Alteryx
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Alteryx 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 Alteryx?
Strengths in supportive peer dynamics, clearly stated values, and a product-led innovation mindset are accompanied by challenges tied to organizational turbulence and uneven local leadership climates. Together, these dynamics suggest a culture that can feel empowering and connected in stable teams, while feeling less secure and more fragmented during periods of restructuring and strategic transition.
Positive Themes About Alteryx
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Collaborative & Supportive Culture: Colleagues are often characterized as engaging, helpful, and personable, creating a supportive team experience that can feel “family-like.” Cross-collaboration and a belief in showing up for each other are presented as everyday norms that help unlock individual potential.
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Authentic & Consistent Values: Core values are repeatedly articulated around customer focus, accountability, equality, integrity, and empowerment, alongside an intent to ensure people feel seen, heard, and valued. Trust is framed as being built through honesty, humility, and respect, suggesting a clear behavioral standard for how work gets done.
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Innovation & Creativity: The culture is positioned around innovation and analytical thinking, with employees encouraged to think creatively about how data can transform business processes. The mission to democratize analytics through a low-code/no-code platform reinforces a product-led identity tied to experimentation and problem solving.
Considerations About Alteryx
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Change Fatigue & Ineffective Decision-Making: A fast-moving cloud/AI shift is described as creating fragmentation and information overload, with competing ideas contributing to a rocky migration. Private-equity ownership and a leadership reset are associated with sharper execution demands and more frequent change cycles.
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Low Morale & Disengagement: Anxiety about the company’s future is tied to layoffs and fluctuating performance, which can erode trust and day-to-day confidence. References to reduced morale and uncertainty suggest engagement may vary materially depending on timing and proximity to restructuring.
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Disrespectful or Toxic Atmosphere: A “toxic local culture” is cited in certain contexts, including micromanaging dynamics and individualistic behavior that can undermine belonging. Mentions of office politics and fear during periods of change indicate that psychological safety may not be consistent across teams.
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