Klaviyo
What's the Company Culture Like at Klaviyo?
Frequently Asked Questions
Teams at Klaviyo collaborate through customer-focused problem-solving, open debate, cross-functional ownership, hub-based working time and AI-enabled ways of building.
- Customer-first collaboration: Klaviyo’s collaboration model starts with the customer. The company’s values prioritize customers first, and internal culture guidance says teams should stay close to customer needs, connect work to outcomes and measure success by real impact. That shows up across Product, Engineering, Data Science, Customer Success and Sales, where teams work together to build tools, support brands and help customers grow. The customer’s needs are prioritized with engineers, product managers, support teams and sales leaders bringing customer context into decisions.
- Open debate, then commit: Klaviyo emphasizes direct feedback, candor and respectful disagreement. Teams are expected to debate ideas openly, incorporate diverse perspectives, assume good intent and commit once decisions are made. That creates a collaboration style built for speed: people do not wait for perfect answers, but they clarify what matters, make informed decisions and move work forward.
- Cross-functional building: Klaviyo’s product and technology work depends on close partnership across functions. Product managers own vision end to end while collaborating deeply with Engineering, Design, Research, Analytics and Strategy. The data science team’s Subject Line Assistant work is another example: product, design, machine learning, frontend and backend teammates collaborated with customer feedback to build an AI-powered tool that solved a real workflow problem.
- Hub-based collaboration and real-time learning: Klaviyo operates as a hybrid company, with most hub-designated employees expected to work from a hub at least three days per week. The purpose is not office presence for its own sake; it is faster decisions, stronger trust, sharper problem-solving and real-time learning. Employee survey insights support that approach: hub-based employees responded 5–10% more favorably to nearly every question.
- AI-enabled teamwork: Klaviyo also collaborates through AI-first workflows. Teams use AI to prototype faster, summarize technical context, uncover unknowns, build internal tools and support agent-first engineering. ARIA’s work shows this model clearly: technical teams partner with non-technical teams so “citizen developers” can turn ideas into automations and internal products safely and quickly.
- External signals:
- Teamwork and Collaboration: External reviews frequently praise Klaviyo’s smart, collaborative coworkers, supportive teams and people who “have each other’s backs.” (Comparably; Glassdoor)
- Culture Signals: Comparably rates Klaviyo’s overall culture A+ / 4.7 out of 5, with 90% positive employee reviews. (Comparably)
- Workplace Recognition: Klaviyo has been recognized by Great Place to Work, Inc. Best Workplaces, Glassdoor Best Places to Work, Built In 2026 Best Places to Work, Forbes America’s Best Startup Employers and Best Workplaces for Innovators.
Bottom line: Klaviyo teams collaborate by combining customer context, candid debate, cross-functional ownership, purposeful hub time and AI-enabled execution to solve complex problems quickly.
Teams at Klaviyo collaborate through customer-focused problem-solving, open debate, cross-functional ownership, hub-based working time and AI-enabled ways of building.
- Customer-first collaboration: Klaviyo’s collaboration model starts with the customer. The company’s values prioritize customers first, and internal culture guidance says teams should stay close to customer needs, connect work to outcomes and measure success by real impact. That shows up across Product, Engineering, Data Science, Customer Success and Sales, where teams work together to build tools, support brands and help customers grow. The customer’s needs are prioritized with engineers, product managers, support teams and sales leaders bringing customer context into decisions.
- Open debate, then commit: Klaviyo emphasizes direct feedback, candor and respectful disagreement. Teams are expected to debate ideas openly, incorporate diverse perspectives, assume good intent and commit once decisions are made. That creates a collaboration style built for speed: people do not wait for perfect answers, but they clarify what matters, make informed decisions and move work forward.
- Cross-functional building: Klaviyo’s product and technology work depends on close partnership across functions. Product managers own vision end to end while collaborating deeply with Engineering, Design, Research, Analytics and Strategy. The data science team’s Subject Line Assistant work is another example: product, design, machine learning, frontend and backend teammates collaborated with customer feedback to build an AI-powered tool that solved a real workflow problem.
- Hub-based collaboration and real-time learning: Klaviyo operates as a hybrid company, with most hub-designated employees expected to work from a hub at least three days per week. The purpose is not office presence for its own sake; it is faster decisions, stronger trust, sharper problem-solving and real-time learning. Employee survey insights support that approach: hub-based employees responded 5–10% more favorably to nearly every question.
- AI-enabled teamwork: Klaviyo also collaborates through AI-first workflows. Teams use AI to prototype faster, summarize technical context, uncover unknowns, build internal tools and support agent-first engineering. ARIA’s work shows this model clearly: technical teams partner with non-technical teams so “citizen developers” can turn ideas into automations and internal products safely and quickly.
