HubSpot’s mission is to help millions of organizations grow better. Today, thousands of customers around the world use HubSpot’s award-winning software, services, and support to transform the way they attract, engage, and delight customers. People come first here, and that refers to both our employees, whose personal well-being is a priority for us, and our customers, whose unique journeys, experiences, and challenges as owners of small to medium-sized businesses define the problems we solve for every day. Thanks to both our employees and customers, HubSpot was voted the Glassdoor #1 Best Place to Work in 2020.

HubSpot notebook

Customers are skeptical, they’re knowledgeable, and they have bigger expectations than ever before. And one of those expectations is that their relationship with a business and the role of that business should be about something more than a transaction.

Too often, companies prioritize short-term gains over long-term relationships. Too often, companies solve for their bottom line at the expense of their customers. At HubSpot, we believe there is a better way — a way to grow better. Companies that grow better align their success with their customers. This not only drives scale, but it creates delight, loyalty, and love from the people who matter most. Growing better is about doing the right thing for your customers, even when it’s hard. And, especially when it’s hard.

Today, over 86,000 customers in more than 120 countries use HubSpot’s award-winning software, services, and support to grow better by attracting, engaging, and delighting their customers 🌎

HubSpot Marketing includes social media publishing and monitoring, blogging, SEO, website content management, email marketing, marketing automation, and reporting and analytics. HubSpot Sales enables sales and service teams to have more effective conversations with leads, prospects, and customers. HubSpot CRM helps sales teams organize, track, and grow their pipeline. HubSpot Service Hub gives our customers their own modern customer service tools to adapt to today’s empowered customers, and our robust CMS solves for both marketers and developers in making creating great content, as well as a powerful website, easy.


HubSpot’s mission is to help millions of organizations grow better, and we want our culture and our employees to grow better, too. So, while our business builds the software and systems that power the world’s small to medium-sized businesses, our company culture builds connections, careers, and employee growth. How? By creating a work culture that values flexibility, autonomy, and transparency.

Because of those values, we’re incredibly transparent about our company culture and share how we strive to operate as a business through the HubSpot Culture Code, which has more than 5M views. There, candidates and employees alike can learn about our internal values of HEART, which stands for Humble, Empathetic, Adaptable, Remarkable, and Transparent. These are the characteristics we believe make for amazing coworkers. Thanks to the work of every HubSpotter globally who has helped build our remarkable culture, HubSpot has been named a top workplace by Great Place to Work, Glassdoor, Fortune, Entrepreneur, Comparably, and more. Please see the Culture Code to learn more about our values and company culture on our website.

HubSpot team photo over zoom


Our goal with diversity, inclusion, and belonging (DI&B) efforts at HubSpot is to create a globally inclusive culture spanning diversity of gender identity, age, ethnicity, nationality, color, sexual orientation, language, socioeconomic status, thought, and more.

Hiring a diverse team is critical to building good software. The advantages of diversity apply to all teams, of course, but when you’re building software, having diverse perspectives in the room leads to a stronger product. Your customers aren’t homogenous, so why would your team be? More importantly, building a diverse team is simply the right thing to do.

Because of this belief, in 2016 HubSpot took a hard look at our employee diversity data. We were not happy with what we learned; namely, our company wasn’t nearly as diverse as we aspire to be, or as our customers hope us to be. Since then, diversity, inclusion, and belonging has been a top business priority, not just an HR or recruiting priority. We added diversity hiring and retention to our MSPOT (HubSpot’s roadmap for the year, standing for Mission, Strategy, Plays, Omissions, and Targets) and publish our annual Diversity Report externally as a part of our internal commitment to DI&B, and to be transparent with our customers, employees, and candidates about our progress and accountability. Learn more about HubSpot’s commitment to DI&B on our website.

Read HubSpot’s 2021 Diversity, Inclusion and Belonging Report here

HubSpot team at Pride event
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At HubSpot, we believe we’re responsible for creating an equitable culture. That means not only building a company that provides equal access to opportunities for all employees, but also investing in the growth and advancement of underrepresented minorities. We do pay equity analysis twice per year as part of our broader commitment to diversity, inclusion, and belonging and include both gender and race in that analysis. We also invest in programs that build our employees’ networks internally, such as our People of Color at HubSpot (POCaH) ERG mentorship program, which is now in its third year, and more than doubled enrollment in 2019. The last cohort of mentors and mentees was global in nature, with representation from six of our international offices and our remote population. 67% of the mentors represented leaders at the Director level and above. Originally launched in 2016, we’re incredibly proud of the program’s growth to date.


