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

EMPLOYEE RATINGS

     

This review is based on 3079 employee surveys, with a 90% confidence level and a margin of error of ± 0.81. It was published on Sep 10, 2018. 182264 Visitors

What Employees Say

We have special and unique benefits here.
99%
 
I feel good about the ways we contribute to the community.
99%
 
People celebrate special events around here.
99%
 
I'm proud to tell others I work here.
98%
 
People care about each other here.
98%
 

What They Do

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

We provide businesses with cloud-based human capital management solutions (HR, payroll, talent, and time and labor management software) connecting people with the information they need to work more effectively. We support more than 40 million people records in our cloud.

About this Company

Website: www.ultimatesoftware.com Industry: Information Technology
US Headquarters: WESTON, Florida, 33326 US Sites: 25
Major Locations: Atlanta, Georgia, 30339; Santa Ana, California, 92707; San Francisco, California, 94104; St. Louis, Missouri, 63105 US Employees: 4,448
US Revenues: $914.5 million Worldwide Revenues: $940.7 million
Employees Worldwide: 4,448 Corporate Structure: Public
Stock Symbol: ULTI Founded: 1990

ULTIMATE SOFTWARE has been awarded:

Best Workplaces for Women 2018 (ranked 1)

PEOPLE's 2018 Companies that Care list (ranked 3)

Best Workplaces for Giving Back 2018 (ranked 16)

Best Workplaces for Technology 2018 (ranked 1)

Best Workplaces for Millennials 2018 (ranked 1)

Fortune 100 Best Companies to Work For 2018 (ranked 3)


