Our mission is to ignite the human spirit through movement.
Founded in 2010, On set out to shake up the running industry with a single transformative product, a completely new cushioning technology for running shoes, CloudTec®. Today, On remains innovation and design-led, delivering industry-disrupting premium footwear, apparel, and accessories for high-performance running, outdoor, and all-day activities.
Existing at the intersection of performance, design and impact – inspired by athletes, we always look for ‘better’ – something we believe is achieved through continual experimentation, starting again, thinking differently, breaking the mold. Every day our teams continue to cook up trailblazing innovations within our Zurich-based On Lab and across our global hubs from Ho Chi Minh City and Hanoi to Shanghai, Portland, Berlin, Tokyo and beyond.
We like to keep creativity and innovation in-house, whether it's to create inspiring marketing campaigns, think up next-gen retail spaces, or take leaps in sustainability and product design – it all comes together to deliver on our mission. At On, we're all believers in the human spirit and what it’s capable of. And with every On product, design and innovation, we set out to inspire humans to Dream On.
Learn more about On: - www.on.com - www.facebook.com/on - www.instagram.com/on
Rating Reviews
Rating is calculated based on
59
reviews and is evolving.
Pros: The team culture is generally collaborative and driven, especially within the engineering department. I appreciated the opportunities to work on challenging projects that directly impacted the product. The flexible work policy, allowing for a hybrid setup, made it easier to manage personal appointments and reduce commute time. The company really invests in its people and technology, which is motivating.
Cons: While the hybrid model is great, communication across different departments can sometimes be a bit siloed, leading to minor delays in cross-functional initiatives. It can feel like there's always an urgent task, which occasionally pressures work-life balance, though management is usually receptive to feedback on workload.
Advice to Management: Continue fostering cross-departmental communication to streamline workflows and maintain the innovative spirit. Ensure workload is consistently managed to preserve the excellent work-life balance.
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Pros: The best part is definitely the culture and innovation. On is constantly pushing boundaries in the athletic footwear and apparel space, and it's exciting to be part of that. My colleagues were supportive, and the hybrid work model offered good flexibility. The London office is a great hub for the UK market.
Cons: While the energy is high, sometimes communication from leadership can be a bit inconsistent, leading to occasional confusion on priorities for the DTC e-commerce operations. Processes could also be more streamlined in certain departments.
Advice to Management: Focus on enhancing top-down communication and clearly articulating strategic priorities to ensure team alignment across all functions, especially in a fast-paced environment like the UK consumer goods sector.
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Pros: The most rewarding aspect is being part of a forward-thinking company that genuinely cares about performance and sustainability. The product innovation is exciting, and the people I work with are incredibly talented and supportive. There's a real buzz around launching new products and campaigns for the running and outdoor community. The hybrid setup works well for maintaining focus.
Cons: While the energy is high, it can sometimes translate into demanding periods, especially around major product launches or seasonal pushes. It’s not uncommon to put in extra hours when deadlines loom. It would be great to see even more structured support to manage workload during these peak times consistently, ensuring the excellent work-life balance is maintained as the company grows rapidly.
Advice to Management: Continue fostering the innovative culture while ensuring robust support for workload management during busy periods to sustain employee well-being.
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What's the commission structure like for sales roles at On in the US?
At On, the sales commission structure for roles like Account Managers in major US markets is pretty standard, offering a base salary plus tiered commissions based on hitting individual and team targets.
How does your company ensure fairness in its promotion processes for entry-level tech roles in San Francisco?
I've seen firsthand how "On" focuses on clear performance metrics and diverse interview panels for promotions, ensuring everyone in our mid-sized tech firm has an equal shot at advancing.
Does On offer any wellness programs for its employees in the Zurich tech industry?
Yes, On provides various wellness initiatives, including access to a gym and mindfulness resources, to support employee well-being in our growing tech company.
How is workplace respect at On, especially in a fast-paced tech environment?
I've found that respect is a core value at On; colleagues in our Berlin engineering teams always listen and value diverse perspectives, fostering a truly collaborative atmosphere.
Does this company offer a hybrid schedule for remote tech roles in the software industry?
Yes, as a software engineer here, I appreciate the flexibility; we have a hybrid schedule allowing me to work from home a couple of days a week in our mid-sized tech company.
Does On provide merit increases for software engineers in Switzerland, and how often?
Yes, On reviews salaries annually for roles like software engineers in their Zurich offices, with merit increases typically awarded based on individual performance and company success.
How does On foster a sense of inclusion and belonging for all employees in their Zurich offices?
At On, I've found our employee resource groups and inclusive event planning really help create a welcoming atmosphere, making everyone feel valued within our growing tech company.
How are customer issues typically escalated within category management at [Company Name]?
In category management, when a customer issue escalates, we usually loop in the senior category manager and potentially our buyer, depending on the complexity. It's a collaborative process to ensure we resolve things quickly for our shoppers.
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