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The Happiness Index Executive Team
The Happiness Index Executive Team
The The Happiness Index Executive Team is rated an "A+" and led by CEO Tony Latter, Chris Hyland & Matt Phelan. The Happiness Index employees rate their Executive Team in the Top 5% of similar size companies on Comparably with 11-50 Employees.
Employees with Over 10 Years experience and the Marketing department are more confident in their Executive Team, while Female employees there is room for improvement. Out of their 4 competitors, Glint, Workday, Culture Amp, and Peakon, The Happiness Index's score ranks in 2nd place.
Where This Score Ranks The Happiness Index's Executive Team
- TOP5%
In the Top 5% of 1950 Similar Sized Companies on Comparably
- 2nd
2nd place versus 4 competitors rated on Comparably
94
Oct
A+91 / 100
Jan
The Happiness Index Key Executives
Name & Title
Bio
Tony Latter, Chris Hyland & Matt Phelan
CEO / President
Here at the Happiness Index we are lucky enough to have 3 Co-CEOs, who also happen to be the organisation's founders as...
The Happiness Index's Executive Team Trendline
- The Happiness Index
- Similar Size on Comparably53
The Happiness Index Executive Team At a Glance
The Executive Team Score of 91/100 is calculated by combining aggregate responses to the questions of “How would you rate your executive team?” and “Do you approve of the job your executive team is doing at your company?”
100% of employees say “Yes, they approve of the job the executive team is doing at The Happiness Index.”
The last rating scoring The Happiness Index's executive team was provided months ago and has remained stable at 91 over the last 90 days.
How The Happiness Index's Executive Team Score is Calculated
95
out of 100
How would you rate your executive team?
Do you approve of the job your executive team is doing at your company?
The Happiness Index's Executive Team Rank Against Similar Sized Companies on Comparably
TOP
5%
The Happiness Index ranks in the Top 5% of other companies on Comparably with 11-50 Employees for Executive Team Score.
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