- External signals:
- Teamwork and Collaboration: External reviews frequently praise Klaviyo’s smart, collaborative coworkers, supportive teams and people who “have each other’s backs.” (Comparably; Glassdoor)
- Culture Signals: Comparably rates Klaviyo’s overall culture A+ / 4.7 out of 5, with 90% positive employee reviews. (Comparably)
- Workplace Recognition: Klaviyo has been recognized by Great Place to Work, Inc. Best Workplaces, Glassdoor Best Places to Work, Built In 2026 Best Places to Work, Forbes America’s Best Startup Employers and Best Workplaces for Innovators.
Bottom line: Klaviyo teams collaborate by combining customer context, candid debate, cross-functional ownership, purposeful hub time and AI-enabled execution to solve complex problems quickly.
Klaviyo recognizes employee work through customer impact, ownership, values-based feedback, career growth, manager support and team celebration.
- Recognition through ownership and impact: Klaviyo’s culture rewards people who take ownership of outcomes, solve hard problems and create measurable customer value. The company’s values — including “Know the score,” “Drivers wanted,” “Be meticulous in your craft” and “Put customers first” — make results, accountability and customer impact central to how strong work is identified. That impact is visible at company scale: in Q1 2026, Klaviyo reported $358 million in revenue, up 28% year over year, and shipped more than 75 features across marketing, service and analytics.
- Recognition through feedback and values: Klaviyo emphasizes direct feedback, open debate and high candor, so recognition is not limited to formal awards. Employees point to value-based recognition in the #klaviyo-kudos Slack channel as evidence that culture is lived day to day. The company also reinforces values through hiring, performance and feedback cycles, helping employees see how their behaviors contribute to the broader culture. Employee survey insights support that alignment: 80% of respondents felt aligned on 2025 goals.
- Recognition through growth and mobility: Klaviyo recognizes strong work by creating room for expanded scope, internal mobility and career progression. Career Architecture defines expectations for each role and level, while K-Pro Learn, mentorship and learning stipends support development. Survey results show 78% of respondents feel they are gaining the skills and experience to grow their careers, and a senior lead AI architect’s move from product expert into AI shows how curiosity and performance can turn into new opportunities: “When I expressed interest, I wasn’t discouraged, I was encouraged.”
- Recognition through manager coaching: Managers at Klaviyo are expected to set clear goals, provide regular feedback and support employee development. People Leader 101 is required for leaders and uses practical, scenario-based learning to reinforce expectations, culture and coaching. Sales leaders describe recognition through enablement, stretch opportunities and team-first success, with one sales director tying leadership impact to quota attainment, time to ramp and promotions.
- Recognition through team celebration and community: Recognition also happens through team rituals, peer support and shared wins. In sales, teams celebrate booked meetings, weekly wins and team milestones; across the company, survey insights show 80% of respondents feel inspired to do their best work.
- External signals:
- Recognition and Rewards: External reviews frequently praise Klaviyo’s competitive pay, equity/ESPP, 401(k) match, learning stipend, generous benefits and office amenities; Comparably rates Klaviyo’s compensation an A and perks and benefits an A. (Comparably; Glassdoor)
- Growth and Development Signals: Reviews highlight career growth opportunities, learning support, senior team members who help employees develop and managers who support professional development; Comparably rates professional development a B+. (Glassdoor; Comparably)
- Culture Signals: Employees on external review sites rate Klaviyo’s overall culture A+ / 4.7 out of 5, with 90% positive employee reviews, and employees frequently praise collaborative teams and coworkers who “have each other’s backs.” (Comparably)
Bottom line: Klaviyo recognizes work by connecting strong performance to visible impact, values-based feedback, career growth, manager sponsorship and team celebration.
Klaviyo's Candidate Tradeoffs
If you’re weighing whether Klaviyo is the right fit, these are the core tradeoffs to consider.
- Klaviyo emphasizes an execution-first culture, which creates strong momentum and visible progress, though that means focused, high-energy work during peak delivery periods.
Klaviyo Employee Perspectives
By fostering a culture where team members actively share ideas, insights and best practices, we leverage the strengths of the collective to elevate performance across the board. This collaborative mindset not only improves results but also builds stronger relationships and mutual trust. When we work together, we amplify each other’s strengths, fill in gaps, and create an environment where the whole team can achieve at the highest level. Ultimately, our shared success becomes greater than the sum of individual achievements.
