Erica Raphael

At Muck Rack, we put a lot of effort into making sure our employees are happy in their jobs—building a strong culture both remotely and in-person, providing flexibility with work hours and location, prioritizing mental health and preventing burnout and more. Why? It’s pretty simple. We want to keep our team members around for as long as possible. Because not only is that better for the bottom line, but we really, genuinely, like the people we hire. We don’t want to see them go.

At Muck Rack, employee feedback plays a crucial role in helping us understand how to plan and prioritize for the quarter or year ahead. “Employee feedback allows us to develop a proactive people operations strategy that is impactful and employee-focused,” Molly McGraw, director of people operations, says.

At Muck Rack, our most important asset is our team. That means putting ample effort into each person and their career, from providing them with a top-notch onboarding experience, to consistently and strategically investing in company culture, to running a successful mentorship program and more. But we’ll let you in on a little secret: Building great teams starts long before we send out an offer letter.