Top 30 Software & Technology Employers 2027

Institutional - Employer Category

This report forms part of The Economy Rankings’ Employers by Industry portfolio. This edition assesses employing organizations through published employee evidence, documented career support and defined workforce conditions. Product rankings do not determine employer placement.

The Top 30 Software & Technology Employers 2027 examines the organizations behind commercial software and technology platforms as places of employment. It compares career development, working arrangements, health and family resources, and credible employee experience evidence.

Technology employment contains several different experiences. A software engineer, field specialist, support employee and commercial colleague may contribute to the same platform while working with different schedules and pressures. A global company name is not a substitute for a defined workforce.

This edition uses public material reviewed in October 2026. The employee evidence is drawn from published Great Place To Work profiles and their stated methodology, paired with employer benefits, careers and workforce disclosures. The Economy Rankings has not conducted an employee survey.

The selected companies include established platforms and smaller specialists. The international evidence review considered US, Indian, Canadian and UK workforce records. Usable non-US findings and local employment practices are retained within the relevant group profiles. Evidence remains concentrated in US cohorts; placement does not imply identical conditions across worldwide subsidiaries.

Market Overview

The employment proposition in a technology business is increasingly a system of connected practices. Training matters more when an employee can discuss a development goal, apply the learning and see an appropriate next role. Flexibility works better when equipment, communication and expectations support it. Health benefits become more understandable when the employer explains who qualifies and how family members are covered.

Career depth also has more than one form. Some employees seek management responsibility; others want to become stronger specialist contributors. Published dual tracks, professional learning allowances, mentoring and structured early-career activities each address part of this challenge. A technical conference, an internal hackathon and a qualification program are different mechanisms, with different evidence of participation and outcomes.

Work location remains an important element of the operating model. Remote-first employers often organize periodic gatherings, while hybrid businesses define office affiliation or team expectations. The comparison considers documented support around the model, rather than assuming that a particular number of office days creates better employment in every role.

Benefits require equally careful interpretation. A US health plan, a service-qualified sabbatical and an international learning program may all appear under one corporate brand. They have different eligibility rules and legal settings. The profiles therefore preserve the employee cohort and relevant conditions.

Published employee research adds a perspective that employer policy alone cannot provide. It can indicate whether people feel supported, respected or able to take needed time away. It also has boundaries: participating organizations are not a random sample of every employer, and public profiles disclose only part of the underlying research.

Industry Trend — 2027

These developments are visible in published employment practices reviewed for the 2027 edition; they are not forecasts of future hiring or employee outcomes.

Employment development	Published evidence and current practice	Implication for the assessment
More explicit development resources	Employers identify learning stipends, tuition assistance, mentorship and internal career discussions.	Assess an accessible mechanism and its employee population; do not equate a course catalog with advancement.
Specialist progression alongside management	Dual tracks and professional pathways recognize that technical contribution can deepen without a people-management role.	Examine the documented route rather than assuming promotion must mean becoming a manager.
Distributed work with deliberate connection	Remote employers organize summits, team gatherings and onboarding contact; hybrid employers define working personas.	Look for the support and expectations that make a location model workable.
Recovery as part of employment design	Wellbeing days, service-based sabbaticals and defined vacation expectations give time away an organizational form.	Keep policy eligibility separate from actual uptake and employee-reported ability to use leave.
Clearer benefit and compensation scope	Some employers explain pay zones, US benefit populations and distinctions between employees and contractors.	Reward clarity about the assessed employment relationship, not an unsupported worldwide promise.
Greater attention to evidence dates	Current web pages can display older employer profiles or mixed benchmark and company-result dates.	Retain the actual profile date and avoid presenting historical employee findings as a newly fielded survey.

The strongest evidence connects a policy with identifiable activity and an employee perspective. Practical support, workforce coverage and policy conditions matter more than the number of recruitment perks.

Methodology — Core Eligibility Criteria

The assessment applies the permanent Software & Technology Employers definition to identifiable employer groups. Employee evidence is mandatory before an organization can be scored. The following conditions establish the evaluated population and the limits of the claims:

Principally build or operate a commercial software or technology platform; an IT consultancy without a primary platform identity is outside this series.
Identify the employing organization or an explicitly defined employer group, with no separate placements that duplicate a controlled brand.
Provide credible published employee evidence for an identifiable country workforce, supported by a provider methodology or an appropriately documented staff study.
Pair employee findings with documentary evidence of actual employer practices, career resources or workforce-support arrangements.
Specify country, employee population and relevant exclusions; do not attribute a customer, partner, franchise or contractor workforce to the employer.
Distinguish corporate founding and headquarters from local employing-entity history, regional offices and product launches.
Retain relevant policy eligibility, date and statutory context; give no discretionary credit for an entitlement supplied solely by law.
Keep payment, sponsorship, licensing prospects and the employer’s product ranking outside selection and assessment.

