At Workday, 95 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 2892 employee surveys, with a 90% confidence level and a margin of error of ± 1.15. It was published on Sep 10, 2018. 62177 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
97%
 
I'm proud to tell others I work here.
96%
 
People celebrate special events around here.
96%
 
People care about each other here.
95%
 
Our facilities contribute to a good working environment.
95%
 

What They Do

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

We deliver financial management, human capital management, and analytics applications designed for the world’s largest companies, educational institutions, and government agencies. Organizations ranging from medium-sized businesses to Fortune 50 enterprises have selected Workday.

About this Company

Website: http://www.workday.com Industry: Information Technology
US Headquarters: Pleasanton, California, 94588 Major Locations: Salt Lake City, Utah, 84111; San Francisco, California, 94105; Chicago, Illinois, 60604; Atlanta, Georgia, 30346; Boulder, Colorado, 80301; San Mateo, California, 94402; Frisco, Texas, 75034; Boston, Massachusetts, 02110; New York City, New York, 10118; Berwyn, Pennsylvania, 19312
US Employees: 6,706 US Revenues: $0 million
Worldwide Revenues: $2,100 million Employees Worldwide: 8,817
Corporate Structure: Public Stock Symbol: WDAY
Founded: 2005

Workday has been awarded:

Best Workplaces for Women 2018 (ranked 3)

PEOPLE's 2018 Companies that Care list (ranked 27)

Best Workplaces for Giving Back 2018 (ranked 24)

Best Workplaces in the Bay Area 2018 (ranked 4)

Best Workplaces for Technology 2018 (ranked 2)

Best Workplaces for Millennials 2018 (ranked 4)


Workday Internship Program

Perks and Programs

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

  • People Leadership Summit: Each year, Workday holds the People Leadership Summit, an event designed to help Workday people leaders understand their responsibilities for leading in what we call "the Workday Way." Over two days, people leaders hear from Workday senior leadership—including founders Aneel Bhusri and Dave Duffield—on the importance of Workday's culture and their role in sustaining it. Our first summit took place in October 2016, with an audience of 450 directors and vice presidents across the company, and it has grown to become an annual event with more than 1,400 attendees to date.
  • Agile Career Workshop: In June 2018, Workday launched the Agile Career Workshop. This course offers a new way of thinking about career growth, as a series of incremental three- to six-month “sprints” focused on developing capabilities and connections needed to help each person reach their career growth sweet spot. Over the course of two days, Workday employees learn how to apply Performance Enablement practices and tools, including identifying their own career growth goals, holding productive career conversations, linking growth plans to their work, deepening capabilities, growing connections, asking for feedback, and learning to tell their own career growth story. During each workshop, participants are provided with their own Sprint Journal to help them work through all the stages of a sprint, and a deck of Career Experience Cards to help them consider a much broader range of development experiences applicable to their own goals.
  • Everyone is an Owner: At Workday, we are committed to thanking our employees in ways big and small, public and private, materially and simply. For example, at the beginning of every fiscal year our leadership team sets three overarching goals related to sales, customer satisfaction, and innovation. If we achieve those goals, Workday employees are rewarded with Performance Share Units (PSUs), a type of company stock share. We believe every Workday employee should share in the success (and ownership) of our company. Additionally, as part of our compensation packages, each employee receives a new hire grant as part of their initial offer, as well as opportunities for refresh grants each year.
  • Opportunity Onramps at Workday: At Workday, we deeply believe that talent is everywhere, but opportunity is not. That’s why we built Opportunity Onramps, a movement dedicated to creating economic opportunity for all. We provide training, internships, and job opportunities for non-traditional candidates from diverse backgrounds. We also serve as a convener of businesses interested in hiring non-traditional candidates, where we share best practices to encourage the corporate community to join us in creating onramps across the talent marketplace. Workday programs that fall under Opportunity Onramps include our Career Accelerator Program (CAP), Workforce Week, our partnership with Year Up, our Returnship program, and more. 
  • Career Accelerator Program: The Career Accelerator Program (CAP) is designed to break down barriers that military veterans tend to face with employment in the private sector due to their non-traditional resumes. The program offers veterans a four-month, full-time paid fellowship, with the goal of full-time employment. Since the program's inception, more than 35 veterans have participated in Workday CAP, and it's had an 81% conversion rate to full-time hires.
  • Workforce Week: Workforce Week is Workday's annual workforce development program that equips individuals who face barriers to employment with the soft skills and technical training they need to get (and keep) well-paying jobs. Workforce Week grew out of our desire to do more than simply a corporate “day of service.” For us, it’s a meaningful way to contribute to the community and help connect driven individuals from diverse backgrounds with in-demand careers. In 2018, 18 Workday offices around the world participated in Workforce Week. We had more than 340 employee volunteers and over 20 partner organizations visit our offices to conduct workforce development training sessions. We worked with opportunity youth, students, and adult job seekers from all backgrounds.
  • Returnship Program at Workday: In the fall of 2018, we launched Workday's Returnship program, which is a mid-career, paid, "return to work" program for professionals who have been out of the workforce for more than two years to accommodate caregiving responsibilities. This includes individuals who have put their careers on pause to care for children, family members, and/or loved ones, and are facing barriers to finding employment again. Our returnships are four months long with the goal of conversion to full-time hire. 
  • Holiday Pop Up Shop: In 2017, in an effort to take our holiday gift drive and community involvement to the next level, we hosted our first Holiday Pop Up Shop. We asked employees and community members to donate presents to an onsite "holiday shop" in our Pleasanton headquarters. After gifts were collected, we partnered with a coalition of local partner organizations to invite 450 families to "shop" for gifts, and all presents were completely free of charge. More than 2,500 gifts were given out to families in the community. Workday employees also volunteered to help run the shop, assisting with set up, tear down, and helping families find the perfect gift for their loved ones.
  • Shelter Pet Campaign: This past year we launched a company-wide campaign to encourage employees to foster and adopt shelter pets in their local communities. We invited partner organizations including Maddie’s Fund, East Bay SPCA, Muttville, Tony La Russa’s Animal Rescue Foundation, and Humane Society of Silicon Valley to speak to our employees about shelter pets, fostering, and adoption. We also held onsite adoption fairs and hosted informational webinars to help our employees learn more about the fostering and adoption process. 
  • Remote Worker Experience: As part of our efforts to be a great place to work for all, we pay special attention to the experience we provide for our home-based employees. This past year, we hosted a virtual Town Hall with our senior management team exclusively for them. Participants were thrilled with the opportunity and our leaders learned more about what was on their minds. We also created an online group where we actively engage our home-based employees through contests and games, while encouraging a virtual watercooler so they have a sense of belonging and connection. We even surprise them with deliveries that coincide with events going on in our offices. For example, when employees in our Pleasanton headquarters went to our annual picnic, home-based employees received a picnic kit in the mail. It’s the small things that show our gratitude and that we care.

