At 5, 100 percent of employees say their workplace is great.



This review is based on 26 employee surveys, with a 90% confidence level and a margin of error of ± 4.39. It was published on Jul 21, 2016. 1879 Visitors

What Employees Say

I'm proud to tell others I work here.
People celebrate special events around here.
People care about each other here.
Management is honest and ethical in its business practices.
People here are willing to give extra to get the job done.

What They Do

We asked 5 to explain what they do. Here is what they had to say.

5 helps customers with decisions around electricity and natural gas including when to procure power, how to use it differently, how to be more effecient and how to make money using their power assets.

About this Company

Website: Industry: Professional Services
US Headquarters: Irving, Texas US Sites: 4
Major Locations: Irving, Texas; New York, New York; Fort Worth, Texas; Houston, Texas US Employees: 28
US Revenues: $8.1 million Worldwide Revenues: $8.1 million
Corporate Structure: Private Founded: 2011

5 has been awarded:

Best Small Workplaces 2016 (ranked 30)

Pit Crew Appreciation Coffee Mugs

Perks and Programs

We asked 5 to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Pit Crew Appreciation Week: The first week of June each year is Pit Crew Appreciation Week. The company finds unique ways to surprise and thank our back office employees through meaningful gifts, services and heartfelt messages. Example of past prizes include customized shoes, car detailing, wine-of-the month clubs, and video messages from every member of the sales team.
  • Quarterly Incentive Trips: Each quarter advisors are eligible to win a trip worth $3,000 to the destination of their choice for their family. There is no limit on how many times they can win the trip.
  • Families Welcome Anytime: We treat each other like family but recognize that our real families come first. In addition to allowing employees to leave the office to care for family members or to work from home we also allow kids and spouses at the office anytime and in some cases children come to work for an entire day or week. The employees take turns talking and playing with the visiting kids and the office has a fresh excitement on those days.
  • Titles at 5: We allow our employees to determine their titles and ask them to work together to create some alignment between employees in similar roles. Some of our current roles include Pit Boss, Sr. Zoltar, Center of Gravity, and Director of Everything Else.
  • Leadership Coffee Talks: Each month 5 brings in a speaker/presenter from outside the company to provide insight or education on a topic that helps to form the individuals in the company. Most of the topics are not specific to our industry and include topics like reading body language, personal finance planning, and the art of story-telling. Participants within the company join the conversation in person and over Skype.
  • No vacation policy or set work hours: At 5 we treat employees as fully-formed adults and expect them to act that way. This means that employees are in charge of their vacation scheduling, time-off for personal needs, sick-leave and even their daily work schedules and work locations. We only ask that they coordinate with others in their work group and don't abuse the freedom afforded to them.
  • Company Letters from the President: Since our inception, President Brian Hayduk has written a monthly letter for all to read that is thoughtful, motivating and often vulnerable. Brian uses this forum to reinforce the daily-life for an employee by being transparent, by soliciting input and by challenging all of us to live by the core values and define excellence in our industry.
  • Morning Skype Calls: Each morning we start the day by having most of our employees join into a Skype meeting called TMZ. This serves as our kickoff to the new day, allows everyone to hear a quick update on what is happening and keeps remote employees plugged into the culture and conversation of the main office.
  • Company share of medical benefits: 5 pays 80% of the monthly benefits premiums for employees, spouses and dependents. We use ADP Total Source as our PEO and we are often told that the amount we pay for employees' and their families is extremely rare.


$95,000 Average salary and additional cash compensation for Energy Advisor80% Company-paid health coverage for employees
80% Company-paid health coverage for dependents $5,000 College Tuition Reimbursement


  • 401(k)
  • Restricted stock units to employees
  • Pre-tax savings account


  • Free snacks during the day
  • Free lunch on a regular, daily basis
  • Free beverages during the day
Fun Afternoon at the Gun Range


Unlimited Paid time off after one year of full-time employment Unlimited Paid sick days after one year of full-time employment


  • Flexible schedule (80% use it)
  • Job sharing (40% use it)
  • Telecommute option (50% use it)
  • Phased retirement planning (5% use it)


90 days Job-protected maternity leave90 days Fully-paid maternity leave (does not include personal vacation or paid time off)
100 days Average length of maternity leave new mothers take30 days Job-protected paternity leave
30 days Fully-paid paternity leave (does not include personal vacation or paid time off)25 days Average length of paternity leave new fathers take
90 days Job-protected parental leave for adoptive parents90 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy

Community Involvement & Philanthropy

$12,000 Philanthropic donations in last year $3,000 Total company-matched employee donations in last year


  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave
BATMAN Outfits


Northeast Team Meeting

How to Get Hired

We asked 5 for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We use a personality profile test to first screen candidates for job fit and then look for candidates who are optimistic, interested in helping others and capable of operating with a high level of autonomy. 

What can prospective employees do to get your attention?

A perspective employee can impress us through the quality of their questions and listening skills to engage with us on a meaningful level. We also remember candidates who are not afraid to vulnerable and do not try to appear perfect. 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We have a robust back-office team so our primary focus in the coming year is to find Energy Advisors (outside sales reps) throughout the US and Mexico. 

What should interested candidates do to find out more and get started?

Read the information on our website, including our publications, and try to find out why we get excited to come to work each day. Then apply for our open jobs and reach out to us via email or LinkedIn. 

hiring Outlook

6 Job openings forecast for coming year 58 Average applicants per opening
350 Applications received 5 Positions filled in past year
20% New hires by employee referrals 2 New positions created
Yes Recruits on college campuses 1 New graduates hired
7% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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