Methodology — Ranking Factors

Credible workforce experience evidence — 30%: Published employee findings, methodological provenance and relevance to the assessed workforce. The editorial judgment considers the staff signal without inventing respondent counts or treating a company percentage as a global census.
Career and capability development — 25%: Identifiable learning, mentoring, professional pathways and development activity. The assessment distinguishes a concrete mechanism from a general growth promise and does not infer promotion rates from program availability.
Employment terms and workforce protections — 20%: Documented work arrangements, employee benefits, practical eligibility and clarity about the employment relationship. Local statutory entitlements are not credited as discretionary advantages.
Sector-specific wellbeing and safety — 15%: Support relevant to technology work, including recovery, mental-health resources, family needs and connection in distributed teams. No unmeasured burnout reduction or incompatible injury-rate comparison is asserted.
Evidence quality, scope and accountability — 10%: Traceable employer and employee sources, consistent group boundaries, disclosed dates and candid treatment of limitations or conflicting versions. The volume of publicity does not itself increase the assessment.

The five criteria carry weights of 30%, 25%, 20%, 15% and 10%, respectively. The assessment combines documented employment practices with the evidence required for this particular series. Published employee research is attributed to its original provider and assessed within its stated workforce scope; The Economy Rankings has not conducted a new employee survey. Country-specific employment terms are interpreted against the applicable statutory context. Missing evidence is not treated as average performance. Licensing, sponsorship and likelihood of purchasing recognition do not influence eligibility, assessments or tier placement.

Company Profiles and Further Reference

Names appearing in this ranking are linked to their corresponding employer profiles in The Economy Wiki, where available. These profiles provide further background on corporate history, principal business activities, employer context and related editorial analysis across The Economy Network.

Each entry identifies the employing organization or assessed group and the workforce population covered by the available evidence. A policy or survey covering one country is not generalized to every global employee. The Economy Wiki profiles are maintained as editorial reference pages and may be updated as new public information becomes available.

Tier I — Leading Software & Technology Employers

1. Invoca

Employing entity / assessed group: Invoca group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Santa Barbara, California, United States
Founded: 2008

Invoca makes several parts of its US employment offering unusually explicit. Its careers material specifies an annual professional-development reimbursement, mental wellbeing support, an employee assistance program and paid family and medical leave. A service-based sabbatical bonus and wellness support extend the proposition beyond the immediate role. These are documented employer provisions, with eligibility and applicable local rules still relevant to individual access.

The January 2026 US Great Place To Work profile reports 97% positive overall workplace responses. That employee evidence complements the specificity of the published support package. It is not presented as an independently measured result for every individual benefit, nor as a guarantee that every team experiences identical workloads.

Invoca’s inclusion rests on the connection between current staff endorsement and practical development and recovery resources. Its placement is based on employment evidence, rather than the commercial effectiveness of its AI revenue platform.

2. Cisco

Employing entity / assessed group: Cisco group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: San Jose, California, United States
Founded: 1984

Cisco combines a large technology workforce with unusually concrete support for life outside a delivery schedule. Its published benefits include Time2Give paid volunteering and employee share purchasing, alongside health and family resources. These provisions create different ways to participate in the organization: through technical work, community activity and financial ownership.

Great Place To Work’s April 2026 profile reports that 96% of employees describe Cisco as a great workplace. That is employee-derived evidence under the provider’s published sampling requirements. It complements the employer’s benefits documentation; it does not turn an individual testimonial into a finding about every team.

Cisco’s inclusion rests on that combination of broad employee endorsement and identifiable employment practices. Community time is particularly tangible because it creates an authorized activity within paid employment. The overall placement recognizes the employment framework, with career and support resources considered alongside the staff evidence.

3. YNAB

Employing entity / assessed group: YNAB group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded. UK employees are outside this assessment.
Published company location / operating model: Lehi, Utah, United States (published company-profile location); remote operations
Founded: 2004

YNAB publishes a distinctive employment model: a four-day workweek, a minimum-vacation expectation, a year-end company break and separate professional-development and book stipends. Its careers page also distinguishes employees in the US and UK from independent contractors in other countries.

