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 ± 3.16. It was published on Jul 9, 2018. 6210 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 advises clients on decisions concerning electricity and natural gas including when to procure power, how to use it differently, how to be more efficient and how to monetize their power assets.

About this Company

Website: Industry: Professional Services
US Headquarters: Irving, Texas, 75038 US Sites: 3
Major Locations: Fort Worth, Texas, 76101; Newark, New Jersey, 07101; Houston, Texas, 77080 US Employees: 27
US Revenues: $11.3 million Worldwide Revenues: $11.3 million
Employees Worldwide: 29 Corporate Structure: Private
Founded: 2011

5 has been awarded:

Best Workplaces in Texas 2018 (ranked 16)

Best Small Workplaces 2017 (ranked 20)

Best Small Workplaces 2016 (ranked 30)

Lots of 5 Swag

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: We designate one week each summer as National 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, company-branded beers and ice chests, and video messages from every member of the sales team.
  • Incentive Trips for Energy Advisors: Each quarter our Energy Advisors are eligible to win a trip worth $3,000 to the destination of their choice and they are allowed to bring any family or guests of their choosing. Advisors can win up to 4 trips each year, one per quarter. There is also an end-of-year incentive trip award for any advisor that crosses a certain sales threshold and the best part is that the value of the annual trip award doubles if the entire team hits our collective goal for the year.
  • 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. Even our employees' dogs visit on occassion.
  • Titles at 5: We allow our employees to determine their titles and ask them to work together to create alignment between employees in similar roles. Some of our current roles include Pit Boss, Sr. Zoltar, VP of Client Enthusiasm and Utility Infielder.
  • Leadership Coffee Talks: Throughout the year 5 brings in guest speakers to provide insight or education on a topic that helps to grow and form our employees. Most of the talks 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 group video chat.
  • No Vacation Policy, No 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 locations. We only ask that they coordinate with others in their work group and don't abuse the freedom afforded by this lack of a formal policy. We firmly believe that rest and relaxation are important parts of productivity which is why our senior leadership takes regular vacations and actively encourages employees to achieve that same balance.
  • Monthly 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. Most letters include a post script where Brian shares lessons learned from his son or daughter which allows our team to feel a connection to Brian's family as the kids grow and the topics evolve.
  • Group Video Chats Each Morning: Each morning we start the day by having most of our employees join into group video meeting that we call TMZ. This serves as our kickoff to each new day, allowing everyone to hear quick updates and keeping remote employees engaged in the culture and conversation of the main office. One of the highlights of each TMZ is the question of the day which can be funny, thought-provoking or sometimes very deep.
  • Company share of Medical Benefits: 5 pays 80% or more of the monthly benefits premiums for employees, spouses and dependents. We utilize the services of a PEO and we are often told that the amount we pay for employees' and their families is extremely rare.
  • Unique Company Handbook: Rather than write a set of rules for employees to follow, 5 purchases copies of a beautiful coffee table book on leadership called Cowboy Ethics and lets each member of the team know that they are expected to adhere to the Code of The West.


$130,000 Average salary and additional cash compensation for Energy Advisor80% Company-paid health coverage for employees
80% Company-paid health coverage for dependents


  • 401(k) or 403b Program
  • Restricted stock units
Our Pit Crew (aka back-office)


Unlimited Vacation Paid time off Unlimited Sick Paid time off
Unlimited Paid time off as of first day of full-time employment


  • Flexible schedule (80% use it)
  • Telecommute option (50% use it)
  • Job sharing (40% use it)
  • Onsite Amenities (Food - healthy snack options Drinks - coffee, sodas, beer, wine)


90 days Job-protected maternity leave (including FMLA/STD) 90 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
30 days Job-protected paternity leave (including FMLA)21 days Average length of paternity leave new fathers take
90 days Job-protected parental leave for adoptive parents (including FMLA)*90 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.


  • Lactation room(s)
  • Paid sick leave to care for a child or relative

Community and Environmental Impact

20 hours Paid time off to volunteer $15,000 Philanthropic donations in last year
$3,000 Total company-matched employee donations in last year


  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 1 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity


Workforce Diversity

Administrative Assistant Appreciation


Christmas Swag

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 hire for character and culture fit first, capability and professionalism second. We look for employees who act like business owners, who believe that teams can achieve more than individuals and for folks whose eithcs are impeccable on and off the field. 

What can prospective employees do to get your attention?

We love when we get a well-written note, by email or especially by hand, that demonstrates the candidate's effort and their understanding of our company and our culture.  We also want to hear thoughtful questions from candidates to better understand their thought process and their ability to dive-deeper into constructive dialogue. 

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

Energy Advisors - a business development role that consists of front-end sales and consultative service. Sales Associates - entry-level sales position that makes cold calls and sets appointments for Energy Advisors

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

Spend time on our website including the company timeline and videos. Connect with us on LinkedIn to learn more about our people. Reach out and start a conversation. 

hiring Outlook

4 Forecasted positions to fill in coming year -4% Job Growth
70 Average applicants per opening 350 Total job applicants
60% New hires by employee referrals 7% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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