How Cox Has Shown Up for Me as a Military Spouse

Mon, 11 May 2026 12:00:00 GMT

For more than a decade, I’ve navigated life as a military spouse, learning how to balance my career goals with the unpredictability of military service. My husband’s schedule can change on short notice, and I often find myself solo parenting for extended stretches.

Over time, adaptability has become second nature. I’ve learned to adjust routines, make difficult tradeoffs and rework childcare plans when needed. More importantly, I’ve learned to be honest with myself about what matters most.

What I didn’t expect was to find an employer who would see these experiences not as obstacles, but as strengths — and who would show up for me before I even had to ask.

Through a referral, I interviewed for a role at Cox just a few months after welcoming my second child. I hesitated to make a career move during a season of life already filled with change. But from the start of the interview process, I sensed this could be the right fit for me and my family, and that it could offer the balance I needed at that moment in my life.

I joined Cox nearly four years ago as a senior manager of corporate communications. Within two months, my husband left for a six-month deployment. At home, I had a baby and a toddler; and at work, I was still new to my role, getting to know my team and finding my footing.

What happened next has stayed with me ever since.

My team didn't just accommodate the situation; they leaned in with genuine support. Where some workplaces might have seen the timing as inconvenient and focused only on the challenges, Cox chose a different approach.

As my husband’s departure date shifted, as often happens with the military, my team responded with flexibility and understanding. They encouraged me to spend meaningful time with my family before he left; and throughout that deployment, they checked in regularly, not just about work, but about me.

They asked how I was doing, what I needed and how they could help. Their gratitude for my husband’s service came through not only in what they said, but in how they showed up, offering support in ways that felt sincere rather than performative.

Since then, my husband has completed another six-month deployment while I’ve been at Cox. Both times, the response has been the same: kindness, proactivity and a team that treats our family like it matters.

There’s a difference between a company that tolerates the complexity of military life and one that respects and values them. Cox is the latter, and you feel it in the culture, not just the policies.

Military spouses learn to operate well under pressure and uncertainty because it’s simply part of our lives. We learn to stay steady when schedules shift and plans fall apart. That adaptability carries directly into the workplace, and it makes a difference to work somewhere that recognizes its value.

The flexibility at Cox has made the unpredictable rhythms of military life far more manageable. It isn’t the centerpiece of why I love my job, but during the harder weeks, it matters deeply.

Finding Community with the SALUTE ERG

Beyond my immediate team, one of the most meaningful parts of my Cox experience has been getting involved with the SALUTE, the company’s employee resource group (ERG) for veterans, military families and military supporters. A colleague mentioned a leadership opportunity on the ERG when she learned I’m a military spouse. I now serve as the communications lead, and the work we do — from internal events and outreach to community programming for veterans — has connected me with people I might never have met otherwise.

There’s something unique about talking to people who just “get it”: those who understand what deployment feels like from the inside, or what it means to build a career around a life you don’t fully control. I’ve found those people at SALUTE, and the connections I’ve made have been as professionally valuable as they’ve been personally fulfilling.

It Takes a Village: What Mentorship Has Meant to My Career

Wed, 06 May 2026 12:00:00 GMT

There’s a moment early in many careers when you realize “you don’t know what you don’t know” about the corporate world. For me, that realization came with an added layer: I was the first in my family to step into corporate America — without insider knowledge, a blueprint or anyone at the dinner table who had navigated this path before.

What I found instead were people who showed up at exactly the right moments throughout my career. And that’s the thing about mentors: they have a way of appearing when you need them most.

Finding direction through mentorship

The mentors I’ve had throughout my career often came into my life when I found myself at a crossroads. Time and again, guidance arrived in moments of uncertainty, when the next step wasn’t obvious and the path forward felt unclear. Looking back, those encounters almost felt like divine intervention: the right conversation at the right time, offering clarity when I needed it most.

My career has not followed a straight line. I started in one industry and was soon pulled into another, moving across roles and sectors that, on paper, had little in common — from publicity to recruiting, and from public relations and digital media to nonprofits and consumer brands. What made those pivots possible weren’t perfectly mapped plans, but people who helped me see possibilities I couldn’t yet see on my own.

I believe in having multiple mentors at once, each serving a different purpose. The cheerleader who reminds you of your own potential when you’ve lost sight of it. The straight shooter who tells you the hard truth. The empath who helps you feel it before you fix it. These relationships ebb and flow; some people will walk with you through one chapter, while others will stay for the whole book.

And my personal favorite? When the student surpasses the teacher. There’s nothing quite like watching someone you believed in going further than you ever imagined. That’s the whole point.

Giving back with intention

At some point, you stop counting what you’ve received and start thinking about what you owe. For years, I was shaped by mentors without fully realizing it — every industry shift, every tectonic pivot, guided by someone opening a door I didn’t even know existed. That kind of generosity doesn’t leave you; it follows you. And eventually, it asks something of you.

This year, I answered. I decided to be more intentional about how I show up beyond the walls of Cox for my community and the next generation, and to be the mentor I once needed.

That’s what led me to Start:ME, an accelerator program through Emory University’s Goizueta Business School that supports small business owners from underserved communities in Atlanta, GA. This season, I’m proud to serve as a mentor in the program, helping guide others the way mentors once guided me. Showing up for my community feels exactly where I’m meant to be right now.

Why this feels like home at Cox

The way I show up for others in my community mirrors the same principles that guide how we work here at Cox. Mentorship isn’t just something I practice; it’s something I experience every day here. One of the reasons I love my job at Cox Enterprises is that the company’s history of entrepreneurship, sustainability and community investment is a lived value.

It reflects the standard I hold myself to, and there’s something powerful about doing purposeful work in a place that genuinely reflects who you are.

Mentorship is connective tissue. It can change the entire trajectory of someone's life. If you’ve been on the fence about finding a mentor, becoming one or asking for guidance, consider this your sign. The person who needs you most might already be right in front of you.

Join a workplace where mentorship and purpose guide everything we do. Explore careers at Cox.

Where Marketing Meets Music: Living Authentically at Cox

Fri, 01 May 2026 12:00:00 GMT

Creativity is the constant drumbeat in Elizabeth Saulsbury’s life: whether on a stage, in a recording booth or in her job at Cox.

Elizabeth is Senior Manager, Content & Social Media at Cox Enterprises — a role where she exercises both strategic and artistic passions to articulate and promote Cox’s brand story. She’s also a songwriter and musician, with three studio albums and a regular schedule of gigs.

Elizabeth loves that at Cox, she's encouraged to explore her musical ambitions in addition to her marketing ones.

“I get the best of both worlds,” Elizabeth said. “I’m able to lead as a brand and marketing professional and earn a great living, while also writing, recording and performing music.”

How an Olympic Swimmer Became a Purpose-Driven Leader at Cox

Tue, 28 Apr 2026 12:00:00 GMT

There’s a moment every competitive swimmer knows well: the instant you launch off the starting block and hit the water, and everything goes quiet. It’s just you against the clock.

For Nei-Kuan Chia, that moment represents something bigger than the sport itself. It reflects the mindset he built over years in the pool, shaped by discipline and resilience.

After a near-drowning experience at age 11, Nei-Kuan’s mother signed him up to learn how to swim. It quickly became a passion and eventually led him to compete in the 1996 Atlanta and 2000 Sydney Olympic Games.

But the most meaningful lessons from that journey weren’t formed on race days. They were established in the thousands of unseen hours in the pool: the early mornings, the unexpected setbacks and the relentless drive to improve.

“Swimming is one of the sports that teaches you all the life lessons,” he said. “It teaches you about determination and resiliency. It teaches you that every single day you just have to push yourself, focus, have faith in what you’re doing, and the results will come.”

Today, those same lessons show up far beyond the pool in Nei-Kuan’s career at Cox Enterprises, where he serves as AVP of corporate development and as a partner and managing director for the company’s venture fund, Socium Ventures.

Finding a deeper sense of purpose

After his first Olympics and a college swimming career, Nei-Kuan stepped away from the sport and enrolled in medical school. But the pull to return — to the water and to competition — was still there.

With just seven months to prepare for Olympic trials after nearly a year out of the water, the odds were steep. But something was different this time.

Where talent and routine had once carried Nei-Kuan’s training, now there was a deeper sense of purpose. “Talent can only take you so far, and I never really understood the level that you needed to have emotionally, physically and mentally to be your best,” he said. “And when I tried for that second Olympics, that all had to come into play.”

Seven months later, he made the Olympic team again.

That experience reshaped how he approached not just swimming, but life. Passion can spark interest, but purpose sustains effort, especially on the days when motivation runs out.

“It has impacted how I pursue goals and the things I want to accomplish,” he said. “Nothing you do is going to be exactly how you plan it, but that consistency to show up and give your best is what makes a difference.”

Success is built in the process

At the highest levels, swimming can be an unforgiving sport. Training six or seven hours a day, six days a week, demands more than physical endurance. It requires discipline, focus and a willingness to show up, even when progress feels invisible.

It’s a mindset that translates directly to the workplace. At Cox, teams set ambitious goals, but success is defined by how people show up each day to move those goals forward.

“You’re going to have tough days in life, but you have to understand what you can control,” Nei-Kuan said. “You can focus every day on yourself and what you bring to the table, and that consistency is what drives success.”

Setbacks, he adds, are part of the process. “Don’t fear failure. You have to take risks because you’re not going to win every time. You learn from mistakes and fix your mistakes. That makes you better.”

An individual sport, a shared journey

Swimming may look like an individual sport, but no one succeeds alone.

Behind every swimmer is a community of coaches, trainers teammates pushing each other through practices, day after day. That shared effort creates an environment where everyone improves.

“No matter how individual a sport is like swimming, there’s a whole group behind you that will push you and make you successful,” Nei-Kuan said. “That’s the same mentality we have here at Cox. I have a great group of people who push and challenge me every single day to be better.”

At Cox, teams challenge each other to think bigger, work smarter and perform at a higher level. Sharing challenges, lessons and successes along the way makes the work more meaningful.

“I show up every day and I’m grateful to be on this journey here at Cox,” Nei-Kuan said. “It's an amazing place and my attitude here is, what can I do to leave this a better place throughout my career here?”

Learn more about how our people play with purpose at Cox.

Want to join our team? Explore career opportunities here and sign up for our Talent Community today.

From Universal Technical Institute to Cox: Success Stories of Manheim Employees

Thu, 23 Apr 2026 14:30:00 GMT

Lenroy Cambran graduated from Universal Technical Institute (UTI) 16 years ago and, since then, has only worked for a single company: Cox Automotive. He wouldn’t have it any other way.

“I got the job through UTI and from the time I graduated back in 2007, I haven’t left [to another company] so that shows you it’s a great job,” said Lenroy, who is supervisor of commercial services at Manheim Orlando. “It’s a truly remarkable company: they have great benefits; they are family oriented and have great leadership.”

Recently, Lenroy and two other UTI graduates were invited to UTI Orlando to speak to current students about their respective career journeys — and why they all chose to work at Cox Automotive and Manheim. Here’s what they shared.

1. You’re paid by the hour instead of a flat rate.

When Daniel Laciste graduated from UTI in 2012, he went to work for a dealership. After a few years, he heard about what it was like to work for Manheim from some former colleagues who’d made the switch. He was sold specifically because of the pay rate.

“It’s hourly; that’s what drew me toward [Manheim] the most,” said Daniel, who is now an auto maintenance technician II at Manheim. “It’s way better than the flat rate thing.”

2. You have great benefits on top of the great pay.

One of the biggest draws for people about working at Cox is the employee benefits, including 30+ days of paid vacation and company holidays per year, great healthcare coverage from day one, a generous 401(k) retirement package with company match and free ASE training/certification (with a pay increase for completing these certifications).

“The benefits package is absolutely amazing compared to anywhere else you’re going to go,” he said.

3. You get to work on lots of different cars and improve your skills.

Daniel may have joined Maheim because of the salary and benefits, but one of the reasons he sees a long-term career here is because it’s the perfect place to gain a variety of hands-on experience.

Unlike a dealership, where you may be diagnosing the same issues on the same models, Manheim techs get to work on different vehicles all the time.

“You touch everything, from Lamborghinis to regular Dodges; it’s pretty diverse,” Daniel said.

At the same time, you’re not expected to know your way around every kind of vehicle. Cox emphasizes mentorship and skill development, so techs can learn how to solve problems in a supportive environment.

“You don’t have to be stressed about not knowing how to fix this or that because there’s always someone there to help you,” Daniel said. “They’ll stick you with one of the senior techs, and there’s a lot of them from different manufacturing backgrounds, so you’re constantly learning, which I love.”

4. You have work-life balance.

Daniel and Lenroy both agreed that Cox’s culture is part of what leads to having a better work-life balance as an employee at the company. This is not the kind of place where you’re burning out or afraid to call in sick.

“You never get bored and you’re not under the gun,” Daniel said. “Yeah, you have to produce, but you’re not stressed out about it.”

Daniel, who has many years left in his career, is impressed by the number of long-serving employees at Manheim. This, he believes, says a great deal about Cox as an employer.

“There’s a reason why I work with so many guys who’ve been there 20-plus years and they plan to retire here and hopefully, I will, too,” he said.

Explore automotive jobs at Cox and join our Talent Community today!

Coaching Entrepreneurs at Startup Runway

Mon, 20 Apr 2026 10:00:00 GMT

For more than a decade, Cox employees have contributed thousands of hours as mentors to Atlanta’s early-stage founders through local accelerators and venture programs, strengthening the city’s rise as an innovation hub. In this three-part series, we introduce you to some of the mentors behind that impact. Read on for part 3, then check out part 1 and part 2.

Making Introductions and Opening Doors for Startups

Mon, 13 Apr 2026 12:00:00 GMT

For more than a decade, Cox employees have contributed thousands of hours of mentorship, offering what matters most in the startup world: experience, perspective and candid feedback. This three-part series spotlights some of the mentors behind that impact. Read on for part 2, then check out part 1 and part 3.

How Mentorship Bridges the Corporate and Startup Worlds

Mon, 06 Apr 2026 12:00:00 GMT

6 Common Resume Mistakes (and How to Fix Them)

Wed, 01 Apr 2026 12:00:00 GMT

Even the most qualified candidates can get overlooked because of simple resume mistakes. From formatting issues to unclear wording, the errors recruiters notice most often can prevent your application from standing out, even if your experience is impressive.

Two seasoned Cox recruiters share the pitfalls they see every day and provide practical tips to help your resume make the right impression.

Mistake #1: Missing key information

It may seem obvious, but one of the most common mistakes recruiters see is missing basic information.

“The section I pay most attention to first are the contact details,” said Cox senior recruiter Michele Ornoski. “You’d be surprised how many resumes I see without a phone number or an email, and sometimes even without a name.”

Recruiters also frequently see resumes with missing employment dates or vague timelines that make a candidate’s work history difficult to follow. While some people may omit dates to avoid bias, recruiters say this often creates more confusion than clarity.

“Dates matter because they show your timeline and career progression,” said Cox senior recruiter Michele Ornoski. “We often see multiple jobs listed without end dates, so it looks like candidates are currently at all of these positions. That just adds confusion and makes it hard to understand their work history.”

What works better: Include your full name and clear contact information at the top of your resume. List consistent start and end dates for each role so recruiters can easily follow your career progression. Transparency makes it easier for recruiters to understand your experience and advocate for you.

Mistake #2: Trying to do too much on one page

Many candidates try to cram their entire work history onto a single page instead of tailoring their resume for a specific job. This often results in tiny fonts, dense paragraphs and long bullet lists that are hard to scan.

Recruiters note that a one-page resume is not a strict requirement, especially for candidates with longer careers. Forcing everything onto one page usually creates clutter and makes it harder to highlight the most important information.

“One misconception a lot of people have is that they have to put everything on one page, which is not true,” said Rebecca Reiss, a senior internal mobility advisor and longtime Cox recruiter.

What works better: Focus on your most recent and relevant experience. Summarize older roles if needed to improve readability and remove experiences that do not support your candidacy for the specific role you’re applying for. Tailoring your resume helps recruiters quickly see why you are a strong fit.

Mistake #3: Listing responsibilities instead of impact

Another common issue is resumes that read like job descriptions. Candidates often outline their responsibilities but stop short of explaining what they actually accomplished. Recruiters say responsibilities alone do not differentiate candidates. What stands out are results: metrics, outcomes and concrete examples that demonstrate impact.

“Tell me your story: what have you achieved? And put some numbers behind it,” Rebecca said.

Vague language can also weaken an otherwise strong resume. “I see a lot of fluff that’s not really needed,” said Michele Ornoski. “Someone will say, ‘I’m a team player.’ That’s great, but what does that mean? If you’re going to include those qualities, make sure they connect back to specific examples so we can see how you demonstrated them.”

What works better: Focus on outcomes. Whenever possible, include numbers, percentages, improvements or milestones to show the measurable difference you made in each role. Demonstrate your skills through specific examples and accomplishments, allowing your experience to speak for itself.

Mistake #4: Bad formatting, grammar and spelling

Overly complex formatting is a common mistake. When it comes to resumes, clarity and consistency matter more than design. Multiple columns, inconsistent fonts, graphics or heavy visual elements can be distracting and make it difficult to scan, both for recruiters and applicant tracking systems.

“As recruiters, we’re looking at a lot of resumes, so can I get what I need from your resume in about two and a half to five seconds?” Rebecca said. “If it’s jumbled and not formatted well, I move on.”

Spelling and grammar errors can also undermine an otherwise strong resume. “Spell check is right there,” Michele said. “There are a lot of simple spelling errors we come across, and it makes the resume look rushed or unpolished.”

