Codecademy (a Skillsoft company)
What's the Company Culture Like at Codecademy (a Skillsoft company) in New York?
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Codecademy (a Skillsoft company) and has not been reviewed or approved by Codecademy (a Skillsoft company).
What's the company culture like at Codecademy (a Skillsoft company)?
Strengths in learning culture, collaboration, and flexible policies are accompanied by challenges from integration‑related change, added process, and morale impacts from recent layoffs. Together, these dynamics suggest the New York office delivers mission‑led work with supportive peers, while candidates should plan for variability as corporate priorities and structures evolve.
Key Insight for Candidates
Defining pattern: New York is Codecademy’s flexible hub—remote‑friendly, with an office offering catered lunches and coffee alongside collaborative rituals like cross‑team collaboration and hackathons. For NYC candidates, that means WFH autonomy plus an available, learner‑centric in‑person community.Evidence in Action
- 1:1s and Hackathons Rituals — Internal rituals like 1:1s, cross-team collaboration, and hackathons are used to keep learning on the job. In New York, these shared practices build relationships, surface ideas quickly, and reinforce a learner-first culture across functions.
- Flexible Work From Home — Documented organizational materials list flexible work-from-home with NYC heritage ('Made with ❤️ in NYC') and office-centric perks like catered lunches and coffee on tap. For New York employees, this pairing supports flexibility while offering in-office conveniences that encourage connection when teams gather.
Positive Themes About Codecademy (a Skillsoft company)
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Learning & Knowledge Sharing: New York teams highlight rituals like 1:1s, cross‑team collaboration, hackathons, and experiment‑driven work that keep skill‑building active day to day. Feedback suggests a learner‑first mindset is reinforced by using the platform to upskill and dedicated professional development budgets.
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Collaborative & Supportive Culture: Colleagues in New York are often described as smart, caring, and mission‑aligned, with regular touchpoints and cross‑functional work that foster tight teamwork. Employer materials tied to the NYC hub emphasize “we win as a team” and consistent collaboration.
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Healthy Workload & Retention: In the New York hub, flexible work‑from‑home options and unlimited PTO are positioned as core benefits alongside NYC roots. Feedback suggests balance is supported by remote‑friendly practices while maintaining optional office‑centric perks.
Considerations About Codecademy (a Skillsoft company)
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Change Fatigue & Ineffective Decision-Making: New York teams are affected by top‑down shifts tied to Skillsoft’s integration, with town‑hall announcements and frequent reshuffles reducing the sense that input shapes outcomes. Feedback suggests this has introduced uncertainty around plans and priorities.
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Low Morale & Disengagement: Morale in the New York office has been tested by restructurings and the reported curriculum‑team layoff, which raised questions about stability and direction. These events have made some feel less valued amid ongoing integration.
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Bureaucracy & Red Tape: Since the Skillsoft acquisition, New York employees operate within more corporate processes that can slow decisions and modify perks and promotion cadence. The enterprise tilt and added layers are cited as tradeoffs versus the earlier startup feel.
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