Employee Rocks
Behavioral design for employee experience

Engineering culture isn't a perk.
It's a system.

We use behavioral economics and design thinking to build the rituals, defaults and feedback loops that make great distributed teams inevitable.

DRLPSOMVTrusted by 40+ distributed engineering orgs
// Teams we've tuned
NORTHWINDHangar 12PARABOLADriftwoodKERNELTidewater
// What we do

Three systems, one culture

OnboardingRitualsFeedback

Onboarding that sticks

Design the first 90 days as a behavioral funnel. Cut friction, set the defaults that compound, and make ramp time a metric you control.

Day-one defaultsBuddy ritualsRamp scorecards
The behavioral edge

90% of people never change a default — so we design the default, not the policy. Every engagement starts with a teardown of where your current system leaks attention, trust, and time.

You leave with a prioritized map of nudges, ranked by effort and expected lift.

// How it works

From teardown to habit

01

Diagnose

A two-week teardown of your rituals, defaults and feedback loops. We find where the system leaks.

02

Design

Co-design the nudges with your leads. Small, reversible changes ranked by expected lift.

03

Embed

Ship the rituals, instrument the signals, and hand your team the playbook to run it themselves.

// Proof

The numbers rock

2.3×faster ramp for new engineers
−41%first-90-day attrition
9/10teams keep the ritual after 6 months
12 wksmedian time to embedded habit
They didn't hand us a culture deck. They rewired how our distributed team actually works — and the calendar got lighter.
PN
Priya Nair
VP Engineering, Parabola
// Questions

The obvious ones

No. We redesign the actual mechanics — defaults, cadences, feedback timing — and instrument them. Workshops are optional; behavior change is the deliverable.

Let's tear down
your onboarding.