A look at customer experience management platform Sprinklr (plus advice for getting hired)

Sprinklr, the customer experience management platform, was founded in 2009 just as the world started to realize the incredible power of social media. The company, which was born in founder Ragy Thomas’ spare bedroom, has grown to a global organization with offices in 16 countries around the world.

Learn more about the tech company, including a look at its company culture overhaul, the current environment, and how you can get hired there.

Sprinklr rundown

Size: 1,600 employees globally

Industry: Information Technology & Services

Locations: The company’s headquarters is in New York, New York. Its EMEA headquarters is in London, England and its APAC headquarters is in Singapore. Globally, it has offices in 16 countries around the world.

Founded: 2009

Founder and CEO: Ragy Thomas

ragy thomas ceo sprinklr
CEO Ragy Thomas; Photo courtesy Sprinklr

Mission: “To enable every organization on the planet to make their customers happier.”

How much do Sprinklr employees make?

The average salary for a Sprinklr employee is $120,000 per year. Ladders estimates are based on our calculations.

Sprinklr Jobs

Sprinklr is currently looking for a Global Strategic Account Executive in Seattle, Washington and a Senior Solutions Consultant in Philadelphia, Pennsylvania.

The headquarters in New York is looking for a Senior Workplace Manager and a Global Strategic Account Executive to join the team. Open remote positions include a Senior Manager Ad Specialists role and a Senior Ads Specialist. View Ladders’ Sprinklr Jobs page for a full list of open roles and information on how to apply.

Sprinklr’s company culture turnaround

While Sprinklr is extremely proud of the culture it has created, it admits that there was a period of time within its ten years of existence in which it wasn’t the best place to work.

“If you were to talk to Ragy, he would talk about a period of time where the organization went through a dark year and the culture had really turned,” Diane Adams said. “The culture was phenomenal here, and then it just really turned, and the reason was that it was not hiring people that fit the culture that was being built.”

Adams, who joined the company as Chief Culture and Talent Officer in April 2018, had the opportunity to turn that dark culture around and usher the company into what it is today. At that time, the attrition rate was high.

In the time that Adams has worked with the company, the employee retention rate has increased by more than 60%, leaving the regrettable attrition rate lower than the average in technology.

“What’s most important about that is there was an all-out focus on strengthening the culture where people thrive, personally and professionally,” Adams said. “We were very clear around the culture we wanted to create…we call it ‘The Sprinklr Way.'”

The company overhauled its culture to make sure employees felt safe and encouraged to bring their whole selves to work.

“Once we became clear about that, we just put a number of things in place so ensure we accelerated the growth of this culture where people thrive personally and professionally,” Adams said.

Diane Adams Sprinklr
Chief Culture and Talent Officer Diane Adams; Photo courtesy Sprinklr

The Sprinklr Way

In redefining the company culture, it was important for the company to nail down its way of working, living, and being, also known as “The Sprinklr Way.” There are five pillars to this concept:

  1. Cultural aspiration: We are customer-obsessed. We treat employees like family. We do the right thing always and take extreme pride in who we are, what we build, and what we do.
  2. Core beliefs: People never forget how you make them feel. Be nice. Every human has the potential to be amazing. Keep learning. Helping others succeed makes us happy. Give back.
  3. Core values: It’s OK. Be fearless. Sprinkle, don’t shout. Keep moving forward. Fix it, don’t complain. Never, ever, ever, ever, ever, ever give up. Ever! Passionately, genuinely care.
  4. Leadership expectations: Set high standards, provide clear direction, and be meritocratic. Own the culture — The Sprinklr Way. Hire, develop, and enable a world-class team. Communicate to inspire and engage. Achieve outstanding results.
  5. Operating principles: We have clearly defined outcomes for each team and individual. We are explicit with expected behavior and behavior gaps. We are explicit with required skills and skill gaps. We acknowledge our strengths and gaps. We build on our strengths and address gaps with a clear learning plan. We hire for culture.

Company values

The company also has five core values, which are extremely important to its culture:

The values are:

  1.  It’s OK. Be fearless.
  2. Sprinkle don’t shout, keep moving forward.
  3. Fix it, don’t complain.
  4. Never, ever give up. Ever!
  5. Passionately, genuinely care.

