Canva
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Canva 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 Canva?
Strengths in people-first benefits, values-driven purpose, and structured community-building are accompanied by uneven recognition, variable workloads, and perceived inequities across teams and locations. Together, these dynamics suggest a culture that can feel supportive and mission-aligned when team practices and leadership are strong, yet remains highly dependent on local context to consistently deliver a felt sense of value.
Positive Themes About Canva
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People-First Culture: Benefits and flexibility are positioned to show care beyond salary, including inclusive parental leave, extra Flex leave, a Vibe & Thrive allowance, equity, and paid volunteering time. Ways of working emphasize hybrid and remote options aligned to team needs.
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Authentic & Consistent Values: Purpose and social impact are embedded through programs like Force for Good, paid volunteer days, and a clear Two‑Step Plan linking company success to doing good. Stated values such as Be a Good Human and Empower Others are referenced as guiding hiring, growth, and daily decisions.
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Fun, Rituals & Connection: Community is reinforced via employee clubs, curated campus experiences with a “magically local” feel, and recurring volunteering rituals that create shared moments. Dedicated hub activities and global programming foster connection beyond day‑to‑day tasks.
Considerations About Canva
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Lack of Recognition & Shared Success: Recognition is described as inconsistent, with minimal acknowledgment and unclear promotion paths in some areas. Visibility and appreciation can hinge on local norms, with on‑site presence and manager behavior affecting how valued people feel.
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Workload & Burnout: Work‑life balance varies, with some teams experiencing long hours and shifting priorities under a fast‑moving, high‑expectation environment. This variability can strain wellbeing when support and clarity fluctuate.
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Favoritism & Inequity: Leadership in some hubs is characterized as cliquey or hands‑off, and recognition appears uneven between on‑site and hybrid/remote contributors. Disputes around performance plans and exits heighten perceptions of unequal treatment and trust gaps.
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