What works better: Keep formatting simple, use clear section headings and maintain consistent spacing. Proofread carefully to eliminate spelling and grammar errors. A clean, polished layout helps recruiters quickly understand your experience and qualifications.

Mistake #5: Relying too heavily on AI-generated content

As AI tools become more common, recruiters are starting to notice resumes that read like copy-and-paste versions of the job description or feel overly generic. In some cases, candidates also struggle to confidently speak about experiences listed on their resumes when they do not fully reflect their own voice or work.

“If you’re going to use an AI tool, just make sure that you make it your own and read it over to make sure that it’s accurate because you have to speak on it,” Michele advised.

What works better: Use AI as a tool to refine your language or improve structure, but make sure the content is personalized and accurately represents your experience. Your resume should sound like you and clearly reflect the work you have actually done.

Mistake #6: Skipping the resume altogether

One of the most surprising misconceptions recruiters see is candidates skipping the resume entirely, assuming the application alone tells the full story.

“Some candidates assume their application has all their information, and that’s not true,” Michele said. “Your resume is your chance to tell your story and really highlight your relevant experience.”

Applications are often structured and limited, which makes it harder to showcase your accomplishments or stand out from other candidates.

What works better: Always include a resume, regardless of your level or whether you are applying internally or externally. A resume gives you the space to clearly present your experience, highlight your achievements and explain why you are a strong fit for the role.

By avoiding these common mistakes and focusing on clarity, accuracy and results, you give recruiters what they need to understand your experience and advocate for you quickly.

Ready to put these tips into action? Explore open roles at Cox and take the next step in your career with confidence.

What Makes Cox One of America’s Most Innovative Companies

Thu, 26 Mar 2026 12:00:00 GMT

For more than 127 years, Cox Enterprises has been guided by a simple idea: building a better future. That purpose hasn’t changed. The way we bring it to life has, as we’ve evolved and expanded our impact, to address the most pressing problems of our time.

Our journey began in journalism and has since expanded into automotive marketplaces and sustainable agriculture. Along the way, we’ve embraced new technologies, industries and ways of thinking. Invention and reinvention have always been part of our story.

That legacy of forward thinking continues to earn national recognition. Cox has once again been named one of America’s Most Innovative Companies by Fortune.

We’re proud of the honor. More than that, we’re proud of what it reflects: a workplace where curiosity and creativity are welcomed, and where ideas have the support to become something meaningful.

Innovation isn’t a department — it’s embedded in everything we do

Fortune’s ranking, compiled in partnership with Statista, evaluates companies across three areas:

Product innovation: originality, usability and appeal of products and services
Process innovation: effectiveness across the value chain, from sourcing and production to marketing, sales and support
Innovation culture: how well a company fosters entrepreneurship and creativity and enables ideas to be put into action

All three are important, but an innovation culture is what makes the other two possible here at Cox. Innovation starts with people feeling empowered to think differently and supported to try new approaches. It begins the moment someone feels comfortable asking, “What if we tried it this way?”

What that looks like at Cox:

Teams collaborating across businesses
Employees testing ideas and learning from them
Leaders creating space for curiosity
A culture that values progress over perfection

“When I joined Cox almost nine years ago as a senior engineer, the difference was immediate. I was surrounded by incredibly bright, talented developers. For the first time in a long time, I had people to learn from, to challenge my thinking and to validate my ideas. This environment has helped me grow tremendously.” - Danny Miller, Senior Software Engineering Manager

“Our leadership consistently encourages us to explore and adopt emerging innovations,” Johnny added. ”AI is the latest example, but before that, we led a major cloud migration, moving all our applications to AWS. Our teams regularly explore new concepts that deliver customer value and business impact.” - Johnny Chu, Director of Software Engineering

A shared vision across different businesses

Cox is a family of businesses spanning very different industries, but we’re connected by the same drive to create lasting positive change for customers, communities and the planet. From investments to in-house solutions, innovation at Cox takes many forms:

At Cox Automotive, technology and data are reshaping how vehicles are bought, sold and owned.
At Cox Farms, now North America’s largest greenhouse operator, advanced greenhouse innovation is helping create a more resilient, sustainable food system.
Through Socium Ventures and startup accelerators, we amplify emerging technologies and support founders tackling complex problems.
Cox’s continuous investments in cleantech and sustainable businesses — totaling more than $2 billion since 2007 — are fueling long-term environmental and economic impact.

The industries may differ, but the mindset is the same: constantly asking how we can do things better. And we’re just getting started.

If you’re looking for a place where you can build, experiment and grow — while also having the stability of a long-standing, family-owned company — Cox offers both.

Ready to help build what’s next? Explore job opportunities across Cox and see where your ideas can take you.

4 Resume Myths That Are Holding You Back

Thu, 19 Mar 2026 12:00:00 GMT

If you’ve ever tried to update your resume, you’ve probably felt the pressure of competing advice. Keep it to one page, but don’t leave anything out. Make it stand out, but keep it simple. Use keywords, but don’t sound robotic.

When the guidance feels contradictory, it’s hard to know what really matters. Cox recruiters say many of the mistakes they see stem from well-meaning candidates trying to follow outdated or misunderstood “rules.”

Here are the resume myths candidates believe most often, the mistakes those myths create and what recruiters actually recommend instead.

Myth #1: “my resume has to be one page.”

Mistake recruiters see: Overcrowded, hard-to-read resumes

Recruiters consistently shared that one page isn’t a requirement, especially for candidates with longer careers. Trying to squeeze everything into a single page often makes resumes cluttered and difficult to scan.

What recruiters recommend instead: Focus on clarity. Detail your most recent and relevant experience and summarize older roles if needed. Two clean pages are better than one cramped one.

Myth #2: “A unique design will make my resume stand out.”

Mistake recruiters see: Overdesigned resumes that make key information hard to find

Complex layouts, columns, graphics, photos and unconventional fonts often pull attention away from your experience and can become distorted in applicant tracking systems.

What recruiters recommend instead: Keep design simple and readable. Let your experience stand out, not fancy formatting.

Myth #3: “AI will fix my resume.”

Mistake recruiters see: Generic resumes that echo the job description but lack authentic detail

Recruiters are increasingly seeing resumes that mirror job descriptions almost word-for-word. These are easy to spot and often raise red flags, especially when candidates later can’t speak confidently about the experience listed.

What recruiters recommend instead: Use AI to tighten language or align content but always personalize and verify accuracy. Your resume should still sound like you.

Myth #4: “More details are always better.”

Mistake recruiters see: Overloaded resumes with outdated or irrelevant experience

Recruiters often see resumes packed with every role a candidate has ever held. This can bury the most important experience and make resumes harder to scan.

What recruiters recommend instead: Prioritize relevance. Keep content focused, concise and aligned to the role you want now — not every job you’ve had.

Your career is unique and your resume should reflect that. What matters most is clarity. Keep it focused and easy to follow so recruiters can quickly understand your experience and see why you’re the right fit for the role.

Ready for what’s next in your career? Explore open roles at Cox and take the next step in your career with confidence.

How I Get to Bring My Full Self to Work

Fri, 13 Mar 2026 13:47:00 GMT

In today’s world there is a lot of talk about “bringing your full self to work.” But what does that even mean?

If you ask me, bringing your full self to work means that you are 100% yourself every day; it means not having to wear a mask or pretend to be someone you are not; it means never having to put yourself into a box to fit the mold.

Everyone has their own unique personality and allowing that to shine at work is important in making an employee feel valued and appreciated for who they are. That is what we are all about here at Cox.

Showing off my fun side with coworkers

Every month at my call center, we host Employee Engagement Days: one day each month when my team and I go to the office specifically to network and bond with our coworkers and leaders.

We go all out on these days with special dress-up themes. One thing you should know about me: I love a good dress-up day because I can let my quirky, fun side shine! For example, in August, we had a back-to-school theme, and I dressed as Ms. Valerie Frizzle from The Magic School Bus — and it was a hit!

Being myself with customers

Another way I have been able to bring my full self to work is with every call I take as a customer care specialist. In this type of role, we are not scripted; we are encouraged to be ourselves when speaking with customers. We do not want to be robotic or corporate. We just want to be genuine and connect with our customers in our own way.

On my calls, I get to laugh and make jokes with the customer and have a fun conversation beyond providing them with the technical support they need. I really believe that being able to be myself on these calls makes my customers feel good — and it makes me feel good, too!

I end every call feeling like I made a new friend, and I hope my customers feel the same way.

Learn more about our workplace and explore career opportunities at Cox today!

Sales Interview Tips From Cox Recruiters

Mon, 09 Mar 2026 12:00:00 GMT

Two senior recruiters at Cox share advice on how to put your best foot forward in a sales job interview.

Looking to land your next role in B2B, SaaS or tech sales? The competition is fierce in today’s job market, but there’s plenty you can do to set yourself apart.

In this quick guide, two senior recruiters at Cox share practical insider tips on how to shine in sales interviews, from structuring your stories with the STAR or CAR method to leveraging AI tools while practicing your answers.

Want to learn more about what recruiters are looking for in sales talent today? Check out our story here.

1. Practice your stories and examples using the STAR or CAR methods.

When it comes to interviews, clear storytelling can make all the difference. Recruiters recommend using a structured approach like STAR (Situation, Task, Action, Result) or CAR (Context, Action, Result) to frame your examples. Focus on the situation you faced, the task at hand, the actions you took and the results you achieved.

“Be intentional about how you walk through your experience,” said Kayode “Ky” Oduwaiye, a senior recruiter at Cox. “If you can’t get your thoughts out in a meaningful way, it reflects on how you might interact with clients.”

Want to learn more about how to showcase your sales strengths in an interview? Read advice from a sales director here.

2. Be ready to talk about failures.

Interviews are not just about highlighting wins. Recruiters also want to hear how you handle setbacks and what you’ve learned along the way. Being prepared to talk about a missed deal or an unsuccessful outcome shows self-awareness, resilience and growth.

“Any sales professional will tell you that you’re going to fail sometimes, and if they can’t admit that, they're not being honest,” explained Anthony Berardis, a senior recruiter at Cox.

What matters most is how you reflect on those moments, what you took away from them and whether you were able to apply those lessons to improve your approach and mitigate risk in the future.

3. Use AI to practice interviewing.

AI can be a helpful tool when you’re preparing for sales interviews, especially when it comes to organizing your thoughts and anticipating questions. Recruiters recommend using tools like Microsoft Copilot or ChatGPT to practice answering common interview questions or to pressure-test your examples.

“You can share the job description and ask what kinds of questions might come up,” Ky said. “Just remember that AI should be an assistant, not a replacement for your own voice.”

You could also use AI to help structure real examples using the STAR or CAR methods, refine talking points or identify gaps in their story. The goal is not to sound scripted, but to walk into the interview with sharper, more confident answers that still feel natural and authentic.

4. Do a prep call with a recruiter before a panel interview.

If you’re invited to a panel interview, your recruiter may offer a prep call, Anthony said, and it’s an opportunity worth taking. These conversations can help you feel more confident about what to expect in the next stage of the process.

“Most recruiters offer prep calls before panel interviews, and sometimes even coffee chats with peers on the team,” Anthony said. “It’s a great opportunity to understand what the interview will look like and get a feel for the day-to-day role.”

Prep calls and informal conversations with potential teammates provide valuable context, ease nerves and help you walk into the interview prepared. If the opportunity is offered, taking advantage of it can make a meaningful difference in how ready you feel.

5. Follow up with a thank-you note.

Taking a moment to follow up with a simple “thank you” after an interview can go a long way to help you stand out in a competitive interview process, especially with hiring managers, Ky said.

“A lot of people don’t follow up after interviews,” Ky said. “Something as simple as saying, ‘It was great meeting you, I really appreciate your time,’ can make a strong impression.”

Preparation, perspective and presence are what separate strong candidates from standout ones. Show up with the right mindset, and you won’t just participate in the interview; you’ll prove you’re ready to close.

See where a career in sales at Cox can take you. Explore our latest job openings today.

A Career in Motion: 20 Years as a Changemaker at Cox

Sun, 01 Mar 2026 12:00:00 GMT

There’s a way of thinking about careers that treats success like a ladder: up, up, up. But for Tish Harrison, more than two decades at Cox have shown her that growth often happens in every direction.

Over the years, Tish explored nearly every corner of the company: from enterprise finance to strategy and competitive intelligence, and from marketing and operations to mergers and acquisitions that helped define the company’s growth. She moved across divisions, functions and industries, building range instead of just rank.

“You just wouldn’t get that kind of holistic experience in a lot of places,” Tish said.

Professional Pivots and Motherhood Milestones at Cox

Tue, 24 Feb 2026 15:54:00 GMT

Elizabeth Friedman doesn’t have a linear career path. She dabbled in media, HR and even a tourism side gig before finding her niche in project management at Cox.

Elizabeth Friedman first fell in love with Cox as an HR intern. The people and the environment she experienced as an intern at the company made her feel safe to be her true self. So when her internship ended, she was thrilled to stay on as a contractor and eventually join the company full time as an HR coordinator.

About two years into her tenure at Cox, she heard about LEAD, a paid rotational leadership development program for people who are early in their careers. At the time, she’d been tasked with sharing information about the program with the current class of Cox interns. But the more she learned about the program, the more interested she became in participating in it herself. She applied and was selected to join the first LEAD program class in October 2015 as a project manager.

The experience she gained in the program over the course of a year and half allowed her to officially pivot her career from her previous role in HR and land a job as a project manager supporting Cox Business, part of the Cox family of businesses. It didn’t take long for Elizabeth to be promoted to senior project manager.

Outside of her day‑to‑day responsibilities, Elizabeth developed a strong interest in Cox’s inclusion and engagement initiatives and began taking part in various projects, including serving on the company’s ID&E council for four years. Over time, her commitment and contributions helped her become a trusted voice in Cox’s ID&E efforts. So when a senior manager role opened to lead inclusion work in support of Cox Communications, she felt inspired to step into the opportunity.

LEAD always remained near and dear to Elizabeth’s heart, and it was a dream of hers to help support the program that jumpstarted her career at Cox. In 2023, when a senior manager role opened on the LEAD team, she had the chance to make that dream come true. This was the perfect full-circle moment to kick off her 10th year at the company.

Throughout her journey at Cox, Elizabeth has reached many personal and professional milestones. As her career progressed, she got married and started a family with her husband, who also works at Cox, and she’s been grateful for the company’s support through each new chapter of her life.

Ready to explore a career at Cox? Check out our job openings and join the Cox Talent Community today!

What Recruiters Want You to Know About Your Next Sales Job

Thu, 19 Feb 2026 12:00:00 GMT

Thinking about your next move in sales? Here’s what Cox recruiters expect from today’s sales talent and how to rise above the competition.

When it comes to making a smart next move in sales, clarity matters more than ever. Knowing what you want — and understanding what hiring teams are looking for — can make all the difference.

So we turned to the experts: Kayode “Ky” Oduwaiye and Anthony Berardis, two members of Cox’s talent acquisition team who recruit sales candidates and know exactly which skills are in highest demand.

Here’s what they had to say about what recruiters are expecting from sales talent right now and what makes Cox a great place to build your sales career.

Top qualities Cox recruiters look for in sales candidates

Strong sales candidates bring more than experience to the table. Cox recruiters prioritize candidates who bring the right blend of skills, mindset and drive. Here are the qualities that rise to the top:

1. Business acumen

Can you connect solutions to real business outcomes and speak confidently with senior decision-makers? That’s what senior recruiter Anthony Berardis looks for when interviewing sales pros.

“When I’m looking at salespeople and the types of things we’re working on here, they have to have conversations with high-level, C-level leaders,” Anthony said. Whether they’re talking with CIOs, CTOs or CFOs, top sales pros know how to frame technology in terms of efficiency, impact and value — and clearly articulate how it helps a business move forward.

2. Technical know-how

Top sales professionals build their reputation by earning their customers’ trust. But they build their credibility by truly understanding the technology behind the solutions they sell.

For example, salespeople “need to be able to understand and explain architectures, integrations and cloud models at a high level,” Anthony explained. Even with a dedicated pre-sales technical team, sales reps benefit from knowing the language and concepts themselves.

Senior recruiter Kayode “Ky” Oduwaiye adds that showcasing your creativity in how your leverage technology is just as valuable. Top candidates will know how to leverage tools like Salesforce, ZoomInfo or AI applications to work smarter, reach new prospects and explain technical solutions in a way that makes sense to business leaders.

“We’re in a digital age, and I think AI is super important as we think about any avenue of work, especially sales,” Ky said. “So, how do you utilize these programs to think outside the box?”

3. A consultative approach

Strong salespeople sell. Standout salespeople advise. They listen closely, understand their customers’ challenges and position themselves as trusted advisors. Anthony said he looks for “demonstrated discovery skills and the ability to map customer pain points to the solutions that we offer.”

The best sales candidates approach each conversation with a solution-first mindset, focusing on solving real business problems instead of simply pushing a product or service.

4. Executive communication and presence

Sales professionals need to be able to tell a clear, concise story, present ROI cases confidently and think on their feet during conversations with C-level executives. “Executive presence is something that's hard to teach,” Anthony said. “You either have it or you don’t.”

The best candidates communicate in a way that earns trust and credibility with senior leaders, combining poise, clarity and confidence in every interaction.

5. Account planning expertise

Success in enterprise sales requires strategic thinking and relationship-building that lasts. “We look for candidates who can multi-thread relationships and navigate procurement or legal processes in Fortune 500 environments,” Anthony said. “Some of these enterprise cloud deals can take anywhere from six to 18 months to close.”

Top sales professionals plan with patience and purpose. Whether expanding existing accounts or pursuing new opportunities, they map a clear path forward, cultivate trust over time and turn prospects into loyal, long-term customers.

