Great Place To Work Certification is a badge worth earning. When your team scores well on the Trust Index and your logo lands on the Fortune Best Workplaces lists, that recognition means something to recruits, clients, and the people who already work for you. Plenty of CultureWise companies earn it.
Certification recognizes a great culture. CultureWise builds one worth certifying. They work in order, and earning the badge starts with the building.
Great Place To Work certifies strong cultures through its Trust Index employee survey. Your people answer, the results get scored, and if you clear the bar you earn certification. That same data powers the Fortune Best Workplaces lists and gives you a public badge to showcase your culture.
For recruiting and employer brand, the badge does real work. You can read more about the certification and the Trust Index on the Great Place To Work website.
Certification measures and recognizes your culture at one point in time. The survey captures where you stand; it doesn't build the culture that earns the score. Building it is a different job, and it's the one CultureWise does.
Picture a fitness test next to a training plan. The test tells you where you stand today. The training plan gets you in shape, week after week, and the strong score follows.
Great Place To Work reads your culture and confirms it's strong. CultureWise puts in the reps. Your team defines 25 to 40 Fundamentals, a shared way of working written in your own words, and practices one, company wide, every week. Structured coaching and software keep it going, and the CEO and every manager own it. Do that, and a great score follows the work instead of surprising you.
A survey happens on a schedule. Your team answers, the window closes, and you get a snapshot of a real moment.
CultureWise runs all year. Every week your company practices one Fundamental together, so the culture shows up in small daily moments and not only when the survey lands. By the time the Trust Index opens, your people are answering about a culture they've lived for months, so the score reflects something real and durable rather than a one-week push.
The weekly rhythm compounds. One Fundamental at a time adds up across a year and keeps culture on the calendar between surveys. Leaders stay engaged because they teach it, and new hires pick it up in their first weeks.
The badge and the benchmark are outputs. They tell you, and everyone watching, that your culture is strong. That's valuable and it belongs on your careers page.
Behind the badge sits a culture your team lives every day. Fundamentals give people a common language and a clear picture of how you do things here, from how you handle a mistake to how you follow through on a commitment. Build that substance and the recognition has something real to point to.
A benchmark compares you to other companies at a moment in time, which gives you helpful context. Living Fundamentals gives you what the benchmark can't: a culture your people can name, repeat, and coach each other on long after the survey window closes.
The two aren't competitors. They're a build-then-recognize pair.
Build the culture first with CultureWise. Define your Fundamentals, practice them every week, coach them through your managers, and let the software carry the rhythm. Then certify it with Great Place To Work. When your people take the Trust Index, they're scoring a culture that's already strong, so the certification and the Best Workplaces recognition follow.
CultureWise clients have won more than 100 Best Workplace awards. They built the culture first and let the recognition catch up.
Want to earn the badge? Build the culture worth certifying first. See how CultureWise and Great Place To Work fit together on our comparison page, then book a demo to see it in action. You can also explore how it works and take a look at the platform.