What being a Best Workplace means to us
At Bluecrux, for the fifth time in a row this year, we’ve been officially certified as a Great Place to Work®. Even more exciting? For the second consecutive year, we’ve ranked among the Top 10 Best Workplaces in Belgium in the mid-sized company category. This kind of recognition means a lot, especially because it’s based on what our people actually say about working here.
What is Great Place to Work®?
Great Place to Work® is a global authority on workplace culture, rooted in employee experience. The certification is based on anonymous feedback and cultural insights, measuring what really matters to teams: trust, respect, collaboration, and pride in the work they do. This year, 90% of our employees said Bluecrux is a great place to work. That’s not something we take lightly. It’s a reflection of the culture we’ve built together, and the community we continue to grow.
To reflect on how far we’ve come and the steps we’re taking to keep moving forward, we spoke with Geert Du Bois, Global Head of HR at Bluecrux, about the values that guide us, the initiatives driving us ahead, and how we’re continuing to focus on being the best employer we can be.
What’s something that’s never changed, no matter how much we’ve grown?
If there’s one thing that’s remained constant at Bluecrux, it’s our people. From day one, our culture has been shaped by the individuals who bring their energy, curiosity, and ambition to work every day. That said, we’ve grown a lot. Our teams have expanded across the globe, with new offices in Spain, Singapore, and Sydney. We’re no longer a company of 50 people sharing a single office, but we’ve held tight to what makes us feel connected. One of our company values is #ComeTogether, and it truly lives beyond the words on paper.
This was evident in our recent survey results, where Community, Camaraderie, and Hospitality scored highest. People feel they can be themselves, feel welcome, and are treated fairly, no matter their background. That’s something we’re incredibly proud of.
As we scale, we keep asking ourselves how we can maintain that spirit. How do we create moments that help us stay close, even across time zones and office walls? The answer lies in constant reflection, adaptation, and choosing community, again and again.
Terms like diversity and mental health can sometimes be buzzwords. Can you give examples of how we actually walk the talk?
Diversity is part of who we are at Bluecrux. We all come with our own expertise, personalities and values. Today, we’re a team of over 30 nationalities spread across 8 countries, and the statements related to inclusion are amongst the highest scoring in our survey. A clear sign that we’re fostering an environment where everyone feels seen and supported.
Nevertheless, we continue to update our policies and create new touchpoints to keep learning and improving.
For example, our Because We Care (BCWC) team consists of an enthusiastic group of existing employees focusing on delivering 4 specific corporate responsibility domains:
- Eco
- Wellbeing
- Diversity, Equity and Inclusion (DE&I)
- Social (which covers sports and events).
On mental wellbeing, 2024 marked the launch of our new Employee Wellbeing Project, part of our broader BCWC initiative. In collaboration with How’s Work, we’re working on the following three areas:
- Improving policies and processes that support wellbeing
- Equipping our leadership to talk about and monitor mental health
- Raising awareness and providing the right tools and information to all employees
We know that mental wellbeing and diversity are complex topics, and that fostering a sustainable, high-performing, and inclusive environment requires action on many different fronts at once. We’re continuing to learn and grow in these areas, and we truly believe that together, we can build and maintain a workplace where these topics are part of our daily conversations and integrated into the way we work.
Is there a Bluecrux tradition that really shows who we are as a company?
Absolutely. One of our favorite traditions is the LFM, or Last Friday Meeting. Every month, we bring the whole company together for a call or in-office gathering. It’s a mix of business updates, personal shoutouts, project showcases, and warm welcomes for new joiners.
It’s a moment, not too formal, where we connect, stay aligned, and celebrate what we’re building together. Whether you’re joining virtually from Singapore or gathering with colleagues in the US, there’s always a feeling of shared energy and belonging. It’s one of those traditions we’ll probably keep forever.
If we’re being brutally honest, where can we still improve?
As we scale, it becomes more important to put structures in place. That also means it’s harder to involve everyone in every decision or to process every piece of feedback in real time. We’ve noticed this shift and so have our teams. Our goal is to strike the right balance between clarity and collaboration. GPTW is one of the ways we capture feedback, but we’re also exploring new ways to keep the dialogue open and inclusive as we grow.
Another honest reflection? We sometimes forget to celebrate ourselves. We move fast and focus on impact, often skipping the part where we look back and say, “That was amazing.” Our people have asked for more moments to share wins and feel proud of what we’re achieving. We hear them, and we’re acting on it.
What’s next?
Next year marks our 15-year anniversary, and we want to keep the conversation going. Of course, we’re proud to be recognized as a Great Place to Work and to rank among the Best Workplaces. It gives us a way to share our culture with the outside world and show what makes Bluecrux special. But we also want to keep it real. We know there’s always room to grow.
We’ll keep striving to make Bluecrux the best employer it can be by continuing initiatives like Because We Care, our Last Friday Meetings, and our focus on mental wellbeing. We’re excited to keep pushing boundaries, expanding across Europe, the US, and APAC and doing it all alongside our incredible team.