ARB Interactive
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ARB Interactive 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 ARB Interactive?
Strengths in people‑first policies, supportive peer networks, and visible, high‑impact work are accompanied by challenges in decision‑making style, isolated toxicity claims, and demanding coverage expectations. Together, these dynamics suggest a team‑dependent experience where benefits and collaboration can support feeling valued, while leadership approach and workload may shape day‑to‑day outcomes.
Positive Themes About ARB Interactive
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People-First Culture: Benefits are presented as fully paid medical plans, flexible time off, remote‑first setup with home‑office stipends, wellness allowances, performance bonus and equity, tuition reimbursement, family leave, and coworking access. Feedback suggests these supports contribute to feeling valued.
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Collaborative & Supportive Culture: Colleagues are often described as collaborative with team‑building and supportive peers in a fully remote environment. Feedback suggests this fosters day‑to‑day connection and effective teamwork.
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Recognition, Pride & Shared Success: Employee spotlights highlight recognition, growth, and high‑impact, visible work. Feedback suggests this helps individuals see their contributions matter.
Considerations About ARB Interactive
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Disrespectful or Toxic Atmosphere: At least one account labels the culture “toxic” and points to leadership behavior that undermines trust. Feedback suggests this creates a disrespectful environment for some.
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Change Fatigue & Ineffective Decision-Making: Decision‑making is characterized in places as arbitrary and top‑down with little warning, with a “boy’s club” dynamic mentioned. Feedback suggests this can leave people feeling unheard and erode confidence in changes.
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Workload & Burnout: Support functions are expected to cover 365‑day operations with late‑night and weekend shifts. Feedback suggests such coverage can strain work–life balance if not paired with strong support and fair compensation.
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