Our people
We are proud of our talented and dedicated global workforce. As a company, we are focused on benefits and programs that support our employees across the entire employee lifecycle, including recruitment and onboarding, well-being, learning and development.
Recruitment
We aim to attract talented individuals whose skills, values and working style align with our culture and the evolving needs of our customers. Our recruiting practices emphasize structured, skills-based assessments and encourage collaboration across teams to ensure we are selecting candidates who can contribute meaningfully from day one. We also provide interviewer training and user consistent evaluation frameworks to support objective, compliant and well-founded decision-making.
These practices are developed in line with our non-discrimination policy and reflect our focus on providing a professional and respectful candidate experience.
Total Rewards
We believe in rewarding employees for their hard work. Our comprehensive “Total Rewards” program offers a suite of benefits to all employees working 30+ hours per week, including the following:
- Medical, dental, and vision insurance, including physical and mental health services;
- 401K retirement program with company match;
- Employee stock purchase plan;
- Paid parental leave and flexible return to work schedule;
- Fertility support services and pregnancy consulting services;
- Life & disability insurance;
- Tuition reimbursement and employee professional development programs;
- Employee assistance program;
- Financial wellness; and
- Wellness incentives.
As a “remote first” company, most of our employees work fully remotely. Employees may choose to work from an office or follow a hybrid model, depending on role and location.
Our Employee Assistance Program offers mental health resources to employees and their families to have face-to-face sessions with a robust network of licensed mental health professionals.
Employees in the US are given a discretionary PTO package for flexible days off with manager approval. In all other regions, employees are given “Wellness Days” each year that are used for medical appointments so we can help encourage our employees to take care of themselves.
We also offer an Employee Stock Purchase Program to all employees who work over 20 hours per week to foster an ownership culture.
We are deeply committed to accessibility and work diligently to ensure our benefits program is inclusive and caters to varying needs. For more information on our dedication to accessibility, please visit Accessibility Policy.
Training and Development
At LivePerson, we believe in the value of continuous learning and growth. We have a robust “Development for All” approach , open to all employees which seeks to foster personal and professional development.
Our training initiatives range from comprehensive onboarding for new hires to targeted training sessions that cultivate job-specific skills and promote a wide range of workplace competencies. These programs aim to facilitate our employees’ continual progression and help them remain at the forefront of their respective fields.
LivePerson continuously updates course offerings across broad learning content through access to 40,000 courses to empower professional development (leadership, manager, technical, sales, business acumen, competency based, and professional skills), support advanced AI literacy (AI, Machine Learning, and Deep Learning), and enable acquisition of professional certifications through our company learning platform, LivePerson Learning.
Certifications include:
- Six Sigma
- Agile Leadership
- SCRUM Master
- Product Owner
Certification Preparation includes 64 technical certification and 41 cyber security curricula supporting:
- CompTia
- Cisco
- Azure
- AWS
- Google Cloud
- Kubernetes
- Agile/SCRUM
- CyberSecurity
Specific to our technical training and product learning, we offer all LivePerson employees a license to access the Google Skills Cloud Boost platform which offers 980 learning activities from foundational to professional level upskilling on Google technology including certification preparation (foundational, intermediate, and professional level).
LivePerson also offers quarterly manager training workshops on topics such as goal setting, performance reviews, coaching and feedback, engaging the team, and manager fundamentals at LivePerson. This invites managers to engage with their direct reports utilizing the skills they acquire to lead for performance. We support professional development by inviting all LivePerson employees to set developmental goals in our performance platform as a means of creating focus on individual development planning. Our tuition reimbursement program supports consideration for role-related undergraduate or graduate courses.
Our commitment to ethical conduct and secure operations is evidenced by our mandatory annual compliance training for all employees, which covers topics such as harassment and discrimination, our Code of Conduct, security, sustainability, data protection, AI literacy, and anti-corruption and anti-bribery measures.
In addition to the various online courses, LivePerson hosts facilitator led learning workshops supporting professional development and goal setting. Managers create opportunities for their team to complete the Clifton Strengths assessment and attend a facilitator led workshop focused on self-awareness as the foundation of their continued development.
Lastly, our annual developmental review process plays a crucial role in our employees’ growth trajectory. This thorough review evaluates employees’ performance and aids in crafting an individual development plan, establishing goals for their continued professional advancement.
Health and Safety
We’ve implemented a Health and Safety policy that directs our commitment towards creating a safe and healthy working environment. Part of this dedication is demonstrated through our annual compliance training, a requirement for all our employees, which incorporates health and safety modules, keeping our team current with the safest and most efficient practices.
In the light of our remote work setting, it’s integral that these safety norms extend beyond our company’s physical boundaries. To this end, we encourage each employee to tailor their personal workspaces in harmony with our guidelines. Moreover, our emergency response plan prepares our team with the necessary procedures to contend with unpredictable situations. This collective approach seeks to ensure a consistent safety culture across our globally distributed workforce, upholding our commitment to health and safety.
Employee Engagement
We are committed to fostering a supportive and transparent work environment through continuous employee feedback and engagement. We have a structured 7, 30, 60, and 90-day survey process for new hires to assess their experience and gather feedback that informs improvements for all employees wherever possible.
In addition to our annual employee engagement survey, we conduct regular pulse surveys to gauge employee perspectives, including how they feel about the transparency of leadership. These insights help us refine our priorities and enhance the overall employee experience.
We also prioritize open communication between employees and leadership. Our Senior Leadership Team (SLT) holds regular Q&A sessions where employees can submit questions—either publicly or confidentially—and receive direct responses from the SLT. Furthermore, our monthly town halls offer a platform to recognize employees who have gone above and beyond, fostering a culture of appreciation and recognition.
We support voluntary Employee Resource Groups (ERGs), which are employee-led communities built around shared interests, backgrounds and experiences. These groups offer opportunities for connection, professional development and cross-functional collaboration. Participation is optional and intended to complement our broader workplace culture.
Community Engagement
At LivePerson, we believe in giving back to the communities where we live and work. In 2024, LivePerson employees from around the world came together in their local communities to give back. More than 150 LPers invested over 300 hours of service with 14 non-profit partners in support of causes ranging from food insecurity to environmental conservation and wildlife protection. This global initiative highlights our dedication to fostering positive change and encourages employees to actively participate in making a difference wherever they are.
For more on our approach to employee and ethical standards, view our Human Rights Policy.