Learn2Grow plan

As a part of the cultural revolution, Sprinklr wanted to make sure employees were focusing on growth- both personally and professionally.

“Everyone in the company has this plan and what’s unique about it is that it starts with your personal mission statement,” Adams said. “Most people don’t have their personal mission statements or show up to work with it and share it with their leader to say, ‘this is my personal mission statement let’s start from here.'”

As a part of this program, the company had a Learn2Grow challenge in which employees could make a video talking about how they were bold with their Learn2Grow plan. Within each organization, the company selected one winner and they got $1,000 a piece that they are able to use for whatever is next for them from a learning perspective.

Interview advice from CEO Ragy Thomas

“Take a look at our values in The Sprinklr Way. If you align with our values and your experience aligns with the job description, please reach out – we’d love to chat,” Thomas said.

Interview advice from Chief Culture & Talent Officer

Adams offered insight into the Sprinklr hiring process, which consists of a minimum of six interviews, with interviewer testing for a different aspect of the company culture.

“We also ensure that there’s a minimum of two women because we really want to ensure that it’s a diverse team,” Adams said.

A unique aspect of the company’s hiring practices is that each member of the hiring team must agree on adding the candidate to the team.

“If there’s one dissenting vote, we don’t hire them…that’s how strongly we feel that they have to be a culture match,” Adams said.

Each member of the hiring team is assigned with testing the candidate on each of the company’s values.

“If I’m on a team I can decide that my value is ‘fix it, don’t complain,'” Adams said. “So I could ask for examples around problems they’ve solved and also when they weren’t solved, what happened?”

One of Adams’ favorite interview conversations is asking candidates for the most recent example where they reached out to a colleague.

“You can always tell…how long did they hesitate? Or did something come to mind because it’s just who they are,” Adams said.

Right not there are 400 positions open at the company. Due to rapid growth, account executive roles are the company’s top priority.

The company knows that the best way to find amazing new employees is to actually look at current employees, and they invest in this hiring practice.

“We pay for referrals much higher than you typically see,” Adams said.

The company offers $10,000 should your referral be hired and this year they are doing a contest in which the winner gets a one year lease for a Tesla.

Employee benefits

  • Health, dental, life, vision, and disability insurance
  • Flexible spending account (FSA)
  • Health savings account (FSA)
  • Supplemental life insurance
  • Occupational accident insurance
  • Mental health care
  • Accidental death & dismemberment insurance
  • 401K plan
  • Performance bonus
  • Stock options
  • Maternity & paternity leave
  • Fertility assistance
  • Reduced or flexible hours
  • Military leave
  • Family medical leave
  • Work from home
  • Unpaid extended leave
  • Vacation & paid time off
  • Paid holidays
  • Sick days
  • Bereavement leave

Employee perks

  • Employee discount
  • Employee assistance program
  • Commuter checks & assistance
  • Company social events
  • Legal assistance
  • Free lunch or snacks
  • Gym membership
  • Pet-friendly workplace
  • Travel concierge
  • Professional development
  • Apprenticeship program

Employee reviews 2019

Reviews on Glassdoor range from two-star reviews titled “smoke & mirrors” to five-star reviews stating that Sprinklr is a “company unlike any other.”

“Maturing, stabilizing, scalable,” one reviewer wrote. “Platform is the best. Customer success stories are expanding. The caliber of new hires is high. Strong leadership is well aligned.”

Funding rounds

The company has raised a total of $228.5 million over 7 funding rounds, with the most recent being a Secondary Market round on June 23, 2017.

Sprinklr has acquired 12 organizations, with the most recent being Nanigans on Dec. 3, 2019.

  1. UserRules (September 2012)
  2. Dachis Group (February 2014)
  3. TBG Digital (August 2014)
  4. Branderati (September 2014)
  5. Pluck (February 2015)
  6. Get Satisfaction (April 2015)
  7. Scup (April 2015)
  8. NewBrand (June 2015)
  9. Booskaha (November 2015)
  10. Postano (April 2016)
  11. Little Bird (November 2016)
  12. Nanigans’ Social Advertising Business (November 2019)