This morning, we heard the news that Riot debuted at number 13 on Fortune’s 100 Best Companies to Work For list.
We're grateful and gobsmacked that we made the list. The last time we applied, we made #3 on Great Place To Work’s list of Best Medium-Size Companies to Work For in America. Now that we’re over 1,000 Rioters, we’re swimming in a bigger pond with companies like Google – companies we crush on for their focus on people and culture.
Because this award is based on internal culture stories and surveys of Rioters, this recognition most importantly means that Rioters believe Riot’s a great place to work. For us, a great place to work is somewhere Rioters – passionate, smart, player-focused professionals – will thrive, a place they can take on impactful projects and solve tricky problems all to create value for players. That means creating programs and environments that help us level up, collaborate, and play together.
It’s indulging our lifelong learner sides with courses and classes in everything from mindfulness and fencing to being a better manager. It’s wrangling players for Chicken Caesar at board game nights and trying our hand at Carnival samba during one of the many celebrations that give us a taste of life in our offices around the world (like São Paulo, Brazil). It’s blowing through our Play Fund in the first few months of the year to check out all the games, and watching the finance team wreck face during Riot Rumble. It’s downing massive amounts of coffee and jamming in brainstorming sessions while making something kickass and unexpected at our internal hackathon, Thunderdome.
Lists like these help show us we’re on the right track, but we look to Rioters for real, actionable feedback. If they aren’t happy or growing professionally, we're failing to live up to our value of focusing on talent and team and also failing to deliver on the promise of a career at Riot. Rioters share feedback internally throughout the year in a few ways, including: RiotNet, our internal comms site; one-on-one meetings with managers and peers; AMAs with senior leadership; and, a yearly global survey that lets us temperature check our progress.
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