Hybrid, but office-first.

We prioritize in-person connection between our teams in our key markets, Whether it’s through run clubs, culture clubs, 10-minute team-wide energy boost breaks, or an employee-led random acts of kindness fund, our shared interests enrich our office culture.

From day one, Tracksuit has championed a culture of inclusivity and support, setting us apart in the start-up scene locally and globally. Our people-first approach attracts and retains a team of brilliant, kind-hearted individuals driving our growth. 

1. High trust (we lead with transparency and vulnerability to build trust).

2. High care (we are intentional and care deeply).

3. High performance (everyone is empowered to do the best work of their lives).

We believe that culture isn’t “perks” or company events. Culture is trust in leadership, connection with peers, opportunities for career progression and personal improvement, and a sense of being personally invested in Tracksuit’s success. 

Leading at Tracksuit means living our core values every day, and it's a big part of the role as a senior leader. Tracksuit’s leaders are the go-to people to make sure our team embraces and practices these values too. It's a big responsibility, but it's what helps us all grow together.

Tracksuit’s high care, high performance culture prioritises the wellbeing of our employees, as well as connection between our teams.

This includes going for coffee each week to share weekend stories and sharing not only our peaks but also our pits (the low points), a random acts of kindness fund where employees receive money that they can use to spend on positive gestures for colleagues, a $1000 L&D budget, six weeks of PTO, a $500 wellbeing bonus, 12 weeks of paid parental leave, an annual “Homecoming” week at our headquarters in New Zealand where we fly the entire team back for a week of connection, and radical salary transparency, where everyone can see what everyone earns (including the CEOs).