6. Closing with confidence

Top sales candidates don’t just start conversations — they know how to finish them.

“You can have a great personality and talk to anybody, but how do you essentially close the loop and bring the conversation full circle?” Ky said.

He adds that he sees this same behavior in interviews: “A lot of the best sellers ask for the job, similar to how they ask for the sell. They’ll say, ‘Hey, I really enjoyed talking to you. I’m really interested in this job. I would love to kind of go to the next round to talk to the hiring manager about what I’ve done and how it relates to this role. What do the next steps look like?’”

In other words, the strongest candidates are proactive, confident and clear about why they’re the right fit.

7. Strategy and discipline

Hitting quotas is one thing. Explaining how you hit them — and how you sustain that success over time — is what sets top candidates apart.

“It’s one thing to say, ‘I’ve been killing it at 120%.’ That sounds great, but how did you get there?” Ky said. “We know it didn’t happen overnight.”

Be ready to clearly walk through your process, daily habits and strategies that help you consistently perform. Being able to articulate that story demonstrates not only results, but also discipline, planning and the ability to replicate success.

8. A proactive mindset

Recruiters look for sales candidates with a strong competitive drive. They approach their work with energy and initiative, always pushing forward to achieve results. “Healthy competition is always important,” Ky said. “The best sellers are motivated to win for their team, for themselves and for their families.”

What sets Cox apart as a top employer for B2B and tech sales?

Here are some of the reasons recruiters say Cox stands out to sales candidates:

1. Workplace culture

“I think the culture that we have across our businesses is amazing,” Anthony said. “We work really well together between PMs, engineers and sellers, too. So, if you pass the baton, you can trust that it’s going to be a clean pass.” That collaborative, supportive environment helps salespeople feel confident in their day-to-day responsibilities.

2. Revenue opportunities and variety of products

Salespeople at Cox get to sell multiple solutions across a range of industries, which opens the door to diverse opportunities and strong earnings potential. As Anthony explained, “There are many sales jobs where you’ll sell one or two products, and some years may be great, some years may not. We offer a long list of solutions, so there’s a lot of opportunity to sell different products.”

3. Great benefits

Cox offers benefits that really stand out, including medical and dental coverage, a 401(k) and generous PTO. These perks give employees peace of mind and support both their work and personal lives. “Cox has really good brand recognition for offering excellent benefits comparatively in the market,” Anthony said.

4. Stability

With 127 years in business, Cox provides stability that’s rare in today’s market. For salespeople, this means focusing on growth and clients without worrying about volatility.

The most successful sales careers are built with intention. Knowing what recruiters value most right now gives you an edge in deciding where to invest your time and talent next.

Ready to take the next step in your career? Explore our latest sales job openings at Cox.

Early Career Advice: How to End Your Interview on a High Note

Mon, 16 Feb 2026 12:00:00 GMT

The interview isn’t over when the questions stop coming your way. Learn how to make those final moments count with expert tips from Cox’s early talent team.

You’ve made it to the end of the interview and feel like you can finally take a breath. You’ve talked about your goals and experiences and shared stories that show what you’ve learned and accomplished along the way.

But there’s one more important moment ahead: when the interviewer turns the tables on you and asks, “Do you have any questions for us?”

It’s more than a polite wrap-up. This is your chance to ask questions that matter to you, show your enthusiasm and reinforce why you’d be a great addition to the team.

“It shows that you did your research into the company and are interested in learning more,” explained Sam Brown, lead university relations recruiter at Cox. “It’s also a good way to gather information from your interview so that you can make an informed decision if you have multiple offers presented to you.”

Here’s how to plan ahead and make those final moments count.

1. Research the company and your interviewers.

Here’s one situation where doing a bit of online sleuthing is more than acceptable — it’s a smart move. Before any interview, spend time researching the organization: explore the company’s careers website, scroll through their social media and check for any awards or recognition. You want to have a basic understanding of what the company does and why they do what they do.

Next, look up your interviewers so you can tailor your questions. Their LinkedIn profiles are a great place to look and get a sense of their career paths and the areas they’re passionate about professionally. This extra context can help you connect more intentionally during the conversation.

2. Prepare questions ahead of time.

Use what you learn in your research to jot down a few questions that will help you understand the role, the team or what success looks like. For example:

Ask questions about the day-to-day tasks in the position. What can you expect?
Ask about training. Is there a plan in place to make sure you’re supported in learning about new technology and processes?
If they’re going to be your manager, ask what a top-performing intern or employee would be doing in their first 30, 60, or 90 days. (“What does success look like in the first 30 days?”)

Then, think about the people you’ll be speaking with. If someone’s been at the company for decades, ask what’s kept them there. If they recently joined, ask what drew them in. Questions like these give you insight into the company’s culture and help you build a more genuine connection with your interviewers.

“I want you to have two to three questions per interviewer about them,” Sam recommended. “It shows that you’re interested, you did your research ahead of time and you paid attention to the details about the people you’re interviewing with and the team you’re interviewing for.”

During the interview, take notes and cross off any prewritten questions as they’re answered. This helps you avoid asking something that’s already come up. “Make sure you’re cognizant of what was discussed and eliminate any pre-made questions from your list that you’ve already covered,” Sam said.

3. Use your questions to reinforce your skills.

Your questions can do more than show curiosity; they subtly signal to the interviewer what you bring to the table.

“And then you’re able to answer back and highlight your experiences and skills that line up with what they’re looking for in their next hire,” Sam said.

Sam recommends asking targeted questions that naturally connect back to your strengths, such as:

The technologies the team uses and how they’re applied day to day
The size and structure of the team
What the team looks for in a strong candidate

For example, a candidate who’s led cross-functional projects might ask, “I really enjoyed leading cross-functional projects in school. How does collaboration work between teams here?” Questions like this remind the interviewer of your experience while showing you’re already thinking like part of the team.

One question Sam recommends always asking is: “What would a high-performing initial hire be doing 90 days after they start?”

For one, it signals that you want to be a high performer. It also helps you understand where the bar for excellence is on that team. If the expectations sound unrealistically high, it could be a red flag. If they’re surprisingly low, you may know you can step in and exceed expectations right away.

4. End on an enthusiastic, professional note.

Always thank your interviewer for their time, express excitement about the role and clarify next steps. A confident, gracious closing leaves a lasting impression.

“Please make sure you thank the interviewers for taking the time to talk with you,” Sam said. “And if you do want the job, say so! This is a time to articulate your interest and excitement, especially if you had a great time talking with the interviewers.”

5. Follow up with a thank-you email.

After the interview, send a brief thank-you note to your recruiter or interviewer. Reiterate your appreciation, mention something specific you discussed and restate your interest in the role. It’s a small gesture that reinforces professionalism and keeps you top of mind.

Explore early career opportunities at Cox and join the Cox Talent Community today!

Cox is One of America’s Best Employers for Company Culture — Here’s Why

Tue, 10 Feb 2026 12:00:00 GMT

Company culture isn’t defined by a single moment or milestone; it lives in moments that don’t make often headlines: how people are treated and how it feels to show up every day.

Being named one of America’s Best Employers for Company Culture by Forbes gave us a chance to reflect on the values we strive to live by at Cox. Based on anonymous employee feedback, this recognition highlights the experiences that matter most, from encouraging a healthy work-life balance to feeling heard and valued at work.

This reinforces what we often hear from our employees.

“Cox doesn’t just talk about employee experience — it truly invests in it,” said Mary Fischer-Mullins, a senior director of product strategy. “I’ve felt the difference in how leaders support flexibility, how teammates cheer on each other’s passions and how everyone encourages authenticity, in and out of the office.”

Here’s a closer look at the key elements of a great workplace culture, and what they look like in practice at Cox.

1. Employee recognition

Everyone wants to feel seen and appreciated at work. At Cox, recognition isn’t reserved for major milestones; it’s part of how teams show up for one another every day.

What this looks like in practice:

Celebrating the small, everyday wins as much as the big accomplishments
Creating both formal and informal ways to recognize contributions and say “thank you,” including a peer-to-peer recognition platform where points can be redeemed for cash and gifts

“Over the past 10 years working across multiple divisions at Cox, I’ve experienced a culture that truly values and recognizes its employees,” said Jacqueline van Staalduinen, a supervisor of advertising. “I’ve always felt appreciated, and that sense of gratitude has inspired me to lead with the same appreciation for my team. I’m proud and grateful to be part of Cox — that’s why I’ve never considered leaving.”

2. Healthy work-life balance

We want people to love the work they do, but it’s only part of the bigger picture. Being at your best at work starts with having the time and space to enjoy life outside of it.

What this looks like in practice:

Generous paid time off, including paid time off to volunteer
Flexible work arrangements and hybrid or remote opportunities, where possible
A culture that prioritizes well-being over burnout, reinforced by leaders who respect boundaries and personal time

For Renee Whaley, a senior scrum master, flexibility has been essential during a busy season of life. As the parent of a high school senior, she’s been spending extra time helping her son research colleges, visit campuses and navigate big decisions.

“When I had a conversation with my manager that I’ll be taking more PTO days than usual to support my son, she said, ‘Oh, I remember those days,’ reflecting on when she went through the same stage with her own child,” Renee recalled. “That moment reassured me that she supported me not only at work but in my personal life, which meant a lot!”

3. Valuing ideas and input

At Cox, ideas can come from anywhere. Employees are encouraged to speak up, challenge assumptions and help shape the future.

What this looks like in practice:

Open channels for feedback and ideas
Leaders who invite different perspectives
A culture of continuous improvement

Cox’s benefits team is a great example of how feedback turns into action. Mary Groover, a benefits manager, has seen firsthand how employee input shapes new offerings.

“If we hear people ask for something from our employee surveys, there’s no question that we’re going to look into it and figure it out,” she said.

4. Teamwork and collaboration

Our best work happens when people come together across teams, disciplines and locations. Real connections grow from trust, collaboration and a willingness to support one another.

What this looks like in practice:

Cross-functional teamwork across departments and roles
Shared goals and mutual accountability
A strong sense of belonging and camaraderie within teams

In her day-to-day work as an events and campaign marketing specialist, Madison McKemie Dale sees collaboration in action with every event she helps bring to life.

“For every event I plan, I partner closely with live production, catering, facilities and marketing teams,” Madison said. “Each group brings unique expertise, and the way we problem-solve together feels seamless. The success of our events isn’t just about logistics; it’s about the teamwork that truly defines Cox’s culture.”

That same spirit of support and trust shapes how people work together across the company. For Mansi Demla, a director of product management, it’s something she’s experienced consistently throughout her career at Cox.

“After 18 years at Cox, what I value most is how people truly show up for each other,” Mansi said. “Whether it’s a personal challenge or a professional deadline, there’s a deep sense of trust here. We push each other to be better, but we also know when to step in and support without being asked.”

5. Career growth and advancement

A great workplace invests in its people’s futures. At Cox, we provide clear paths for learning, growth and advancement, helping careers move forward with purpose.

“We’re ahead of the curve when it comes to development opportunities,” said Erica Moore, learning and development senior manager at Cox. “We’re trying to make it easy for people to feel empowered to own their career.”

What this looks like in practice:

Learning and development opportunities, including mentoring and short-term assignments
Enterprise-wide course catalog for ongoing professional development
Support for internal mobility and leaders who actively advocate for employee growth
Employee benefits, such as tuition assistance programs

Kathryn Rooney, a marketing support specialist, said she’s never experienced as many growth opportunities as she has at Cox.

“Cox empowers us with tools like LinkedIn Learning, various leadership programs, mentorship and a massive course library that makes career development accessible and exciting,” Kathryn said. “I’ve grown in ways I never imagined, without needing to look elsewhere.”

Joseph Stagnaro, a senior inside sales representative, had always wanted to earn his bachelor’s degree in business. With Cox’s support, that goal became a reality:

“Cox is one of the one of the main reasons I’m going to be able to finish my degree because they’re reimbursing me 100% for my tuition,” he said. “It’s a huge deal for me personally to be able to take advantage of that benefit of being an employee here.”

6. Doing meaningful work rooted in purpose

At Cox, we’re guided by a simple but powerful idea: the work we do should matter and build a better future for the next generation. The way we work, the causes we support and the communities we serve keep us grounded while pushing us toward what’s next.

What this looks like in practice:

Projects that directly impact communities and people’s lives
Opportunities to solve meaningful challenges for customers and partners
Programs and initiatives that give back to local and global communities

In her job as a strategic accounts specialist, Jill Stradley has had the chance to make a real difference in her own community. She played an instrumental role helping the Las Vegas-Clark County library system set up 55,000 free Wi-Fi access cards for anyone in need of internet connectivity.

“We’re so lucky to not only have a job and great benefits, but we have the ability to give our community a better life,” Jill said. “That’s what’s special about where my career is. There’s something magical about having a job that feeds your soul.”

7. Financial wellness and stability

At Cox, financial security isn’t just about a paycheck; it’s about feeling confident in the stability of the company and having the tools to plan for the future.

What this looks like in practice:

Competitive compensation and performance-based incentives
Comprehensive health, retirement and wellness benefits
Programs to support saving, investing and financial planning, including a 401(k) plan with company match.
Resources like student debt assistance and tuition reimbursement

As a 127-year-old, family-owned business, Cox has a long history of investing in a growing portfolio of businesses, from automotive to cleantech to sustainable agriculture. That stability allows employees to focus on their work today while knowing they’re part of a company that’s building for the long term.

Owning Your Territory: Life as a Regional Sales Account Executive

Fri, 06 Feb 2026 12:00:00 GMT

There’s an adrenaline rush that comes with working in sales: chasing opportunities, closing deals, earning trust. But it hits differently when what you’re selling makes a real difference.

When John Chapman joined Cox Automotive as a regional sales account executive, he quickly saw how tangible that impact could be. In fleet services, it plays out every day on highways and loading docks nationwide, helping keep the trucks that deliver food, fuel and freight on the road mile after mile.

“I’m proud to work here,” said John, who has built his sales career across multiple Cox divisions over the past 18 years. “I have stayed here because I have yet to be convinced by anybody that there’s any better company out there to go work with.”

As John steps into an even bigger role at Cox Fleet as a national client sales director, he shares a firsthand look at what it takes to be a successful regional sales exec — and why this role continues to be such a standout opportunity for salespeople.

What makes Cox a great place for salespeople?

John’s first job at Cox was selling cable and internet services at Cox Communications. A few years later, he moved into media ad sales at Cox Media before eventually transitioning to fleet services sales at Cox Automotive.

While each role involved different products and industries, one constant throughout John’s career has been strong leadership and mentorship.

“Cox has always been amazing when it comes to the managers that I’ve had,” he said. “I’ve learned a ton from them.”

For example, his first managers taught him a lot of the sales strategies he still uses today. And while working in Cox Media, he learned more about building client relationships over longer sales cycles.

“I feel like I've taken a lot of those previous skills and that’s what brought me to where I am now at Cox Automotive,” John said.

Why work in sales at Cox Fleet

One of the best parts of working in regional sales at Cox Fleet, John said, is the chance to take full ownership — not just of your market and strategy, but of the real-world impact you make every day.

“You have the freedom to go make the business your own,” John said. “You’re independent, and you need to be out there every day to make sure you’re taking care of the front-end sales pipeline.”

Here’s what John says makes sales in fleet services so rewarding:

You’re selling a tangible need. “I, as a salesperson, really enjoy the automotive industry, especially on the fleet side because now I can sell something that is very much a need.”
Clients are decisive. “I think the turnaround time from when you initiate contact with prospects to when they need our services is pretty quick. I find this job easier because they tell you ‘yes’ or ‘no,’ right up front.”
You can succeed even without being an auto expert. “I’ve learned a ton, but my base of knowledge in regard to vehicles in general was at zero walking into this [role].”
You’re selling expanding solutions. “Fleets don't just need a mechanic; they also have tire companies and glass companies, and they have to work with a variety of different vendors to maintain their trucks. Our expanded capabilities have grown significantly now that we are Cox Fleet, and it opens up a lot of doors for us.
The Cox name carries weight. “Cox Automotive has a relationship with every large transportation company in the United States, and I think that we’re the most reliable option out there. We’re accountable for our actions and we treat people right.”

What it takes to succeed in sales at Cox Fleet

As a regional sales exec, John managed a territory based out of Phoenix, AZ, which also included Tucson, AZ; El Palo, TX; and Albuquerque, NM. While the role is flexible and largely remote, it requires strategic planning, strong time management and the confidence to build relationships across a broad territory.

“This is an early-morning industry,” John explained. “Most of the people we work with start around five or six o’clock in the morning and finish by two in the afternoon. That means there’s a window of time when it’s appropriate to visit in person, and the rest of the work is done over the phone.”

Even though he covers multiple cities, John notes that travel isn’t as overwhelming as some might expect. “Most of the territory I cover remotely, but here in the Phoenix area, I’m face to face with clients every day.”

For John, a typical day starts with a stop at a local donut shop to pick up treats for clients. From there, he heads to his first appointment, catching up with existing clients or starting new conversations. Between meetings, he spends time prospecting, connecting with other companies in the area, and introducing Cox Fleet as a trusted partner.

“It’s kind of a numbers game,” he said. “The more people I can get in front of, the more the organization benefits.”

But success isn’t just about the numbers; it’s about building genuine relationships. “These aren’t phony relationships,” John said. “I know the people we work with personally. I can tell you the name of our contact at any trucking company off the top of my head. That’s what makes this job so rewarding.”

Ready to take ownership of your career? Explore current sales opportunities at Cox Fleet and start making an impact today.

