Sandbox VR
What's It Like to Work at Sandbox VR?
Frequently Asked Questions
Employee job satisfaction at Sandbox VR is rooted in a collaborative, ego-free culture where team success comes first. Employees are encouraged to contribute ideas openly, take creative risks, and learn from one another without fear of judgment. This sense of shared ownership, combined with a strong emphasis on authenticity and mutual respect, helps people feel valued and supported in their day-to-day work. Beyond culture, satisfaction is driven by meaningful work and strong connection across a global team. Employees are building immersive experiences that bring people together, which creates a clear sense of purpose, while regular team gatherings, local meetups, and flexible work practices help maintain both connection and autonomy.
Our employees view Sandbox VR as a positive place to work, with employee ratings typically a 3.5 out of 5 and approximately 61% of employees saying they would recommend it to a friend. These scores reflect a solid employee experience, especially for a company operating at the intersection of entertainment, technology, and rapid global growth. Employees most often highlight the collaborative team environment, innovative work, and the opportunity to shape the future of immersive entertainment. Many point to strong peer relationships, a fun and fast-paced atmosphere, and the excitement of working on a product that brings people together. While there are areas that continue to evolve, the overall sentiment reflects a team that is engaged, mission-driven, and energized by the impact of their work.
Sandbox VR as an exciting, evolving workplace where being part of a scaling global company is a core part of the experience. Our reputation is especially strong when it comes to team culture, innovation, and the nature of the work itself. Employees highlight collaborative teammates, a supportive environment, and the opportunity to work on cutting-edge VR experiences that create real impact for customers. While we acknowledge the realities of being a fast-growing company, such as evolving processes or operational challenges, overall we offer a fun, team-oriented, and mission-driven environment where people are energized by what they are building together.
At Sandbox VR, one tradeoff employees experience is the pace and complexity of a fast-growing, global business, with review data indicating 20–30% of our employees note taking on responsibilities outside their core role, occasionally working longer hours during peak operational or launch periods, and evolving processes that can occasionally slow decision-making. These dynamics are common in companies where coordination across teams and locations is critical. Leadership has worked to mitigate this through regular manager check-ins to prioritize workload, flexible and remote-friendly work practices, and increasing investment in clearer cross-functional ownership and communication structures as the company scales.
Another important aspect of Sandbox VR’s workplace perception is how strongly it is shaped by the product itself and the customer impact employees can see firsthand. Many of our employees point to the unique experience of building something that delivers immediate, visible joy to customers, which reinforces a sense of purpose in their work. This direct connection between what teams create and how people experience it helps make day-to-day work feel tangible and meaningful in a way that isn’t always present in traditional tech or entertainment roles. It’s also worth noting that Sandbox VR is perceived as a place for people who are energized by building and iterating in an evolving environment rather than maintaining the status quo. Employees who thrive tend to enjoy problem-solving, cross-functional collaboration, and adapting as the company scales globally. This creates a workplace that feels dynamic and opportunity-rich, where individuals can have outsized impact, especially if they are comfortable navigating ambiguity and contributing beyond clearly defined boundaries.
Sandbox VR Employee Perspectives
Sandbox VR is recognized as one of Fast Company’s Most Innovative Companies, highlighting its impact on both technology and culture. Our employees are part of a company shaping the future of entertainment and innovation!
Sandbox VR Employee Reviews
.JPG)
.png)
Sandbox VR's Benefits
Employee feedback used to shape policies and strategy
We encourage employees to share honest feedback on platforms like Glassdoor and Indeed, using those insights to continuously improve policies, processes, and the overall employee experience.
Encourages autonomy and ownership from employees
We empower autonomy through clear goals, trust in decision-making, and ownership of projects, giving employees the freedom to take initiative, solve problems, and drive outcomes across teams.
Established employee awards to honor work and contributions
At each of our quarterly all hands meetings, we celebrate a handful of employees that have gone above and beyond on their team and embody our mission and core values.
Managers give public shoutouts and celebrate employee milestones
We celebrate wins through our #shoutouts Slack channel and quarterly all-hands, where managers recognize achievements and milestones, reinforcing a culture of appreciation and shared success.
Managers offer consistent feedback loops
Our managers in both stores and at corporate provide real time feedback and regular feedback in weekly touchbases and 1:1 meetings.
Provides modern technology across teams
We use modern tools like Slack, Jira, Zoom, Asana, and Notion to keep teams aligned, communicate in real time, and collaborate efficiently across functions and global locations.
Provides resources to build team camaraderie
We build camaraderie through culture events like workathons, remote D&D, Oscar pools, FIFA tournaments, and March Madness, creating fun, shared moments that bring teams together globally.
Documented career progression frameworks
We provide structured career progression through defined roles, performance expectations, and manager support, helping corporate and store employees grow and advance within the company.
Documented internal promotion policy
We ensure fair promotions through equal opportunity practices, with managers evaluating performance and development to support growth across corporate and store employees.
Documented path to leadership development
We support leadership development through manager training, performance feedback, and growth opportunities, helping employees across corporate and store roles build skills to step into leadership.
Encourages lateral mobility to expand skills and impact
We encourage lateral mobility, allowing corporate and store employees to explore new roles, build skills, and expand their impact across teams and functions.
Posts new positions internally and encourages employees to apply
We post open roles internally and encourage employees to apply, supporting internal mobility and giving both corporate and store teams access to new opportunities.
