First Resonance
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First Resonance 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 First Resonance?
Strengths in collaboration, inclusion, and community connection are accompanied by challenges tied to top-down oversight, instability, and uneven development support. Together, these dynamics suggest a workplace where peer bonds and values are strong, while leadership practices and change management may hinder consistent feelings of being valued.
Positive Themes About First Resonance
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Collaborative & Supportive Culture: Colleagues are described as grounded, kind, and eager to solve tough problems together, with many looking forward to interacting with their teams. Onboarding and day-to-day teamwork are portrayed as helpful and supportive.
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Fun, Rituals & Connection: Teams gather for socials, offsites, volunteering, and active events that build camaraderie beyond daily work. An El Segundo hub with regular in-person activities reinforces interpersonal connection.
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Fair & Equitable Treatment: Inclusion and equity are stated as central, welcoming diverse identities and perspectives so people feel seen, respected, and supported. This emphasis on belonging signals a culture that prizes fairness.
Considerations About First Resonance
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High-Pressure & Micromanaging Culture: Decision-making is often described as top-down, with close oversight and controlling behaviors that reduce trust and autonomy. In some roles, coaching feels like hand-holding rather than empowerment and professional growth.
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Change Fatigue & Ineffective Decision-Making: Frequent shifts, instability, and reorg stress—including an office move—create uncertainty and undermine clarity. Changing priorities and unclear direction make it harder for teams to sustain momentum.
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Lack of Recognition & Shared Success: Limited advancement and dismissed input leave some individuals feeling that contributions are not developed or acknowledged. Insufficient support for individual contributors weakens the sense of appreciation.
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