Telling Stories With Substance and Soul at the AJC

Tue, 03 Feb 2026 12:00:00 GMT

From city hall to crime, from higher education to hip hop, Ernie Suggs’ career in journalism has been filled with distinct and exciting stories and opportunities for impact.

Ernie is a senior reporter covering race and culture at The Atlanta Journal-Constitution, part of the Cox family of businesses. Since joining the AJC in 1997, he’s brought top-notch, timely news to readers in Atlanta and beyond.

Ernie has covered iconic civil rights icons like Coretta Scott King and John Lewis. He also authored The Many Lives of Andrew Young, and was writer and producer of the Emmy-nominated hip-hop documentary, The South Got Something to Say.

“I have been able to explore different ways to tell stories,” Ernie said. “I have also been able to see the world and meet the world, all because of the privilege it has been to be a reporter at one of the most important news organizations in the world.”

5 Low-Effort, High-Impact Moves for Your 2026 Job Search

Fri, 30 Jan 2026 12:00:00 GMT

A new year has a way of bringing everything into sharper focus: including your goals and the career moves you want to make. That clarity can be motivating, but it can also feel overwhelming. Getting started, or picking things back up after a hiatus, often feels like the hardest part.

But you don’t need to overhaul your entire job search strategy overnight.

Instead, start with a few strategic, low-effort steps that can make a real difference. Think of these as your career equivalent of drinking more water or taking the stairs: small habits that add up over time and create meaningful results. With just a little time and effort, you can build momentum and approach your next move with confidence.

Here are five quick wins to kick off your smartest job search yet.

1. Update and customize your resume.

Here’s one piece of advice we share often: your resume works best when it’s not one-size-fits-all.

Rather than relying on a single, generic version, start with a strong base resume and customize it for different roles you’re interested in. Small adjustments — like highlighting certain skills or reordering experience — can help your resume better match what recruiters are looking for.

A few best practices worth revisiting:

Use bullet points instead of long paragraphs so your experience is easy to scan.
Keep formatting consistent (font, size, spacing and bullet style).
Proofread carefully for grammar, spelling, capitalization and punctuation.

2. Join the Cox Talent Community.

Job searches rarely follow a set timeline. Wherever you are in the process, the Cox Talent Community is a good way to keep exploring your options. Signing up takes just a minute and doesn’t commit you to anything.

By joining, you’ll:

Let recruiters know you’re interested in Cox and start building a connection before you even apply.
Gain insider access to what it’s really like to work here.
Receive career tips and resources from recruiters and employees.

3. Sign up for job alerts.

Never miss a relevant opening at Cox. Set up personalized job alerts directly on our careers website by selecting your areas of interest, preferred locations and role types. You'll get instant notifications when we post positions that match your criteria.

4. Refresh your LinkedIn profile.

LinkedIn is both a professional networking platform and a search engine, a place where recruiters can find and connect with potential candidates. Think of your profile as an expanded, searchable resume.

LinkedIn’s algorithm favors complete profiles, which can boost your visibility in search results. Update your work history, add relevant keywords and refresh your headline and “About” section with recent accomplishments. Include a professional headshot and your location, add recommendations from peers or mentors and link to projects or portfolios.

You can also turn on LinkedIn’s private “Open to Work” setting to let recruiters see your preferred roles, locations and work arrangements. Small updates like these make it easier for the right opportunities to find you.

5. Polish your elevator pitch.

Can you clearly articulate who you are professionally in 30 seconds? Take a few minutes to craft a brief intro that highlights what you do best and what types of roles you’re interested in next. Practice it out loud until it feels natural and effortless. Having a polished pitch ready makes networking events, referral conversations and recruiter screens a lot less stressful.

Remember, a job search isn’t about doing everything at once. It’s about steady progress and trusting those small efforts will compound over time. Give yourself credit for starting — and keep going.

Explore job opportunities at Cox and sign up for our Talent Community today.

Finding Hope and Healing at Cox

Wed, 28 Jan 2026 12:00:00 GMT

As senior director of presentation and video production at Cox Enterprises, Amanda Atkins is in the business of telling powerful stories.

But when a life-threatening illness required Amanda to get a lung transplant, she embarked on an emotional and transformative story of her own.

Advice From Recruiters: What Makes a Resume Stand Out?

Thu, 22 Jan 2026 12:00:00 GMT

There’s a moment we’ve all had: you open your resume file, skim the first few lines and close it again. Too outdated. Too overwhelming. Too much to fix right now.

That’s usually when a job search starts to feel stressful before it even begins. The truth is that a standout resume doesn’t always require a full rewrite. It simply needs clarity, relevance and intention.

And in a world full of (often conflicting) resume advice, knowing what actually matters can be half the battle. So, who better to ask than the people who read resumes every day?

We spoke with two Cox recruiters to learn what truly catches their eye — and what makes them move on in seconds. Here’s their expert advice on how to make your resume work for you.

1. Prove you meet the core requirements.

Before anything else, recruiters need to quickly determine whether you meet the basic qualifications for the role. At first glance, your resume should show that you have the experience required. Cox senior recruiter Michele Ornoski starts by looking at years of experience, relevant industry certifications, education and transferable skills.

“I’m looking for that clear connection between their background and the role they’re applying for,” she said.

Formal education can be important, but it isn’t always required. In many cases, hands-on experience can take the place of a degree, especially when it directly reflects the responsibilities of the role.

“That real-world, on-the-job experience can be just as valuable as that formal education,” she said.

Certifications carry added weight for technical or specialized roles and should be listed in a way that makes them easy for recruiters to spot during a quick scan.

2. Organize your work history to tell a cohesive story.

Work experience is often the most detailed section on a resume, and how it’s arranged matters just as much as what’s included. A thoughtful structure helps recruiters quickly understand your career trajectory and recognize relevant experience.

For example, for candidates who’ve spent several years at one company, grouping roles under a single employer can better reflect longevity and progression. Listing each role separately may unintentionally suggest job-hopping, even when that’s not the case.

“When you break it out, someone might look at it and think, ‘This person jumps a lot,’” said Rebecca Reiss, a senior internal mobility advisor and longtime Cox recruiter. “Instead, put the company name at the top, followed by every role you’ve held there, along with the dates you’ve been with the company.”

Recruiters need to be able to see a clear, logical timeline. Missing or inconsistent dates can make a resume harder to interpret and raise red flags. “Dates matter because they help us understand your career progression,” Michele said.

Michele adds that the order of your resume should reflect your experience level. For students and recent graduates, education may belong closer to the top, while more experienced professionals should lead with a summary and work history.

3. Focus on impact, not just responsibilities.

One of the biggest missed opportunities on resumes is making them sound like job descriptions by listing tasks instead of outcomes. Recruiters are far more impressed by candidates who highlight work accomplishments rather than what they were assigned to do.

Michele looks for signs of progress and contribution, such as metrics, percentages and specific examples that demonstrate impact.

“I love seeing resumes that show impact and growth,” she said. “I’m looking to see where their career has gone and whether they’ve taken on lateral moves or bigger challenges.”

4. Tailor your resume for each opportunity.

Recruiters review a high volume of resumes, which means clutter and irrelevant details can quickly work against you. Rather than sending the same resume everywhere or rewriting it each time, maintain a comprehensive base version that you can tailor for every opportunity.

This often means editing with intention: trimming bullet points (four to five per role is plenty), prioritizing the most relevant positions and removing experience that doesn’t support your candidacy for that specific job.

“People often feel like they have to include everything that they’ve ever done in the workforce,” Rebecca said. “But you can condense it so that it’s easy to read and shows what you’ve done, what you’re good at and whether you fit the qualifications for this job.”

When tailoring your resume, emphasize your most recent experience and roles that best match the position you’re applying for, whether that’s similar responsibilities, industries or types of companies. For example, Rebecca often looks for experience at companies with a comparable size or structure as a signal of strong potential fit.

5. Keep additional sections focused.

Michele cautions against filling optional sections with generic skills or vague descriptors that don’t provide meaningful insight.

“I see a lot of vague language or fluff, like listing ‘team player’ without context,” she said. “If you include something like that, make sure it ties back to your responsibilities or examples, so we can see how you’ve actually demonstrated that skill.”

Volunteering or community involvement can be valuable to include if it aligns with the role or reflects company values, but personal hobbies generally aren’t necessary, Michele added.

Both Rebecca and Michele agree that a professional summary can be a strong addition when it’s done thoughtfully. Keep it brief and relevant: use it to highlight your top qualifications and career direction, not to repeat your entire resume.

6. Make your resume easy to read for recruiters and technology.

Recruiters often spend just a few seconds on an initial resume scan before deciding whether to read further.

A well-formatted resume has to work on two fronts: it needs to get past the automated scans, like an applicant tracking system (ATS) and AI screening tools, and still stand out to the recruiter who reviews it. Our recruiters recommend focusing on the following best practices:

Keep it clean and organized. Use consistent fonts, clear headings and bullet points. Avoid overdesigning with bright colors, text boxes, heavy graphics or unconventional layouts with multiple columns that may distract recruiters or confuse ATS and AI screening tools.
Prioritize clarity. Everything on your resume should make it easy for a recruiter (or an ATS) to quickly find your most relevant experience and qualifications.
Use standard file types. PDFs typically work best.
Stick to one or two pages. While brevity is important, a one-page document isn’t a strict rule. For professionals with extensive experience, two pages are acceptable. Focus on your most recent 10 years of relevant experience and list earlier roles briefly with company name, title and dates “without going into detail,” Michele said.
Skip the photo. Including a picture can introduce bias and distract from your qualifications. Instead, place your contact information at the top: phone, email and LinkedIn profile.

“You can tell a big difference when you use the right formatting for the resume,” Rebecca said.

7. Use AI with caution.

Modern AI tools like ChatGPT or Microsoft Copilot can help format your resume, summarize content and highlight achievements. But they shouldn’t do the writing for you.

“It’s definitely a helpful tool, but I also caution not to let it write your resume for you,” Michele said. “It’s a computer, it’s not you. You need to use good judgment and not rely on it 100%.”

Recruiters can often tell when a resume has been fed into an AI tool. Common issues include copying a job description word-for-word or creating awkward phone screen conversations when candidates can’t speak to the experience on their resume.

Rebecca encourages using AI as a tool to help make resumes more polished and readable, but always with care: “AI is great for formulating your information and giving it more sparkle. But it has to be your experience — your numbers, your accomplishments — so it reflects what you’ve actually done.”

8. Take time to proofread.

Spelling mistakes, grammar errors and inconsistent formatting — like mismatched fonts or uneven spacing — can make a resume feel rushed and unpolished. Carefully reviewing your document and standardizing formatting shows attention to detail and professionalism and can make a big difference in how recruiters perceive your application.

“Spell check is right there,” Michele said. “All you have to do is just click it and find it.”

Summary:

Make sure you meet the minimum requirements of the role you’re pursuing, and that your resume clearly reflects your relevant experience.
Highlight impact and achievements, not just responsibilities, and use numbers or examples where possible.
Keep a comprehensive base resume and tailor it for each job you apply to.
Use a clean, organized layout with consistent fonts, clear headings and bullet points.
Avoid unusual design formats that may confuse ATS or AI screening tools.
Limit your resume to one or two pages.
Skip photos; include name, phone, email and LinkedIn.
Use AI carefully: enhance, don’t fabricate.
Proofread carefully to catch spelling, grammar, punctuation and formatting errors. (Don’t forget: spell-check is your friend.)

Ready to apply for a job at Cox? See openings here and join our Talent Community here.

My Experience Taking Parental Leave at Cox

Tue, 13 Jan 2026 13:49:00 GMT

Becoming a parent is one of life’s biggest transitions, and having the support to be fully present during those first moments makes all the difference. That’s something I’ve experienced firsthand thanks to Cox’s progressive family leave policy, which gives parents the time and space they need to bond with their newest family members.

When my wife and I welcomed our second child, Sebastian, I once again had the opportunity to take advantage of Cox’s family leave policy.

As second‑time parents, my wife and I had a better idea of what to expect with a newborn, which certainly does make the adjustment easier. Fortunately, Cox offers team members a generous amount of family leave to use during the first year after the birth or adoption of a child, giving parents plenty of opportunity to bond and adjust to the new dynamic.

As Sebastian’s due date drew closer, friends and family often asked me if I was going to be able to take any time off; they were always surprised when I shared that I could take up to eight weeks of paid paternity leave. Their reaction was further evidence about just how progressive Cox’s approach toward family leave and bonding time is, and how strongly the company prioritizes the well-being of team members across the organization.

After Sebastian was born, I worked with my manager to prepare for my four weeks of paternity leave. We were able to develop a plan that included several of my team members to ensure adequate coverage while I was out, and I was met with constant reassurance that the team would “survive my absence.” That last note may sound dramatic, but we spend a significant amount of our time at work, and in turn, work takes on a high level of importance for many of us. It’s easy to feel guilty or self-conscious about completely stepping away from work for a month while leaving your team to handle the additional responsibilities. For those reasons, it was important for me to feel supported by my leadership team while I was on leave.

After the first few days of leave, I was able to comfortably settle into my most important roles to date: father and husband. Amidst the sleep deprivation, forgetting how to appropriately dress an infant and the chaos of a two-child home, I was frequently and acutely aware of how fortunate I was to be spending this time focused completely on my family. From the moment I woke up (usually to a crying infant) to the moment I went to bed (usually to a much sweeter “I love you, Daddy”), I was dedicated completely to taking care of Violet and Sebastian along with my wife. My mind was never preoccupied with impending project deadlines, presentation prep, 15-minute meeting warnings or constantly refreshing my inbox.

On top of my wife and I adjusting to a new infant in the family, it was especially important for us to give Violet, who was three years old at the time, opportunities to acclimate to her new role as a big sister. We made an effort to keep her home with us so we could do things that she enjoyed, like trips to the Echo Center Aquarium in Burlington, VT (which is free to Dealer.com employees!), checking out the animals at Shelburne Farms, tending to our own flock of chickens and countless lunch outings.

Our family of four is incredibly grateful for the time we were able to spend together during such a formative period of our lives, and we will always look back fondly on the memories we were able to create.

Explore all of Cox’s employee benefits, then browse open positions or join the Cox Talent Community!

6 Signs You’re Ready for a New Job

Thu, 08 Jan 2026 12:15:00 GMT

Deciding to start a new job search is a huge decision. It can feel daunting to step away from the familiar and embrace the unknown.

Sometimes, though, staying put can hold you back.

Your goals, priorities and even your passions can evolve, and staying in the same place might prevent you from reaching your full potential. That’s when it’s worth asking: Is there something more out there for me?

So, how do you know when it’s time to take that first step toward something new? Here are six signs that it might be time for a fresh start.

1. Your benefits don’t fit your life.

Maybe you need more PTO. Perhaps you’re growing your family and need fertility resources, adoption assistance or childcare. Or maybe you need better healthcare coverage, like more comprehensive medical insurance, pharmacy benefits and wellness coaching. Whatever the case may be, if you’re not getting the benefits you need at your current job, it’s probably time for a change.

At Cox, our benefits cater to a range of needs and interests, whether you’re looking to advance your education, support your family or secure a solid retirement plan. Learn more here.

2. You don’t have a good work-life balance.

Life is too short to neglect time with family and friends, not to mention time to simply take care of yourself and have fun outside of work. Don’t settle for less. You deserve a job where your personal life is respected.

3. You feel “stuck” in your career.

This often means you’ve outgrown your role. If you don’t see a path forward or if it feels like your leaders are not investing in your future at the company, it may be time to explore new opportunities that offer growth and advancement.

4. You’re bored...

Your job shouldn't just pay the bills; it should be interesting! If you don’t feel inspired in your job, now’s a good time to find a place where you can do cool work (and where you’re surrounded by people who challenge the status quo).

5. ...Or burnt out.

Consistent feelings of being drained, unmotivated or anxious are red flags. You may feel run-down from projects at work or from a lack of time to rest and recharge. Prioritizing your mental and emotional well-being is essential.

6. You’re not being fairly recognized for your achievements.

Your hard work should be rewarded with great pay, promotions and praise from your leaders. If this is missing from your life, it’s time to take your skills to a place where they will be celebrated.

If you’re feeling inspired to explore what else is out there for you, take a closer look at what we have to offer here at Cox. This might just be the place for you.

Explore job opportunities at Cox and sign up for our Talent Community today.

The Joy and Generosity Behind the Cox Winter Social

Mon, 22 Dec 2025 12:00:00 GMT

Imagine stepping into your office on a December morning and finding the lobby glowing with lights, pine trees dotting the halls and a soft snowfall dusting the floor (courtesy of a very committed snow machine). That’s the experience Cox recreates each year as part of its winter social, a tradition that brings employees together for a full day of fun, connection and celebration.

And honestly, it’s pretty cool to work at a place that creates moments like this: a chance to slow down, enjoy the season and feel a little more connected to the people you work with.

But what really makes the day special is how it blends celebration with purpose. Alongside the festivities, Cox also uses this moment to give back. The event serves as a reminder that the season is about community, too, and encourages employees to support the people and places we serve.

Giving and spreading joy

The Cox winter social kicks off each year with a massive toy collection drive in partnership with Toys for Tots — a tradition that’s now more than 20 years strong.

Employees deliver toys into big, gift-wrapped boxes placed around campus, and by mid-morning, those boxes are overflowing. It’s a heartwarming sight to see: coworkers coming together to make the holidays brighter for children who need it most.

That spirit of generosity is what inspires employees like Stephanie Gates, a recruiting specialist, to volunteer in the toy drive. “This is the season of giving, and I feel really blessed to make this my way of giving to those who are less fortunate,” she said.

