At Ultimate, we believe that the talent, continuing growth, and general well-being of our people are key factors in determining the quality of our products and services, and ultimately our customer satisfaction. For this reason, we offer many avenues for professional and personal growth, and have designed programs to accommodate the diverse learning styles of our people. Continuous learning contributes to innovation, effective communication, flawless execution, and pioneering new solutions for the future. Our learning objectives go far beyond simple knowledge transfer to encompass development of skill sets like collaboration, listening, problem-solving, and brainstorming.

Rising Stars: Training

Rolled out in 2014, Rising Stars is our learning and development program for people who will be in customer-facing roles. Since we believe in giving our customers first-class service, we are committed to providing our Rising Stars a comprehensive knowledge of our products, services, and internal systems before they move into those roles. The program lasts 14 weeks, and all Rising Stars are assigned an onboarding specialist when they arrive as well as a mentor who assists in the strategy, design, and implementation of their specific path to completing what we call their “Journey to the Ultimate World Series.” Rising Stars participate in structured group learning, shadowing of more senior people, individual job-path study, and many team-building exercises such as UltiJeopardy, UltiPictionary, Build a Tower, and Create a Skit. Along the way, they are given written skill assessments as well as soft-skill evaluations.

“I am already feeling the UltiLove. I have learned about the company culture and realize that this is more like a family than a company. I have truly felt like a part of this family, and it is due to the great company culture and the team that designed the Rising Star program.”
David Behar, Then a Rising Star, now a Customer Success Professional
Rising Star

Engineering New Hire Training: People Focus

New hire training for engineers involves significant people interaction on the first day — tours, face-to-face introductions to both peer engineers and team leaders, as well as private meetings with development executives — since understanding who the people are in the organization is critical to being able to collaborate on a team and cross-functionally as we routinely do in creating our solutions. We reinforce these face-to-face introductions in a more structured and comprehensive way in our virtual learning environment. Here they can view videos of team leaders describing their team’s function and can access an organizational chart that expands into drill-down views of lower-level charts — with pictures of each person and role descriptions. New hires are also given a blank, interactive organizational chart in the virtual portal that they can complete themselves to reflect key people they will be working with and reporting to.

Engineering New Hire Training: Technology Learning Paths

New hires learn the technology and product aspects of their jobs by shadowing experienced engineers, working with mentors, and exploring the educational tools available in our engineering learning portal. After a portal orientation from our PDIS onboarding manager, they can self-direct their own education by selecting various learning paths. All learning paths contain common organizational overviews, then focus on role-specific knowledge and skills. For example, a new test engineer follows the Software Testing Engineer path, while a new analyst completes Product Analyst, and on through paths that cover product management, user experience, database administration, and engineering talent. Each path delivers information in easily digestible, sequential learning items. The Testing Methodology Bundle, for example, begins with a video overview of Ultimate’s testing methodologies provided by a lead software test architect. Other items include: Testing Categories and Levels, Testing Techniques, and Automated Testing. More than 140 learning items are available, with new content in constant production.

Engineering LP
Testing Methodology Bundle

UltiManager 101 eCourse

We have an online training course for new hires joining us as managers and newly promoted people to the manager role. It’s a concise overview of what managers need to know and where to find it. Topics covered include: introducing key people on our People team, reviewing our core values and culture of inclusion as well as how to handle job openings, transfers, promotions, new hires, time off requests, performance goal-setting, terminations, business and travel expenses, and sensitive issues such as sexual harassment. We follow this course with an in-depth LeadUS workshop specifically for manager titles and above. Discussed below.

2017 Lead Us program

Expanded LeadUS Program for Leadership Development

We’ve recently expanded LeadUS, our comprehensive program created to develop all managers and potential managers within Ultimate into world-class leaders. LeadUS consists of 3 learning tracks for all levels of UltiLeaders, from aspiring managers to executives. Each track takes a year to complete and is divided into quarterly courses, with different topics specific to the development of that type of leader. The quarterly courses consist of virtual, self-paced, and instructor-led learning. At the beginning of the program, students meet face-to-face with leaders from across Ultimate Software, including COO Marc Scherr. LeadUS explores diverse topics related to effective leadership while encouraging Ultimate employees to better understand themselves and the people they serve. Drawing on Ultimate’s leadership principles and a servant-leader philosophy, participants discover new ways of working with and leading others through skill-, trust-, and team-building sessions. The overall goal of LeadUS is to prepare the next generation of Ultimate leaders for future challenges and opportunities.