To us, inclusivity means that everyone who works at HubSpot feels that they belong and that their voice and ideas will be heard and respected. Every unique perspective lifts our culture and our product up, and makes us stronger and better able to solve for our diverse customer base. This isn’t something that we expect one person or one team to focus on, either: every HubSpot employee, especially leaders, are expected to have inclusion and belonging at the top of their minds every day when they sit down to work. This kind of involvement across the board is the only way we’ll be able to build the level of team we aim to build.

Inclusivity also means empowering anyone at HubSpot to build spaces for their unique voices and perspectives to be shared, and that shines through in our many ERGs. These include Women@HubSpot, People of Color at HubSpot (POCaH), BLACKHub, the LGBTQ+ Alliance, and Families@HubSpot, as well our employee interest groups including First Gens in Tech, Veterans@HubSpot, Healthy@HubSpot, and EcoSpot, our sustainability resource group.


We are always investing in and growing our ERGs and mentorship programs. Also, we invest in events specifically meant to foster inclusivity for different underrepresented groups at HubSpot. For example, our regular First Gens in Tech event series’ mission is to help people from non-traditional backgrounds break into tech through workshops, networking, and resources. We also regularly hold BIPOC-only internal community check-ins meant to encourage sharing and support, and our HubTalks series brings inspirational leaders from different fields to speak to our community. One of our most recent speakers was Justice Helen Whitener, who, in honor of Pride Month, discussed her experiences as a Black, disabled, LGBTQ+ member of the Washington State Supreme Court.

In terms of resources, we offer regular manager trainings on how to talk to your team about difficult topics, and also make a number of Allyship resources available to the HubSpot community, from books to read and videos to watch to events and discussions to attend. In addition, our DI&B team has created a “Diversity from A-Z” glossary of terms, so anyone at HubSpot joining the conversation on DI&B can do so on an equal footing.

We are also actively shaping our recruiting process to be as inclusive as possible. This involves going beyond table stakes like adhering to the Rooney Rule and re-examining how we source and interview candidates. On our product team, for example, we weigh our coding test and other straightforward indicators of aptitude above more circumstantial elements of an application, like a resume. We’re also revitalizing our referral process by leaning into the networks of our BIPOC employees to meaningfully diversify our channels. Leadership, along with our recruiting teams, are also committed to adding greater transparency to our internal mobility process, as well as mentorship and development opportunities specifically for Black employees, in order to make sure that everyone, regardless of background or internal connections, has an equal playing field when it comes to advancement.

HubSpot panel


In addition to our employee resource groups (ERGs) and DI&B programming, we make employee feedback a priority. We conduct a regular eNPS (Employee Net Promoter Score) survey to make sure that any comments or concerns our employees have are being heard. Last year, we integrated a Global Inclusion Survey into the eNPS as a way to make global DI&B feedback a central part of the process. We also foster a culture of transparency and feedback through vehicles like Executive AMAs and an active internal Wiki. All of these are ways for us to make sure we’re listening to how we can be doing better and make sure employees feel like they belong at HubSpot.

We also take care to make sure that every HubSpotter, no matter their background, is educated on the importance of inclusivity and diversity. Each employee must go through regular bias training targeting racism, sexism, ageism, and other forms of discrimination in our Commitment to Respect Each Other (CREO) course.

Additionally, we provide workshops and trainings for all employees, as well as specific sessions for managers, on anti-racism, allyship, and how to be an ‘upstander.’ Beyond more formal workshops, we also invite external leaders in for “HubTalks”, which are Q&A conversations on important topics just for employees. Past HubTalk speakers have included Nicole Cardoza (founder of the Anti-Racism Daily newsletter), Adam Grant (author, illustrator, and LGBTQ+ advocate), and Meghan Leahy (parenting coach and columnist for the Washington Post).


Leadership does this in two ways.

First, through the benefits offered to all employees, which include a full suite of healthcare benefits, including access to mental health care; unlimited paid time off to encourage a healthy work-life balance; and a robust leadership development program meant to give every employee the opportunity to grow their career at HubSpot.

