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Published: 8 Jun 2022

SenseOn Tech – Finalist 2022, Best Small Employer

Logo for SenseOn

Since its launch in 2017, SenseOn has enabled flexible working practices, empowering employees to take ownership of where, when and how they work to boost productivity and grow the business. 

Flexibility in the DNA 

As a remote first company, flexibility is ingrained in the culture of SenseOn. Flexible working is the norm, with 100% of employees working flexibly to suit their needs. Conscious effort is made not to fall foul of the ‘always on’ mentality of a start-up and blocking time for childcare responsibilities is actively encouraged. Instead, the notion working smart and striking a balance between work and life is promoted. An employee-led approach is taken when booking office space for hybrid working. There is an understanding toward those who want to spend an extended period in another country to see family, particularly post-pandemic.  

Family-friendly culture  

Being family-positive is championed from the top, with one of the directors sharing his parental experiences both internally and externally. As a high-growth startup, SenseOn are aware of maintaining the benefits of agile teams as they scale, and as such they have made an ongoing commitment to prioritising people and strong relationships. SenseOn recognise the need to integrate remote teams, and communication is highly valued. The People team host team-building virtual events as well as facilitating virtual coffees with different members of the team weekly.  

Attracting the right people 

SenseOn recognise the need to recruit and retain exceptional people in order to build the business, and position themselves as family friendly at events and social media in order to attract new talent. Prioritising flexibility and work life balance has benefited retention, evidenced in that 22% have been at the company for more than three years. Their commitment to recruit a diverse range of talent can be seen in the hiring of seven women into Sales, Tech and Operation in the first three months of 2022. Feedback is sought via a pulse survey and focus groups which is used to improve the employment value proposition.  


Initiatives that promote wellbeing, such as a London-Sydney fitness challenge, which encourages employees to step away from their desk and get outside, was well participated. There is an opportunity to flag mental health concerns via an email account, and private healthcare covers dependents and has enhanced features for parents-to-be.