Introduction
In 2015, John Troy founded WorkTogether (formerly WorkMonger) with a bold vision: to bridge the gap between talent and mission-driven education organizations. A decade later, WorkTogether has transformed from a scrappy one-person startup into a dynamic team supporting organizational development across the social impact sector. While our services and size have evolved, our culture—anchored in passion, impact, and accessibility—remains our compass. This case study explores how that culture has grown, adapted, and continues to propel us into a thriving future.
The Spark Behind WorkTogether
John’s motivation to launch WorkTogether came from two sources: a gap in the education sector’s talent landscape and a lifelong passion for helping people find purpose through meaningful work. His experience at Education Pioneers exposed him to the limitations of traditional job boards and expensive search firms. He saw the opportunity to create a platform that connected diverse, talented individuals to mission-aligned organizations—at a more accessible cost.
Even before WorkTogether, John was building communities of purpose—whether through student service groups or faith-based volunteer teams. That drive to help others find their “why” became the heartbeat of the company’s culture.
Year One: Scrappy, Personal, and Passion-Driven
The first year was lean—John wore every hat. The company, then known as WorkMonger, was effectively “John Troy, Inc.” Early operations were powered by long hours, personal networks, and an unwavering belief in the mission. Culture was informal, defined by grit, scrappiness, and a personal sense of accountability. Clients were taking a bet on John, not a brand.
Pivotal early decisions, like narrowing focus from the broader social impact sector to education, were made with empathy in mind. Job seekers were looking for purpose-aligned work, and by focusing on where demand was strongest, John ensured better outcomes for everyone.
From One-Person Hustle to Collaborative Culture
As WorkTogether grew, so did its team—and the culture shifted accordingly. What started as a group of contractors executing tasks evolved into a dedicated team aligned by purpose. Leadership transitioned from task delegation to values-based collaboration. Strategy sessions, open dialogue, and collective problem-solving became the norm.
The company culture matured into one rooted in shared ownership, flexibility, and cross-functional support. Teams leaned into each other—sometimes outside their formal roles—because they believed in the work and each other.
Cultural Constants and Evolution
Despite growth and expansion, the essence of WorkTogether’s culture hasn’t changed. From day one, the organization has attracted people who care deeply about impact and enjoy the work. That hasn’t wavered. What has evolved is how we live out that culture at scale.
What’s stayed the same:
. A deep commitment to mission-driven work.
. High attention to detail and customer care.
. A startup spirit—problem-solving with limited resources.
. Open conversations about workload to fit a growing business environment.
What’s changed:
. A more robust, inclusive team structure.
. A shift from founder-centered leadership to shared ownership.
. A wider array of services and a broader client base, without compromising on accessibility.
The result is a culture that balances consistency with adaptability—something that’s become a defining advantage.
Adapting for the Long Haul
The company’s cultural evolution mirrored its business model shift. From a contingent talent matching firm serving cash-strapped clients, WorkTogether expanded into full-service search, job board offerings, and consulting. Its competitive positioning rose to serve everyone from early-stage nonprofits to CEO-level executive searches.
And yet, affordability and equity remained core values. Free job postings, budget-tiered services, and a tech-forward approach reflect a deep belief that every mission-driven organization deserves great talent.
Thriving in 2025 and Beyond
As WorkTogether looks to the future, 2025 is a year of innovation and intentional growth. Three pillars define the company’s roadmap:
1) Deeper Tech Integration: With a strong foundation in technology, WorkTogether is leaning into AI to scale personalized support and improve accessibility across its platforms.
2) Faster, Smarter Pivots: Lessons from the past—especially the delayed pivot from matching-only services—inform a more agile, responsive leadership mindset moving forward.
3) Rooted in Relationships: Even with more automation and scale, people remain at the center. The company is doubling down on employee retention, internal collaboration, and client care. Our approach combines fostering personal networks, providing exceptional customer service, and leveraging social media to address the real challenges facing both hiring managers and job seekers.
Final Reflections
If John could go back, he’d tell his year-one self to pivot faster—but he wouldn’t change the foundation. That foundation, built on passion, responsiveness, and authentic connection, became the cultural bedrock of WorkTogether.
Today, ten years in, our culture is not just a byproduct of our journey—it’s our engine for the next decade of impact.
Interested in being a part of WorkTogether’s journey moving forward? Sign up for a free talent consultation to learn more about how we can best support your organization.
