, while also recognizing we’re a growing company still evolving in some areas. We earned Built In’s Best Places to Work awards in both 2025 and 2026, which signals our quality of culture and validates our awesome employer brand. Externally, we are also seen as trusted partners in the environmental, health and safety, and environmental, social and governance space. 

On a more human note, this is a place where you can say your work actually helps keep people safer at work. The mix of real-world impact and everyday camaraderie is a big part of how we’re experienced and talked about externally.

What defines a great employee experience at your company?

A great employee experience starts with creating an environment where people feel trusted, supported and comfortable bringing their whole selves to work. That means recognizing that employees have different identities, responsibilities and needs, whether they are working parents who need greater flexibility during the summer, employees who want to feel safe being open about who they are, or individuals balancing work with the many demands of life outside it. 

Flexibility is a key part of that experience. Our remote-first approach is rooted in trust: We believe employees can deliver great work while having the autonomy to manage their schedules and responsibilities in the way that works best for them. 

It is also important that employees feel connected to a meaningful purpose. Our mission is to help companies create safer and more sustainable workplaces and every employee contributes to that goal. When people feel they belong, are trusted to do their best work and understand how their role connects to a larger mission, they are more engaged, collaborative and able to make a meaningful impact.

How do you measure and act on employee feedback?

We take employee feedback seriously and create multiple opportunities for employees to share what they are experiencing. Every companywide all-hands meeting includes a live Q&A, giving employees direct access to leadership and the opportunity to ask questions, raise concerns and better understand decisions affecting the organization. 

We also conduct an anonymous employee engagement survey at least twice a year. The survey covers a broad range of topics, including employees’ experiences with the company, their teams and their managers. Anonymity is important because it allows employees to provide candid feedback and helps us identify both strengths and areas that need attention. 

Just as important as gathering feedback is acting on it. Leadership reviews the results, shares key themes with the broader company and provides teams with more targeted insights. From there, leaders develop action plans based on what employees are telling us and continue to communicate progress. Our goal is to ensure feedback does not disappear into a survey report, but instead leads to meaningful conversations and visible change.

What cultural values or rituals make your workplace unique?

One of the rituals that makes our culture unique is how intentionally we celebrate people during every companywide all-hands meeting. We welcome new hires by name, recognize employees who have been promoted and give the entire organization an opportunity to celebrate those milestones together. 

We also present quarterly value awards, with one employee recognized for each of our company values. We believe it is important to walk the walk when it comes to culture. Our values are not simply words on a wall or statements on a website; they are embedded throughout the employee experience and reflected in how we work together. 

By recognizing employees who bring those values to life, we make them tangible and give others clear examples of what those behaviors look like in practice. Recipients also receive a meaningful cash award because we want our recognition to reflect how seriously we take living our values. These moments help reinforce the culture we are building while celebrating the people who make it possible.