In this episode of Culture Uncovered, Jena Dunay sits down with Dori Armstead, VP of People and Culture at SoftWriters, recorded live in their Pittsburgh office, to explore what it's like to build culture at a market-leading long-term care pharmacy software company.
Dori shares her own path to SoftWriters through an executive recruiter and what ultimately sold her — a personal connection to the mission and genuine belief in the leadership team. The conversation covers how the company intentionally designed a structured hybrid model around in-person collaboration, the "humble, hungry, smart" framework that shapes hiring, and honest reflections on what didn't go smoothly during their recent office transition.
The episode also digs into SoftWriters' data-driven approach to benefits, their growing investment in becoming "AI-native" through hackathons and an internal enablement team, and what it actually takes to stand out in their multi-round, behavioral-based hiring process.
What You'll Learn
What long-term care pharmacy software is and why precision matters so much in this niche
Why SoftWriters intentionally structured a three-day in-office hybrid schedule
How the "humble, hungry, smart" framework from The Ideal Team Player shapes their culture
How SoftWriters uses annual and pulse surveys to shape benefits strategy
What their new AI enablement team and monthly hackathons actually look like in practice
What SoftWriters looks for — and what trips candidates up — in a three-round interview process
Company Highlights
Industry: Long-term care pharmacy software
Customer Base: Nursing homes, assisted living facilities, hospice and correctional facilities managing complex patient therapies
Company Stage: 35-year-old company (founded 1990), acquired by Roper Technologies in 2015; ~150 employees, 85% in-office
Culture: Scrappy, earnest, low-ego, and collaboration-driven
Focus Areas: Patient safety, employee development, AI enablement, and in-person collaboration
Unique Perks & Programs
Birthday PTO: An extra paid day off for every team member on their birthday
Generous Parental Leave: 12 to 16 weeks offered
Discounted Employee Stock Purchase Plan: Payroll-deducted stock purchases at a discounted rate through parent company Roper
Comprehensive Stipends: Gym membership, pet insurance, commuter benefits, and paid downtown parking
AI Enablement Program: Formalized AI training plus monthly hackathons pairing an internal AI team with departments to solve real workflow problems
Individual Development Plans (IDPs): Structured annual and mid-year growth planning, supported by dedicated workshops for both employees and managers
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