Bonusly

Daniel McAdams cofounded Andiamo, a modern technology recruiting firm, more than 18 years ago. In the wake of rapid growth and change—Andiamo doubled in size and went fully remote between 2021 and 2022—Daniel quickly realized he needed a scalable and streamlined solution to manage employee rewards. In Daniel's words, the Bonusly platform "checked all the boxes for automating points and rewards, and it had a feature I hadn't considered: peer recognition."

"I used to spend up to five hours a week managing points and rewards manually," Daniel says. "Today, I spend next to no time on the process, apart from the time I spend recognizing others myself. Bonusly has lifted an enormous burden from my shoulders." Daniel remarks that he was surprised at how quickly people took to Bonusly: "There were a couple of people on the management team who were unsure about Bonusly. Would people think it was cheesy or inauthentic? That's never been the case. It's lighthearted, but it's not frivolous." "Technology recruiting is extremely challenging work," Daniel says. "Most of the time, you don't win.…

Daniel McAdams cofounded Andiamo, a modern technology recruiting firm, more than 18 years ago. In the wake of rapid growth and change—Andiamo doubled in size and went fully remote between 2021 and 2022—Daniel quickly realized he needed a scalable and streamlined solution to manage employee rewards.

For Erin, the transformation from her first tenure to now represents how to sustain and build culture at scale.

Now that everyone at the company uses Bonusly to recognize each other, giving public praise within and across departments is the new normal.

The Hilton Foundation’s experience with Bonusly highlights the power of automation and personalized recognition in building a connected, engaged workforce. By eliminating the burden of manual rewards processes and implementing peer recognition software, Bonusly helps the foundation maintain a positive work environment—even on the tough days. Bonusly's customization features further align the program with the organization’s culture, making it a seamless and impactful part of daily operations.

Intentionality is the foundation of a strong culture, and no one knows that better than Jessi Prizinsky, the Director of Operations at JS Perkins Consulting (JSPC) . JSPC is a management and technology consulting firm that helps organizations navigate complexity and accelerate performance. Jessi has seen the team and culture steadily grow, and with growth comes the challenge of keeping people connected to the company’s core values .

As Mindbody and ClassPass came together, one critical initiative that needed consolidation was employee recognition software. In order to successfully merge cultures and form new critical organizational connections, getting a solution up and running quickly was essential. Both Mindbody and ClassPass already had recognition and rewards solutions, but they needed to get the whole organization onto one platform. After careful assessment of both solutions, Bonusly was the clear winner for its clean interface, ease of use, and ability to operationalize company values. By getting the whole organization connected through Bonusly, the team established a thriving company culture together, one recognition post at a time.…

“When we grew rapidly years ago, we realized we needed to be intentional about how we worked together,” recalls Ian. “We gathered the whole team and asked: who are we at our best, and who are we at our worst? Out of that came our core values. They’re not aspirational or inspirational—they’re agreements for how we treat each other. And they haven’t changed.”

Skratch adopted Bonusly in 2019 after Ian saw it in action at another founder-led business known for its strong culture. Ian recalls that seeing how the company used Bonusly made it clear why their culture was so effective, and he wanted to bring that approach to Skratch.

To drive engagement and retention, ITAC leadership designed and implemented a top-down recognition program to reward employees beyond compensation. The process was manual—managers would recognize employees for emulating the company’s core values by emailing the controller, who would then email the employee and award them “mITAC points” to redeem in various ways.

To drive engagement and retention, ITAC leadership designed and implemented a top-down recognition program to reward employees beyond compensation. The process was manual—managers would recognize employees for emulating the company’s core values by emailing the controller, who would then email the employee and award them “mITAC points” to redeem in various ways.

MAGNA-TILES implemented Bonusly as their first-ever peer-to-peer recognition program, and the transition was smooth from start to finish. The platform allowed both their office staff and warehouse associates to easily recognize one another, regardless of location or role. The mobile app ensured that recognition could be shared in real-time, even by associates who were not stationed at desks.

With a diverse portfolio of brands and products catering to high-end commercial kitchens worldwide, Marmon Foodservice Technologies needed to establish a seamless and equitable recognition program for their global workforce. Bonusly emerged as the perfect solution, offering the means to create consistency and transparency while celebrating the stellar work of their employees across facilities and regions.

“Since we’ve implemented Bonusly, our HR leaders are spending less time on the administration and are really able to focus on more strategic priorities.”

While the system was manual, it was highly effective. In 2022, MNUFC asked Turner to replicate this success with the club’s full-time workforce of 135+ employees, creating a new role for him—Senior Manager, Guest Experience & Employee Engagement.

Unfortunately, that can be a big challenge at an international company—or anywhere with remote workers. A person in Boston might work with someone in Madrid or Dubai on a project, but once the project is completed and those daily collaborations cease, it’s easy for people to fall out of mind.

Once we launched Bonusly, we maximized this hashtag feature for our core value awards. We have one award for each of our four values, and our nomination process for these awards now happens exclusively through Bonusly. At the end of the year, everyone at Nexthink gets an opportunity to put forward five nominations. Each nomination must include an explanation of how their colleague has embodied that core value. We then tabulate who received the most recognition for each value. Management reviews the submissions and determines award winners based on the nominations.