21 Companies with Rockstar CEOs Hiring Now

21 Companies with Rockstar CEOs Hiring Now21 Companies with Rockstar CEOs Hiring Now If your actions inspire others to dream more, learn more, do more and become more, you are a leader. This quote from John Quincy Adams perfectly defines our 2019 winners for the Top CEO award . She or he is someone who is equal parts inspiration, strategy and innovation. After all, these traits can motivate 10 or 10,000 employees through even the toughest days.If youre looking for your next great job, check out these 21 companies with rockstar CEOs and plenty of open roles.CEO Pat Gelsinger, 99% Approval Rating Number of Open Jobs +1,600 Employees Say Great technical talent, work-life balance, good managers, transparent leadership, diversity and inclusion. - Current Senior Product ManagerCEO Charles C. Butt, 99% Approval Rating Number of Open Jobs Over 1,000 Employees Say Totally dominates the market they are in (strong outlook). Takes pride in themselves and the role they ser ve and in communities. Very flexible work environment with opportunities to grow and write your own ticket if you are good. Extremely good culture dedicated to the customer and the employee (a lot of places dont emphasize the latter). - Current EmployeeCEO Dan Burton, 99% Approval Rating Number of Open Jobs +20 Employees Say If youre looking for a home where you can make the best of your skills and surround yourself with people who are smart, humble, and hard working come on over, because we welcome you and your talents with open arms The compensation, benefits, and perks are top leidch for the industry. The people are absolutely fantastic and always willing to help. There is a generous education allowance to use in the way that you deem fit (formal courses, online courses, professional conferences, certifications, etc.) to continue to build up your individual skill set in support of the organization. The experience as a remote employee has also been fantastic. I never feel alon e. - Current EmployeeCEO Jessica Catino, Approval Rating 99% Number of Open Jobs +230Employees Say Amazing people. Excellent benefits to contractors lots of paid holidays and good vacation time. Semi-annual luncheons are fun and a great way to see everyone. They seem to genuinely care about their employees. - Current EmployeeCEO Lynsi Snyder, Approval Rating 99% Number of Open Jobs 49Employees Say The company fosters a very positive environment in each store. Everyone comes in with a positive attitude and ready to work hard. They pay very well and reward you properly for the work you put in. - Current EmployeeCEO Justyn Howard, Approval Rating 99% Number of Open Jobs +30Employees Say The transparency from management is like nothing Ive ever seen. They say theyll be transparent, but you can actually see the decisions being made and the why behind it. - Current EmployeeCEO Robert Glazer, Approval Rating 97% Number of Open Jobs 73Employees Say AP leadership puts emph asis on the importance of setting and achieving not only your professional goals, but also your personal life goals. - Current Senior Account ManagerCEO Marc Benioff, Approval Rating 96% Number of Open Jobs +2.2kEmployees Say Marc Benioff. The best CEO ever He is the greatest reason behind Salesforces success. How he behaves flows down through the chain company-wide. - Current ArchitectCEO Steven C. Bilt, Approval Rating 95% Number of Open Jobs 397Employees Say I love being a part of a team that not only cares about the patients but also respects and cares for all coworkers as well. The CEO of the company drills into our heart and minds that we stand for creating Smiles For Everyone. Amazing group to work for. - Current EmployeeCEO Michael Hansen, Approval Rating 91% Number of Open Jobs +120Employees Say Management is market-visionary, not intimidated by challenges, transparent, and trusting that the many hands and minds of its employees are the way to succeed. - Curr ent Senior Systems AnalystCEOs Randy Richardson, Approval Rating 96% Number of Open Jobs +150Employees Say Great people, fun environment. Very fulfilling and rewarding job. Residents and Staff are very well taken care of. - Current EmployeeCEO Anne Wojcicki, Approval Rating 97% Number of Open Jobs +50Employees Say We are surrounded by smart and humble people here. The culture is focused on being mission-based, fun, and doing work we love that makes a difference. A lot of companies talk about changing the worldbut here we actually are disrupting healthcare. - Current EmployeeCEO Akio Toyoda, Approval Rating 94% Number of Open Jobs +40Employees Say Senior Management is extremely knowledgeable and open to helping the new generation of employees grow and learn more about the automotive industry. - Current Senior Marketing AnalystCEO John Legere, Approval Rating 99% Number of Open Jobs 2.3kEmployees Say Best place to work in the Seattle area. Good pay, great benefits, t reats employees very well. Fun place to work. - Current EmployeeCEO Stephen B. Burke, Approval Rating 93% Number of Open Jobs 3.2kEmployees Say I was delighted to work with a group of individuals who were excited to go to work every day and embraced their creativity. It is a great work environment where employees managed to have fun and be productive at the same time. - Current EmployeeCEO Stu Sjouwerman, Approval Rating 98% Number of Open Jobs +70Employees Say Incredible perks and benefits, super fun environment, rewarding work - Current EmployeeCEO Craig Groeschel, Approval Rating 98% Number of Open Jobs 45Employees Say Life church is interested and invested in you the individual. Personal development through leadership, feedback, book discussions, e-trainings. You are given the tools and resources to succeed. Life church sets you up to win. You have mentors over you to help get you adjusted to your role, answer questions or concerns you may have. - Current EmployeeC EO Cathy Engelbert, Approval Rating 97% Number of Open Jobs +800Employees Say These folks know exactly what they are doing. They set high standards, and consistently deliver. Their project expectations and planning is excellent. The top-level management folks are extremely smart and have a great sense of vision and planning. - Current EmployeeCEO Mark S. Hoplamazian, Approval Rating 93% Number of Open Jobs 8.8kEmployees Say Great family-like environment. nice to have the ability to jump between the different departments and travel from property to property. Great vacation benefits, 2 weeks PTO after a year, health insurance. - Current EmployeeCEO Andre Haddad, Approval Rating 98% Number of Open Jobs +20Employees Say Incredible transparency of data and decision-making across the company. The CEO Andre is super approachable and lays out a clear vision for the future of Turo. Team is very supportive and humble, probably one of the lowest-ego work environments Ive experien ced in Silicon Valley. Cool business opportunity with lots of room for growth and ownership of big portions of the business. - Current EmployeeCEO Colin Day, Approval Rating 97% Number of Open Jobs +100Employees Say Overall the culture at iCIMS is great. Everyone is really supportive, hardworking, and passionate about what they do. Management is great as well, leaving a lot of room for continuous development and autonomy. - Current Employee

