Nordic Global
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Nordic Global 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 Nordic Global?
Strengths in people-first principles, collaboration, and learning are accompanied by challenges in communication, perceived employee value, and the strain of rapid change. Together, these dynamics suggest strong cultural intentions with uneven execution and stability across teams during ongoing expansion.
Positive Themes About Nordic Global
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Collaborative & Supportive Culture: Colleagues are often seen as supportive and enjoyable to work with, creating a positive, collaborative environment. Feedback suggests teams frequently highlight strong coworker quality and a "make it about we" ethos.
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People-First Culture: The mission to "create a healthier world" and emphasis on relationships, inclusivity, and ERGs signal a people-centered approach. Feedback suggests benefits and well-being programs, including flexible or results-oriented time off, aim to support work-life balance.
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Learning & Knowledge Sharing: Growth-oriented maxims such as "Grow. Teach." and development programs indicate active investment in learning. Feedback suggests employees are offered professional development opportunities and career growth pathways.
Considerations About Nordic Global
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Poor Communication: Communication around layoffs, outsourcing, and shifting priorities is described as unclear or untimely. Feedback suggests some managers are disconnected or unable to answer basic questions, undermining trust.
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People-Neglecting Culture: A shift toward growth "at all costs" and feelings of being "just another number" point to reduced emphasis on individual value. Feedback suggests job security fears, lower compensation for some roles, and pay freezes or cuts have contributed to feeling undervalued.
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Change Fatigue & Ineffective Decision-Making: Rapid expansion, acquisitions, and restructuring have diminished a previously "tight-knit" atmosphere. Feedback suggests high turnover, offshoring, and sudden department changes create instability and stress.
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