The published US Great Place To Work profile, updated in May 2025 and included in the 2026 technology listing, reports 96% positive overall workplace responses. This supports the employee-experience assessment for the covered US workforce, rather than every contractor participating in the wider team.

YNAB is included for the combination of a clear working-time design, defined learning support and employee endorsement. Its US health and retirement provisions are separately specified. The assessment recognizes the structure of employment without claiming a measured reduction in burnout or assuming that the contractor arrangements are equivalent to an employee contract.

4. Webflow

Employing entity / assessed group: Webflow group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: San Francisco, California, United States; remote-first operations
Founded: 2013

Webflow’s Remote Together model is supported by unusually accessible careers explanations. The company describes how location-based pay zones work, publishes US role pay ranges and explains benefits for eligible employees and dependents. Its careers FAQ also addresses growth and employee communities, giving candidates a clearer view of employment mechanics than a remote-work slogan alone.

The March 2026 US Great Place To Work profile reports 95% positive overall workplace responses. Published examples include company gatherings and distributed teams. The combination supports an assessment of a remote employment model with deliberate points of connection, while keeping the survey result within its US cohort.

Webflow is included for bringing staff endorsement together with practical transparency about pay, location and support. Its documentation distinguishes some temporary-worker arrangements, which helps prevent an assumption that every employment category receives identical benefits.

5. NVIDIA

Employing entity / assessed group: NVIDIA group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Santa Clara, California, United States
Founded: 1993

NVIDIA’s employer proposition spans software, systems and specialist engineering, with development resources that extend beyond access to interesting technology. Its sustainability reporting describes tuition support, advanced certification assistance and community resource groups with executive sponsorship. Those arrangements provide routes for acquiring skills and making professional connections; the company’s position in accelerated computing is background to the work, rather than evidence of employment quality.

The July 2026 Great Place To Work profile reports 92% positive overall workplace responses for the US cohort. Published item results also address responsibility, resources and confidence in management’s approach to layoffs. These are reported employee perceptions, not contractual employment guarantees or an independent prediction of future staffing decisions.

US benefits information separately identifies health, welfare and family-member eligibility. NVIDIA is included for its documented learning and support framework together with employee evidence, rather than for hardware performance.

Tier II — Established Software & Technology Employers

(Alphabetical order)

Acumatica

Employing entity / assessed group: Acumatica group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Bellevue, Washington, United States
Founded: 2008

Acumatica’s careers page clearly labels its listed benefits as applying to US employees and states that arrangements vary by geography. It identifies health coverage, employer-paid disability support, ergonomic workstations and flexible time off. This explicit geographic boundary improves the quality of the employment evidence because it avoids turning a local package into an unsupported worldwide promise.

Great Place To Work’s May 2026 US profile reports 95% positive overall workplace responses. The employer’s ESG material separately describes employee support and workforce experience. The sources therefore provide both a published staff perspective and an account of the practical arrangements around employment.

Acumatica is included for strong employee endorsement and comparatively clear disclosure of who receives the stated support. Its technical and commercial work creates a range of professional roles, but customer training and partner accreditation are not counted as internal career outcomes.

Adobe

Employing entity / assessed group: Adobe group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: San Jose, California, United States
Founded: 1982

Adobe supports a long career through specific learning and recovery provisions. Its US sabbatical policy identifies qualifying service and minimum scheduled hours for regular employees. The US Learning Fund separately supports eligible degrees, technical certifications and shorter professional learning. These defined routes make the employment offering more inspectable than an open-ended promise of professional growth.

Great Place To Work’s published US profile, updated in July 2025 and associated with its 2026 workplace listings, reports 85% positive overall responses. The profile also reports employee views about taking necessary time off, responsibility and onboarding. The evidence therefore reaches beyond a general corporate statement about wellbeing.

The assessment recognizes a structured route to recovery after sustained service and a credible employee perspective on ordinary work. Sabbatical eligibility is not presented as universal from the first day of employment. Adobe’s inclusion concerns this employment environment, not whether its creative applications are preferable to competing software.

AppFolio

Employing entity / assessed group: AppFolio group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Goleta, California, United States
Founded: 2006

AppFolio connects professional development with employee career profiles that record skills, interests and development goals. This creates a documented framework for discussing growth rather than leaving career ambitions entirely outside the performance conversation. Its careers page also describes remote hubs and service-based sabbaticals, bringing connection and longer-term recovery into the employment proposition.