Prioritizes promotion advancement based on impact
We prioritize promotions based on performance and impact, ensuring both corporate and store employees advance by demonstrating results, ownership, and contribution to company goals.
Prioritizes promotion advancement based on long-term contribution
We prioritize promotions based on long-term contribution, recognizing employees who consistently deliver impact, show commitment, and grow with the business across corporate and store roles.
Promote from within
We prioritize internal mobility, promoting from within and giving both corporate and store employees opportunities to grow into new roles and leadership positions.
Provides customized development tracks
We provide customized development tracks with manager guidance, training resources, and clear progression paths to support growth for both corporate and store employees.
Regularly scheduled promotion review cycles for employees
We run annual review cycles for both corporate and store employees, ensuring consistent evaluation, feedback, and opportunities for promotion and career progression.
Defined policies promoting a professional, respectful workplace
We promote a respectful workplace with a clear handbook and internal intranet, giving employees easy access to policies, resources, and guidance that support a professional environment.
Defined values and mission statements
We are guided by a mission to bring people together through immersive experiences, with values centered on collaboration, authenticity, innovation, and shared success across teams.
Documented operating principles
We maintain documented operating principles through a robust L&D library and Apollo, our AI chatbot, which helps store employees navigate daily operations and resolve questions quickly.
Documented policies and procedures to protect employee privacy and data
We protect employee data through documented policies, using SentinelOne to secure devices and partnering with Rippling to ensure both corporate and store employee information is safe and secure.
Implements team-based strategic planning
We use team-based planning where each department sets goals aligned to company objectives, ensuring teams stay focused, accountable, and connected to our overall strategy.
Leadership encourages open, transparent debate
We encourage open, transparent debate through live Q&A at quarterly all-hands, where corporate and store employees can ask questions, share ideas, and engage directly with leadership.
Leadership is transparent and communicative
Leaders are transparent and communicative, sharing updates at quarterly all-hands with all employees and holding weekly team touchpoints to align priorities and keep teams informed.
Mistakes are treated as learning opportunities
We embrace an underdog mindset, treating mistakes as learning opportunities for both corporate and store teams, encouraging growth, resilience, and continuous improvement.
Open office floor plan to encourage communication and collaboration
Our Hong Kong and Vancouver offices feature open floor plans that encourage communication, collaboration, and easy interaction across teams and functions.
Policies promote a low-ego, team-driven culture
“We are Egoless” is one of our core values, shaping a team-driven culture where collaboration, open feedback, and shared success come before individual recognition in how we work.
Prioritizes mission-driven work in decision-making processes
We prioritize mission-driven decisions, aligning work to our goal of bringing people together through immersive experiences, ensuring teams stay focused on meaningful, impactful outcomes.
Prioritizes real-world impact of work in decision-making processes
We prioritize real-world impact in decisions, empowering both corporate and hourly store employees to create experiences that directly bring people together and deliver meaningful moments for guests.
Promotes a people-first, social culture
We are in the business of people and fun, so we prioritize a social, people-first culture where connection, teamwork, and shared experiences are central to how we work and succeed together.
Promotes a strong in-person office culture
We foster strong in-person culture with 3 days in-office in Hong Kong and Vancouver, while store teams build bonds through events, meals, games, and friendly competitions.
Uses an OKR operational model to clearly define goals and priorities
We use an OKR model to set clear, measurable quarterly goals, helping teams stay aligned, track progress, and drive meaningful impact toward company objectives.
Utilizes an open door policy that encourages accessibility
We maintain an open door policy that encourages accessibility, ensuring employees can easily connect with managers and leaders to share ideas, ask questions, and raise concerns.
Allows work from home occasionally
Our employees in Vancouver and Hong Kong enjoy a hybrid work model of 3 days in the office and 2 days working at home, but if there is a need for additional days at home, managers can be flexible.
Defined boundaries around off-hours communication
As a global company, we respect employees' need to disconnect, and we do not expect employees to be available during off hours. We encourage employees to turn off their Slack notifications at night.
Documented overtime policy
All non-exempt store team members will be paid 1.5x their regular rate of pay for overtime and holiday hours worked.
Established expectations for communication between time zones
As a global company, we never expect employees to be available at all times. However, if you have an off hour meeting, we encourage employees to take time off during the workday to offset that time.
In-office days / expectations are defined
Our employees in Hong Kong and Vancouver work in the office on Tuesdays, Wednesdays, and Thursdays, and they enjoy working remotely on Mondays and Fridays. We can be flexible for additional needs.
Offers a remote work program
Our corporate employees in the United States and Europe work entirely remote and enjoy the benefits of having a high level of autonomy.
Provides work from home flexibility
We understand that life happens, and we are flexible to both onsite and remote employees if there is a need to adjust schedules or work from home, as long as these needs are clearly communicated.
Utilizes a flexible work schedule
We believe in autonomy and trust at Sandbox VR, and we empower our employees to manage their own daily workflow. Many of our remote employees enjoy working a flexible schedule.
Utilizes a full-time remote friendly model
Our corporate employees in the United States and Europe work remotely full-time and are still successful in completing their expected deliverables.
Utilizes a hybrid work model
Our employees in Vancouver and Hong Kong work a hybrid model of 3 days in the office and 2 days working from home, enjoying being both part of a thriving office culture and having flexibility.
