Mirakl Company Culture & Values

Give us a snapshot of your performance review process. How often do they occur, and who is involved in the process?

Performance reviews at Mirakl happen twice a year, setting the foundation for our talent management strategy. The mid-year check-in launches each July, where employees complete self-reflections on their first-half achievements and growth areas. Managers provide feedback through one-on-one career discussions that conclude by August, establishing goals for the rest of the year. The annual talent review begins in December as a comprehensive evaluation of the full year. Employees complete self-assessments that rate their expertise and embodiment of Mirakl’s core values, while managers prepare parallel evaluations. A global calibration ensures consistent standards across the organization.

Final ratings reflect the full year’s performance against Mirakl’s expectations and determine outcomes, including promotions and compensation adjustments. Our performance review strategy is executed globally by the people team, with managers and stakeholders playing a major role. Together, we create opportunities for growth, feedback and career development, guiding every Mirakl employee’s journey.

How does your performance review process ladder up to Mirakl’s culture and/or mission?

Our performance review process is core to Mirakl’s DNA and directly supports our mission to revolutionize online business. Our bi-annual review framework focuses on expertise — the “what” — and Mirakl’s values — the “how” — connecting individual performance to the core of our culture. Mirakl’s mission and performance review strategy share a foundational principle: transforming complexity into clarity through systematic processes that drive sustainable growth and success.

Mirakl's Core Values

• “Get Things Done: When challenges arise, employees roll up their sleeves and find creative, pragmatic solutions that turn big visions into practical steps.”
• “Go Above and Beyond: Team members never settle for ‘good enough,’ pushing themselves out of their comfort zones to deliver exceptional results.”
• “Satisfy and Empower Clients: Every employee becomes a trusted partner who listens, understands their clients’ unique challenges and empowers them with solutions that drive real success.”
• “Work Hard Together: No one works alone; teammates support each other, share honest feedback and celebrate diverse perspectives while achieving ambitious goals together.”

What kinds of positive results do you see from your performance review process?

Mirakl’s performance review process serves as a strategic catalyst that drives both individual and organizational success through comprehensive talent optimization. By systematically checking that we have the right talent in the right roles, the process ensures our workforce is strategically aligned to achieve ambitious goals while delivering accurate, actionable performance feedback that empowers employees to excel. 

The dual-cycle approach promotes continuous development throughout the year, creating meaningful opportunities to discuss career evolution needs and map out advancement pathways that benefit both the employee and the organization. Through structured goal-setting conversations, employees establish clear objectives that directly connect their personal growth to Mirakl’s broader mission, while the calibrated compensation review process ensures fair recognition of contributions across our global workforce. Ultimately, this comprehensive approach ensures Mirakl’s collective success by making every team member feel genuinely valued and invested in, creating an engaged workforce that’s equipped to drive the transformative growth that defines our marketplace leadership.