The March 2026 US Great Place To Work profile reports 94% positive overall workplace responses. Published examples include a hack day and product and leadership gatherings. Those examples support implementation context; the representative employee signal comes from the provider’s survey framework, not from the presence of an event photograph.

AppFolio is included for combining current staff endorsement with mechanisms for development, distributed-team contact and extended time away after qualifying service. Its real-estate software business establishes industry eligibility, while the assessment itself concerns the people employed to build and support it.

Box

Employing entity / assessed group: Box group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Redwood City, California, United States
Founded: 2005

Box describes separate professional and management development paths, learning programs and an annual hackathon through its careers materials. This gives development a practical form: employees can explore ideas as well as consider advancement without assuming that managing people is the only route to greater responsibility. New-hire equity and a stock-purchase opportunity add another component to the employment package.

Great Place To Work’s July 2026 US profile reports 90% positive overall responses. That independent-provider employee evidence sits alongside Box’s published descriptions of family, mental health and wellbeing support. The profile covers the employer’s staff, rather than the much larger population using Box software at customer organizations.

Box’s inclusion recognizes the coherence between professional pathways, employee communities and support outside work. The company identifies both resource groups and interest groups, creating more than one route to connection.

Braze

Employing entity / assessed group: Braze group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: New York, New York, United States
Founded: 2011

Braze publishes a global learning stipend and other development resources in its careers information. Its hiring guidance also explains the role of a talent partner and provides practical answers about benefits and professional growth. These details make the employment relationship more inspectable before joining, while giving existing staff a defined route to further learning.

The January 2026 US Great Place To Work profile reports 92% positive overall workplace responses. The public workforce material records employee-resource-group activity and organized volunteering across offices. Those are examples of implementation, with the employee survey providing the principal evidence about the broader experience of working at Braze.

Braze is included for linking a tangible learning resource with staff connection and a current employee signal. The assessment concerns direct employees in the evidenced cohort, rather than customer marketers, outside agencies or people receiving messages through the company’s software platform.

Calix

Employing entity / assessed group: Calix group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: San Jose, California, United States
Founded: 1999 (incorporation)

Calix describes employee growth through management programs, coaching, learning platforms and technical certifications. Its careers and sustainability materials also connect benefits with wellbeing and work-life support. These provide identifiable resources around a technical career, rather than asking employees to rely only on learning through the commercial development of broadband technology.

The June 2026 US Great Place To Work profile reports 93% positive overall workplace responses. Calix also publishes selected employee-survey indicators in its sustainability material. Those figures have their own stated context and are not substituted for the provider’s overall workplace result or represented as one combined survey score.

Calix is included for bringing a current staff perspective together with documented professional-development resources and a recognizable support framework. Its technology-platform identity establishes eligibility, while the placement is based on the employment offering and employee evidence rather than customer network performance.

Chainguard

Employing entity / assessed group: Chainguard group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Corporate address / operating model: Kirkland, Washington, United States (corporate address); distributed operations
Founded: 2021

Chainguard organizes employment around a distributed team, with company summits providing a recurring opportunity to build working relationships in person. Its careers material describes employee benefits and a collaborative engineering environment. The useful employment feature is the effort to connect colleagues across locations, rather than the assumption that a remote workforce becomes cohesive without deliberate contact.

Great Place To Work’s April 2026 US profile reports 95% positive overall workplace responses. The profile includes examples from company summits and employee recognition. These show activities surrounding work, while the employee survey supplies a broader view that is not reducible to attendance at a single gathering.

Chainguard is included for a strong current staff signal alongside an identifiable distributed-work and support model. Public detail about individual advancement outcomes is more limited than its description of team connection.

CrowdStrike

Employing entity / assessed group: CrowdStrike group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Austin, Texas, United States
Founded: 2011

CrowdStrike’s workforce disclosures describe learning and development from internship through executive roles, with mentoring, professional connections and employee groups. Its published benefits also connect compensation with health and broader support. In cybersecurity, these arrangements are relevant because technical expertise and operational responsibility develop together; product knowledge alone is not a complete career framework.

The July 2026 US Great Place To Work profile reports 94% positive overall workplace responses. The profile also records manager training and an intern conference, providing examples of workforce activity alongside the employee findings. The assessment does not infer the hours or on-call pattern of an individual team from an overall company result.

CrowdStrike is included for combining strong current staff evidence with documented development across career stages. The employer’s own people are the evaluated population, excluding customer security operations and partner personnel.