Second, our leaders make it a point to lead by example in these areas. This could mean “taking time off loudly” to make it clear to their employees that it’s vital to have balance. It also includes stepping into leadership roles in our ERGs. Our Chief Information Security Officer, for example, is dedicated to his role as Co-Chair of our Women@HubSpot ERG. It’s important to us that leaders listen to our employees and act on their concerns, in addition to speaking out on important issues.

Lastly, we encourage all of our leaders to be vulnerable and to lead with empathy. We know that it can sometimes be difficult for employees to talk about challenges they’re experiencing, and one of the best ways to create an atmosphere of psychological safety is for our leaders to lead by example.

HubSpot team embers speaking to one another at event


HubSpot takes its role as a leader in the software industry seriously. In addition to our focus on all of our customers’ well-being and success, we are honing in on ways we can support our Black partners and customers and provide solutions for the specific needs and challenges they face. We partner with and support organizations that work to create more equitable opportunities for underrepresented minority groups to begin careers in tech, like Treehouse and Resilient Coders. We are also committed to expanding our impact within our own community, fostering deeper community partnerships to drive the next generation of Black entrepreneurs and leaders.

We also proactively create and promote content that highlights underrepresented voices in tech, such as our regular Q&A series Name Dropping, which centers the voices of women and nonbinary leaders. Also, our online Web App Workshop is meant to empower underrepresented groups in tech to develop the skills they need to develop a web application that will help them stand out on any tech job application.


HubSpot’s interview process for positions in our Product & Engineering team varies based on the role. We know speed is important, and are constantly iterating on making our process fast and transparent so that candidates are set up for success. Below are the stages of our interview processes (not all stages are included depending on the role).

  1. Application review
  2. Assessment (Take home coding challenge – Engineering only)
  3. Recruiter phone interview
  4. Manager phone interview
    PM/UX: Portfolio review (there’s no take-home assessment)
  5. Face-to-face interviews via Zoom

On the back end: _We write lots of microservices, primarily with Java 11. Our APIs are RESTful and use the minimal Dropwizard framework. We take advantage of Kafka, Spark, and Hadoop for processing volumes of data.

On the front end: Our web applications are complex, single-page apps written in JavaScript (React, ECMAScript 6, Sass). We make extensive use of HubSpot’s own design system, Canvas.

Our core data, infrastructure, and reliability teams build systems that power thousands of services with Singularity on Apache Mesos, and empower access to massive datasets with HBase, Elastic Search, ZooKeeper, Redis, MySQL, and Memcached_


Unlimited vacation: At HubSpot, you decide when and for how long to take time off. Vacation can be used however you want; for tropical trips or flexible day-to-days.

Employee stock purchase plan: Employees can buy HubSpot stock at a discount from the share price at purchase. By contributing between 1%-15% of their base pay for a set period of time, the funds are used to buy HubSpot stock at a 15% discount.

Employee Resource Groups: Our ERGs provide support and community for employees globally: LGBTQ+ Alliance, Families@HubSpot, People of Color at HubSpot (POCaH), BLACKHub, and Women@HubSpot.

Paid time off to vote: We do this not to support a specific agenda or party, but to encourage civic involvement and active participation in democracy.

Sabbatical: After five years with HubSpot, you get a four-week paid sabbatical, with the equivalent of a $5K US bonus.

Excellent healthcare and dental coverage

HubCare: In addition to great healthcare coverage, our global Employee Assistance Program, HubCare, provides mental health resources with certified clinicians via phone, email, chat, and video 24/7.

Parental benefits: In addition to our Parents Employee Resource Group (ERG), we offer 16 weeks paid leave to primary caregivers and 6 weeks to secondary caregivers, as well as egg-freezing benefits to help give women more support.

Leadership development: HubSpot’s leadership development team provides trainings, ThinkSpaces, recognition programs, and resources for new and tenured managers alike.

Healthy @ HubSpot: Beyond healthy snack options and workspaces, HubSpot offers fitness reimbursement, nutrition consultations, and workshops on mindfulness, stress management, and more.

Tuition reimbursement: HubSpotters get the equivalent of $5k US/year to spend on education. They’ve taken semester-long classes, weekend workshops, and online courses on everything from finance to design.

Ongoing learning: People at HubSpot are deeply curious. That’s why we have ongoing learning opportunities like the Free Books Program, the Learn@HubSpot online platform, a mini-MBA Fellows program, HubTalks, workshops, and more.