The giving doesn’t stop there. A few days ahead of the winter social, Cox volunteers team up with Hands On Atlanta and Free Bikes for Kidz to assemble bicycles that are donated to Toys for Tots. This year alone, the Cox team built 150 bikes, all showcased proudly during the event. If assembling a bike isn’t your thing, there are plenty of other ways to pitch in. Employees can also help stuff stockings for the Salvation Army during the winter social.

Together, these efforts show what makes the day so special. Yes, it’s a celebration, but it’s also a reminder of the impact we can make when we give our time, our energy and a little bit of heart.

Reconnecting and reflecting

Beyond giving back, the winter social offers employees a much-needed moment to pause, reset and simply enjoy time together. On this day, the workplace feels less like an office and more like a gathering place: lighter, brighter and buzzing with the kind of energy that only comes from being surrounded by familiar faces in a festive setting.

Picture this: music from Cox’s own band, The Mondays, drifting through the halls. Their upbeat renditions of “Let it Snow” and “This Christmas” create the perfect backdrop for catching up with coworkers you may not see every day. Nearby, you see groups of people gather around the hot chocolate bar and sweet treat stations and hear them swapping stories and sharing laughs between sips and bites.

Other fun activities throughout the day include a free holiday-inspired lunch, a photo booth and an ornament station to select your own take-home keepsake from the day. The newest addition this year was a silent auction, where employees could bid on festive gifts and see winners announced throughout the day.

While the annual spring social is all about good vibes and outdoor fun with your colleagues, the winter social also marks a time to look back on everything accomplished over the past year and feel proud of what the team has achieved together.

“It’s the one time of year where employees can celebrate a long, fruitful year and donate for a good cause,” explained Amirah Frye, workplace experience program manager at Cox and one of the planners for the event.

Our chairman and CEO, Alex Taylor, the current generation of leadership in our company’s 127-year history as a family-owned business, joined the celebration to share remarks and spend quality time connecting with employees.

“Every single one of you is a part of this story,” Alex said. “We’re in a consequential and meaningful year, and we’re planting the seeds of the future. We’re making all the right moves, and I just appreciate all the work everyone is doing to make it happen.”

By blending celebration, reflection and connection, the winter social becomes more than a holiday event; it’s a reminder of the people, moments and shared purpose that make working at Cox feel meaningful.

A behind-the-scenes look at the history of this event

Even though the winter social is an annual tradition, the planning behind it is anything but routine. As Tayo Akinsanya, a project manager from the planning team, shared: “There’s something new happening every year, which means there’s always new aspects to plan for.”

Originally, the winter social was a simple early-morning event centered on the Toys for Tots partnership. That changed in 2020 when employees were fully remote. For two years, the event shifted to a drive-thru experience where employees could drop off toy donations without gathering in person — a necessary change that ultimately sparked new ideas for the future of the tradition.

By 2022, with employees returning to campus, the event officially evolved into a full day of festivities. When Ty Hodge, director of culture and workplace experience at Cox, and his team took the lead, they reimagined the purpose of campus itself.

“You come to campus not just to do your job,” Ty explained. “We learned you could work anywhere. Campus should be a place where we can all come to connect, learn and have fun.”

Today, employees can wander through Cox’s winter village, stop by festive stations and enjoy a day that still honors the spirit of giving at the heart of this tradition — a celebration that employees look forward to every year and reflects the values that make Cox’s culture what it is.

Want to work at Cox? Browse job openings here and sign up for our Talent Community today!

How Cox Makes Balancing Motherhood and Management Possible

Thu, 18 Dec 2025 12:00:00 GMT

Being a mom and a manager isn’t easy — but at Cox, it’s absolutely doable. I still remember the day I shared my pregnancy news at work. I was nervous at first because I worried that everyone’s first reaction would be, Well, how are we going to handle her workload while she’s out?

Instead, when I told my manager and my colleagues, everyone was extremely happy for me and all I felt was genuine support from all of them. Although they knew preparing for several months of maternity leave coverage was no small task, they never made it my burden. They made space for me to focus on what mattered most, and that meant everything.

Here are some of the ways Cox showed up for me — and continues to support working parents across the company.

Support that goes beyond the basics

Cox doesn’t stop at offering standard benefits. The company provides all kinds of resources that make life easier for parents, such as:

1. Flexible work options. As long as your home life does not affect your success at work, management is flexible. For me, that meant shifting my work hours to make time for a doctor’s appointment in the middle of the day. Because Cox fosters a culture that celebrates understanding and inclusion, working parents can truly balance their work and personal lives. That kind of flexibility and autonomy is rare and it motivates me to show up at my best every day.

2. Meaningful parental leave. I am grateful I work for a company that ensures parents have time to bond with their babies without career setbacks. Cox offers generous parental leave following birth, adoption or foster care placement. Expecting mothers going through childbirth receive at least eight weeks of paid short-term disability leave in addition to paid parental leave.

3. Wellness resources. Cox offers access to two fully equipped corporate gyms with free fitness classes, helping new parents ease back into routines and feel like themselves again — physically and mentally.

But wellness isn’t just about workouts. Cox provides access to the Calm app for meditation and better sleep, plus 24/7 support through Resources for Living for everything from childcare and parenting advice to education and special needs assistance. And because life with kids can be unpredictable, Teladoc virtual visits make it simple to handle last-minute medical concerns without leaving home. Convenience, care and peace of mind — all in one place.

4. Empathetic leadership. Cox encourages its employees to celebrate their work lives as well as their personal lives. When I returned from maternity leave, the leadership I experienced was nothing short of empathetic. Every time I needed to stay home with a sick baby or step out for a check-up, there were no raised eyebrows or hesitation — just understanding. It made all the difference.

A culture of caring

Becoming a new parent was harder than I ever imagined, but Cox’s commitment to work-life balance made it manageable. When I had my son and was a few weeks away from returning to work, the nerves hit me all over again — this time about what my new routine would look like. I worried about how I could possibly continue to prioritize my son’s needs while staying focused on work, especially when I knew how much I’d miss him.

But my manager never let me navigate it alone. I was given grace as I stepped back into my work, emotional and still adjusting to being away from my son for the first time. I had the flexibility to work from home when I needed to pump, and I always felt supported whenever I needed to step away for doctor’s appointments or the inevitable daycare sickness.

I’ve never felt like I had to choose between being a great mom and a great leader. Cox makes it possible to be both. The support I received — from the moment I announced my pregnancy through my leave and my transition back — made it easy to extend that same care when someone on my team announced she was expecting.

If you’re looking for a workplace that values both your career and your family, Cox is proof that you don’t have to choose. Explore job openings and sign up for our Talent Community today!

Turning Ideas Into Impact at Cox’s AI Hackathon

Mon, 15 Dec 2025 12:00:00 GMT

What happens when you give employees the tools, time and freedom to innovate? At Cox, the answer is clear: a culture built on learning and growth — and bold ideas that turn into real-world solutions.

In most circles, hackathons bring to mind scrappy teams pulling all-nighters, chasing big ideas with small budgets. But breakthrough thinking doesn’t just happen in the startup world. Inside a large enterprise like Cox, that same spirit of innovation can be even more powerful — especially when hundreds of technologists from across the country rally around a shared challenge.

Cox Automotive’s annual hackathon gives employees across the company’s product and technology group a dedicated space to innovate, build relationships and deliver solutions that drive real business impact.

“Even as a large enterprise, we make it a priority to stay on the cutting edge of technology, and that’s one of the things I love most about my work,” said Johnny Chu, director of software engineering at Manheim (part of the Cox family of businesses) and a member of the 2025 hackathon planning committee.

This year, hundreds of employees across multiple locations formed teams to explore one big question: How can AI-assisted development raise the bar for our customers and businesses?

What they created and learned in the process reflects how powerful hands-on innovation can be.

Gaining hands-on experience with AI

Hackathons aren’t just about building products; they’re about learning, experimenting and growing together.

Johnny shared that this year’s event created a safe space for employees to explore new tools, ask questions and build confidence with AI ahead of its enterprise-wide adoption.

“AI has become part of our day-to-day jobs, but when we first started planning the hackathon, AI was kind of a novelty to everybody,” he said. “For anyone who had hesitations or curiosity about using AI tools, the hackathon was a great opportunity to jump in and spend three days learning what AI can really do.”

To make that possible, the planning team partnered with leadership to give participants access to a wide range of tools for AI-assisted development.

”Our leadership consistently encourages us to explore and adopt emerging innovations,” Johnny added. ”AI is the latest example, but before that, we led a major cloud migration, moving all our applications to AWS. That’s what’s so appealing about our company: our leadership will always encourage us to stay on that cutting-edge technology.”

Fast-tracking development and implementation

During a typical hackathon, teams spend three days building and refining their projects. Because development takes up the bulk of that time, video submissions often become a last-minute scramble.

But this year, AI changed the pace.

“What we observed this year is that, thanks to AI, most teams were able to implement projects on the first day, which gave them more time to craft and produce high-quality video submissions,” Johnny said. “It’s a clear indication of how AI tools are accelerating development and enhancing creativity.”

A winning project that’s elevating the customer experience

This year’s challenge invited teams to use AI to reimagine the customer journey and create experiences that feel more personal and intuitive. The winning project embraced that mission wholeheartedly.

Initially nicknamed AutoCupid, the solution acts as a generative AI–powered matchmaker, pairing car buyers with their ideal vehicle based on lifestyle, needs and preferences — not just specs or price. Now launched into production at Kelley Blue Book as Car Match, the platform is already helping customers discover vehicles that fit their lives more holistically.

“We’re fortunate to work in an organization where leadership truly supports hackathon projects and encourages creativity throughout the year,” Johnny said. “Not all ideas have to come from the top down. Our teams regularly explore new concepts that deliver customer value and business impact.”

The annual hackathon is just one example of how we empower our teams to innovate, learn and grow. If you’re excited by the idea of working with AI, collaborating with talented peers and making a meaningful difference through technology, Cox is the place to be.

Explore careers at Cox and sign up for our Talent Community today!

Stay Safe from Job Scams: 8 Things Real Recruiters Wouldn’t Do

Wed, 10 Dec 2025 12:00:00 GMT

On the lookout for a new job? It's important to watch out for scammers — people posing as recruiters or hiring managers to take money or information. Here, we explain how you can tell the difference between a real recruiter and an impostor.

Looking for a new job often takes up a lot of time, energy and hope — especially in a competitive market. When you’re putting yourself out there and awaiting news about your next opportunity, it’s easy to let your guard down when someone reaches out with an opportunity.

Unfortunately, scammers sometimes take advantage of that, pretending to be recruiters or hiring managers to take your personal information or money.

The good news? Once you know what real recruiters wouldn’t do, you can spot the red flags and stay focused on real opportunities.

Let’s talk about what legitimate recruiters will never do:

1. Real recruiters won’t contact you from social media alone.

It’s normal to see recruiters reach out on LinkedIn or via job boards — but they’ll always direct you to apply and continue the hiring process through official channels. If the job listing seems vague, it’s too good to be true or inconsistent with the company’s official site, be careful.

Cox recruiters will never ask you to provide personal details via social media, chat apps or unofficial channels. When in doubt, you can always double-check job listings on the company’s careers page.

2. Real recruiters won’t use unofficial email addresses.

Most companies use corporate email domains, not free accounts such as Gmail, Yahoo or Outlook. If the email address doesn’t match the company’s domain, that’s a red flag.

When in doubt, check the official careers site or LinkedIn page for legitimate recruiter names and contact info.

3. Real recruiters won't ask you to pay for anything.

No legitimate employer will ask you to send money. Not for background checks. Not for training materials. Not for equipment or software. Never.

If someone asks you to pay upfront — even if they promise to reimburse you later — that’s a major red flag.

You should never have to spend money to get a job. Cox recruiters will never ask you to buy equipment or send us money as a condition of employment.

4. Real recruiters won’t ask for sensitive personal details early on.

You may need to provide information like your Social Security number or banking details after you’re officially hired, but never before. If someone asks for that info too soon, don’t share it.

5. Real recruiters won’t skip the interview.

No matter how perfect your resume is, reputable employers won’t offer a job without taking time to get to know you first. If you’re offered a job on the spot without an interview or any real conversation, something’s off.

You should expect at least a couple of live interviews with a recruiter and then a hiring manager before ever receiving an offer. Not only do we want to get to know you, but we also want to give you a chance to ask your own questions, too. Learn more about our official recruiting process here.

6. Real recruiters won’t interview only by text or messaging apps.

Many scams happen over chat platforms like Telegram, WhatsApp or Signal. Most real employers conduct interviews by phone, video or in person — and from official company accounts. If the “recruiter” refuses to talk by phone or video, it’s probably not legit.

7. Real recruiters won’t get upset if you ask questions.

Legitimate recruiters want you to feel confident. They’ll be happy to answer questions about the company, the role or even to confirm their identity. A scammer might get defensive or avoid specifics. A real recruiter will take the time to explain things clearly.

8. Real recruiters won’t pressure you to act fast.

Yes, hiring can move quickly. But legitimate recruiters understand that accepting a job is a big decision. They’ll give you time to review offers, ask questions and consider your options.

Scammers, on the other hand, create a false sense of urgency to trick you. If someone is rushing you to make a decision immediately or urgently asking for your personal details, that’s a cue to slow down.

If something feels off, it’s okay to pause, ask for clarification and go directly to the company’s official careers site to investigate further. At Cox, we’re excited you’re exploring career opportunities with us — and we want you to feel confident and secure every step of the way.

Explore job opportunities at Cox and join our Talent Community today!

How to Find Work-Life Balance During the Holidays

Fri, 05 Dec 2025 09:00:00 GMT

Where did the year go? That’s what many of us may find ourselves asking right now. As surreal as it may seem, the end of 2025 is just around the corner.

Of course, with the close of the year comes all the fun of the holiday season. Soon enough, festive decorations will line the streets, gatherings will fill our calendars and carols will be ringing over the speakers in every grocery and department store. Your schedule may already be stacking up with personal obligations and travel plans, not to mention the usual responsibilities at work and planning for 2026.

During the whirlwind of the holiday season, it’s more important than ever to prioritize your family, well-being and mental health. How can you set healthy boundaries around your personal time while still finishing the year strong at work? Here are five tips.

1. Make time to move your body.

Staying active has all kinds of health benefits — from boosting your mood to easing stress — and it can be one of the most grounding habits you keep during a busy season. Find the time of day that naturally fits your rhythm, then choose a routine you genuinely enjoy, whether it’s weightlifting, yoga, running or dance.

When you intentionally block this time on your calendar, it becomes a non-negotiable moment just for you. Not only will it help you navigate holiday demands with more energy and clarity, but you’ll also head into the new year with healthy habits already in motion.

Here at Cox, we have several benefits designed to support your fitness and overall well-being, including:

Hybrid work options and flexible work schedules
State-of-the-art fitness centers on our campuses
Free access to FitnessOnDemand (a virtual exercise app)
Healthy lifestyle coaching
Additional digital fitness and nutrition resources

2. Take a midday break

On particularly busy days, it can be tempting to skip a real lunch break; maybe you inhale a cold, prepackaged salad at your desk while you catch up on emails. But did you know that taking a true midday break may actually help your productivity, as well as your mood and overall well-being?

According to research from Slack’s Workforce Index survey, employees who regularly take breaks report 13% higher productivity throughout the day. They also score 62% higher on work-life balance, show a 43% greater ability to manage work-related stress and feel 43% more satisfied in their roles. Meanwhile, workers who don’t take breaks are 1.7x more likely to experience burnout.

Stepping away from your computer might not sound like an earth-shattering productivity hack, but think about the benefits of closing your laptop for an hour. It can give your brain time to rest and reset. It can help you move your body, spark creative thinking, lift your mood or give you time to connect with a coworker or friend (a ritual many of our in-person employees value here at Cox!). And during the holiday season, it can offer a helpful pocket of flexibility on an otherwise packed day.

3. Communicate your boundaries clearly.

During the holiday season, schedules get complicated, priorities shift quickly, and it’s easy to feel pulled in multiple directions. Clear communication can make all the difference. Be upfront with your team about your availability, deadlines and workload as the year winds down. Setting expectations early helps prevent last-minute stress for everyone and also gives your colleagues the clarity they need to plan their own work.

4. Create a daily wind-down ritual.

When work is busy, it’s harder than ever to “turn off” at the end of the day. A simple wind-down ritual can help you transition out of work mode with intention. Maybe it’s jotting down your top priorities for tomorrow, turning off notifications at a set time or taking a quick walk before shifting into evening plans. Even just a few minutes of a consistent habit can signal to your brain that the workday is done.

5. Let go of the illusion of perfection (and completed to-do lists).

You may have heard the saying: “You can’t draw water from an empty well.” It’s an especially meaningful reminder during seasons when both work and life feel especially full.

The fact is, you simply may not be able to do it all — and that’s more than okay.

This time of year is all about choices. One of the most important is deciding which tasks genuinely need your attention before year-end, and which can wait until after the holidays. Try prioritizing your to-do list by both the level of importance and effort. This helps you focus on what truly matters and avoid spreading yourself too thin.

Give yourself (and those around you) plenty of grace as we close out 2025. Take a moment to appreciate everything you’ve accomplished and allow yourself to celebrate the season with the people who matter most. Your future self will be grateful that you made space to rest, recharge and start the new year with renewed energy.

Ready to find better work-life balance? Explore job openings here, and join the Cox Talent Community here!

Driven by Dedication: Stories from Manheim’s Shop Operations

Tue, 25 Nov 2025 12:00:00 GMT

A core part of Cox Automotive is our Manheim wholesale auction operation. Established in 1945, Manheim has set the industry standard for selling and buying used vehicles — both on-site and online — and is the world’s largest auto auction marketplace.

