How Spekk Built a Digital Agency Where People Actually
Want to Work
Spekk has been selected for the Culture 100 Award, earning them the title of 'Most Loved Company To Work For 2025' for their exceptional employee experience.
Feature with HYER
Some of the best ideas don’t happen in boardrooms—they happen in the middle of a conversation, maybe even after a few pints. That’s exactly how Erik and Måns found themselves leaving a pub in Notting Hill with more than just a good buzz—they had a point to prove.
An agency didn’t have to be built on ego to be successful. The industry was full of talented people, but too often, it lacked something deeper: a workplace where everyone was seen, heard, and supported. They believed great work could happen without the kind of toxic environments that had become all too common. That conviction turned into Spekk, a company built for high-consideration products, helping businesses with complex offerings increase sales by combining algorithmic precision with human storytelling, empathy, and style.
The goal was never just about making advertising work better—it was about making work better. What started as a two-person vision in London’s West End has grown into a global team, serving clients across three continents. And while Spekk has scaled, the founding spirit of hard work and genuine enjoyment of the process has stayed the same. That unique blend of Scandinavian calm and London grit has earned it a place on the Culture 100 list, recognising it as one of the UK’s most loved companies to work for. It's clear, this is an agency built on trust, not titles. Decisions move fast, creativity thrives, and people have the freedom to own their work without unnecessary roadblocks. The team thrives on autonomy and an unwavering commitment to supporting each other—both inside and outside of work.
That approach isn’t just something they say; it’s baked into how things operate every single day. This is a team where big wins are celebrated, small victories are noticed, and tough times aren’t faced alone. Whether it’s public praise in the #wins Slack channel, thoughtful one-on-one support, or an unexpected gift recognising someone’s hard work.
And while some companies preach work-life balance, this team takes it further. Three times a year, everyone gathers somewhere in Europe for a week of working, exploring, and simply enjoying each other’s company. These team trips aren’t just about off-sites—they’re about strengthening the bonds that make remote work feel anything but distant.
Work isn’t just about execution—it’s about pride and purpose. Employees don’t just tick tasks off a list; they see how their work connects to a bigger picture. Every project, every campaign, and every client success is shared, understood, and appreciated across the team. Finding the right people has been key to maintaining this culture. The ones who thrive here aren’t necessarily the loudest voices in the room—but the ones who think deeply, work smart, and care about what they create. To uncover this kind of talent, Spekk has rethought its hiring process entirely. Instead of relying on conventional interviews that favour confidence over capability, the company incorporates hands-on exercises that allow real talent to shine—often uncovering brilliant, understated candidates who might otherwise be overlooked.
That philosophy extends to how employees are supported once they’re inside Spekk. Every team member has bi-annual performance and development reviews, access to a bespoke internal training program (Spekk’ademy), and a buddy system to help new starters settle in seamlessly. Professional growth isn’t just encouraged—it’s actively built into the way the agency operates.
The goal has never been to build the biggest agency in the world—it’s about building one that actually feels good to be part of. At its core, Spekk runs on a kind, caring, and honest meritocracy, where people are recognised for their work, supported through challenges, and encouraged to bring their whole selves to the job. No one is fighting for the loudest voice in the room. Instead, there’s an unspoken commitment to each other—to work hard, to look out for one another, and to make sure success is shared. Building a strong culture in a remote-first world takes intention and effort. Keeping that connection alive is a priority, and Spekk makes sure it never gets lost in Slack messages and Zoom calls. Three times a year, the team gets together for in-person retreats across Europe, balancing work with adventure. It’s in these moments—whether brainstorming ideas in a cabin or sharing stories over dinner—that trust is built, making collaboration effortless, even when they’re miles apart.
Employees get bi-annual development reviews focused on both professional and personal growth, access to Spekk’ademy, an internal training program designed to keep people learning, experimenting, and leveling up their skills. A buddy system ensures that new hires have someone to turn to, and monthly well-being check-ins with the Chief of Staff help keep mental and emotional health on the agenda—not as an afterthought, but as a priority.
Why Culture 100?
Winning a Culture 100 Award isn’t just about having a great employer brand—it’s about being the kind of company that employees genuinely believe in. C100 goes beyond perks and surface-level benefits, focusing on what truly makes a workplace exceptional—the people behind it.
The selection process involved analysing thousands of companies and gathering insights from over 20,000 employees to identify the businesses redefining what a great workplace looks like. Companies where "people-first" isn’t just a slogan—it’s something employees genuinely feel and experience every day. To ensure authenticity, the methodology centred around employee sentiment surveys, capturing real insights from the people who experience the culture firsthand. Employees were asked:
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What’s one moment that showed you your company truly cares about its people?
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What’s the secret to your connection with the company culture?
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What initiatives make you feel valued?
These open-ended responses, combined with Employee Net Promoter Scores (eNPS) and satisfaction metrics on career growth opportunities, helped paint a detailed picture of which companies are truly prioritising their people.