In 2026, Rokt earned recognition across multiple Built In Best Places to Work lists, earning top rankings in Seattle, San Francisco, New York City, and across the United States. This recognition also includes being named among the Best U.S. Midsize Companies to Work For.
Awards like these matter because they reflect how employees actually experience a company day to day. Culture is shaped by how people are supported, how decisions are made, and whether growth feels achievable and fair over time. Built In recognition is based on employee feedback and data, making it a meaningful signal of how a company operates in practice, not just in principle.
At Rokt, we have intentionally built a culture that pairs high expectations with real support. That balance underpins how we grow as a company and how our global team shows up to do meaningful work.
Opportunity as a lived experience
A strong tech company culture is one where opportunity is clear, consistent, and reinforced through everyday systems.
In our July 2025 engagement survey, 88% of Rokt employees said that Rokt provides equal opportunity regardless of age, race, gender, sexual orientation, or other intersectional identities. This represents a six percentage point increase from 82% the previous year. These results reflect how employees experience hiring, feedback, performance evaluation, and leadership accountability in practice.
When people across roles and geographies share this belief, it signals that opportunity is embedded in how the company operates, not just in values statements.
Building diverse teams as we scale
As Rokt has grown into a global company, building diverse teams has remained a deliberate priority. We focus on bringing together people with different backgrounds, perspectives, and lived experiences across functions, seniority levels, and regions because that diversity strengthens how we think, build, and operate.
Today, more than half of Rokt’s global workforce identifies with a racially or ethnically underrepresented group, based on self-reported data. Gender representation across the company continues to improve as well, particularly within non-technical functions such as go-to-market and general and administrative roles, where teams reflect a broad range of experiences and viewpoints.
Representation also extends to senior levels of the organization, ensuring different perspectives help shape strategy, set operating standards, and influence how teams experience the company as it scales. Rather than optimizing for any single metric, we focus on building leadership teams that bring balance, curiosity, and accountability to decision-making.
We view diversity not as a static goal, but as an ongoing effort that requires sustained intention. As the company grows, our aim is to continue expanding opportunity, broadening perspectives, and building teams that reflect the global markets we serve.
Clear expectations and visible growth
High performance works best when people understand what success looks like and how to grow.
At Rokt, advancement is grounded in clear role expectations, frequent feedback, and regular conversations about development. We set explicit performance standards and tie progression to demonstrated impact, not tenure or visibility alone. This approach helps ensure strong work translates into meaningful growth over time.
We also see increasing trust across the organization, reflected in more employees choosing to self-identify in internal surveys. That trust is an important signal of whether people feel supported, respected, and confident in how decisions are made.
Benefits that support real life
Rokt’s culture is demanding, and we believe meaningful support must extend beyond the work itself. Our benefits are designed to show up in the moments that matter most and to reduce stress during major life events.
One employee shared their experience navigating family planning with Rokt’s support:
“The healthcare coverage made it possible for us to focus on our family instead of logistics. Knowing we were supported removed an enormous amount of stress during an important chapter of our lives.”
Another parent reflected on extended leave and team support:
“Having meaningful time away after becoming a parent allowed me to be fully present with my family. What stood out most was how supported I felt by my team when I stepped away and when I returned.”
Rokt designs support for all parents, including non-birthing parents:
“The parental leave gave me time to be present when it mattered most, and that support was reinforced by my manager and team.”
These experiences reflect a culture where benefits are not just offered, but respected in practice.
How performance is defined at Rokt
High performance at Rokt is rooted in ownership, clarity, and continuous improvement. Expectations are direct, feedback is candid, and teams are encouraged to learn quickly through iteration.
People are expected to bring strong thinking to their work, challenge ideas constructively, support teammates, and take responsibility for outcomes. This environment attracts individuals who want to do meaningful work alongside peers who care deeply about quality and impact.
Why culture matters as we grow
As Rokt scales, culture becomes a critical driver of how the company performs over time. Growth brings complexity, and sustaining high standards requires clarity, trust, and consistent support.
For candidates, Built In recognition offers an external signal. For employees, the day-to-day experience is what matters most. For investors and partners, culture is a leading indicator of execution at scale. Rokt’s culture is designed to support all three, ensuring the experience of building here grows stronger as the company does.
%20(1).png)
.jpg)
