If you join Spotify, we expect you to nurture collaboration and just, well, be kind. Remember – In our band, there’s no room for entitled egos. Neither your career nor Spotify is a sprint — they’re both marathons. We believe in maintaining that relentlessly resourceful start-up spirit.
Spotify Culture: The Core
This is reflected in its efforts to expand its library with diverse content and provide tools for creators from all backgrounds. The platform supports podcasts in multiple languages and offers resources to help emerging artists gain visibility. In 2024, Company increased its investment in accessibility features, such as improved transcriptions and voice control, to cater to users with disabilities. This commitment is also seen in its global expansion efforts, bringing Company to new markets and audiences. For example, Company’s expansion into new markets in Asia and Africa in 2024 aimed to reach millions of new users and support local artists.
Each Squad is similar to a Scrum team – it’s designed to feel like a small startup. Spotify is organized in small cross-functional teams called “Squads.” Each team has total control over what functionalities they want to build, how they will build those, and how to work together. Similar to Netflix’s culture, Spotify encourages autonomy. Employees are expected to make decisions and managers should focus on providing direction and guidance (and then get out of the way). 70% of conversations between managers and employees are based on what can be better.
Playing in sync
Spotify Technology S.A.integrates context into policies and programs to support talent and skillsdevelopment necessary for rapid business expansion. This organizational culture factorhelps human resource motivation and preparation to tackle current and emergingbusiness challenges. Spotify’s mission statement serves as a guiding principle for the company’s strategic decisions and initiatives. By focusing on empowering artists, enriching the fan experience, and fostering creativity, Spotify aims to create a sustainable and vibrant audio ecosystem that benefits all stakeholders.
Spotify’s Organizational Culture for Innovative Development
As a result, new approaches and designs are developed from the emergence of creativity according to the core values of the organization. In this regard, the vision of Spotify is based on its objective to ensure that its services result in a win-win situation for the fans as well as the artists. This allows them to feel a sense of belonging to the vision and bigger picture of the company, along with the feeling of being appreciated.
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But that doesn’t mean we shouldn’t be able to reflect on, discuss and debate each of our individual understanding of the statements. We did this in groups by focussing on the future and the impact that achieving this mission would have on our various stakeholder groups. We were truly passionate about what Daniel and Martin had set out to achieve, and we all still wanted to be a part of it. In our larger offices like Stockholm and New York, where most Spotifiers are closer to the lead team, it’s much easier to grasp the company vision and mission and the reasoning behind strategic decisions and direction. But at that time, we had 27 offices around the globe and many of those (especially those in the more remote locations) had asked for a clearer direction, for one vision, one mission, one company and one culture.
So at Spotify, we don’t just ask you to embrace learning, we ask you to own it. When you do, you’ll find all the guidance and support you need to truly thrive. It’s hard to capture the true culture of a company and put it into words. But we went ahead and did it anyway in this, our band manifesto. All content is of a general nature and may not address the specific circumstances of any individual or entity.
This helped us to whittle the list from 70+ suggested values to a shortlist of 25. Then the lead team voted on them further whittling the spotifys core values list to 10. And in the spirit of transparency, we’ll admit that being process-light sometimes invites a little bit of chaos into our everyday.
As Spotify continues to evolve and expand its offerings, its mission statement will remain a critical touchstone, ensuring that the company stays true to its core values and objectives. (SPOT), founded in 2006 by Daniel Ek and Martin Lorentzon, has revolutionized the way people consume music and audio content. Originating in Stockholm, Sweden, the platform offers a vast library of music, podcasts, and other digital audio content to millions of users worldwide. As of April 2025, continues to dominate the music streaming industry, providing both free and premium subscription services. Spotify’s mission, vision and core values have established the global image of the organization along with an emphasis towards the effectiveness of their operation.
Practicing sincerity throughout the company can significantly impact your engineering culture; employees are happier, more productive, and motivated when they work in a transparent environment. Spotify’s idea lies in the fact that it weaves and develops a sense of connection and connection between people in everything it does, which is emphasized by the incorporation of culturalism within the company’s platform. Let’s be honest, we have bands playing in the office – it kind of sets the tone. We’re proud of what we’ve achieved, and passionate about where we’re going. We’re not afraid of taking big bets, or getting them wrong.
- Engineers especially dislike work without opportunities to be creative and express themselves in their job.
- You should want to make conscious and deliberate decisions about what your journey will be.
- So you should be ready to expand your skills and learn new ones.
- For example, Company’s expansion into new markets in Asia and Africa in 2024 aimed to reach millions of new users and support local artists.
Playfulness is one of their core values which they point out in their Band Manifesto. At Spotify, they know that playfulness sparks creativity and connections, so they provide ample opportunities for unwinding. As the company described, they surveyed employees to learn about their concerns, well-being, and the ways they can support them. Spotify also practiced listening and responding to their employees’ needs in recent times when they worked remotely because of the COVID-19 pandemic. Putting some effort into collaboration can also be very beneficial for the engineering culture in your company.
Think about it — without a diversity of instruments, a band’s output would be pretty boring. (There’s a reason why your favorite band isn’t just five tubas playing at once.) Music is global and so Spotify should be too. The values should come from each of us but the vision and mission must be set by the lead team. Although we are all an important part of it, essentially Spotify is Daniel’s company. It’s Daniel and Martin’s vision and direction that founded the company. And it’s the lead team’s job to continue to give us that direction, to tell us where we’re headed and lead us through the strategy.
- Emotional intelligence is a factor that determines how the enterprise successfully employs its human resources to achieve strategic objectives for the innovation-driven expansion of the music streaming operations.
- Neither your career nor Spotify is a sprint — they’re both marathons.
- Negotiations with ticketing firms are continuing, but Spotify surely has some other super-premium features up its sleeve that haven’t leaked… at least not yet.
- However, the organizational structure isn’t the only thing that fosters collaboration at Spotify.
In late 2013, the Spotify HR crew embarked on a journey to revisit the company’s values. We recognised that the Spotify culture was (and still is) one of our great strengths and that our core values should be an integral part of this. Of course, they have an industry-leading product and millions of users, and they also grow more each day. In this article, we’ll explore Spotify’s core values that can inspire you to create a great engineering culture.
For example, music listening rooms perfectly correspond to the company culture. They mostly want learning and development opportunities, a chance to have an impact, and a work environment that allows them to be themselves—and the company responds by providing all of that. Sally Whatley explains how candidates usually have a clear idea of what values, benefits, and perks are important to them; the company’s job is to listen and provide them with it.