Dynatrace

Employing entity / assessed group: Dynatrace group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Waltham, Massachusetts, United States
Founded: 2005

Dynatrace describes a dual career track, mentoring and a mixture of self-directed and peer learning. A dual track is particularly relevant for a technical employer because deeper professional responsibility need not require a move into people management. The company also identifies wellbeing and connection resources, framing development as an ongoing employment relationship rather than a one-time onboarding process.

Great Place To Work’s July 2026 US profile reports 90% positive overall workplace responses. Workforce examples include office interaction and a wellness day, while the sustainability record discusses internal transfers and early-career development. These sources distinguish actual workforce activity from claims based solely on the company’s observability technology.

Dynatrace is included for a documented progression structure that accommodates different professional ambitions. Mentoring and peer learning complement formal resources, and the staff survey adds a separate experience perspective.

Workiva

Employing entity / assessed group: Workiva group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Ames, Iowa, United States
Founded: 2008

Workiva’s Work Where You Work Best approach links flexibility to explicit expectations about trust, accountability and team connection. The employer describes remote, office and hybrid arrangements, alongside formal training, workshops and virtual learning. Its geographic-mobility policy provides a defined additional option for eligible staff, rather than implying unrestricted permission to work in any country indefinitely.

Great Place To Work’s July 2026 US profile reports 88% positive overall workplace responses. Workiva’s separate benefits documentation names company-wide wellbeing days, Modern Health resources, paid parental leave and employee resource groups. This combination supplies both a staff perspective and a practical account of the support being offered.

Workiva’s inclusion reflects a comparatively coherent framework for sustainable distributed employment. The assessment concerns employees in the evidenced US population, with international mobility remaining subject to the employer’s rules and the limits of a particular assignment.

Tier III — Specialist Software & Technology Employers

(Alphabetical order)

Atlassian

Employing entity / assessed group: Atlassian group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Principal offices: Sydney, Australia, and San Francisco, California, United States (principal offices)
Founded: 2002

Atlassian’s Team Anywhere model gives its employment proposition a distinctive operating structure. The US benefits page identifies remote-work support, ergonomic resources and access to learning, rather than treating location flexibility as an informal favor from an individual manager. This is relevant to distributed collaboration because employees need practical equipment and development access as well as permission to work away from an office.

Great Place To Work’s May 2026 US profile reports 74% positive overall workplace responses. That country-specific result is assessed alongside the US policy material. It is not extrapolated to Atlassian’s Australian or other international employees, whose employment terms and working arrangements have separate local contexts.

Atlassian’s inclusion recognizes a defined distributed-work framework with observable employee support. Its career materials also identify learning resources and a tuition budget, giving flexibility a development dimension.

Cadence

Employing entity / assessed group: Cadence group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: San Jose, California, United States
Founded: 1988

Cadence offers live and on-demand learning, leadership development and mentorship matching. Technical and professional-skills resources support specialist careers that require collaboration across design teams and customer organizations. Share purchasing and a bonus program are described separately from learning.

The April 2026 US Great Place To Work profile reports 88% positive overall workplace responses. The profile also records employee gatherings such as the Cadence Voices conference. Such events provide evidence that staff programs take place, while the survey result supplies a different, employee-derived perspective on the workplace.

Cadence is included for a development framework that accommodates specialist contributors as well as future leaders. Its volunteering support includes employee-directed opportunities, adding participation beyond the immediate job. The assessment concerns employment at Cadence, not the technical quality of its EDA tools or the employment conditions of engineers who use them elsewhere.

Cyera

Employing entity / assessed group: Cyera group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Company-listed headquarters: New York, United States, and Tel Aviv, Israel (company-listed headquarters)
Founded: 2021

Cyera presents an employment model built around direct feedback, collaboration and opportunities to take responsibility during growth. Its careers page distinguishes different job families and describes employee benefits, while identifying headquarters in both New York and Tel Aviv.

The November 2025 US Great Place To Work profile reports 99% positive overall workplace responses and is associated with the provider’s 2026 technology listing. This is a strong published staff signal within that population. It does not, by itself, provide the depth of a detailed training-uptake or career-progression disclosure.

Cyera is included for current employee endorsement and a concrete employment presence in data security. Its assessment gives less weight to unquantified development promises than to documented programs elsewhere in the comparison. That keeps rapid business growth separate from an automatic claim that every employee receives a stronger or more sustainable career.

Databricks

Employing entity / assessed group: Databricks group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: San Francisco, California, United States
Founded: 2013

Databricks offers careers spanning engineering, field engineering, customer success and corporate functions. Its published benefits and hybrid-work information are complemented by employee-network activities. The University Program identifies engineering hackathons and structured activities for interns and new graduates, providing a concrete development route whose early-career scope is kept distinct from longer-term advancement for experienced staff.

