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

EMPLOYEE RATINGS

     

This review is based on 27 employee surveys, with a 90% confidence level and a margin of error of ± 3.05. It was published on Jul 18, 2017. 2604 Visitors

What Employees Say

I'm proud to tell others I work here.
100%
 
People celebrate special events around here.
100%
 
People care about each other here.
100%
 
Management is honest and ethical in its business practices.
100%
 
People here are willing to give extra to get the job done.
100%
 

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: http://www.energyby5.com/ Industry: Professional Services
US Headquarters: Irving, Texas, 75038 US Sites: 4
Major Locations: Irving, Texas; New Jersey, New York; Fort Worth, Texas; Houston, Texas US Employees: 29
Worldwide Revenues: $9.0 million Employees Worldwide: 29
Corporate Structure: Private Founded: 2011

5 has been awarded:

Best Small Workplaces 2016 (ranked 30)


Collecting Bears for Children's Hospital

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.
  • 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 each year. 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.
  • 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 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.
  • 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.
  • 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 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.

COMPENSATION BY THE NUMBERS

$135,000 Average salary and additional cash compensation for Energy Advisor80% Company-paid health coverage for employees
80% Company-paid health coverage for dependents

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Restricted stock units
Finishing Our Morning Skype Call

WORK-LIFE BALANCE BY THE NUMBERS

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

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (80% use it)
  • Telecommute option (50% use it)
  • Job sharing (40% use it)
  • Onsite Amenities (Always provides areas for relaxation, beer and wine, snacks and drinks Periodically provides massage, catered lunch, and car detailing)

FAMILY CARE BY THE NUMBERS

90 days Job-protected maternity leave (including FMLA/STD) 90 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
90 days Average length of maternity leave new mothers take30 days Job-protected paternity leave (including FMLA)
30 days Fully-paid paternity leave (does not include personal vacation or paid time off)*20 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. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • 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 Yes Recycling program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 2 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

 
High 5, Y'all

DEMOGRAPHICS

 
Dress-up Day

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. 

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.  Business Unit Leader for Small Commercial Sales and Service 

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

6 Forecasted positions to fill in coming year 4% Job Growth
60 Average applicants per opening 300 Total job applicants
33% 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.

Related Companies