Klaviyo’s mission is to empower creators to own their own destiny. Why this matters to me is because in a world of emerging AI technology, I believe that companies can do more with less. And therefore, you’re gonna have smaller companies and that moat to start a new company becomes much easier to get across. I believe Klaviyo is well-positioned with our current customer base as well as the newcomers coming on to offer the tools necessary for them to grow their business by doing more with a lot less. And Klaviyo has the technology and the data for customers to enable that.
Klaviyo’s culture is built around people who are ambitious enough to take on hard problems and humble enough to keep learning from one another. Across teams, Klaviyos show up as both students and teachers—sharing knowledge, supporting peers, and helping each other build stronger solutions for customers.
“To me, ‘Built Different’ means being both ambitious and humble at the same time. People here are students and teachers, they’re always learning, but also willing to share what they know. There’s a real culture of supporting each other, even across teams.”
In your experience, what is required to make an ERG program successful?
I think our ERGs have been so successful because we set them up to be grassroots, self-sustaining groups. For us, that means providing tools like budget and executive sponsorship, and ensuring they tie to business initiatives. We set an intention early on for these groups to create space for people from historically underrepresented communities to have a voice and a presence, so that when we hire candidates from diverse backgrounds they feel like they can bring their authentic selves to work.
What are some common mistakes companies make when implementing ERGs?
I think companies often err by putting all the work on their employees from marginalized backgrounds, essentially asking them to start a group without any guidance or support. At Klaviyo, it was important to us to make sure we had internal structure and resources to offer before kicking off our ERG program.
Describe a recent event that one of your ERGs spearheaded. What was the occasion, and how did your broader team participate?
In June, our Asian & Pacific Islander and LGBTQ ERGs came together to host Bowen Yang of the podcast Las Culturistas, Saturday Night Live and the movie Fire Island. He talked with Klaviyo about excelling in under-represented spaces, living out our authentic identities in the workplace and more. This event was special because so many different teams came together to produce it: finance, legal, learning and development, and employee engagement. I think this really shows how deeply embedded DEI is here at Klaviyo — it doesn’t matter what team you work on, because this is everyone’s work.
Klaviyo Employee Reviews
Klaviyo's Benefits
Employee feedback used to shape policies and strategy
Encourages autonomy and ownership from employees
Managers offer consistent feedback loops
Provides modern technology across teams
Quarterly engagement surveys to gauge employee satisfaction
Flexibility provided during personal challenges
Has employee-led culture committees
Offers company-sponsored happy hours
Our Boston office hosts regular wine Wednesdays. In addition, individual teams and Klaviyo Resource Groups often gather for their own happy hours.
Offers company-sponsored outings
Klaviyo has regular in-person team offsites, as well as virtual activities like trivia nights, cooking classes craft workshops.
Offers Employee Resource Groups
Offers fitness stipend
Klaviyos may be reimbursed up to $200 for exercise classes, equipment, financial health programs, etc. Additionally, BCBS provides Klaviyos up to $150 / year for fitness and weight loss programs.
Offers wellness initiatives designed to combat burnout and mental fatigue
Offers wellness programs
Klaviyos may be reimbursed up to $200 for online and app-based classes, exercise equipment, financial health programs, etc. Additionally, BCBS provides Klaviyos up to $150 / year for fitness expenses.
Partners with nonprofits
All our Klaviyo Resource Groups are provided a donation budget for mission aligned causes. Our TA team also partners with nonprofits like Thrive Scholars, and Hack Diversity, and the Upward Project.
Provides access to an onsite gym
Provides onsite meditation space
Provides opportunities to volunteer in the local community
Klaviyos are offered paid time off to volunteer in their local community. In 2022 we volunteered with local organizations like Build Boston, Cradles to Crayons, and the Emerald Necklace Conservancy.
Provides recreational clubs
We have a number of Slack channels for Klaviyos with shared interests such as cooking, woodworking, 3D printing, and more!
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
Documented operating principles
Engineering team utilizes pair programming
Hosts in-person all-hands meetings
Hosts in-person revenue kickoff meetings
Implements team-based strategic planning
Leadership encourages open, transparent debate
Leadership is transparent and communicative
Mistakes are treated as learning opportunities
Open office floor plan to encourage communication and collaboration
Policies promote a low-ego, team-driven culture
Prioritizes mission-driven work in decision-making processes
Prioritizes real-world impact of work in decision-making processes
Promotes a people-first, social culture
Promotes a strong in-person office culture
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
Allows work from home occasionally
In-office days / expectations are defined
Offers a remote work program
Provides work from home flexibility
Utilizes a flexible work schedule
Klaviyo provides employees with a flexible work schedule that includes core hours, flexible start and end times.
Utilizes a hybrid work model