The US Great Place To Work profile was updated in July 2026 and reports 93% positive overall responses. Published item findings address responsibility, adaptability, pride and confidence in management. These observations support the view that employees have meaningful scope in their work, without establishing a standardized promotion rate.

Databricks is included for the combination of a strong current staff signal, identifiable occupational pathways and a documented employment offering. Development is assessed through the available workforce material, with less weight placed on unsupported assumptions about training depth. The evaluated population excludes external platform developers, customer employees and implementation partners.

Gong

Employing entity / assessed group: Gong group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: San Francisco, California, United States
Founded: 2015

Gong’s careers materials describe professional and social employee communities alongside health, family and career support. These structures create ways for staff to build connections outside the immediate reporting line. The business also identifies different technical and commercial career opportunities, which is relevant to an employer where product development and customer-facing work have different day-to-day demands.

The US Great Place To Work profile was updated in November 2025 and reports 94% positive overall workplace responses. It also records gatherings across several international offices. The survey finding remains specific to the US population; the international examples illustrate activity without establishing identical employee experience in each location.

Gong is included for the combination of a strong current employee signal and a recognizable support and community framework. Its published descriptions of learning through commercial work are not treated as a formal qualification or a measured advancement outcome.

HubSpot

Employing entity / assessed group: HubSpot group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Cambridge, Massachusetts, United States
Founded: 2006

HubSpot makes employee learning relatively concrete through Learn@HubSpot, AI training, a Fellows development program and a books program. Its benefits materials also identify support for growing families, with some provisions subject to legal availability. Together, these provide a clearer employment proposition than a broad promise that joining a software business will automatically accelerate a career.

The August 2026 US Great Place To Work profile reports 72% positive overall workplace responses. The current profile also describes remote-work options and international office connections. Only the US employee evidence is used for the assessment; photographs and employer-selected stories are treated as illustrations of implementation rather than representative staff findings.

HubSpot is included for its identifiable internal learning infrastructure and documented employee support, balanced against the published overall response. Its learning offering to external customers is not counted as an employee outcome.

Intuit

Employing entity / assessed group: Intuit group — United States and Canada operations.
Assessed workforce: United States and Canada direct-employee cohorts, assessed separately; contractors and customer/partner workforces excluded.
Headquarters: Mountain View, California, United States
Founded: 1983 (operations began; incorporation in 1984)

Intuit connects development with Global Engineering Days, mentoring and ongoing learning. Its Canadian careers material identifies engineering and other technology roles alongside health insurance, paid vacation and family support. A published Canadian benefits guide separately describes wellbeing and neurodivergence support for regular employees, with its stated policy period retained.

The July 2026 US Great Place To Work profile reports 70% positive overall workplace responses. The Canadian provider profile reports 92% and includes 2025 recognition. These are different country observations with different public date information. The older Canadian record does not replace the newer, lower US result or establish an improved worldwide employee score.

Intuit is included for implemented development activity and a documented employee-support framework across the evidenced populations. The assessment retains differences rather than averaging them away. Canadian benefit descriptions are not transferred to American employees, and customer, partner and independent professional workforces remain outside the assessed group.

Lumin Digital

Employing entity / assessed group: Lumin Digital group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: San Ramon, California, United States
Founded: 2016

Lumin Digital describes a remote-first working model with periodic in-person collaboration. Its published employee profile also identifies a founder meeting for new hires, making onboarding a direct point of contact with the organization’s history and direction. This is a concrete mechanism for connecting a distributed workforce, rather than assuming that employees absorb company context simply by joining online meetings.

The February 2026 US Great Place To Work profile reports 100% positive overall workplace responses. That is a published result for its covered population, not proof that every individual answer to every survey question was favorable. Exact respondent counts and fieldwork dates remain undisclosed in the public material reviewed.

Lumin is included for that strong employee signal and an identifiable employment model built around connection and onboarding. Public disclosure of longer-term career outcomes is more limited than the description of team practices.

Paylocity

Employing entity / assessed group: Paylocity group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Schaumburg, Illinois, United States
Founded: 1997

Paylocity’s employment materials bring healthcare, family support and professional growth into the same workforce proposition. Its published corporate-responsibility information identifies mental health, fertility and maternity-care support, while its careers pages describe development and resources for employees. The relevant evidence is the provision for Paylocity’s own workforce, rather than the benefits-administration functionality it sells to customers.

