NVIDIA is a dynamic, fast-paced environment where employees are given the opportunity to develop and grow. We have a flat organizational structure that encourages innovation and rewards individual contribution—and we promote from within wherever possible. All of these factors have contributed to our ability to attract and retain top talent. In the past year, we've been named one of the 50 best places to work in the U.S. in the fourth annual Glassdoor Employees' Choice Awards, and we ranked No. 12 in the 25 Best Tech Companies to Work For rating by Business Insider.
Through our College Coach program
, we make an investment in our employees' children's futures, providing employees access to college counselors and other services related to education.
We're committed to employee training and talent development. In response to employee feedback, we've expanded our educational programs, which include:
- An English-language training program offered to employees in Asia-Pacific. Since 2008, 546 employees have taken advantage of this program, with 180 employees currently enrolled, 39 of whom are repeat users
- Tuition reimbursement
- Corporate-paid tuition to programs at the Stanford Center for Professional Development
- Corporate memberships to the Institute of Electrical and Electronics Engineers and the Association for Computing Machinery as well as access to their educational libraries
In addition, we invest in the future of our employees’ children. Our College Coach program provides employees access to college counselors and other services related to education.
In 2011, NVIDIA promoted approximately 16.5 percent of our workforce. Of 1,178 promotions, 67 were promoted to the level of director or above (twice as many as in 2010), and 923 (78 percent) were from minority classes. Sixteen percent of the women in our organization were promoted in 2011.
To help ensure we retain our talent, we created an internal job board so employees can see opportunities across the company and use it to better plan their development and career paths within NVIDIA.
Pay and Benefits
NVIDIA's compensation and benefits packages reflect our commitment to attracting and retaining a talented workforce. Benefits are similar in different locations, but are administered on a country-by-country basis to comply with local government regulations.
NVIDIA's compensation philosophy is centered on four key objectives:
- Attract and retain: We want to attract, and retain, the world's best talent. That means providing fair compensation.
- Reward performance: We believe outstanding employee performance should be recognized and rewarded. Rewards encourage employees to meet business goals, inspire them to perform at their best and help keep NVIDIA competitive.
- Focus on growth: We want our employees to feel invested in NVIDIA’s success, so we encourage them to take ownership through equity programs. With our focus on company growth, we believe that stock ownership offers our employees outstanding value.
- Think total pay: We look at base pay as just one component of employee compensation. By focusing on total pay, we can offer employees a broad range of benefits.
As part of our focus on total compensation, we provide employees with a higher-than-average benefits package, which includes health, life and disability benefits (spousal and domestic partner), employee assistance, discounts, medical leave and more (see NVIDIA benefits for more information).
A key aspect of our compensation program is focused on making all employees shareholders in the company through the provision of restricted stock units as well as a generous employee stock purchase plan (ESPP). During the past year, 87.5 percent of employees participated in our ESPP, which brought an average return of approximately 31 percent of funds (as a percentage of contribution) invested into the program by employees.
In response to employee requests for greater insight into compensation, we created a new internal website with educational resources and tools to ensure that employees understand their total pay and how performance is linked to pay.
Employees stay connected through company-sponsored outings and team building events.
We have a high-performance culture that expects strong contributions from all members. As a community, NVIDIANs are hard-working, committed and driven to succeed.
Employees get the recognition and compensation they deserve for giving their best at work. At the same time, we recognize that people have lives outside of work. As much as possible, we try to support employees and their families with comprehensive benefits to help them lead healthy, balanced lives.
Achieving a work-life balance can be hard, especially in our hard-driving cultures. That is why we monitor how our people feel about their work-life balance on our employee survey and try to make regular, company-wide improvements.
Our employees consistently rate us above industry average when it comes to supporting them and their efforts to balance their work and personal lives. Our commitment to a healthy balance is reflected in our benefits, which include programs to help employees deal with stress and time-management challenges, flexible work hours, professional time off and an array of convenient onsite services. Our employees are supported in their important life events through our global Employee Assistance Program and a generous leave program.
Our goal is to hire the best and brightest in the industry, no matter who they may be or where they live. We value a diverse workforce, not only for the breadth of perspective it provides, but also because we believe it enhances our competitive position. We are committed to providing equal opportunity to all employees and applicants as stated in our Equal Employment Opportunity Policy and Code of Conduct
The level of diversity at NVIDIA is representative of the technology and engineering industries as a whole. Roughly 75 percent of NVIDIA employees are engineers, a field that is historically male-dominated. We seek to address gender imbalances in the technology and engineering fields through strategic grants offered as a part of our community engagement efforts, as well as through programs aimed at increasing the number of women and minorities in engineering.
2011 Diversity Snapshot
In 2011, NVIDIA experienced somewhat lower turnover of 9.3 percent compared with 11.0 percent in the previous year, which is well below the technology industry's general turnover rate of 16.8 percent (as reported by Radford Surveys). Our voluntary turnover rate is 8.3 percent, which is less than the technology industry average of 10.7 percent.
*These figures were calculated by taking the number of people terminating in each classification, divided by total population.
Turnover by Region
Turnover by Gender
Turnover by Age
At NVIDIA, we value the opportunity we have to build and grow in local communities. To that end, we hire local talent in our offices outside the U.S. as much as possible. Nearly all senior leaders in our international offices are local hires. We consider expatriates for positions only in rare cases where there are specialized or expert needs that cannot be met by local hires. As a result, expatriates make up less than 1 percent of our workforce outside the U.S.
Freedom of Association
As part of our membership in the EICC, we recognize employees’ right to bargain collectively. We require our suppliers to develop programs to comply and drive improvement based on the EICC Code of Conduct
, and we meet with them quarterly to review progress.
Watch the video here: http://www.youtube.com/embed/v2HJUSdfu24
In 2011, NVIDIA employees got together to create an “It Gets Better” video sharing their personal stories in support of lesbian, gay, bisexual and transgender youth.
"Before I joined NVIDIA I heard all good things about the quality of work/work-place, culture/cool-new-stuff developed, from my friends who joined NVIDIA. Now I get to see it every-day first-hand!"
Abhinav B., Hardware Engineering, Santa Clara
"I'm so proud to be a part of a company like NVIDIA whose employees are making a great difference in our local community and around the world."
Cristina C., Facilities, Santa Clara