At HoneyBook, 98 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 60 employee surveys, with a 90% confidence level and a margin of error of ± 3.67. It was published on Nov 21, 2018. 269 Visitors

What Employees Say

People care about each other here.
100%
 
Management is honest and ethical in its business practices.
100%
 
People here are given a lot of responsibility.
100%
 
Management hires people who fit in well here.
100%
 
This is a psychologically and emotionally healthy place to work.
100%
 

What They Do

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

HoneyBook is a business management platform for creative entrepreneurs that centralizes and automates workflow, digital payments, and generates business opportunities for our customers. We champion technology as our ally in celebrating human passion and originality.

About this Company

Website: www.honeybook.com Industry: Information Technology
US Headquarters: San Francisco, California, 94107 US Sites: 1
US Employees: 69 Employees Worldwide: 103
Corporate Structure: Private Founded: 2013

The Operations quarterly team outing at San Francisco’s Candytopia

Perks and Programs

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

  • External Advisor Program: Everyone at HoneyBook has the opportunity to have an external advisor as a part of their development. An external advisor is someone outside of the company who can advise on topics specific to an employee’s role. Typically in companies, advisors are reserved for executive team members. However, at HoneyBook, we want everyone to have access to this type of resource. Along with the opportunity to help us build at HoneyBook, advisors receive stock options in the company.
  • Development Budget: People come first at HoneyBook, and we want to make sure all employees are constantly developing. A good portion of development comes from simply from being here everyday, learning in one’s role, and taking on new challenges. To assist with development efforts outside of that, HoneyBook provides a $50 monthly development budget. Employees get creative with how they use these funds, from photography classes to boost our employer brand, to pooling money together to host a workshop on Excel in the office, to courses on data analytics. To ensure we are taking advantage of this program, HoneyBook sends out a monthly guide that promotes workshops, conferences and classes happening that month in the area.
  • Quarterly HoneyAwards: We know how important recognizing great work is. We have informal channels like our #wins-and-shoutouts Slack channel (that is updated daily, sometimes hourly), and more formal channels like the quarterly HoneyAwards. The HoneyAwards are a time to reflect back on the previous quarter and recognize each other for outstanding contributions. We have two types of awards: Impact Award and Core Values Award. The Core Value Award is chosen by our employees via a nomination form. We encourage everyone to nominate someone who has done an exceptional job of upholding our five core values. Our Leadership team decides on the Impact Award, choosing the winners with a focus on team effort, new initiatives or projects, or outstanding performance of an individual. Besides the recognition from Leadership and peers, the winners are awarded with equity.
  • One Office Mindset: With employees around the world, mostly in San Francisco and Tel Aviv, we’re always thinking of ways to keep everyone connected and feeling like one office. Our days (our shared working days are Monday-Thursday) start with an all company video meeting. It’s a quick way to connect, see each other, and keep informed about everything happening. If we’re doing something in one of the offices, we’re doing it in the other, like our Bring Your People Work day, where friends and families visited the offices. Our offices are even designed to resemble one another so that no matter where you are located in the world or which office you work in, you know you are at HoneyBook. The office mindset is all about feeling a part of the HoneyBook family, no matter where you are.
  • HoneyBuddy Program: Onboarding is crucial to the success of a new hire. A big part of a new hire feeling at home is making connections. Our HoneyBuddy program pairs new hires up with a buddy from another team – this person greets the new hire on their first day, shows them around, takes them to lunch, and is their go-to person for any questions. Not only do HoneyBuddies help acclimate new hires into the new office environment, but they are also culture champions that promote inclusion. Any employee who wishes to be a HoneyBuddy is encouraged to participate in the program.
  • Volunteer Time Off: Every quarter, we give employees a half day of Volunteer Time Off (VTO). Employees are encouraged to take time off to give back to the community that allows us to be here. Our employees are given full autonomy over where they choose to donate their time. We realize that everyone has different passions that drive them, so we use VTO as a time to not only give back to the community, but to also connect with each other on a another level outside of work.
  • Philanthropy Month: We believe that we’re only as strong as the communities around us, and we are dedicated to supporting non-profits and organizations we are passionate about. November 15th is National Philanthropy Day, and we take the whole month to highlight the impact and importance of giving back. We organize Philanthropy Month every November where local chapters of our community of creatives donate time and energy to serving locally in their communities. To date, we’ve given $100,000+ to non-profits and organizations including The School Sessions, U.S. Dream Academy, The Birthday Party Project, Thirst Relief, Pencil of Promise, Direct Relief, and more.

COMPENSATION BY THE NUMBERS

95% Company-paid health coverage for employees 70% Company-paid health coverage for dependents

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
The Tel Aviv office celebrates Pride

WORK-LIFE BALANCE BY THE NUMBERS

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

FAMILY CARE BY THE NUMBERS

130 days Job-protected maternity leave (including FMLA/STD) 80 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Job-protected paternity leave (including FMLA)30 days Fully-paid paternity leave (does not include personal vacation or paid time off)

FAMILY CARE PROGRAMS

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

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

16 hours Paid time off to volunteer $5,000 Philanthropic 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
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
Employees using their Volunteer Time Off to help out at Project Open Hand in San Francisco

DEMOGRAPHICS

 
Team night out at SF MOMA

How to Get Hired

We asked HoneyBook 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?

HoneyBook stands by its core values, and rather than looking for “culture fits”, we hire “core values fits” because these are the guiding principles for the company. Our employees are entrepreneurial, collaborative, tenacious, curious, positive, and mission-driven. We look for these competencies in all prospective employees.  Prospective employees should be passionate, both in their work and their life outside of work, and wish to share that passion with others. HoneyBook employees are unique and come from diverse backgrounds. We value authenticity and prospective employees should bring their whole self to work.

What can prospective employees do to get your attention?

While cover letters are optional in HoneyBook’s application process, our talent team reads through every single letter that is submitted. Writing a notable cover letter is a sure way to get the talent team’s attention. Cover letters that express interest in not only the role, but more importantly, interest in HoneyBook as a company, stand out. Every employee is considered a builder of HoneyBook and we look for people who rally behind our mission and want to take HoneyBook to the next level. We also champion the power of referrals. If you have a 1st, 2nd, or even 3rd degree HoneyBook employee in your network, leverage them throughout the interview process.

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

As a fast-paced startup, HoneyBook is constantly evaluating business needs and adjusts hiring based on these needs. We are always looking for exceptional talent for every department. HoneyBook’s careers page is regularly updated with new openings that fit our current needs.

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

We love showing the world what it is like to work at HoneyBook, so social media is the best way for prospective employees to get a better understanding about life at HoneyBook. Prospective employees should follow @wearehoneybook on Instagram to see what events are happening around the office. While there, make sure to search #wearehoneybook to see even more posts.  Check out our Glassdoor page to see the remarkable comments employees are leaving about HoneyBook. Prospective employees should also read our Medium blog where they can find posts written by employees. Our careers page lists all current openings and prospective employees are encouraged to apply to an opening that aligns with his or her background.

hiring Outlook

112 Average applicants per opening 3,915 Total job applicants
27% New hires by employee referrals
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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