How to Read Your Boss Work Habits to Get Ahead - The Muse

How to Read Your Boss Work Habits to Get Ahead - The MuseHow to Read Your Boss Work Habits to Get Ahead When you ask people for advice on how to get on your babo good side, the first thing they probably recommend is sucking up. Kidding. Maybe. No, the first thing a good friend would suggest is asking your boss about her work style, and then aligning it with your own.Thats not a bad suggestion- in fact, having that conversation can be beneficial for both parties involved.But lets be real Most of us are passive when it comes to our work relationships (just ask anyone whos ever had an annoying co-worker). And many times we dont have the luxury of a boss wholl take the time to tell us all their secrets. So, we take a guess at what they prefer us to do, hoping were doing a good enough job.If thats your approach, you could probably use a little guidance on analyzing your managers habits to get ahead.So, with that in mind, heres what we suggest you do when talking to them isnt an option1. G lance at Their CalendarIf you have access to their calendar, you can literally take a look at the times when your boss is busy. Maybe they block off time in the afternoons for heads-down work, or they always set their meetings earlier in the week, or they often have a one-hour private hold on Wednesdays. These signs can help you decide whens a good time to bother your boss with an assignment and when you should put it off for later. Itll also help you understand when your boss seems distracted or moody. If theyve had a lot of meetings that day (or one especially long meeting), youll know its not smart to schedule a one-on-one of your own- that is, if you want it to be a productive discussion.2. Understand How They CommunicateNext, focus in on their communication style. First, which medium do they tend to prefer? Are they more responsive on email or chat? Do they like to talk things out in person? Or, is it a mix, depending on the conversation? This can help you figure out where youl l get the quickest responses from them when you need it.Next, observe how they talk over email or instant message. Are they more formal, or do they use a lot of exclamation points? Do they prefer to use bullets, or is everything they send in paragraph form? You should mimic their habits (in your own style, of course) to ensure youre talking in their language- and thus making yourself look better in their eyes. Crystal is an awesome (free) computer plug-in for helping you do just this. Muse Writer Kat Boogaard says it helped her not only communicate better with others, but understand herself and her own email habits.3. Get Familiar With Their Body LanguageYou can probably see your manager from where you sit (or, you constantly walk by their office throughout the day). So, you know what they look like sitting at their desk, working.Maybe they wear headphones a lot. Maybe they each lunch at their desk. Maybe they lock themselves in their office all morning.Youre human, which means your e aware of when peoples body language says more than their words. Use this to observe the times when your boss is at their best and worst state- and thus when theyre good to chat and when they need you to leave them alone. Also, when they look like they could use some help (and when that help is warranted by you).4. Recognize When Theyre Not in Work ModeFinally, its quite possible your manager does more than sit at a computer all day, and its also possible they like to take breaks of their own. Sometimes, this can be great, because you can kick back knowing your boss is, too. Other times, it can hinder your productivity when you need them to get stuff back to you and theyre distracted.The best thing you can do is anticipate when this may happen and act accordingly. If you know Friday at 2 PM is when your supervisor tends to stop responding to emails, make sure you send any important ones earlier in the week. If you know a big client is coming in and your boss will be meeting with th em for the next couple hours, schedule your check-in beforehand.This not only ensures youre meeting deadlines ahead of schedule, it shows you respect their time.This of course isnt a fool-proof plan- when in doubt, its always better to ask upfront for their opinion.But when youre working alongside someone you cant always get a read on, it helps to become more aware of how the act, get organized, and communicate. Youll set yourself up for success, and youll create more productive and cohesive relationships.

