Which are the country’s best hi-tech companies to work for?

For the third year running, the company has held on to the top spot in Dun & Bradstreet’s annual report of the 50 best hi-tech companies to work for in the country.

By EYTAN HALON

OCTOBER 24, 2018 00:38

Updated: OCTOBER 24, 2018 04:02

A marketing and hi-tech job fair run by Gvahim at the Google TLV Campus in December. (photo credit: MICHAEL ALVAREZ-PEREYRE/GVAHIM) — A marketing and hi-tech job fair run by Gvahim at the Google TLV Campus in December.

(photo credit: MICHAEL ALVAREZ-PEREYRE/GVAHIM)

If you happen to work at Google Israel, you are likely to be a satisfied employee.

For the third year running, the company has held on to the top spot in Dun & Bradstreet’s annual report of the 50 best hi-tech companies to work for in the country.

Fellow technology giants Facebook Israel and Microsoft were ranked second and third respectively in the report, with Microsoft rising considerably from its 13th place ranking last year. Amazon Israel was also a notable climber, rising from 33th place to 22nd place this year.

Dun & Bradstreet, a company providing commercial data and analytics for businesses, based its report on a range of company factors including working conditions and benefits, career development, employment stability and workplace wellness.

A total of 64% of the companies in the list were Israeli companies rather than foreign employers, including Wix (5th), SimilarWeb (7th) and CyberArk (10th). Approximately 300,000 or eight percent of Israelis are employed today in the country’s hi-tech sector, with 70% of those employees working in Dun & Bradstreet’s top 50 ranked businesses.

Companies featured on the list are active in a range of hi-tech fields, ranging from cybersecurity and fintech to gaming and semiconductor production.

“The complex reality of an industry based on human capital has led companies to understand that every employee is important, and if there are talented population groups that aren’t represented in these companies, it is solely the companies’ responsibility to make themselves relevant,” Efrat Segev, deputy director of business development at Dun & Bradstreet Israel, said.

“This process is characterized by continuous thinking about how to assist the recruitment and retention of workers from different population groups and sectors... such as providing specially-designed benefits for parents and inclusion programs based on the understanding that an employee who feels comfortable at work will be inclined to recommend to other talented individuals to join the company.”