Nutrafol
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Nutrafol Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Nutrafol?
Strengths in wellness-forward practices, supportive teams, and pride in the mission are accompanied by challenges related to leadership consistency, process clarity, and day‑to‑day balance. Together, these dynamics suggest a culture with meaningful upsides for those aligned to its pace and purpose, yet uneven in execution and highly dependent on team and manager.
Positive Themes About Nutrafol
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People-First Culture: Benefits such as unlimited PTO, daily wellness breaks, stipends, paid parental leave, and a remote-first model emphasize care for employees and whole-person wellbeing. Values like #KeepGrowing and practices like No-Meeting Wednesdays reinforce a wellness-centric approach.
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Collaborative & Supportive Culture: Colleagues are often described as top‑notch with strong team camaraderie and approachable cross‑functional collaboration. A fast‑paced, mission‑driven environment is cited as energizing and team‑oriented even in remote settings.
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Recognition, Pride & Shared Success: Pride in a science‑backed mission and product, plus bonuses and thoughtful perks, contribute to feeling appreciated. Feedback suggests some teams celebrate wins and maintain a positive, quality‑focused atmosphere.
Considerations About Nutrafol
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High-Pressure & Micromanaging Culture: Management is portrayed as challenging and dismissive in places, with scrutiny of time off and micromanagement undermining trust. Expectations for perfection without adequate support are cited.
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Change Fatigue & Ineffective Decision-Making: Disorganization, shifting priorities, and unclear strategic direction point to ineffective decision-making during rapid growth and restructuring. Lack of internal structure creates ambiguity for teams.
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Disrespectful or Toxic Atmosphere: Terms like borderline toxic and cliquish dynamics appear in accounts of certain groups. Tensions around work‑life balance contribute to a strained day‑to‑day climate in pockets of the organization.
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