As senior director of product strategy, I’m constantly exploring emerging technologies to drive productive disruption in the automotive marketplace. But innovation doesn’t happen in a vacuum; it’s shaped by the people closest to the work.

Whenever I am researching a new idea or concept, I start by learning more about the roles that would benefit from the innovation. One of my favorite teams to partner with is our shop operations crew, especially our mechanics who keep vehicles rolling toward the auction block. These teams work together like a finely tuned engine: they act as the eyes and ears of the business to make the right choices for each vehicle while delivering the best value to our clients. From oil changes and tire rotations to engine repair and calibration, their hands-on experience and insights help ground our strategy and move the business forward. Their expertise helps inform how I research and work to deliver valuable change and improvements to the business.

I recently spent time at our Manheim auction site in Central Florida, where I had the opportunity to learn more about the people behind this vital part of our auction business.

Benefits that deliver long-term value

Henry Allende has been part of Manheim for 20 years. He enjoys the variety of makes and models he gets to work on, which keeps his skills sharp and his day-to-day interesting as a senior auto maintenance technician.

Henry also appreciates how his work schedule allows him to enjoy his life outside the shop, and he values the benefits that have supported his family over the years.

Culture that honors service and fuels growth

Donald Salazar began his career as a mechanic in the US Army. After working in several different service formats, he joined Manheim two years ago — and has been delighted ever since.

Donald told me he loves how team-oriented the culture is at Manheim, where everyone comes together to achieve success. He’s also benefited from Manheim’s tool incentive program, which ensured that he had the right tools to deliver high-quality repairs from the very beginning.

As a veteran, Donald says he appreciates how the company celebrates his service while also rewarding growth and learning.

Partnership that drives pride and purpose

Gabriel Romero has been a mechanic for 40 years and joined Manheim two years ago. He values being treated like a true partner — someone whose work directly contributes to the business. Gabriel treats every repair with the utmost care, as if it were a service for a family member's vehicle. The sense of camaraderie at Manheim and the ability to focus on delivering quality work are just some of the reasons Gabriel is excited to be a part of this team.

“I appreciate the professional support that I’ve received from the team, which allows me to focus on completing the right repair for each vehicle,” Gabriel said.

Support systems that keep the shop running

Mechanics may be the face of the repair process, but they’re backed by a skilled support team that keeps everything moving.

Repairs don’t happen without the right parts and quality control — and that’s where Stephanie Howarth and Tammy Simpson come in. With deep automotive expertise, they guide how the repairs are accomplished in the shop.

Whether it’s routine items like oil filters and tires or hard-to-find specialty parts, Stephanie and Tammy are the investigators behind the scenes, solving sourcing challenges and keeping each repair running smoothly.

Tammy, who leads quality control as a body repair tech, loves that her job never gets old: “I’m still learning every day, even though I have been in the automotive space for many years.”

Stephanie explained that a key part of her role as an estimator is ensuring the right parts are delivered on time for each repair.

“We must know what parts the seller wants on their vehicle and how to source the materials with their budget in mind,” she said.

I learned so much from my time with the entire team. None of their roles are easy, and I’m not going to start repairing my own vehicles anytime soon. But I do know where the experts are and how they are truly helping Manheim own the road.

Manheim is just one example of how Cox is at the forefront of bold businesses that make an impact. If you’re driven to make a difference, explore the many ways you can grow your career with us.

Discover career opportunities at Cox and sign up for our Talent Community today! 

Seeing My Career Journey Through a Different Lens

Fri, 21 Nov 2025 12:00:00 GMT

Once upon a time there was a young girl (hint: it’s me!) sitting in her grandparents’ living room, flipping through the worn pages of her grandfather’s National Geographic magazines. Captivated by the colors, movement and stories behind each image, she decided then and there that taking on the world with a pen and a camera was what she was meant to do.

Years later, after countless night classes to complete my associate’s degree, I set my sights on photojournalism. I was accepted into two major universities, both with amazing journalism programs. It was everything I had hoped for.

So what happened? Well, as the old rhyme goes, “first comes love, then comes marriage, then comes a baby in a baby carriage.”

That’s exactly what happened.

Some might say I gave up my dream — and in a way, I did. But really, I just shifted my focus to be fully present during those important early years of my child’s life. I knew what I was giving up, but I also knew what I was gaining.

Still, my desire to bring focus and clarity to what is blurry or unseen never faded. That drive led me to pursue two degrees in organizational leadership, where I discovered how valuable it is to see both the bigger picture and the fine details — especially in the fast-moving world of tech.

Storytelling, I’ve learned, is essential no matter the career path. Thankfully, my role as a senior sales support specialist at RapidScale (part of the Cox family of businesses) gives me the ability to do just that. You’d be surprised how often a foundation in journalism helps when faced with complex challenges, whether it’s breaking down an issue into digestible parts, finding calm in the chaos or uncovering the diamond in the rough.

Here are a few of the practices I lean on every day:

1. Ask questions — and even question the answers.

Always dig deeper. Ask the questions others won’t. Never accept a single answer as the only truth. There’s always another side — a reason why a process was created or why a solution should evolve. Taking the time to investigate before deciding helps maintain the integrity of my work.

2. Lean on clarity and accuracy in storytelling.

Sharing information across an organization, where differing viewpoints often collide, can be a challenge. The ability to clearly communicate a new process or initiative, both verbally and visually, is essential to maintaining accurate reporting and keeping the company aligned.

We’ve all been in a situation where a project stalls or even gets cancelled because of poor communication. It wastes time, money and energy for everyone involved. But when the lines of communication (emails, meetings and presentations) are clear, accurate and easy to follow, everything stays on track and success follows.

3. Embrace creativity and flexibility.

Just like a journalist might wake up in California one morning and be walking the streets of Madrid the next, my work requires daily creativity and flexibility. I may not be a jetsetter in real life, but I’ve learned to pivot quickly as projects evolve or new needs emerge, always guided by the first two practices above.

I still have a deep love for photography, and I know one day I’ll have more time to nurture that creative side again. Sometimes, when one dream is put on pause, it makes space for another — one that’s even more fulfilling. A “dream job” does not always equal to a “dream life,” and that’s an important thing to remember with every career decision.

I’m grateful that my journey with RapidScale and Cox continues to fuel my passion for bringing clarity to complex situations. And even more grateful to do this work at a company with an incredible culture that supports both a rewarding career and my life at home.

Explore careers at the Cox family of businesses and join our Talent Community today!

5 Reasons to Join the Cox Talent Community

Tue, 18 Nov 2025 12:00:00 GMT

Job searches rarely follow a clear-cut timeline. Maybe you’re just starting to explore. Maybe you’ve been at it for a while. Or maybe you’re not even looking — just curious about what’s out there. Wherever you are on your journey, it’s smart to keep your options open.

That’s where the Cox Talent Community comes in. Think of it as your VIP pass to everything happening here at Cox, delivered straight to your inbox. It’s an easy way to continue learning more about us and to stay connected for when the timing and opportunity feels right.

Still on the fence? Here’s what makes it worth your while.

1. It lets recruiters know you want to work at Cox.

Joining our Talent Community signals a genuine interest in Cox and adds your info to our system. That means when you apply for a role here, you’re not introducing yourself for the first time: our recruiters will see that you’ve connected with us. It’s a simple way to start building that relationship early.

2. You’ll hear about opportunities that fit your interests.

When you sign up, you choose your career area, whether that’s technology, sales, customer care, vehicle operations or corporate roles. So every update you receive from then on is tailored to your interests, featuring opportunities that match what you’re looking for.

Pro tip: You can also set up customized job alerts, so that new job openings that match your search criteria land directly in your inbox as soon as they’re posted.

3. You’ll get insider access.

Whenever you hear from us, you’ll get a behind-the-scenes look at what it’s really like to work here — the stuff you won’t typically find in a job description. You’ll get to know our values, our people and whether we’re the right fit for you before you even hit “apply.”

4. You’ll get career tips worth reading.

We’ll also regularly share resources that can help you in your job search and career development, from resume and interview tips from Cox recruiters to other insights and advice from our employees who’ve been where you are.

5. It’s a noncommittal way to keep your options open.

Not ready to make a move right now? No problem. It only takes about a minute to sign up, and it doesn’t mean you’re committing to anything; it simply allows us to stay in touch until the timing’s right.

Sign up for our Talent Community today and take the first step toward your next big move. Your future self will thank you!

How to Approach Behavioral Interviews Early in Your Career

Wed, 12 Nov 2025 12:00:00 GMT

Behavioral interviews are designed to uncover how you’ve handled situations in the past to predict how you might handle them in the future. Learn how to turn class projects and other experiences into clear stories that impress recruiters using the STAR or CAR methods.

After “Tell me about yourself,” most behavioral interview questions begin with “Tell me about a time when…” They’re meant to reveal how you’ve tackled challenges or put your skills to work.

“When asked about something you’ve handled in the past, it helps to demonstrate how you would act in a similar situation in the future,” said Sam Brown, lead university relations recruiter at Cox.

The goal is to share a story that shows your abilities in action, and you already have plenty to pull from: group projects, part-time jobs, internships, volunteer work or student organizations. After all, work is really just one big group project: collaborating with different people, juggling responsibilities and figuring out how to get things done together.

Cox recruiters recommend organizing your thoughts using the STAR or CAR methods. These will help you turn any experience into compelling stories and memorable answers that show employers what you can do.

The STAR method vs. CAR method

The STAR method is a structured approach that helps you tell your story clearly by outlining the situation, task, action and result. The CAR method works similarly to the STAR method, focusing on three key components: context, action and result.

Cox university recruiters will often teach students to use CAR as a simpler approach to storytelling. “It’s important to put your examples in a format that has a beginning, a middle and an end, just like in a regular story,” Sam explained.

Here’s a breakdown of how you can use the CAR method when answering questions:

Context: set the scene and briefly explain the situation. Was it a class project, an internship, a volunteer opportunity or a campus club? What was the challenge you were facing?
Action: what specific steps did you take to address the challenge or task? Highlight your skills: communication, problem-solving, critical thinking or leadership. Focus on your contribution, even if it was part of a team effort.
Result: share what you accomplished or learned from the experience.

Whenever possible, quantify your results using numbers and objective data. For example, saying you “increased traffic” sounds too vague compared to saying you “increased traffic by 115%.”

“Think about interviewing as making a case in a court of law,” Sam said. “To make a strong case (‘I can do this job’), you need evidence to support your claim. Having objective data sets you apart, boosts your communication skills and strengthens your application.”

How to prepare (when you don’t know what you’ll be asked)

Although there are some common topics you can plan for (more on that later), you can’t predict every single interview question that may come your way. Instead, focus on identifying experiences you want to highlight and preparing strong, flexible examples that you can adapt on the spot.

“Start by thinking of at least three examples of work that you are proud of, and then put those stories into your CAR format,” Sam said.

Aim for a mix that covers common themes interviewers tend to ask about:

A time you had to solve a conflict or challenge.
A time you made a mistake and learned from it.
A time you achieved something meaningful or demonstrated key skills.

“These are the backbone of your behavioral interview,” Sam said. “All of this can be practiced ahead of time and used in lots of interviews.”

Also keep in mind the types of skills and qualities interviewers are often listening for:

Communication skills: can you influence others with clear, confident, and thoughtful language?
Organizational skills: do you show the ability to prioritize and balance multiple projects or demands at once?
Curiosity: do you proactively seek answers and teach yourself new things, or do you wait to be told what to do?

Once you’ve mapped these stories out, practice walking through them at a high level. Keep your delivery conversational and aim to tell each example in about two and a half minutes or less.

You don’t need years of professional experience to shine in a behavioral interview. When you start applying the STAR or CAR methods to your interview prep, you’ll realize you have plenty of great stories to share with recruiters.

Explore early career opportunities at Cox and join the Cox Talent Community today!

Cox’s Pledge to Veterans and Military Spouses

Mon, 10 Nov 2025 15:00:00 GMT

Career transitions can be challenging, yes, but also very rewarding. Peter Mahmood, who retired from active duty after 24 years in the United States Army, knows this well.

“I used to think that military retirees were just playing golf,” he said. “But it was more of a transition to finding a civilian career.”

Peter knack for spotting people’s potential served him well as a recruiter in the Army and later in his civilian work. In 2022, Peter joined Cox in a job that felt like it was tailor-made for him: to help develop long-term strategies supporting veterans and military spouses in their civilian careers.

“Honestly, when I read through the job description, I jumped up and I said, ‘There’s nobody else for this job but me,’” said Peter, senior recruiter and military relations manager at Cox. “I was sold from the minute I read it.”

Cox’s recognition as a top workplace for military members, past and present, reflects our commitment to fostering an environment where everyone can succeed. As part of Military.com’s Veteran Hiring Commitment Program, we’ve strengthened our pledge to welcome and support those who have served.

“Veterans and military spouses bring an incredible range of technical and transferable skills — including leadership, teamwork and commitment — that we at Cox value immensely,” Peter said.

Here’s a deeper dive into what makes Cox a great employer for veterans and military spouses to build rewarding careers.

Connecting with military bases and veterans’ organizations

Having served in the military himself, Peter understands that one of the best times to connect with people about career opportunities at Cox is when they are still on active duty and undergoing Transition Assistance Program (TAP) workshops on base.

“Over my first year at Cox, I connected with every military base that has a transition assistance program,” he said.

Thanks to Peter and his team, Cox has made significant strides in veteran and military hiring:

We work with more than 25 military bases and a dozen veterans and military spouse groups, such as Army Community Service, Navy Fleet and Family and the Department of Veterans Affairs.
We participate in hiring events on military bases nationwide.
We regularly share Cox job openings to Transition Assistance Program (TAP) offices nationwide.

Another major opportunity for active-duty members and military spouses at Cox is through the Hiring Our Heroes corporate fellowship program. These 12-week internships offer insight into corporate roles while participants consider their next steps.

“These programs have brought incredible talent to Cox, including several hires in recent years,” Peter said.

For military spouses, the corporate fellowship could lead to a full-time job: “We’re using that military spouse fellowship as a pathway — an opportunity for them to come in and see what full-time roles we have,” Peter said.

In 2023, Cox was inducted as an employer partner with the US Department of Defense Military Spouse Employment Partnership (MSEP). This underscores Cox’s commitment to recruit, hire and retain military spouses, offer quality careers and recognize the dedication and talent of this community. Military spouses often look for flexible work opportunities that can fit their lifestyle, and Cox offers just that: a career that can grow and change with them.

“Military spouses are not job hoppers — they are sometimes forced by necessity to move,” Peter said. “That’s the key: providing a career they can take with them to another state or have that seamless move within the company as well.”

Matching military experience with new career paths

Cox seeks out military talent across all our businesses for careers in technology, sales, engineering, automotive and more.

“Due to the versatility and the different career fields in the military, we do have a lot of opportunities, from entry-level to mid-level and up to senior manager and above,” Peter said.

Cox helps transitioning service members find their ideal fit by letting them search for jobs based on their military occupational specialty (MOS) code.

“They can plug into those numbers into our Cox careers site, and it will come up with careers that they will be familiar with,” Peter said. “We also are assisting Cox recruiters and hiring managers on how to interpret military qualifications and where they would fit in the company.”

What makes Cox great for a post-military career?

One of the reasons why Cox is an employer of choice for those who’ve served in the military is what we stand for as a company — plus a 127-year track record of making a difference in our communities.

“Cox’s core values and culture embrace the values we live by in the military: integrity, loyalty, teamwork and service over self,” Peter said.

Cox also supports individual growth and development. The company offers an extensive catalogue of learning and development resources, from self-guided and instructor-led courses to tuition reimbursement to go back to school or earn a certification.

One of the company’s employee resource groups, SALUTE, which is open to all employees, offers mentorship and other programs that support employees with military backgrounds. Peter, an active SALUTE member, knows that making connections and building community at work is a huge part of what makes life at Cox special. Oftentimes, he invites local SALUTE members to join him at job fairs to introduce themselves and start making connections with people before their first day at the company.

“As a military guy, I don’t just work for an organization for a salary,” Peter said. “Everybody wants to come in and find a home in corporate America where they feel happy.”

Interested in a career at Cox? Explore our job openings and join our Talent Community today!

How to Answer “Tell Me About Yourself” for an Internship

Wed, 05 Nov 2025 12:00:00 GMT

Behavioral interviews often start with the deceptively simple, “Tell me about yourself.” One of our lead recruiters for early talent at Cox shares a quick, easy formula to answer this question.

It’s a question that isn’t really a question. Almost every interview begins with it, and you can be sure it’s coming your way. But when you’re in the hot seat, your mind can still race: do you start with your major? Your summer job? That time you studied abroad?

For many students and recent grads, behavioral interviews can feel intimidating, especially when the kickoff is, “Tell me about yourself.” Without years of work history to lean on, it’s natural to wonder what to say.

The good news? Because this is the opener you can always count on, you can prepare for it. With the right structure, you can deliver an answer that’s clear, concise and sets the right tone for the rest of your conversation.

Here, our university recruiters walk you through a simple formula to boost your confidence and get your interview off to a great start.

Go beyond your resume

This is your chance to connect the dots between your education, experiences and the opportunity you’re going after. And you don’t need a long job history to make a strong impression. You just need a clear structure.

“A lot of students will run through their entire resume when we ask them to tell us about themselves — but I’ve read your resume, I know what it says,” explained Sam Brown, lead university relations recruiter at Cox. “Instead, what I want you to think about doing is packaging a small story in about 60 to 90 seconds.”

3 steps to answering this question

Instead of giving a play-by-play of your resume, follow this simple formula to keep your answer short and sweet:

1. Start with your current focus: your major, your year in school (or graduation date, if you recently graduated) and any key skills or interests.