How to Create a Workplace Culture of Wellness

How to Create a Workplace Culture of WellnessHow to Create a Workplace Culture of WellnessThe Wellness Problem Changing Culture is the Solution Employers are under intense pressure to rein in costs and increase profitability. This is particularly true when it comes to developing employer-sponsored wohlbefinden programs. As a result, employers focus their time and money on identifying and trying to fix the obvious causes of poor employee health (smoking, overeating, lack of exercise, etc.) that are driving up costs. Unfortunately, in part, this is an example of missing the forest for the trees. Yes These unhealthy lifestyle habits must be addressed. But, its how, when, and why employers address them that determine the likelihood of success. To create a healthy, high-performance workforce, employers will have to dig deeper to identify and address the many and varied factors that affect their employees and influence their health and wellness. Ultimately, this means that employers will also have to examine the role that workplace culture plays in employees overall well-being because health and wellness dont happen in a vacuum. We know that social factors play a significant role in peoples well-being. For most employers, creating a culture of health and wellness isnt just a matter of choosing the right gym program, introducing a dynamite kollektiv challenge, or changing the cafeteria menu. Its a matter of making sure that health and wellness are woven into the cultural fabric of the organization. Its both about what the organization does and who the organization is - what the organization stands for, what its mission is, and how its approach to caring for its employees is expressed. Making a culture shift to one that supports health and wellness is a significant change, but can deliver measurable benefits quickly. How to change the wellness culture The first thing organizations can do to start the culture shift is to make sure that health and wellness are part of their corporate values and that those values are clearly defined and expressed. This includes both policies and practicesand is revealed in everything the organization does, from small to large. Even something as small as whether you have veggie slices or donuts at your next meeting sets the tone and communicates your intent. The second thing is to recognize that each organization is a unique ecosystem in which each individual plays a role and exerts influence, whether consciously or unconsciously, overtly or covertly. Therefore, the value of caring about individuals is important. People need to know that they count and that you care about them as individuals, not simply as programmers, welders, clerks, or teachers. To optimize the health and wellness of employees, take note of the following three priorities Recognize that health and wellness require effort from both the grassroots and the executive suite.Health and wellness thrive as a team sport, in which everyone at every lev el has a role to play. Employees talk about health and wellness as a critical personal and organizational imperative in a wellness supporting culture. People at the top lead and commit to health and wellness, such that wellness activities receive support from the top levels of management, who also model the values.Create conditions that allow your employees to shine.Employers should do whatever it takes to make the environment around the office attractive for wellness. Employers need to make the office a place employees want to work because they end each day with a feeling of accomplishment, a feeling that their efforts count, and that they are valued.This means fostering employees sense of autonomy, mastery, control, and meaning. Realizing that your employees are your most important asset can make all the difference. Create a healthy environment and your team can flourish. Reach people where they are. Dont force-feed pre-packaged wellness solutions to employees you care about. Meet your employees where they are at and demonstrate that you care by helping them take steps to achieve the goals that are important to them.By helping employees achieve whats important to them, you also help them build competency and orient them for success. You help them prove to themselves that positive change is possible.Paying for a gym membership or a fitness kapelle is great for people who are already committed to working out, but it will never reach people who are not committed or easily motivated to exercise. Unhealthy behaviors may be coping responses to issues that arent directly related to what you see as the problem.To successfully promote workforce wellness and enjoy its benefits, care about employees, and support and help them achieve what counts for them. You then will have a far greater likelihood of getting them onboard for other changes that can help them and your bottom line. Taking cultural change seriously, making the workplace an environment that supports peopl es initiative, creativity, responsibility, and meaning and helping employees address issues with which they struggle are the real building blocks to creating a workplace that reflects great health and wellness that is also self-sustaining.