In this episode of Culture Uncovered, Jena Dunay sits down with Chris Gros, Chief People Officer of Crimson Phoenix, to explore what it's like to build culture at a fast-growing government contractor supporting the intelligence community and Special Operations Command.
Chris shares how Crimson Phoenix grew through the acquisition and integration of seven smaller companies, and the challenge of creating one shared "Crimson way" while maintaining the personal touch and entrepreneurial spirit of the organizations that came before it. He also discusses his unconventional path from a 20-year Marine Corps career into HR leadership, and why operational experience and nontraditional backgrounds can be valuable assets in people leadership.
The conversation also explores how Crimson Phoenix empowers managers to shape culture, why the company eliminated traditional performance reviews in favor of quarterly check-ins, and how optional leadership, mentorship, innovation, and community programs give employees opportunities to grow based on their own goals and interests.
What You'll Learn
How Crimson Phoenix has grown from four original companies to a 500+ employee organization through seven acquisitions
How Chris leveraged 20 years of Marine Corps leadership experience to build a career in HR without a traditional HR background
Why manager-level leadership is central to maintaining culture when 90% of employees work directly on client sites
How Crimson Phoenix replaced traditional performance reviews with customizable quarterly check-ins
How the company balances a strong national security mission with flexibility for employees who want different levels of engagement and career growth
Why networking, adaptability, and transferable skills can be especially valuable for veterans and nontraditional job seekers
Company Highlights
Industry: Government contracting and tech-enabled solutions
Customer Base: U.S. government, primarily the intelligence community and Special Operations Command
Company Stage: 500+ employees across approximately 30 states; private-equity backed by Godspeed Capital and actively growing through acquisitions
Workforce: Approximately 90% of employees work directly on government client sites, with many holding Top Secret or higher clearances
Culture: Mission-driven, manager-led, personal, and focused on being "easy to work with"
Focus Areas: National security, technology and AI, intelligence analysis, veteran talent, acquisition integration, and leadership development
Unique Perks & Programs
Quarterly Check-Ins: A replacement for traditional annual performance reviews, designed to create more frequent, flexible, and authentic conversations between employees and managers
Flexible Floating Holidays: All 11 federal holidays are front-loaded each quarter as flexible days employees can use when they actually need them, rather than being tied to specific calendar dates
Client-Site Flex Time & Overtime: Employees working on government client sites can receive flex time or straight-time overtime pay for hours worked beyond 40, including exempt employees
Leadership Development Program: An annual program designed to prepare employees for future leadership and program management roles, with nearly 50 graduates across its first iterations
Mentorship Program: Matches employees based on shared specialties or desired experience to encourage development and exposure across the organization
Optional Growth & Innovation Programs: Employees can opt into innovation sessions, giving-back initiatives, and other development opportunities based on their individual interests and career goals
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