2. Explain what excites you about the role or how it relates to your career goals. Tell the interviewer what you are passionate about in your chosen field or major, and how you would want to apply what you’re learning in school in an internship with Cox.

This is also a good opportunity to mention any relevant skills, experience and accomplishments that fit the role you’re applying for.

“You should have a project that you’re super proud of ready to discuss — especially if it aligns directly to the work that you’re interviewing for,” Sam said.

3. Lastly, share a little more about who you are outside of school and work. Think about your hobbies and what you like to do in your spare time: “Do you run marathons, do you like to bake, do you garden? Throwing out a personal hobby can help you make a connection with your interviewer,” Sam explained.

“Tell me about yourself” might sound casual, but it’s one of the most important parts of your interview. By focusing on where you are now and where you want to go, you’ll give your interviewer a clear, memorable picture of who you are — and the potential you bring to the table.

“If you follow these three steps, you’re going to have a statement that you can use at career fairs, in elevator pitches and especially in that opening question during your behavioral interview,” Sam said.

Explore early career opportunities at Cox and join the Cox Talent Community today!

Supporting the People Who Keep the Wheels Turning

Wed, 29 Oct 2025 12:00:00 GMT

As a diesel technician, you put in the work. Turning breakdowns to “back on the road” isn’t easy, and most people might not realize just how important your work is, but we do. You keep communities and life running.

You keep the wheels turning for drivers across the country. Deliveries make it on time. Shelves stay stocked. People get what they need — because of you. At Cox Automotive, we don’t take that lightly. We count on you, like so many others do.

We’re proud to be the leading employer of vehicle technicians. Cox Automotive’s family of businesses includes powerhouse brands like Manheim, Fleet Services, Autotrader and Kelley Blue Book, offering job opportunities for mobile diesel mechanics, shop diesel mechanics, trailer technicians, dispatchers and more.

We make sure you’re supported with benefits like:

Generous sign-on bonuses for some roles
Great healthcare coverage from day one
401(k) retirement plan with company match
Flexible paid time off
Comprehensive training, high-tech tools and technology
A collaborative, supportive culture

Whether you’ve been keeping the wheels moving for years or you’re just getting started in your automotive journey, you’ll find a stable career built to last here — with a team that stands behind you at every mile.

Because at the end of the day, you’re not just fixing engines: you are the engine. You support drivers. We support you.

And together, we pave the road for a better future.

Click here to view open jobs.

Embracing Each New Era: Kelsey Porter's Journey at Cox

Fri, 24 Oct 2025 09:10:00 GMT

Kelsey Porter will be the first to tell you that she’s not the same person she was when she first joined Cox Communications as a 20-something-year-old. Here’s how a career can grow with you and enhance your life.

It’s natural for people to reach a point where they outgrow their jobs and start craving new opportunities. The great thing about working at Cox is that there’s always plenty of room to evolve in your career.

Just ask Kelsey Porter of Omaha, NE, who joined Cox Communications when she had just graduated from college. As Kelsey has progressed into each new stage of life — meeting her husband in her late twenties and now starting a family in her thirties — her career at Cox has matured right alongside her.

“I’ve grown up at Cox and it’s interesting to see how your career changes and your life changes with it,” she says. “I’ve noticed how Cox and the people around me have supported me through different phases.”

Here’s how she has embraced each new era in life and at work.

A career made for the long haul

Kelsey first heard about Cox in 2011 through former colleagues who’d gotten jobs at the company.

“They said, ‘You need to apply; it’s amazing to work here,’” she recalls. “It blossomed from there.”

After getting her feet wet in customer support with Cox’s residential services team, Kelsey was looking for a change of pace. She applied for a new role with Cox Business (part of the Cox family of brands) and transitioned into a new part of the company.

Today, Kelsey works as a sales support specialist for Cox Business — her fifth role in the 14 years she’s been at the company. She’s also gone back to school to get a bachelor’s in business leadership and management to continue her career growth.

“I want to build up my skills as far as being a people advocate and do what I can to pull the best out of people.”

Building a balanced life

As a mom and caregiver to elderly parents, Kelsey says that the flexibility and support she has at Cox have been invaluable.

“It’s just nice to have people who genuinely care about you,” she says. “It’s a good feeling to know that when you have stuff going on in your life, your team is there to help you.”

Outside of her day-to-day responsibilities, Kelsey has also been involved in peer-led employee resource groups (ERGs) at Cox and advocated for new employee benefits and resources. One initiative that Kelsey has been passionate about was partnering with Cox’s internal teams to find ways to offer mobile mammograms alongside other routine health testing for employees on-site.

“That’s not an appointment that you look forward to,” she says. “If it’s a one-stop shop, you can get everything done and not have to worry about it.”

This initiative is near and dear to Kelsey, who’s already a fan of Cox’s health and wellness perks: from the everyday, such as free access to virtual fitness classes with FitnessOnDemand, to the life-changing, like fertility treatments.

“I know that the company has done its research and it’s investing in these products and services to make sure that we get the best.”

Interested in working at Cox? We're hiring! Explore open positions and join our Talent Community.

10 Things Employees Wish They Knew Earlier in Their Careers

Mon, 20 Oct 2025 12:00:00 GMT

We asked Cox employees to reflect on what they wish they’d known when they were starting out in their careers. Here, they share their honest advice based on the lessons they’ve learned.

The beginning of your career comes with plenty of unknowns. What if you could skip some of the guesswork?

We asked a few Cox employees to share what they wish they had known earlier in their careers. While there’s no universal roadmap to success, you don’t have to figure it out all alone: learning from others can make the journey smoother.

Whether you’re vying for an internship, co-op or a full-time role, here are some real, honest career tips that go beyond what you might have learned in a classroom.

1. Understand the difference between being “busy” and “productive.”

It’s easy to fill your day with tasks, meetings or constant activity, but that doesn’t always mean you’re making progress. The real key is learning how to focus on what matters most.

That’s exactly what Jeff Haynes, a senior manager of strategy and innovation, wishes someone had explained to him early on in his career: “There’s always enough time in the day to do the most important things, but people often confuse being busy with being productive.”

2. You’re going to make mistakes — and that’s okay!

At Cox, we offer a safe space to try new things, fail fast and learn fast.

“It’s expected for you to make mistakes,” said Jared Alexander, senior manager of Cox’s LEAD program. “A lot of times, you may be worried about how things are going to turn out, but you’ll never learn unless you try. The earlier you make mistakes, the earlier you can learn from them.”

3. You’re not expected to know everything.

After years of classes, projects and hard work toward earning your degree, you’re eager to apply what you’ve learned in the “real world”. But every new role comes with an adjustment period, and it’s perfectly fine not to have all the answers.

“I wish I knew that you don’t have to know everything coming right out of college,” said Mataya Hill, an energy conservation analyst. ”Your managers and your coworkers are supportive, and anybody outside of your team is willing to train you or help you when you don’t know.”

Learning never stops, and the best professionals at any level embrace curiosity over certainty. As Mary Fischer-Mullins, a senior director of product strategy, puts it: “Don’t be afraid to say, ‘I’m not really sure, but I’ll find out.’ It allows you to really dig in and understand the topic and come back with really good information.”

4. Don’t shy away from asking questions.

Being the newest — or perhaps youngest — person on the team can feel intimidating. You might hesitate to ask questions because you’re worried about seeming unprepared or inexperienced. But seeking clarity isn’t a sign of weakness: it’s a key part of learning and growing in your role.

“Looking back, I wish I’d had the courage to ask more questions,” said Madison McKemie, an event marketing specialist who started as an intern in 2022. “No question is a silly question.”

Leaning into curiosity will help you gain confidence, build connections with your team and set yourself up for success.

“I didn’t know how supportive my team and leaders would be,” said Amirah Frye, a workplace experience program manager. “It’s so refreshing, given the transition from college to corporate, to know that your leaders are always there to help you, guide you and answer your questions.”

5. Embrace change with open arms.

Staying open to new ideas and transitions can be a real career superpower.

“One thing I wish I knew earlier in my career is how valuable it is to be flexible and adaptable in the day-to-day world that we’re in,” explained Tyler Herrin, a brand and product marketing director.

“Change is going to happen, so be open to the new path or direction,” Mary added. “It can lead you to new ideas and new growth.”

6. Advocate for yourself.

To steer your career, you have to let people know what matters to you. By sharing what you’re passionate about, you create opportunities that match your ambitions.

“You might not always like what you’re working on, but you’re the subject-matter expert and you can pitch ideas that excite you,” explained Austin Luppowitz, a senior UX architect.

7. Build your network of supporters.

The connections you make with peers and leaders can open doors and make sure your hard work gets noticed — even when you’re not in the room.

“You have to build relationships with people who can advocate for you,” Austin explained. “Even when you’re not in the room, those are the people who will make sure your wins are known and add your name to the conversation.”

If there’s a coworker or leader you want to connect with, don’t hesitate to reach out. “If you see an executive or somebody else up here who’s doing something that you really admire, just ask them for a coffee or lunch,” Jeff said. “The truth is that we’re all trying to figure it out as we go.”

8. Say “yes” to new things, even if it feels scary.

Obehi Ogunbayo, director of executive recruiting, shares a perspective that might change the way you approach challenges in your career: “Some of my best opportunities and learnings came from when I said ‘yes,’ even though I was nervous.”

The truth is that the best growth often happens outside your comfort zone.

“Now, even when things feel scary, I go for it anyway,” Obehi said. “You are never 100% ready.”

9. Don’t let self-doubt creep in.

You may feel like you have to prove yourself when starting a new role, but don’t let impostor syndrome overshadow your abilities.

“I wish someone had reminded me that I’m here for a reason and not to second-guess myself because I’m smart and capable of doing this job,” said Hayden Shelton, a digital marketing and communications manager.

Instead of questioning whether you belong, focus on what you’re learning and contributing as a way to help remind yourself that you have what it takes to succeed.

10. Make the best use of your time.

When you come to work at Cox, you’re encouraged to look beyond your day-to-day responsibilities and maximize the opportunities available to you. Whether it’s learning new skills, networking with colleagues or getting involved in projects outside your immediate role, there’s always room to grow.

“Something I wish I knew before coming to work at Cox is that my job was not to just complete the task that my manager assigns, but rather to make the most out of the company,” said Rodolfo Lopez, a marketing manager.

That includes doing things like:

Meeting new people within the company and networking.
Honing your skills, either with hands-on projects or through Cox’s catalog of learning and development courses and programs.
Attending events, from tuning into virtual panel discussions with senior and C-suite leaders to kicking back with colleagues at a social gathering.

Take advantage of the resources and experiences available to you here at Cox. The more you invest in your own growth, the more rewarding your career will be.

The lessons shared here are truths employees had to learn for themselves, but you can take them to heart and get a head start on your own career. As Tyler puts it: “When we share what we’ve learned, we help the next person get there a little bit faster.”

Explore early career opportunities here at Cox, and sign up to be part of our Talent Community today!

Finding My Stride: How a 5K at Cox Fueled My Personal Growth

Wed, 15 Oct 2025 12:00:00 GMT

I’ve never considered myself the athletic type. In fact, my friends would probably name me as the least sporty person they know.

Yet there I was, lacing up for the annual Cox 5K. And that’s the thing about working at Cox: the people here have a way of inspiring you to reach goals you never thought possible.

My journey into running first started when my 9-year-old daughter joined a girls’ running group. Her passion for sports and movement nudged me to challenge myself to be more active and keep up with her. So I signed up to walk a 5K alongside her in support. Shortly after, she got into cheerleading, and I figured my brief stint with running was behind me. Then I heard about the Cox 5K, and everything changed.

Cox 5K inception

The Cox 5K race began much like my own journey into running: small and simple.

Back in 2011, Suzanne Ross, a wellness consultant at Cox, started a running group among employees. Once they got the green light to run through local neighborhoods, the group decided to host its own 5K. The word spread fast, and soon they hit their participation cap at 60 runners, with a waitlist forming every year.

In 2016, Cox opened the 5K to an unlimited number of participants, routing runners through Dunwoody and Sandy Springs, GA, while raising funds for the Cox Employee Relief Fund, a nonprofit that supports employees in times of need. The race has grown every year, drawing as many as 4,000 virtual and in-person participants. It attracted sponsors, built a stronger community spirit and created a dedicated group of runners who show up, rain or shine.

Suzanne said that feedback is consistently positive, and the 5K has become the can’t-miss annual event for employees, families and friends.

“This is the vision I always had years ago,” she said. “I wanted to use my love for running and community to create an environment for others to have fun being active together in a meaningful way — for their own well-being and for others. It’s also a unique opportunity employees have each year to bring their family and friends to work to experience the culture they know and love about Cox.”

Who said you can’t become a track star later in life?

The first year I participated in the Cox 5K, I walked the entire course and finished last. But I was thrilled just to be part of it, and that experience sparked something in me. I started attending different workout classes at Cox’s on-site fitness center and joining virtual sessions: dance, Pilates, stretching — you name it! The team there made fitness feel approachable and fun, and before long, I set a new goal: I wanted to run — not walk — the Cox 5K the following year.

With the support of a personal trainer and a running program tailored to help me improve my speed, endurance and breathing, I began to build momentum. I even joined a running club outside of work, something I never thought I’d do. By the time the next Cox 5K rolled around, I was running five days a week.

Then came the plot twist: on race day, I had to travel for my daughter’s cheerleading event and missed participating in the official run.

But my trainer came up with a thoughtful solution: why not run my own 5K? So the following weekend, I did just that along my favorite route: the Eastside Beltline Trail.

Although I was running on my own along a trail I’d done many times before, it wasn’t just any other run; it was a moment of triumph and empowerment. I reached my goal, and I kept going. Running became part of my routine, something I did for myself. That’s why I’m a firm believer that the Cox 5K is more than just a race: it’s a reflection of how Cox empowers employees to grow, connect and challenge themselves in meaningful ways. It’s a reminder that we’re supported to achieve not just professional goals, but personal ones, too.

Looking back, I never imagined I’d become someone who runs five days a week. But with encouragement from my daughter, support of my coworkers and resources available at Cox, I discovered a new side of myself. That’s what makes this place so special: it’s where unexpected journeys begin and where employees are given the space to thrive.

Ready for your next starting line? Discover where a career at Cox could take you and join our Talent Community today!

Virtual Interview Tips Every Student Should Know

Fri, 10 Oct 2025 12:00:00 GMT

Your interviewer might be miles away, but you and your space are up close and personal on their computer screen. In a virtual interview, your lighting, sound and background are all part of the package. And they’re either helping you make a great first impression, or they’re holding you back.

For young professionals, nailing your virtual interview setup can be the difference between landing that first job opportunity and getting lost in the shuffle. The good news? Our university recruiters have seen it all — and they know exactly what works.

“A well-prepared space shows intentionality — it shows the candidate has put effort into making sure they’re presenting their best self,” said Walter Christmas, a senior university relations recruiter at Cox. “From a candidate’s perspective, having a well-prepared space eases anxiety and sets the tone for the interview.”

Ready to give yourself every possible advantage? Here’s what our recruiters recommend.

1. Declutter and blur your background.

In any video call, the goal is to give interviewers zero reasons to let their eyes wander. Our recruiters recommend blurring your background as standard practice. Most video platforms offer this feature, and it keeps the focus squarely on you while diplomatically hiding whatever’s behind you.

“We want the focus to be on you and what you are saying — not what your favorite band is, or whether you made your bed this morning,” explained Sam Brown, lead university relations recruiter at Cox. “Blurring your background keeps the focus where it needs to be: on you and your skills.”

Even with blur effects, a cluttered background can look busy or distracting, so aim for something neutral and simple behind you (think: a clean wall or tidy bookshelf).

2. Mind the noise around you.

Create a quiet bubble around yourself before you hit “join meeting.” The whole point is for interviewers to focus on what you’re saying. If there’s noise competing with your own voice, you’re already fighting an uphill battle.

“That leaves a real chance of me missing something important about their background that would make them an amazing candidate,” explained Cox university relations recruiter Nick Sell.

Start with location. Find a room where you can actually close off from the world. Taking a call while walking to class or in loud common areas can make it seem as if you didn’t plan for the interview, which certainly isn’t the impression you want to make. Public spaces are unpredictable: you can’t control who walks into view or what happens around you.

“Where a student chooses to take the interview matters and speaks to their ability to prioritize and plan,” Sam said.

Silence your phone notifications before the call starts. If you live with roommates or family, give them a heads up about your interview time so they know to keep things quiet.

3. Check your tech.

Here’s your chance to show you’re prepared and tech-savvy before you even answer the first question. Don’t let tech issues derail your interview. Run through these checks ahead of time:

Test your internet speed. Choose a location with a strong, stable connection that can support a 30- to 45-minute video call without issues.
Familiarize yourself with the video platform. Log in ahead of time to make sure you know how to join the call.
Check your camera and microphone. Confirm that both are working properly and that your audio is clear.
Prepare your headphones. If using Bluetooth, charge them fully and keep wired headphones as backup.
Do a final tech check on the day of the interview. At least an hour before your interview, log on to confirm everything works and give yourself time to troubleshoot any problems before the meeting begins.

4. Let there be light.

Good lighting has one simple rule: it should hit your face, not your back. Light behind you turns you into a shadowy silhouette on camera. Face a window or natural light source, if possible. It’s the most flattering option and gives you a bright, engaged look that translates well on camera. No window? A basic desk lamp works, too.

5. Work the camera angles.

A camera that’s too low can make you look distracted, while one that’s placed too high can feel distant. Aim for eye-level placement and frame yourself from the chest up for a balanced, professional look.