Ultimate's Santa Ana Office at Beach after Day of Learning

Perks and Programs

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

  • 100%-Employer-Paid Premiums for Healthcare: For employees and their family members, Ultimate pays 100% of the premiums for medical (PPO), prescription, dental, and vision coverage. Married same-sex employees enjoy this same coverage, as do part-time employees who average 30 work-hours per week for 9 months. Ultimate’s coverage includes IVF, or In Vitro Fertilization, which typically costs $20,000-$28,000 for each attempt to have a healthy baby. “I literally sat at my desk and cried tears of joy!,” said one UltiPeep after receiving CPO Viv Maza’s email about our IVF coverage. The UltiPeep had tried for 14 years to have a baby and, with IVF, she had a healthy baby girl in March 2018. IVF helped another UltiPeep have a baby girl, and she was so grateful she named the child Vivienne after our CPO Viv. A third UltiPeep was so inspired that she lost 95 pounds prior to treatment to increase her odds of success with IVF.
  • ALL Employees Given Ownership Shares: All new hires are given restricted stock units (RSUs) when they join Ultimate, effectively making them owners of the public company. The RSU gifts tell all employees they are valuable. In June 1998, the shares were worth $9.69 each; in June 2018, they were worth $280.60 each. Throughout their careers at Ultimate, UltiPeeps continue to receive additional RSU awards, based upon their performance. UltiPeeps tell us often the great things they’ve been able to buy when cashing in shares, things they never expected to be able to afford—a college education for a child accepted to a wildly expensive school, dream home for their parents, vacation home in the Adirondacks, condo on the beach, trip to Egypt riding camels to the pyramids, family trip to Machu Picchu, BMW for a car-fanatic spouse, and so many more. Shares mean all have voting rights, and all are building equity for their futures.
  • Trust: Unlimited Paid Time Off: Trust is an important concept at Ultimate. Our CEO Scott Scherr gives everyone a Trust Card to carry as a reminder of the importance of trusting one another. He gives the card to our customers too, as an emblem to them that we intend to earn their trust through our communication and behavior. One sign of how much our leaders trust us at Ultimate is our Unlimited Paid Time Off (UPTO) policy for rest, relaxation, and recuperation from illness. This trust goes beyond formal days off. On a routine basis, many of our mothers and fathers walk their children to school every day; others take their children to horseback riding or gymnastics lessons in the afternoon; still others randomly take time off to watch their child speak four lines in a school play. Many UltiPeeps have said that this trust and respect means more to them than their paychecks.
  • Two-Day, Expenses-Paid New-Hire Orientation: Ultimate pays for all new employees to be flown to Weston, Florida, for a two-day new-hire orientation. After hearing formal presentations, new hires have an opportunity to meet CEO Scott Scherr, CPO Vivian Maza, and other executives one-on-one in casual venues like a barbecue tent lunch at headquarters and an old-school Italian dinner at Capriccio’s Ristorante, the restaurant where Ultimate has had countless celebrations since our founding 28 years ago. CPO Vivian treats new hires to a tour of the company headquarters that includes a visit to CEO Scott’s office, where he loves to chat about Ultimate’s history and the memorabilia from UltiPeeps on his walls. Somehow, Scott always turns the visit into a laugh fest, where everyone feels comfortable and a part of the UltiFamily. This fun-filled visit to headquarters follows their online Welcome through UltiPro Onboarding (Ultimate’s cloud HR solution), meetings with mentors, training, and department orientations.
  • Company-Sponsored Days at Luxury Locations: All departments have reward days and trips that serve as a thank you for achievement of goals, and even includes UltiPeeps’ family members or significant others occasionally. Ultimate pays nearly all major expenses. Typical trip destinations are Disney World or Universal in Orlando, Atlantis Resort in the Bahamas, or a St. Regis hotel. Other off-site meetings focus on goal-setting while team members enjoy a Ritz Carlton, and leaders share achievements and objectives, recognize outstanding performers, and spend time with their teams. Fun activities always balance the work: fabulous food, dancing, scavenger hunts, an excursion to an aquarium, or competitive tennis matches or golf tournaments. Other times, it’s total relaxation on a beach with colleagues and their significant others—no business meetings—or it’s a weekend cruise with non-stop entertainment and relaxation. Every department does it differently, but it’s always a luxury experience, intended as a reward for good work.
  • 40% 401(k) Match - No Cap: Ultimate matches all employee contributions to the 401(k) plan at 40% with no cap on the matching amount (unlike some companies that, for example, may match at 50% but limit or cap the match to the first 4% of the employee’s salary, making the match effectively 2%). In 2019, the match will become 45%. Ultimate also gives this matching amount to employees every pay period rather than waiting until the year's end. Ultimate’s 401(k) match is a great example of “FOR ALL” rewards since Ultimate has over the years increased the matching percentage multiple times as a reward to all of our employees for an achievement we have all contributed to.
  • Communities of Interest: Including ALL: Ultimate has companywide Communities of Interest (COIs), rooted in equality, diversity, inclusivity, and cultural intelligence, with the goal to promote specific interests—and including all. Our first COI was founded by and for lesbian, gay, bisexual, transgender, queer/questioning, intersex, and ally (LGBTQIA) team members, and is called PRIDEUS. The PRIDEUS acronym stands for: People Respecting Individual Differences Empowering Ultimate Software. Consistent with our objective of inclusivity, “allies” are welcome to join any COI, participate, and advocate. Last year, for Interoffice Pride Week, PRIDEUS streamed a course called Trans 101 that introduced relevant terminology, dispelled myths, shared results of studies, and increased overall understanding of LGBTQIA people. We now have four COI groups at Ultimate: PRIDEUS, Women in Leadership (WIL), UltiVETS for veterans, and UltiHOPE, which provides support for cancer patients, survivors, and caregivers. All these groups make education part of their mission, and they raise funds for relevant charities.
  • Three Paid Days for Charity: At an estimated annual value of $7.9 million, everyone at Ultimate has 3 fully paid days a year to spend helping charities. UltiPeeps often donate time as a group, but they can participate in a program of their own choice alone. Many charities Ultimate supports were selected by employees. One employee lost her father to a drunk driver in 2009, and has since spearheaded Ultimate’s participation in Mothers Against Drunk Driving. In 2017, for the seventh year, Ultimate was the top fundraising MADD team in the nation. We have charity-oriented projects at team meetings, such as building bicycles, assembling backpacks with school supplies, or collecting shoes for needy children. 2018 is Ultimate’s 10th year working with Habitat for Humanity. Another of our many giving partnerships is Arc Broward, an organization that helps children and adults with developmental disabilities. Giving back is a high priority at Ultimate, and all offices participate.
  • Amazing, Frequent Celebrations: Halloween is our most fun companywide celebration. All offices participate. Even our virtual employees get together to celebrate. Some traditional competitions are for best individual and team costumes, pumpkin-carving, workspace-decorating, apple bobbing, and mummy wrapping. At headquarters, our top executives participate, too, wearing comical costumes relevant to the year’s theme—last year was Dr. Seuss (so imagine the outfits!)—and we have a costume parade that children from our families join. The groups ham it up with music, dancing, singing, skits, and candy as bribes for the judges and audience. Other celebrations include: confetti-laden events for unfurling banners when we achieve financial objectives or win a place on the 100 Best Companies to Work For list, birthdays and anniversaries at Ultimate, baby and wedding showers, Thanksgiving and year-end holidays, and many others events like Black History Month, Pride Week, and even a “May the Fourth” Star Wars celebration with costumes.
  • Opportunities to Innovate: At Ultimate, innovation springs from our fundamentals of collaboration, diversity, and inclusion. Ultimate believes that many voices make for stronger creative ideation than a singular, authoritative voice. We also believe that those to be impacted by an innovation need to be involved in ideating. Still, it is likely our culture of openness that makes innovation so unusually successful at Ultimate. For example, three UltiPeeps initiated out-of-the-blue a new process for brainstorming they call LightStarters, and leadership welcomed it. For years, our Product Development team has hosted a 48-hour coding event, where individual engineers and teams can work on an innovation of their choice. Our Innovation team now invites all UltiPeeps to suggest innovations for the teams to pursue, and the request for input is streamed to reach all UltiPeeps. All Ultimate departments now have similar innovation events, and all offer trophies and awards for the best innovative ideas.

