Beyond being noted among the fastest growing private companies in the US, as a 2023 Top Workplace, and as a 2024 Elev8 GovCon Honoree, Edgewater Federal Solutions recently announced several strategic and successful partnerships, and scored multiple significant wins across the Federal Civilian sector. Find out how people equate to culture and to a recipe for winning.
People Equates to Culture
The Edgewater people make its culture outstanding. “Our team is made of top-notch employees who go beyond just getting the job done. In return, our employees have access to competitive compensation, benefits, training, and growth opportunities. When it comes to hiring a new employee, we’re not just looking at their technical qualifications, but whether they’ll also be a great fit on the team. With their talent and drive, we’re able to help our clients pursue excellence and meet the mission requirements.”
All of this is understood and analyzed through employee feedback and retention rating, CPARs, and partner feedback.
“Something truly unique about Edgewater is how we treat our team. We recognize that our people give us our edge in the industry, so we do our best to empower them through training and growth opportunities. Our leadership is made up of caring individuals that put our people first.”
Edgewater is also passionate about supporting the communities in which it lives and works. Providing time, talents, and resources to non-profit organizations that employees support, the company supports national organizations, like Feeding America, St. Jude’s and the Cal Ripken, Sr. Foundation STEM Program, as well as local groups like Inspired by Science, Packs for Hunger, and the Frederick County Boys and Girls Club.
Culture Through Growth
Edgewater maintains its culture by prioritizing communication at all levels of the organization. From the bottom up, the team is presented with many opportunities to ask questions, seek guidance, and learn about the Edgewater Way. “Our managers are also trained and equipped with information to support their teams. Here are some ways we encourage communication with our employees:
- Quarterly Town Halls allow leadership to give quick updates and reminders to the team. We also request questions from the team so we can conduct a Q&A session during the meeting
- Regular surveys allow employees to provide feedback
- Frequent events with leadership in attendance
- Open-door policy, so employees can discuss things with their manager.”
Along every step of the partner and client journey, Edgewater translates who it is through actions, delivering what is promised, while consistently communicating transparent updates to clients and partners. This allows the team to build and foster a strong partnership for mission success.
Bigger, but also Better
As Edgewater grows, it is committed to continuing to expand and evolve culture to be a bigger, better Edgewater, noting that the foundation of who it is will never change. “We’re not just looking to grow Bigger; we also aim to grow Better, enriching the lives of our employees, customers, and communities alike. As we scale, we’ll carry with us the DNA that has made Edgewater special the last 20 years. Taking care of our customers and our people is not just what we do—it’s who we are.
We will continue to drive creativity and innovation while providing opportunities for our employees to grow. The values (Respect, Integrity, Teamwork, Assurance, and Results) that are embedded in Edgewater’s DNA will not change.”
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