Crusoe Energy Systems
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Crusoe Energy Systems Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Crusoe Energy Systems?
Strengths in mission alignment, learning support, and team collaboration are accompanied by challenges in communication, cross-company cohesion, and perceived fairness. Together, these dynamics suggest a culture that energizes purpose-driven contributors while requiring more consistent engagement and equitable practices to sustain broad trust.
Positive Themes About Crusoe Energy Systems
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Collaborative & Supportive Culture: Teams are described as collaborative, open, hardworking, positive, and flexible, with many looking forward to interacting with coworkers. Cross-functional efforts bring creativity, reliability, and good energy to projects.
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Cultural Alignment: The mission to align computing with climate goals and values like idea meritocracy and continuous improvement create a strong sense of shared purpose. Employees express pride in contributing to environmentally responsible, innovative projects.
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Learning & Knowledge Sharing: Structured development such as job training, conferences, mentorship, online course subscriptions, and tuition reimbursement supports growth. Knowledge sharing and mentorship enable rapid learning on cutting‑edge work.
Considerations About Crusoe Energy Systems
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Poor Communication: Leadership engagement in critical discussions and involvement of staff in decisions are cited as needs, indicating gaps in two‑way communication. Management is sometimes characterized as disconnected with inconsistent transparency.
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Siloed or Unsupportive Culture: Company-wide collaboration is described as inconsistent and disorganized, with heavy meeting loads and limited interaction between office and field staff. Internal competition among senior leaders is noted as a friction point for cross-company cooperation.
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Favoritism & Inequity: Promotions and hiring are sometimes perceived as influenced by favoritism rather than merit. Compensation perceptions vary by role, with field positions viewed as well-paid while some engineering roles are seen as underpaid.
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