Identity Digital Company Culture & Values

Give us an overview of the holiday season at Identity Digital. Are there any companywide celebrations or days off? 

The holiday season at Identity Digital is vibrant and joyful, and encourages team members around the world to bring their authentic selves to work. We host holiday parties at each office, giving everyone a chance to connect, unwind and enjoy the festive season with their local teams. 

Beyond companywide celebrations, our teams create fun festive experiences. For example, one year we made gingerbread houses together virtually, which allowed our remote team members to participate while creating laughter, creativity and team engagement.

Each year, I am most excited about our companywide shutdown from December 25 through January 1. This period allows everyone to fully recharge and spend time with their friends and loved ones. We come back in the new year refreshed and energized. The holiday season at Identity Digital is a wonderful time that strengthens our connections. 

How does Identity Digital make the holidays inclusive?

We strive to make the holiday season inclusive by honoring and celebrating the diverse traditions of our team members around the world. We recognize that our team members come from a variety of cultural and religious backgrounds, and we want everyone to feel valued and celebrated. To support this, we tailor our holiday observances to each location, ensuring they resonate with the local culture and customs.

For example, in India, we close our office for Diwali, one of the country’s most significant festivals. We mark the occasion by giving each employee a gift as a token of appreciation and to celebrate the joy of the season. 

By recognizing the holidays that are meaningful in each region, we create an environment where employees feel seen and appreciated for who they are and where they come from. This commitment to inclusivity strengthens our company culture and helps us build a more connected, supportive community across our global team.
 

What makes the holiday celebrations a reflection of Identity Digital’s values, mission and culture?

At Identity Digital, our holiday celebrations reflect our commitment to teamwork, integrity and giving back to the communities we serve. We organize volunteer events, such as supporting local food banks and volunteering to support animal shelters, which align with our commitment to make a positive impact.

Additionally, local offices choose what’s most important to them. For example, one of our offices participates in a charitable initiative where donations to local nonprofits enter employees into a raffle at the holiday party, reinforcing our commitment to helping others. 

Alongside these meaningful activities, we also prioritize fun and connection by hosting festive events where our global team can come together to celebrate, relax and enjoy the season. These celebrations embody our values and bring our community closer, fostering a spirit of joy, connection and giving.

Describe your sales team culture in one word. Why did you choose that word?
Adaptable. Our sales team is always staying ahead of trends and looking for new opportunities to grow the business. With that comes constant change and shifting directions. We believe that no idea is a bad idea — every concept has the potential to evolve into something new and valuable within just a few days. There are no egos here. We focus on making the most of what we have, turning ideas into value for us and our partners — and reaching success as one team.

What are your team’s traditions or growth opportunities? How do these traditions help team members connect, evolve and stay motivated?
Since our team is spread across multiple locations, we make it a priority to plan a few in-person days for brainstorming and strategic planning sessions, followed by relaxed team dinners. These gatherings foster organic conversations and energize us for upcoming projects. When it comes to growth opportunities, our sales leaders have been incredibly supportive. As long as we clearly communicate our goals, they’re committed to helping us achieve them and will go above and beyond to get us there.

How does a strong team culture make you feel more connected to your day-to-day work?
A strong team culture is essential to me and plays a significant role in the overall work experience. When relationships are grounded in trust, respect and honesty, I feel more engaged and connected to my daily responsibilities. Mutual respect enhances the value of feedback, and I appreciate being part of a team where individuals feel comfortable sharing their insights — whether positive or constructive. This openness strengthens collaboration and reinforces our shared commitment to achieving common goals.

What values do you ideally want to see in an employer?

I value an employer that genuinely cares about its people. For me, that means prioritizing well-being and work-life balance while recognizing and rewarding contributions. I also look for a company that challenges the status quo, celebrates both individual and team achievements, and provides meaningful opportunities for growth and development. Recognition, integrity and a true commitment to doing the right thing really stand out to me.

How does your employer show a commitment to these values? 

Our benefits reflect our belief that people thrive when they feel supported and valued. We offer a wellness program, generous PTO, volunteer time off and a holiday closure to ensure everyone has time to rest and recharge. We also take time to recognize each other to celebrate each other’s contributions, big and small, fostering a culture of gratitude and appreciation. Beyond benefits, our culture prioritizes integrity, personal growth and continuous learning, with encouragement to explore and apply AI in ways that make work easier and more impactful for people.

Why is it important to you that your employer shares these values? 

When the company’s values align with mine, it makes work feel more meaningful. I feel supported, respected and part of something bigger than just my own role. It’s easier to bring my best when there’s trust, recognition and a real sense of belonging. Seeing teams model integrity and collaboration isn’t just motivating; it creates an environment where people want to grow, contribute and make an impact. 

Your one-line philosophy on recognition?

You don't need grand gestures to make people feel appreciated. Small, genuine acts of appreciation often have the greatest impact.

What data or policy backs it up? 

Each employee at name.com receives peer-to-peer WorkTango points to recognize teammates who go above and beyond. This system empowers everyone to celebrate great work in real time, and points can be redeemed for goods and services. Additionally, we present quarterly companywide awards at our All Hands to honor those who truly go the extra mile.

Which ritual keeps recognition alive?

While recognizing colleagues for great work is important, it’s one of those things that can be easy to overlook day-to-day. To keep recognition top of mind, we do three things: Slack shout outs (we have a #kudos channel), regular team team meeting acknowledgements, and all-hands celebrations and wins. The combination of these three rituals ensure that we’re always finding small ways to make people feel appreciated at work.

Describe your experience with the onboarding process at your company.

My first 90 days, I felt that doors were open to me at Identity Digital. As in-house counsel at a global organization, knowing who to talk to and how to best communicate key information is vital. By suggesting which folks I should meet with and then by helping to set up and participate in many of those meetings, my team helped me grow my internal network far faster than I would have on my own.
 

In addition, we also have thrice weekly team meetings where I could pose questions and engage in team discussions, as well as standing one-on-ones with each member of the legal team for informal talks. During the in-between-times, the team stayed connected through Slack and quick huddle convos. Because all team members engaged, I saw the value of an especially strong team feedback loop.

What about your onboarding experience made it so effective?

Having the whole team partake in my onboarding was a first for me. That is to say, beyond the welcome lunch or initial excitement of someone new — me — the team remained engaged and invested in my training and encouraged me to problem solve. This consistency allowed me to be more effective more quickly.