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



This review is based on 39 employee surveys, with a 90% confidence level and a margin of error of ± 2.11. It was published on Mar 16, 2017. 2667 Visitors

What Employees Say

I'm proud to tell others I work here.
People care about each other here.
Management is honest and ethical in its business practices.
I am given the resources and equipment to do my job.
I believe management would lay people off only as a last resort.

What They Do

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

TruQua is a boutique SAP (enterprise management software) consulting and software development firm. We help Fortune 500 companies organize and analyze their financials using SAP, allowing them greater visibility into how their company is running.

About this Company

Website: Industry: Professional Services
US Headquarters: Chicago, Illinois, 60601 US Employees: 48
Corporate Structure: Partnership; Private Founded: 2010

TruQua Enterprises has been awarded:

Best Workplaces in Chicago 2017 (ranked 11)

All Hands: Company Wide Meeting

Perks and Programs

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

  • Wellness Initiative: TruQua greatly values personal wellness and provides a number of activities to help encourage the wellness of its employees. We've held rowing events, invited personal trainers onsite for mini workouts, teaching sessions on diet and nutrition, and having Wellness Days which provide extra time off. We also subsidize $550 per person per year for the use of the onsite full service fitness facility.
  • Flexible Work Schedules: TruQua values emotional wellness by encouraging work-life balance through flexible scheduling, allowing employees to work from home as needed. We have a headquarters, but employees are not required to relocate if they do not wish. In addition, TruQua honors requests for reduced travel, reduced hours and personalized work schedules outside our industry norm in order to accommodate the needs of our employees.
  • Employee Appreciation: TruQua thanks its employees with year-round company-sponsored events like Happy Hours and lunches. We also plan several company-sponsored events that both employees and their spouses/SOs and families such as a musician and ice cream social in the park and baseball games. Finally, we have two major employee appreciation events a year where we pay to fly all team members and family into Chicago: our company-wide summer cruise around Lake Michigan and our winter Holiday celebration dinner and awards ceremony. In 2016 alone, we held over a dozen events.
  • Social Responsility Program: TruQua encourages employees to share their personal community service interests through a employee-driven, grassroots program. TruQua supports those efforts whenever asked. For example, we recently sponsored employees for “Swim for America,” and raised thousands of dollars for cancer research.
  • Bonus / Revenue Sharing: TruQua hands out revenue-sharing bonuses quarterly to a majority of employees. It is not rare for bonuses to be over $10,000 for a single quarter, and some individuals have reached over $50,000 in a single year. While we already pay highly competitive salaries, a robust bonus program for all our revenue-generating employees is important to show that TruQua's success is everyone's success. In addition, all employees are also eligible for performance bonuses of up to $10,000 for hitting major milestones or goals.
  • Employee Engagement: TruQua works hard to ensure high employee satisfaction. We do a monthly employee satisfaction survey to measure employee engagement in addition to spot surveys following larger events. We also have individual quarterly pulse checks - called GPS check-ins - with every employee to gauge how they are doing. GPS stands for "Growth, Plan and Support" and we discuss the employee's career growth and how we can better support their goals.
  • Career Development: TruQua believes we are only as good as our employees and thus invests heavily in career development. We hold monthly KTS (Knowledge Transfer Sessions), sponsor conference attendance and encourage conference presentation. We also fully reimburse employees for any training programs they wish to take from technical classes to soft skills classes like improving English or public speaking skills. Finally, we have a yearly weeks long training program for new employees.


75% Company-paid health coverage for employees 75% Company-paid health coverage for dependents
75% Company-paid health coverage for part-timers 24 hours Weekly hours required for part-timers to receive health insurance
Summer Employee Appreciation Cruise


22 days Paid time off after one year of full-time employment 16 days Paid time off after one year of part-time employment
5 days Paid sick days after one year of full-time employment 3 days Paid sick days after one year of part-time employment


  • Flexible schedule (100% use it)
  • Telecommute option (100% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Subsidized full service fitness center access (workout classes, includes blood pressure screenings,nutrition workshops, stress management sessions, diabetes education, chair massages, etc), snacks, coffee, indoor parking, and retail and restaurants within the building)


180 days Job-protected maternity leave (including FMLA/STD) 90 days Average length of maternity leave new mothers take
180 days Job-protected paternity leave (including FMLA)180 days Job-protected parental leave for adoptive parents (including FMLA)*


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


  • 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

Summer Cruise Happy Hour


TruQua Rowing Event

How to Get Hired

We asked TruQua Enterprises 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?

Our core values are "Smart, Driven and Nice." It is crucial for us to have the smartest people because we are dealing with complicated technology and business processes. However, we also firmly believe that it is not just what you do, but how you do it that matters. Therefore, we also want individuals that are self-starters who take initiative. Most importantly, because we seek out such high performers, we want people who can "check their ego at the door."  Our employees support each other because we all believe that one person's success is everyone's success. In return, we support our employees by giving them high levels of autonomy and even supporting their personal goals. As a result, we have built a strong culture of high trust, connection, ownership, belonging and meaning that creates genuine drive and motivation. 

What can prospective employees do to get your attention?

We vet all our candidates thoroughly regardless of experience level because we believe anyone who is smart, driven and nice can succeed at TruQua. So there's nothing really "special" that a candidate has to do to get our attention. Candidates should be themselves and be be open about what they're looking for as we value people who are genuine, humble and honest.

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

We are constantly looking for candidates that embody our cultural values. If we find such a person, we often carve out a place in the organization for them vs just trying to fill specific roles. We believe people who are smart, driven and nice can quickly grow into any number of roles. Therefore, while we start by seeking specific skills, we end up selecting individuals we feel have the right attitudes. We have a low tolerance for "smart jerks" because while they may be great individual contributors, they are often a drag on a team.

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

They can go to our website, to learn more about our company and decide if we have the type of culture they can thrive in. There, we have all our open roles posted. They should also reach out to our head of recruiting, Stephanie Hettrich ( We are always looking for smart, driven and nice people and believe attitude trumps experience. For the right candidate, we can create a role.

hiring Outlook

20 Forecasted positions to fill in coming year 100% Job Growth
21 Average applicants per opening 235 Total job applicants
28% New hires by employee referrals 4 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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