The May 2026 US Great Place To Work profile reports 72% positive overall workplace responses. That published employee result is retained alongside the employer’s descriptions of inclusion and learning. It prevents the assessment from assuming that a people-software business necessarily produces uniformly strong employee experience simply because of its product category.

Paylocity is included for an identifiable support offering with an independently administered employee evidence source. The package addresses several life stages, while the available public record is less specific about individual advancement outcomes.

Rubrik

Employing entity / assessed group: Rubrik group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Palo Alto, California, United States
Founded: 2014

Rubrik’s careers materials describe employee communities supported by executive sponsors, mentoring and investment. These give professional connection a more practical basis than an unstructured invitation to network. The employer also presents wellbeing support and career opportunities across technical and commercial roles, providing several entry points into a business organized around data security and resilience.

Great Place To Work’s March 2026 US profile reports 87% positive overall workplace responses. This supplies a country-specific employee perspective that is separate from Rubrik’s security capabilities or customer satisfaction. Those external product outcomes do not establish how manageable work is for the people building, selling and supporting the platform.

Rubrik is included because the evidence connects staff endorsement with recognizable support and development mechanisms. Mentoring within employee communities is especially relevant to access, since useful professional relationships need not arise automatically in a growing company.

SailPoint

Employing entity / assessed group: SailPoint group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Austin, Texas, United States
Founded: 2005

SailPoint describes career development alongside health plans, financial support and a people-centered approach to work. Its careers material spans specialist technical and customer-facing roles, making the employment proposition broader than a single research or engineering track. The assessment considers whether those roles sit within a coherent support framework, rather than giving credit for the importance of identity security as a customer service.

Great Place To Work’s US profile, updated in December 2025, reports 93% positive overall workplace responses. Published workforce examples include staff participation in community activity and company gatherings. Those examples establish context around employment; the independently administered survey is the principal basis for the employee-experience judgment.

SailPoint is included for current staff endorsement and an identifiable benefits and development offering. Its US workforce is assessed as a defined employer group, without turning international office presence into proof of identical local terms.

Salesforce

Employing entity / assessed group: Salesforce group — United States and India operations.
Assessed workforce: United States and India direct-employee cohorts, assessed separately; contractors and customer/partner workforces excluded.
Headquarters: San Francisco, California, United States
Founded: 1999

Salesforce supports development through Trailhead, mentoring and regular coaching. In India, its documented returnship combines mentorship, skill refreshers and project-based assignments. The regional employer material also identifies learning stipends and internal mobility support, giving development a country-specific implementation context rather than relying entirely on a global culture statement.

Great Place To Work’s US profile, updated in May 2026, reports 77% positive overall workplace responses. Its India provider separately identifies the employee population and 2026 workplace recognition under published participation and response-audit requirements. The Indian finding is not assigned the American percentage, and the two populations are not combined into a worldwide survey result.

India-based parenting circles, employee groups, mental health resources and paid volunteering complement the career framework. Salesforce is included for these identifiable employment mechanisms and employee-derived evidence, with the more moderate US result retained in the assessment. Country-specific terms remain attached to the workforce they cover.

ServiceNow

Employing entity / assessed group: ServiceNow group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Santa Clara, California, United States
Founded: 2004

ServiceNow publishes distinct work personas that separate office-affiliated and remote arrangements. Its careers materials also describe internal opportunities, mental health resources, family-planning support and employee belonging groups. Naming the work arrangements is useful because a candidate can distinguish the structure of a particular role from a general company statement about flexibility.

The current US Great Place To Work profile, updated in October 2026, reports 67% positive overall workplace responses. An older language-version page showed a substantially higher figure. This assessment uses the newer profile and does not present the earlier result as current employee sentiment.

ServiceNow is included for a documented employment and mobility framework supported by an identifiable employee survey source, with the more restrained current staff result reflected in its assessment. Its products for other companies’ employees are not credited as proof of conditions inside ServiceNow.

Synopsys

Employing entity / assessed group: Synopsys group — US operations. Acquired brands consolidated.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Sunnyvale, California, United States
Founded: 1986

Synopsys describes a broad learning offering that includes on-demand resources, leadership development and tuition reimbursement for eligible employees. Its benefits information also identifies health coverage, time away and family support, with programs tailored to location. These are relevant to a workforce whose technical expertise must evolve over a long career rather than remain fixed at the point of hiring.

Great Place To Work’s May 2026 US profile reports 84% positive overall workplace responses. The published workforce material provides a current employee perspective alongside the employer’s own benefits descriptions. It does not establish that every employee in an acquired business received identical arrangements immediately after integration.

