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At Everise, EX is about more than just policies. It is about creating a culture shaped by trust, belonging, and a genuine commitment to putting people first no matter where they are in the world, Sudhir Agarwal, Founder & CEO, shares.
Everise is a global customer experience company focused on revolutionising customer service for businesses. At the heart of this transformation is a strong belief that exceptional customer experience begins with an exceptional employee experience.
The team at Everise defines employee experience as making every individual feel like they truly belong. It is about building a space where people feel safe to speak up, know their voices are heard, and are encouraged to bring their full selves to work. This approach is supported by open communication, transparent leadership, and real opportunities for growth.
This commitment to putting people first saw Everise awarded two gold wins at the Employee Experience Awards 2025, Singapore:
- Best Organisational Change Leadership
- Most Inspiring Leader (Sudhir Agarwal, Founder & CEO).
In this interview, Sudhir Agarwal, Founder & CEO, Everise shares how the organisation navigated a major integration of more than 10,000 new employees across multiple countries, while maintaining a people-first culture. Through personalised onboarding, strong regional adaptation, and a deep investment in psychological safety, Everise aims to continue shaping the future of work through empathy, integrity, and diversity.
Q How does your team define "employee experience", and what aspects do you prioritise most?
Honestly, “employee experience” for us is pretty simple: it’s about making Everise feel like a place where you belong from day one. If people feel safe to speak up, know they’re heard, and can bring their full selves to work, we know we’ve nailed it. So we keep things flat — nobody has to jump through a thousand hoops just to get answers. Communication is open, we trust each other, and we celebrate wins together. Diversity is huge for us, we represent 66 nationalities, 71% women, 46% women leaders because if our team looks like the world we serve, our customers feel it.
We also pour energy into growth such as training & mentorship, well-being, and making sure our leaders stay visible and approachable. At the end of the day, great customer experience starts with great human experience. When our Glassdoor score is up there at 4.5 and people tell us they love working here, we know we’ve got it right.
Q Can you walk us through your most high-impact EX initiative that led to your success at the awards this year? What business need did it solve, and how was success measured?
The biggest EX win for us this year was the Continuum Global Solutions integration, bringing over 10,000 new people into Everise across the US, the Philippines, and Colombia. Picture this: a pure chaos of year-end holidays around the corner, and the closing date up in the air. Yet, we treated it like a people puzzle, not just headcounts to move. We scripted onboarding videos, tailored regional offer letters, and ran town halls so everyone felt welcomed. We even mapped every role, sorted PTO balances, and got payroll right with almost zero errors.
Importantly, we didn’t just impose Everise policies, we also evaluated and adopted CGS practices where they added value, resulting in a smooth transition, high engagement, and continued trust.
Q How do you balance personalised employee needs with scalable EX programmes?
At Everise, we maintain a strong global framework while empowering local teams to tailor initiatives for their unique contexts.
Think of it as a recipe: the base ingredients are consistent worldwide — global recognition programmes, hybrid‐workspace models, and career development tools, yet each region adds its own spice.
For example, we adapt accordingly when our Colombia team requests a specific professional development workshop, or our US colleagues need a different flexible work arrangement. Data plays a key role in guiding us, with pulse surveys, leadership check-ins, and formal feedback loops helping us understand what’s working well and what isn't.
As a result, whether we’re rolling out a new benefit or refining onboarding materials, it remains relevant to every employee, so they feel genuinely seen, supported, and empowered, regardless of location.
Q What are some underappreciated drivers of employee engagement that you think deserve more attention?
Many organisations focus on big perks, but the quiet drivers such as authenticity, trust, and psychological safety are the real game-changers. When employees know they can speak up without fear of retribution, creativity and collaboration flourish. We believe inclusivity isn’t just about representation, it’s about voice and belonging. Simple actions such as empowering employee-led initiatives, transparent leadership updates, and open-door policies go a long way in fostering these conditions.
These drivers have played a key role in shaping Everise’s culture and are reflected in our consistently strong engagement metrics, retention rates, and external employer recognitions.
Q Finally, what is the most important message that you'd like to share with your team as you plan ahead?
To our incredible Everise family: thank you for your trust, passion, and resilience. Our success is rooted in your energy, creativity, and unwavering commitment to delivering exceptional customer and human experiences. As we grow, embrace AI, and expand into new markets, we will continue to lead with empathy and integrity. The future holds great promise, and I’m excited for what we will build together.
Let’s continue breaking down barriers, celebrating our diversity, and raising the bar for what a people-first, innovation-driven company can be. Together, we’re not just transforming customer experiences, we’re shaping the future of work.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!
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