SB Profiles
Best Companies: Q&A with Gloria DaPra of Housing Connector
Seattle Business magazine asked industry leaders to share their insights on how to develop a thriving workforce—and retain loyal, success-driven employees.
By Rachel Gallaher January 6, 2026
What does it take to be voted one of the “best companies to work for in Seattle?” That depends on who you ask, of course, as everyone has a different measurement of what makes a great boss, team, and work environment. Seattle Business magazine went straight to the source, asking executives at five of the highest-scoring companies in the annual Best Companies To Work For survey about what makes their workplaces stand out among the rest—from summer boat outings and holiday activities, to an emphasis on creating a collaborative in-office culture where everyone feels like they are adding value to the team.
Here, Gloria DaPra, director of people at Housing Connector, opens up about employee perks, supporting career development, and embracing a hybrid work model.
Seattle Business magazine: How do you build a positive working culture at your company?
Gloria DaPra: Our culture is rooted in three values that guide how we work together: transparency, bias for action, and empathy. These values shape how we communicate, how we solve problems, and how we show up for each other. Connection is central to who we are. Our annual retreat brings everyone together to reconnect and align on where we’re heading, and it helps build the sense of belonging that defines our team.
How does your company support employees in their career development?
We believe people grow when expectations are clear and development is employee-driven with strong manager support. Our Performance and Growth cycle centers on real conversations, reflection, and feedback, and each employee builds their own IDP tied to their goals. We offer quarterly manager training, opportunities for stretch work as we expand, and a $500 annual learning reimbursement so people can continue developing in ways that matter to them.
What is your in-office versus work-from-home policy?
We operate in a hybrid model built on flexibility, trust, and connection. Most employees work remotely across multiple states, supported by a $250 home-office stipend and the tools they need to succeed. At the same time, we prioritize in-person connection: local teams meet every Wednesday, and we come together for planning sessions, retreats, and quarterly events.
How important is cross-team and departmental collaboration?
Collaboration is essential to achieving our vision of delivering simple, scalable solutions until every person has a home. Shared OKRs, local market meetings, and cross-functional touchpoints keep teams aligned on outcomes and learning from each other. We rely on each other’s strengths, knowledge, and creativity to scale nationally while staying true to the standard of support that defines our work.
How do you build trust with employees?
Trust comes from consistent communication and genuine care. We explain decisions, ask for input early, and address concerns directly. Our values guide how we lead. Transparency means sharing context. Bias for action means we move toward solutions. Empathy means we consider how decisions affect people. Our CEO’s accessibility reinforces trust across the organization.
What are some fun perks you provide employees?
We focus on connection, well-being, and balance. We offer quarterly team events, volunteer days, and an annual retreat that brings the whole organization together. We cover 100% of medical, dental, and vision premiums, offer mental health resources and a 0% financial hardship loan program, and provide half-day Fridays in the summer and winter. We also close from Christmas Eve through New Year’s to give everyone a meaningful break.