What's It Like to Work at Perk?

What first attracted you to your employer? When did you know it was the right place for you and your career?

I was particularly drawn to the stage of growth Perk was in. Perk is a unicorn company out of Spain but was still relatively new to the United States, and the opportunity to be an early hire in this market was really exciting to me. I also learned Perk had managed to avoid layoffs during Covid which was really impressive as a travel tech company and, to me, spoke highly of how people-centric the leadership team is. 

I knew pretty early on in my Perk tenure that joining the team was the right decision! Everyone was so welcoming and I was quickly immersed in the company culture — seeing the team three days a week in real life really helps with that!

I was also given a pretty long leash to lead U.S. recruiting however I saw fit. I appreciated that the team had trust in me right away — some companies make you earn that trust before you’re given it, but Perk welcomes recommendations even if you’re brand new to the company!

Share one exciting challenge or project you are working on right now. What impact will this have on the business?

Right now my major focus is hiring and building out our North American team, but making sure we’re doing it in a way that’s quick and efficient without sacrificing the quality of our hires. The job market is getting more competitive so I’m also constantly collecting market data to make sure we’re positioning ourselves as best as possible and getting in front of the right talent. 

We’re in growth mode over here, and every hire that we bring on has the opportunity to make a big impact on more than just revenue — they get to help shape processes, brand and company culture. It’s really fun knowing I get to play a part in that by helping hire the team!

If your company culture was a car, what would it be, and why?

Perk would have to be a Tesla — sleek, efficient and innovative. Like Tesla, we simplify outdated systems and use technology to deliver a smooth, user-centric experience. Both are adaptable, performance-driven and forward-thinking, with a shared focus on sustainability and global reach. It’s the perfect fit for a company redefining business travel!

How do your managers coach and support sales team members to reach their goals?

At Perk, managers are owners of results, people and the culture their teams operate in. In enablement, my job is to make sure managers are genuinely equipped to coach their teams and lead them to success.

Coaching is all about focusing on the actions and decisions that truly move deals — and the business — forward. Managers are powering real work, and it shows up in deal reviews, call feedback and honest pipeline conversations, not just scheduled one-on-ones. 

Just as importantly, coaching at Perk is human. Sellers are encouraged to raise challenges early, knowing the goal is progress, not perfection. When coaching is done well, it builds confidence and creates what we believe should feel like a seven-star experience to be part of.

What practices or programs empower your salespeople to take ownership of their growth?

One of the things that really stood out to me when I joined Perk was the genuine commitment to developing people. It’s not just something we talk about; you see it in how leaders invest their time and energy.

Perk is very intentional about how we think about growth. Growth belongs to the individual; career paths aren’t always linear. People are supported to become the best version of themselves, rather than being pushed into a one-size-fits-all progression model.

It’s an incredibly exciting time at Perk. We’re scaling quickly, meaning there are plenty of opportunities to roll up your sleeves and get involved in projects that stretch you beyond the day-to-day role, whether that’s helping shape new motions, supporting launches, or stepping into leadership early. That combination of trust, challenge and opportunity is what makes this such an exciting place to grow.

Growth belongs to the individual. Our job is to create the clarity, trust and opportunities that allow people to become the best version of themselves.

How do you balance accountability with autonomy across your sales organization?

We don’t see accountability and autonomy as trade-offs, they work best together when expectations are clear. At Perk, outcomes, priorities, and standards are transparent, and within that, teams are trusted to decide how they get there.

Enablement plays a big role in creating that clarity through shared language, consistent ways of working, and visible data, so people aren’t guessing what success looks like with a focus on coaching and problem-solving. 

Underpinning all of this is a strong sense that we are a team and that how we achieve results matters. We’re ambitious, but grounded and that balance of trust, ownership, and respect allows people to do some of the best work of their careers as we continue to scale.

Employees describe Perk as a workplace where strong relationships and a sense of community make the culture feel personal and engaging. Even as the company grows, intentional in-person gatherings and shared experiences help foster meaningful connections and create an environment where people enjoy working together.

“After six years at Perk, it’s the sense of community that still stands out. In the US, I’ve had a pivotal role in building that through IRL moments has made our culture feel personal, grounded, and genuinely fun!”

Employees describe Perk as a place where high performance is matched by a collaborative, supportive culture. Teams are united by a shared belief in the product and a genuine desire to help one another succeed, creating an environment where people feel encouraged to do their best work and grow together.

“What makes sales here so special is the mix of a product you believe in and a team that's both high-performing and genuinely supportive. Everyone wants to see each other succeed, and that makes it a great place to grow.”