COMPENSATION BY THE NUMBERS

40% Match of employee’s 401(k)/403b contribution up to 100% of salary100% Company-paid health coverage for employees
100% Company-paid health coverage for dependents 100% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $3,690 Average Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Restricted stock units
Ultimate has largest team at Ft. Lauderdale Corporate Run

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Vacation Paid time off 7 days Paid time off after one year of part-time employment
8 days Paid sick days after one year of part-time employment Unlimited Paid time off as of first day of full-time employment
7 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (30% use it)
  • Telecommute option (50% use it)
  • Compressed work weeks (5% use it)
  • Subsidized On- or Off-site Fitness (55% have access)
  • Onsite Amenities (--Frequent free food [fresh, chef-prepared food at headquarters, food machines at all sites, frequent buffet breakfasts/catered lunches, periodic barbecues, food trucks, smoothie and ice cream trucks, lunches & dinners at upscale restaurant] --Free coffee, espresso, and Cuban coffee --Break rooms with televisions, food & drink machines, refrigerators, microwaves, Vitamix blenders for peeps to make their own smoothies, etc. --Farmers Market at headquarters for home meals --Starbucks location at headquarters in Weston --Subsidized massages on site [professional masseuse] --Acupuncturist onsite for periodic sessions --Yoga, meditation, and exercise classes on site --Many wellness classes, including cupping and stretching --Exercise bikes & treadmills on site [with trays to read or work while exercising] --Game rooms at all locations [e.g. foosball, bumper pool, ping pong, chess, etc] --Wii & Xbox setups Basketball court onsite Private, sound-proof room for practicing presentations Golf putting green onsite, inside Large fish tank for relaxing atmosphere at office Onsite ATM at headquarters Car washing available at some locations Onsite, immediate technical help via TechSpots set up at all locations)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 50 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Job-protected paternity leave (including FMLA)50 days Job-protected parental leave for adoptive parents (including FMLA)
50 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.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • 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)
  • Fertility treatments

Community and Environmental Impact

24 hours Paid time off to volunteer $2,693,000 Philanthropic donations in last year
$590,000 Total company-matched employee donations in last year

Diversity

  • DIRECTOR of Diversity, Equity and Inclusion---reporting to CPO, oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 8 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Ultimate's PRIDEUS Group Volunteers at Poverello Center

DEMOGRAPHICS

 
Ultimate's UltiStriders Making Strides for Breast Cancer Walk

How to Get Hired

We asked ULTIMATE SOFTWARE 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 look for people who have an inner fire to excel, an instinct to collaborate, and a passion for innovation, along with verifiable competencies. We evaluate candidates on four key characteristics: --Cultural Fit: Respect, trust, and care for colleagues and the community --Cognitive Ability: Logic, ability to solve problems, strategic analysis --High Drive: Will to achieve, desire to explore new territory and break new ground --Job Experience: A history of success, relevant to role For more detail on our culture and process, visit http://www.ultimatesoftware.com/Ultimate-Company-Culture.

What can prospective employees do to get your attention?

We are always looking for people who are exceptional at what they do, and those who like to innovate and break new ground. Prove to us that you are highly capable, energized by challenging work, and creative when solving problems, and we will want you at Ultimate Software. We are also impressed with people who have a spirit of generosity and caring, whether that involves giving back to your community or respecting colleagues who are different from you or working collaboratively on a team where the team gets the credit versus one brainiac being the lone star. To learn more about Ultimate's culture and values, check out http://www.ultimatesoftware.com/Ultimate-Company-Culture. For open positions, visit: https://www.ultimatesoftware.com/careers/ 

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

We are always looking for top-quality engineers and people with strong experience in service-oriented positions. Since we are continuing to grow rapidly and our numbers of customers are increasing, we also often have openings for activation/implementation consultants and ongoing support specialists in HR, payroll, time management, and talent management solutions such as recruiting, onboarding, learning, compensation management, performance management, succession management, and business intelligence. For current openings, visit https://www.ultimatesoftware.com/careers/

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

Visit our Careers page and contact us from there: https://www.ultimatesoftware.com/careers/

hiring Outlook

708 Forecasted positions to fill in coming year 12% Job Growth
68 Average applicants per opening 59,343 Total job applicants
33% New hires by employee referrals 30% Openings filled by current employees
4% Voluntary turnover for full-time employees 26% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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