Soft-Skill, Non-Product Training for Non-Managers

In addition to the LeadUS program, all UltiPeeps have access to a wide variety of virtual, self-paced and instructor-led learning to support their development in critical areas such as collaboration and communication. UltiPeeps are encouraged to take ownership of their own learning and growth, with our Talent team there to support them throughout their career journeys.

New Hire – Ulti Excellence

All new UItiPeeps joining us at Ultimate participate in a 2-day Ulti Excellence class prior to orientation. Ulti Excellence is a highly-interactive, fun and energetic experience that introduces new UltiPeeps to our People-First culture and our core values and inspires everyone to continue to live the Ulti spirit every day!

HBDI circle

“Whole Brain” Training for Managers and Non-Managers

With the goal to build trust, rapport, and respect among people, we have three certified trainers in the Herrmann Brain Dominance Instrument (HBDI) methodology. We offer a 3-day course to our managers on how to identify and manage different thinking styles, and we offer 4-hour courses like Start Thinking and Team Interaction to all new hires, based upon the same methodology.


UltiUniversity is a virtual learning portal available to all our employees for learning — based upon their own goals, at their convenience, or on a manager’s recommendation. The site offers videos, web tours, search tools, links to courses, and calendars with schedules of virtual and onsite event classes — all designed to make training easy to acquire. In addition to courses that focus on the functional areas of our products, there are management and leadership courses on topics such as how to build your leadership influence, motivate your employees, communicate vision, and more.

UltiU - Home Page
UltiU - Leadership Training

Mobile Learning

Through our UltiUniversity mobile learning offerings, our people can learn while traveling, review available courses, and sign up for virtual or onsite classes. Our learning portal is available in both smartphone and tablet formats. It is one more way that we are adapting to the learning styles of our people.

Mobile Smartphone
Mobile Tablet

Learning from Experts: Onsite and Offsite

Ultimate invests in ongoing knowledge-transfer for both non-managers and managers by providing each department a budget for attending learning workshops and conferences of their choice. Our engineers routinely attend such conferences as ACM/ICEE, Agile, Better Software, Cognos, ISSTA, MongoDB, Lean Kanban, QCon, Selenium, StarWest, TDWI World, and more. Our own Software Test Architect Tariq King is speaking at StarWest 2014 on the topic of “Functional Testing with Domain-Specific Languages” and, with Software Engineer Gabriel Nunez, also from Ultimate, at ISSTA 2014 where they will showcase a proprietary testing toolset called Legend. Our people attend many other conferences and workshops as well, for example, Atlassian, Business Analyst, Cloud Identity, and Talent Management.


Personal Development: Wellness, Fitness, & Stress Reduction

Ultimate offers wellness, fitness, and other types of personal development learning routinely. Our Wellness Coach gives onsite classes on juicing, losing weight, exercising, reducing stress, and more — traveling to all of our offices and having many of our headquarters’ classes webcast. She leads pre-race workouts and runs when we have corporate run events. She also conducts Wellness Lunch & Learns on topics such as detoxification, blood microscopy, organic eating, and anti-aging. Often we bring in outside experts like Baptist Hospital to talk about stress reduction and Perfectore Posture to talk about the benefits of good posture.

Annual Allowance

“My Choice” Annual Learning Allowance

In addition to companywide allocations for each employee to take career development courses, employees in PDIS are given $200 to spend on educational books they want to read or technologies they want to experiment with and keep. Technologies typically chosen are an upgraded keyboard, newly released mouse, noise-cancelling headphones, and wireless speakers. If the item the person wants is more expensive than $200, they can use the $200 toward the more-expensive item of their choice.

Subsidizing Individual Learning Choices

Ultimate subsidizes several types of learning for individual employees. For college or university course work, including Master’s and doctoral study, Ultimate reimburses employees $5,250 per year. Ultimate also funds certain kinds of professional training that enhance an employee’s ability to perform in a particular role. For example, Ultimate pays 100% for Certified Payroll Professional [CPP] and/or Professional Human Resources [PHR] certification training for our Customer Service people. Other kinds of individual training choices are funded through department budgets for training.

UltiLab: Working with the Latest Technologies

UltiLab Board and Computer We at Ultimate are always looking for and testing the latest in technology to ensure that what we develop is the most current for our customers. At the same time, our engineers are gaining invaluable experience as they program using the latest programming and testing tools. One example of our approach is the UltiLab that we have for testing and experimenting with a variety of mobile devices.

TechSTARS Internship Program

Learn more about Ultimate Software’s TechSTARS Internship Program.