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 6% of salary88% Company-paid health coverage for employees (for N/A)
76% Company-paid health coverage for dependents (for N/A) 88% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Employee stock purchase plan (ESPP)
  • Restricted stock units
Workday Global Hackathon

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Vacation Paid time off 25 days Paid time off after one year of part-time employment
Unlimited Sick Paid time off 5 days Paid sick days after one year of part-time employment
Unlimited Paid time off as of first day of full-time employment 25 days Paid time off as of first day of part-time employment

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)*
50 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
60 days Fully-paid paternity leave (does not include personal vacation or paid time off)*50 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*
60 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

  • 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

2,080 hours Paid time off to volunteer $4,688,889 Philanthropic donations in last year
$1,152,385 Total company-matched employee donations in last year Senior Sustainability Manager Leads environmental impact team
Self-Conducted Environmental impact audit 15 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Carbon offset program Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Chief Diversity Officer 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; Employees reentering the workforce
  • 40 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
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Workday Bash at Great America

DEMOGRAPHICS

 
Workday Asian Heritage Month Celebration

How to Get Hired

We asked Workday 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?

The happiest and most successful Workday employees—and the ones that stay with us the longest—are those that sync to our values. Our special culture is built on putting people, integrity, innovation, profitability, and fun first. We are obsessed with customer success so we’re constantly innovating while having fun at the same time.  Though technical skills are invaluable to us, what makes Workday unique is that soft skills are just as important. We look for people who are: strong communicators that are articulate and honest; collaborators who are generous with their knowledge and thrive in a team-first culture; and highly adaptable because Workday is an ever-changing, innovative environment Also, due to our rapid growth globally, we seek collaborative problem-solvers and change agents who share our passion for revolutionizing the enterprise software market.  

What can prospective employees do to get your attention?

We want to hire top talent that have both the ability and motivation to help fuel Workday’s rapid growth as a market leader in the finance and HR cloud systems space. If they respond to us within 24 hours, it’s a good sign that they can adapt quickly and are passionate about being here. Also, the candidates who stand out are those who take ownership in learning about Workday and can engage in intelligent conversations about our solutions. They can also clearly articulate to us how they will make an impact here. Finally, we seek people who work with both a sense of urgency and empathy. They can remain calm under crisis, are generous with their time, and thrive in a people-first culture.   

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

Given Workday’s tremendous growth, we are always hiring for a variety of positions around the globe. From new grads to experienced professionals, you can find careers in product and technology, sales, marketing, customer services, and corporate positions like HR, accounting, and legal. Positions like: machine learning engineers to innovate and revolutionize our product and support our Workday Cloud Platform our highly anticipated entry into the Platform-as-a-Service (PaaS); market infrastructure engineers to support our latest Fortune 500 customers such as Walmart, Amazon, and Bank of America; engineers and product managers to join the Prism Analytics team that’s building a world-class cloud-based analytics platform critical to Workday’s growth path; pre-sales services consultants and account executives to effectively position Workday as a viable cloud partner and better alternative to legacy ERP solutions; and the brightest college students and graduates to join our expanding Generation Workday program, uniquely designed to nurture, develop, and challenge future leaders    

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

Please visit workday.com/careers to learn more about our company and to apply for your next career opportunity. Take the time to learn our product and stay on top of the latest company news and industry headlines so you can say something intelligent that makes a lasting impression. If you know someone at Workday, we encourage you to reach out to them on LinkedIn because we have a robust employee referral program. Finally, follow us on LinkedIn, Facebook, and Twitter to receive the latest news about Workday, recognized by Gartner as a leader with one of the most innovative products in the finance and HR cloud systems space.   

hiring Outlook

2,200 Forecasted positions to fill in coming year 22% Job Growth
35 Average applicants per opening 112,974 Total job applicants
35% New hires by employee referrals 22% Openings filled by current employees
348 Recent graduates hired 7% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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