According to Carta, the median tenure for startup employees is just 2.2 years for all other industries the median tenure is 4.1 years. Startups are known for rapid change, intense pace, and frequent talent turnover. But at GoShare, our average employee tenure is five years, more than double the startup industry norm. In a world where the typical startup experience can feel unstable and short-lived, GoShare continues to buck the trend. Why? Because GoShare isn’t built like a typical startup and our people feel it.
🚀 A Mission With Real-World Impact
We aren’t building a theoretical product or betting on a hypothetical future. Every day, GoShare helps thousands of independent delivery professionals earn income, supports local businesses, and keeps supply chains moving for some of the biggest brands in the world. Our people stay because they see the impact of their work, on drivers, small businesses and nationwide retailers.
🧠 Empowerment & Ownership
At GoShare, employees are trusted with ownership, not micromanaged tasks. We hire smart people and empower them:
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To lead
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To innovate
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To solve problems that matter
That level of trust creates loyalty. When people feel like builders, not replaceable cogs, they invest themselves and stay invested. To solidify this, we offer employees at all level stock options.
🌎 Remote-First Flexibility & Trust
Long before distributed work became mainstream, GoShare believed in flexibility, autonomy, and work-life harmony. Our remote culture isn’t a perk, it’s a philosophy:
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Trust over supervision
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Output over hours
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Flexibility over rigidity
This freedom enables people to thrive in their careers and personal lives, without compromise.
💙 Culture Built on Respect & Humanity
Culture doesn’t live in slogans, it lives in day-to-day behavior. We treat teammates as humans first. We celebrate wins, support one another, and value collaboration and kindness. And our team feels it. When we asked GoShare employees to describe the company in three words, here’s what they said:
“Inclusive, collaborative, reliable”
“Supportive, flexible, respectful”
“Open, welcoming, positive”
“Feels like home”
“Diverse, efficient, reliable”
“Committed, family, strong”
“Positive, inclusive, awesome”
“Fun, challenging, collaborative”
Not every response was perfect, some referenced opportunities to improve communication or break down silos. That honesty matters. It shows people feel safe giving feedback because they believe in where we’re going. Even when we hear words like:
“isolated between departments”
“unclear, confusing”
We see it as trust, trust that we’re building together, improving together, growing together. That’s real culture, not curated messaging.
📈 Stability & Vision Over Flash-In-The-Pan Hype
GoShare isn’t chasing trends or short-term vanity metrics. We’re building something durable, a business with fundamentals, real revenue, and long-term value. That stability breeds confidence and commitment. People don’t join to “ride it out for two years.” They build careers here.
🎓 Growth & Evolution
When GoShare grows, our people grow with us. Engineers become tech leaders. Marketing talent becomes strategic operators. Team members learn, advance, and shape the company, not just work inside it. A startup where careers compound instead of churn out. For example, our SVP of Engineering, Francisco and our Director of Marketing, Travis, both started as interns while studying at San Diego State University in 2015 and 2016 respectively.
The Bottom Line
Most startups struggle to retain talent. GoShare does the opposite, because we prioritize people and purpose, not just speed and scale.
Our team stays longer because they:
✅ Believe in what we’re building
✅ Feel valued, trusted, and empowered
✅ Have work-life flexibility and autonomy
✅ Feel a sense of belonging and impact
✅ Grow in their roles and careers
✅ See a long-term future, not a short-term sprint
People don’t stay where they must, they stay where they’re valued. At GoShare, we’re proud that our longevity isn’t luck, it’s culture. Learn more about working with GoShare on our careers page.