Its inclusion recognizes identifiable educational support and wider life-stage resources. The evidence is used for the stated US cohort, with local eligibility retained wherever a particular benefit depends on employment status or country.

Varonis

Employing entity / assessed group: Varonis group — US operations.
Assessed workforce: US direct employees in the published country survey; contractors and customer/partner workforces excluded.
Headquarters: Miami, Florida, United States
Founded: 2005

Varonis publishes a careers framework that emphasizes realistic role descriptions, professional growth and support for employees’ lives outside work. Its US benefits information separately describes share purchasing and a range of insurance and financial arrangements. Giving candidates a clearer account of requirements and job scope is relevant to employment quality because expectations begin before the first working day.

The February 2026 US Great Place To Work profile reports 88% positive overall workplace responses. The employer’s careers page also highlights welcoming new colleagues and documents community-giving mechanisms. These sources serve different purposes: the employee research supports experience, while the employer material identifies the arrangements intended to support it.

Varonis is included for that combination of staff evidence, role clarity and a documented support package. The employment assessment remains separate from data-protection efficacy and does not extend to customer security teams using Varonis products.

Remarks

Tier I presents the five strongest assessed results in order under the declared criteria. Tiers II and III are alphabetical bands. The comparison recognizes different employment models, including large technical organizations, distributed software businesses and smaller specialists.

Workforce scope is central to interpretation. US, Indian and Canadian findings are assessed within their named populations, using regional provider methods. Country results are not averaged. Respondent counts, response rates and exact field dates are explicitly undisclosed where unavailable. The review does not represent access to proprietary responses or a worldwide employee census.

Policy and experience remain distinct. Benefits documentation establishes an offering and its conditions, while employee research supplies a perspective on work. Neither creates a guarantee about future staffing, a particular manager or an individual promotion. A profile updated in an earlier year is identified as such, even when the provider separately includes the employer in a current list.

Future editions may change when employee evidence, ownership or employment arrangements change. Corrections should preserve the permanent series definition and make material factual changes clear. The editorial assessment is independent of commercial recognition, and a provider’s willingness to license a badge cannot establish eligibility or improve a placement.

Recognition

Inclusion in the Top 30 Software & Technology Employers 2027 ranking is an editorial determination of The Economy Rankings and does not require licensing, advertising, sponsorship, or other commercial participation.

Ranked organizations may factually refer to their inclusion in the ranking in their own communications. When describing the result, entities should accurately reflect the tier structure and methodology used in the published ranking.

How the ranking should be interpreted

Tier I represents the Top 5 entities, and the published order within Tier I reflects the ranking order.
Tier II represents entities ranked within the Top 15, following Tier I. Entities within Tier II are displayed alphabetically; their displayed order should therefore not be interpreted as an individual numerical ranking.
Tier III represents entities ranked within the Top 30, following Tiers I and II. Entities within Tier III are also displayed alphabetically, and their displayed order should not be interpreted as an individual numerical ranking.
An entity's tier, rather than its alphabetical position within Tier II or Tier III, should therefore be used when describing its standing.

Referencing the ranking

Depending on the entity's published tier, appropriate factual descriptions may include:

Tier I: “Ranked Tier I” or “Ranked among the Top 5”
Tier II: “Ranked Tier II” or “Ranked among the Top 15”
Tier III: “Ranked Tier III” or “Ranked among the Top 30”

Entities should not describe an alphabetical position within Tier II or Tier III as a specific numerical rank.

Use of The Economy Rankings recognition materials

Editorial inclusion in a ranking does NOT by itself grant permission to use The Economy Rankings badges, seals, logos, official recognition graphics, licensed quotations, or other proprietary recognition materials.

Organizations wishing to use official The Economy Rankings recognition materials in corporate websites, marketing materials, investor communications, client presentations, social media, press releases, or other external communications should refer to the applicable licensing terms and usage policies:

The Economy Rankings License Structure — available licence levels and permitted recognition uses
The Economy Rankings License Structure | The Economy Rankings
The Economy Rankings License Policy — licensing conditions governing use of The Economy Rankings recognition, marks, and related materials
The Economy Rankings License Policy | The Economy Rankings
Recognition Use Guide — guidance on permitted wording, presentation, attribution, and use of ranking recognition
Recognition Use Guide | The Economy Rankings

Purchasing or holding a recognition-materials licence does not confer inclusion or a higher tier.

Recognized organizations may reference the designation in: