On this episode of The Leader Show, we’re joined by Fredrik Skantze, CEO of Funnel—the marketing intelligence platform trusted by global giants like Uber and Adidas.

Fredrik’s leadership philosophy flips the script on traditional management: he believes the earlier employees get access to real company information, the stronger the trust—and the faster the growth.

At Funnel, transparency isn’t a buzzword. It’s how they operate at scale, keeping teams aligned, motivated, and proud to work there.

That commitment has earned Funnel a place among the world’s Most Loved Workplaces®.

And organizational psychology backs him up: when leaders lead with transparency, engagement and performance follow.

Stay with us—this one’s packed with takeaways that just might reshape how you lead.

Kevel’s rise in ad tech isn’t just about great infrastructure—it’s about building a company that practices what it preaches. The same values that define Kevel’s privacy-first, transparent ad solutions are deeply embedded in its workplace culture, making it a standout Most Loved Workplace®.

Transparency as a Strategic Advantage
Kevel embraces radical transparency, giving employees full visibility into financials, decisions, and company challenges. This openness empowers smarter decisions and deepens engagement—mirroring how Kevel’s API-based ad infrastructure gives clients full visibility and control over their ad platforms.

Privacy-First Thinking, Inside and Out
Kevel leads with a privacy-first approach in its product and people strategy. It prioritizes user trust in its ad solutions, just as it prioritizes employee trust through autonomy and a remote-first work environment. Employees are empowered to work without micromanagement—just as clients are empowered to run compliant, customized ad platforms.

Autonomy as a Culture and Product Pillar
Kevel’s remote-first, flexible structure rejects rigid hierarchies. Employees are trusted to own their schedules, projects, and outcomes. This autonomy is directly reflected in its product, where clients are free to build ad stacks that meet their exact needs—without being locked into generic, prebuilt solutions.

The Bottom Line
Kevel’s internal culture and external product are aligned through three core principles:

• Transparency enables better decisions.
• Privacy-first values build trust.
• Autonomy fuels innovation.

This is the Kevel formula: empower people—whether employees or customers—and success follows.

This show explores the real drivers of workplace satisfaction, challenging the notion that flashy perks and financial incentives are the most effective ways to retain employees. Instead, it delves into the power of personal recognition, psychological safety, and authentic leadership in shaping a workplace culture where employees feel truly valued.

Drawing on Harvard Business Review research, the discussion reveals that employees who feel personally known and appreciated by their leaders and peers are significantly more engaged and more likely to stay in their jobs—sometimes even more so than those receiving salary increases or trendy benefits. The show uncovers why building meaningful connections within an organization is a far more sustainable and impactful approach to engagement than material perks alone.

The conversation features Duane Hixon, Co-Founder and CEO of The N2 Company, who has built a people-first culture within a successful national media franchise. He shares insights on leading with authenticity, fostering a sense of belonging, and creating a workplace that prioritizes human connection alongside business growth.

This episode is a must-watch for leaders, HR professionals, and business owners looking to move beyond surface-level perks and into the deeper, more effective strategies that truly make employees feel seen, valued, and motivated.