“How seriously you take the conversation is how seriously I assume you’ll take the job,” explained senior university relations recruiter Anne Egan. “The effort you portray is the baseline of what I think you will bring to the role and team.”

Practice looking directly at your camera lens instead of the screen. This creates the impression of making eye contact with your interviewer and keeps you focused on your answers instead of getting distracted by their reactions.

6. Dress the part.

Wear something that shows you’re taking the interview seriously while making you feel confident and like yourself. Business casual is usually your safest bet (think clean, well-fitted clothing that’s one step up from what you’d wear to class). A collared shirt, blouse or sweater typically works well, but the most important thing is that you feel put together and comfortable in whatever you choose.

“To me, it just shows that you are interested in the role we are interviewing you for,” Nick said. “First impressions are hard to shake off!”

Keep your overall appearance neat and clean on camera. If you have long hair, consider pulling it back so it doesn’t distract from your face. Make sure any facial hair is well-groomed.

Your virtual setup does more than eliminate distractions during the interview; it demonstrates your professionalism, attention to detail and commitment to this opportunity. Your future self will thank you when you’re confidently interviewing for all the opportunities ahead, knowing your space is working as hard as you are.

Ready to get started on your journey? Explore early career opportunities at Cox and join our Talent Community to stay in touch!

The Leadership Skill That Changed Everything: My EQ Journey

Mon, 06 Oct 2025 12:00:00 GMT

Ever notice how some people just seem to have it all figured out? They handle challenges with ease, get along with everyone and thrive in all areas of life.

It all comes down to two simple words: emotional intelligence. This ability to understand and manage emotions — yours and others’ — is the real game changer for success and happiness.

I discovered this firsthand in 2022 during a leadership development program offered by my employer, Manheim (part of the Cox family of businesses). What started as general leadership training became an eye-opening journey into emotional intelligence, often referred to as EQ. Here’s what I learned and how it’s reshaped my entire approach to career growth.

IQ vs. EQ: what’s the difference?

When I first heard the “EQ” buzzword during that leadership workshop, I honestly had no idea what it meant. But once we dove into the difference between intelligence quotient (also known as IQ) and emotional intelligence (EQ), everything clicked. I realized this was exactly what I needed to develop if I wanted to grow as a future leader.

Most of us grow up thinking our IQ is our ticket to success. IQ measures our cognitive abilities: things like logic, reasoning and problem-solving — and people with high IQ scores get plenty of recognition for their quick thinking and analytical skills. But here’s what surprised me: research shows that IQ alone doesn’t guarantee happiness, resilience or even career advancement.

That’s where emotional intelligence comes in. EQ is your ability to recognize, understand and manage emotions. Unlike IQ, which stays pretty much the same throughout your life, EQ is a skill you can actually develop and improve at any age. It affects how you interact with people, handle stress, resolve conflicts and build relationships. When you strengthen your EQ, you communicate better, set healthier boundaries and create spaces where trust and teamwork naturally flourish.

3 ways EQ has helped me in my career

An insight from the program that stuck with me was when the learning and development manager who was leading our workshop said: “Your IQ gets you the job; however, your EQ will keep you in the job and will keep you advancing further in your career.”

When our regional VP shared the same quote at our graduation, emphasizing that emotional intelligence was the most important takeaway from the entire program, I knew he was onto something big.

Here are three examples of how developing my EQ has transformed my career:

1. Better mental health and professional presence: Once you learn to manage your emotions, stress and anxiety don’t overwhelm you the same way. I used to be visibly stressed constantly, and it was hurting my personal brand. A leader even told me that I appeared disorganized. After working on my EQ, that same leader said how I seemed like a completely different person within weeks. Developing my EQ helped me recognize when I need help, commmunicate my limits clearly and find healthy ways to handle pressure. This resilience keeps me productive and focused.

2. Stronger relationships and networks: Strong relationships are the foundation of any successful career, and EQ is the key to building them. I learned to read social cues from my colleagues and people leaders, respond thoughtfully and address conflicts directly instead of letting them fester. No gossip — just clear, honest communication. This approach builds trust, builds your reputation as a reliable and supportive colleague and opens doors to new opportunities.

3. More career breakthroughs: People with high EQs know how to motivate others, adapt to change and handle tough conversations with grace. After developing these skills, opportunities started flowing. I became the chairman of an employee-led community engagement group at Manheim, joined multiple ambassador programs and landed several project leadership roles. When you're known for your emotional intelligence, people want you on their teams.

Learn from my experience: How to start developing your EQ today

Building emotional intelligence is a personal, ongoing journey. But that doesn’t mean you have to figure it out alone! Here are some practical tips that made the biggest difference for me, both during the leadership program and beyond:

1. Check in with yourself regularly. Make it a habit to pause throughout the day and notice how you’re feeling and why. What situations consistently trigger strong reactions? When do you feel most confident versus most stressed? This self-awareness is the foundation of everything else.

2. Ask for honest feedback. Reach out to trusted colleagues or mentors and ask how they manage stress, communicate effectively during meetings or collaborate on projects. Be genuinely open to their perspectives — sometimes others spot patterns you might miss.

3. Practice mindful communication. Listen more than you speak. Asking clarifying questions. Reflect on what you’ve heard to make sure you actually understand. This simple shift can transform your relationships.

4. Lean into difficult conversations. Instead of avoiding conflict, approach it with curiosity and empathy. What’s really driving this disagreement? Where might you find common ground? These conversations, when handled well, often strengthen relationships rather than damage them.

5. Keep learning and growing. EQ is not something you master once and forget about — it’s an ongoing practice. Take advantage of development opportunities like training programs, mentorship or even just reading books on emotional intelligence.

Learning about emotional intelligence completely changed my career trajectory, and here’s the best part: anyone can develop these skills with the right mindset and consistent practice. When you develop your EQ, you’re becoming the best version of yourself — not just for your own sake, but for the benefit of everyone around you.

This is just one example of how Manheim and Cox invest in employee development. From leadership programs to mentorship opportunities to continuous learning resources, there’s a genuine commitment to helping people grow both personally and professionally. If you’re looking for a workplace that values emotional intelligence and invests in your potential, I'd encourage you to explore what opportunities might be waiting for you here.

Explore careers at Cox and sign up to be part of our Talent Community today!

Navigating Career Growth and Change in Cybersecurity

Wed, 01 Oct 2025 12:00:00 GMT

When it comes to working in tech, you blink and the landscape shifts again: AI tools that didn’t exist last month become must-haves, new threats make yesterday’s security protocols obsolete and that hot framework everyone was learning is already considered legacy code. For IT and cybersecurity pros, this isn’t a curveball; it’s the whole game.

Tomás Montilla has turned that industry wisdom into a career strategy. He’s discovered the real competitive advantage isn’t expertise in any single technology; it’s the ability to embrace change itself.

Over the course of eight years, Tomás progressed from individual contributor to manager at Cox Communications. Then in 2024, he took a leap to work at the parent company, Cox Enterprises. And it transformed his entire perspective on career growth.

“What I’ve noticed is that a lot of the blockers to your career progression tend to be self-imposed,” he said. “Moving from one division to another has taught me that a lot of the time, you do have what it takes.”

In 2025, about a year since making that first jump across the enterprise, Tomás made his biggest career move yet: he applied for and landed a new role as director of integrated cybersecurity architecture at Cox Automotive, another division within the Cox family of businesses.

“The jump to the role that I have now was very daunting because it’s the highest role I’ve ever held, and on top of that, it was a shift to another division at Cox,” he explained. “But this time around, I knew that I had that gumption in me to be able to go through change.”

Career coaching and support from mentors and leaders

Throughout his career at Cox, Tomás has sought out the guidance of mentors within the company.

“If you need career coaching, [Cox] has mentorship programs and they can put you in contact with people in all levels of leadership,” he said. “It’s part of the culture, and I’ve noticed that most leaders have mentees that are not in their own divisions.”

In fact, it’s partly thanks to his mentors that Tomás got comfortable with the idea of making career moves across the company’s different divisions: “Every time I was hesitant or had my doubts at each step, the mentors that I had here were the ones who encouraged me and pushed me forward.”

One of Tomás’ fears about pursuing opportunities in other divisions was that it would impact his relationships with current teammates and leaders. In other workplaces, that might be a legitimate concern. But his experience at Cox proved that the company genuinely supports career growth. Working in different divisions has only bolstered his personal brand and allowed him to expand his network.

“All the leaders always were very encouraging,” he said.

This has also influenced his own approach to leading his team: “I let my direct reports know that I’m just as vested on their career trajectory and making sure they’re getting what they want out of Cox as my leaders have for me. And whether that’s an opportunity within one of the other divisions or another team, I try to keep their best interests in mind.”

5 Sales Skills That Helped Me Succeed in Tech

Fri, 26 Sep 2025 12:00:00 GMT

When I worked in digital sales, my days were filled with client calls, campaign planning and real-time problem solving. I navigated between internal and external stakeholders, used data to make quick decisions and tailored strategies to meet shifting goals. It was fast-paced, high-stakes and centered on outcomes and revenue.

So when I transitioned into a tech role, I worried my experience wouldn’t translate. I wasn’t an engineer. I didn’t have a degree in computer science or management information systems. I thought I would start from scratch.

Instead, I discovered that the skills I’d developed in digital sales weren’t just relevant in my new career; they were critical. From managing cross-functional teams to solving user pain points, I was constantly drawing on the same skill set I already had — I was just learning to apply it in new ways.

Here are five transferable skills that helped me shift from sales to tech — and how they show up in my work every day.

1. Turning ideas into stories that stick

In sales, I was always telling a story, whether it was in a client deck, a campaign pitch or a report. The trick was to know how to tailor the message to whoever was in the room.

How it shows up now: In tech, I’m doing the same thing in a different context. I explain why something matters — aligning teams, advocating for a feature or showing users how to get more value. The audience might be engineers, executives or end users, but the goal is the same: turn a complex idea into a clear, compelling narrative that keeps everyone focused on outcomes, not just outputs.

2. Letting numbers guide the way

In sales, I practically lived in dashboards — tracking conversation rates, clickthroughs, engagement and more. Over time, I learned how to spot the actions that would make the biggest impact.

How it shows up now: In tech, the data is different, but the skill is the same. I use product analytics and user data to decide what to build, fix or prioritize. Whether it’s optimizing a campaign or choosing which features matter most for customers, I’ve learned to trust the numbers and understand the story behind them.

3. Keeping everyone on the same page

In sales strategy, I was the bridge connecting sales reps, marketing, ad operations and clients. I was responsible for managing expectations, balancing priorities and keeping projects on track.

How it shows up now: Today, the cast of characters has changed — product, engineering and other business teams — but the core of my role remains the same: nurturing relationships and facilitating clear communication to keep everything aligned. I’ve learned that maintaining trust and momentum across teams requires ongoing attention, not just during meetings but in the moments between. One lesson that continues to guide me: securing buy-in ahead of time often matters more than what happens in the meeting itself. That proactive approach still holds true in tech, where early alignment and steady relationship management keep teams moving smoothly.

4. Finding solutions when the path isn’t clear

In sales, things rarely went exactly as planned. A campaign could underperform, or a client might shift scope mid-flight. I had to pivot quickly and find solutions under pressure.

How it shows up now: Tech is no different: unclear priorities, edge cases and surprise blockers are part of the job. Being at ease with this uncertainty allows me to move quickly and improve continuously. What sales taught me is that waiting for the “perfect” answer usually means missing the moment. Now, I focus on delivering the best solution available, then iterating and improving as I go.

5. Prioritizing with purpose

In digital sales, I was always juggling live campaigns, upcoming proposals and client escalations, each with different levels of urgency and impact. I learned how to quickly assess what needed attention, what could wait and what would move the needle toward revenue.

How it shows up now: That same mindset guides how I manage a product or project backlog. Whether it’s feature requests, technical debt stakeholder asks, I evaluate urgency versus impact to prioritize work that delivers real value. Not everything can (or should) be done at once. Learning to spot what will create the most impact with the least friction has been key.

In sales, I had to constantly ask, “Will this help us close and hit our revenue goals?” Now I ask, “Will this move the product forward in a meaningful way?” That focus helps me cut through noise and keep the backlog centered on outcomes and the customer.

I used to think moving into tech meant starting over. Instead, I discovered that my background in digital sales gave me a running start. If you’re thinking about making a similar move in your career, know this: your skills are much more relevant — and more valuable — than you might think.

Looking for the next step in your career? Explore careers at Cox and sign up for our Talent Community today.

Behind the Scenes: What’s It Like to Be a Solutions Engineer?

Mon, 22 Sep 2025 12:00:00 GMT

Sales and engineering aren’t mutually exclusive. Solutions engineering is a career path for experienced engineers, architects or IT professionals who want to apply their technical expertise in a client-facing, strategic role. Here’s what that looks like.

You may reach a point in your tech career where you feel you’ve done it all: you’ve solved complex problems, led major projects and mastered systems.

Then the question arises: what’s next? Do you continue down the path you know — managing bigger teams or more complex systems — or do you explore a new direction that lets you apply your expertise in a different way?

For Brett Gheen, that question became a real choice. After managing data centers, building cloud environments and overseeing network infrastructure, he stepped into client-facing work as a lead solutions engineer (SE) at RapidScale, part of the Cox family of businesses.

In this unique role, which sits at the intersection of technology and sales, Brett leverages his IT experience to act as a trusted advisor to prospective clients, while developing a whole new set of skills beyond what traditional tech roles provide.

“I’m very happy with the path that I chose,” he said. “It’s been a great journey, and what I’ve been able to learn on the sales side has made me a much stronger, better professional.”

Shawn Sills faced a similar crossroads. After years in cloud engineering, he decided to explore the sales organization as a solutions engineer — and hasn’t looked back. Today, he’s a solutions architect (SA) at RapidScale, where he specializes in Azure cloud environments.

Here, Brett and Shawn give us an inside look at what it’s really like to work in solutions engineering and architecture: the skills needed to succeed, the rewards of the role and why it can be an exciting career pivot for tech professionals.

Where do solutions engineers and architects fit in the sales process?

In their respective roles, Brett and Shawn play a pivotal role in the pre-sales process, acting as the technical experts who are brought into calls by account executives. From the initial discovery call, they assess the client’s business needs and requirements, craft tailored solutions and help define project scope to prepare a proposal for the client. Once a deal closes, they ensure a smooth handoff to the implementation and delivery teams, so the solution is executed as envisioned.

“We want to be the ones that the customer trusts to help provide the best solution and outcome for them,” Brett said.

What skills do you need to succeed as a solutions engineer or architect?

1. Technical experience and ability

Staying current with the latest technology is essential. Attending conferences and tracking industry trends allows SEs and SAs to have informed conversations with engineering teams and guide clients through complex business challenges.

“We are the technical liaisons to the sales team...basically, you have to be in tech, and you have to understand everything,” Shawn explained. “I highly recommend it for people who are high up in the principal architect or [engineering] world.”

And because this role keeps your technical skills sharp, it leaves the door open to return to a more traditional tech path in the future if you choose.

2. Public speaking and presentation skills

This role also calls for strong communication skills. The ability to listen closely, translate complex information into a clear story and present it in a way that builds trust with clients is key. Equally important is the ability to think on your feet and pivot in conversations while keeping the client’s needs at the forefront.

"When I was thinking about moving into this role, I was your typical engineer: introverted, polite — I did what I needed to do and mostly talked to my team,” Brett recalled. “I’ve worked very hard over the past five years to become more of that extroverted personality.”

3. Self-confidence and self-awareness

In this role, clients are often C-suite leaders, so you need confidence, presence and the ability to connect at their level. A CIO may focus on costs, a CEO on overall business impact, a CTO on complex technical challenges and a director of IT on keeping systems running smoothly. Being personable, reading the room and adjusting your approach ensures you capture their attention and make your expertise resonate with every stakeholder.

What are the benefits and rewards of this career pivot from traditional tech?

1. Expanded earning potential

Being on the sales side comes with a new level of compensation tied to deals. Solutions engineers and architects are rewarded for their expertise and ability to contribute to opportunities through the organization’s compensation and sales commission plans.

2. A chance to develop new business skills

This role expands your business acumen. You’re working with leadership teams shaping the future of the business and collaborating with operations to deliver integrated solutions. You also gain exposure to finance and legal considerations.

“I never thought going into this role that I would be sitting down and figuring out all the individual deal margins or writing Ts and Cs alongside our legal counterparts,” Brett said.

3. A different work lifestyle

The day-to-day stress of maintaining systems, upgrading firmware or managing data center operations is no longer a concern — the operations teams handle that.

These roles are also not quota-driven like traditional sales positions. Solutions engineers and architects can focus on problem-solving, client guidance and strategic work without the pressure of monthly or quarterly sales targets.

“It’s our job to be available and provide the best context and solution when we’re working with our sellers, but we don’t have these stressors of trying to hit a number by the end of the day,” Brett explained.

Ready to explore new career paths and possibilities? Browse job openings at Cox and sign up for our Talent Community today.

How Employees “Make a Little Music” at Cox

Wed, 17 Sep 2025 12:00:00 GMT

It’s a typical Monday morning at Cox. You’re pulling into the office parking garage, mentally running through your to-do list as you make your way inside.

But as soon as you walk through the main doors, a sound cuts through the noise in your head: a guitar riff, maybe a few piano chords.

Curiosity makes you pause and step into the campus cafe and coffee shop near the lobby, where you spot a performer. Suddenly, you realize it’s not just any musician: it’s one of your coworkers.

Colleagues are hanging out, sipping their brew of choice and swapping weekend stories as the music fills the room. Next thing you know, you’re grabbing a cup of coffee and finding a seat to unwind and listen.

This is Make a Little Music Mondays, a live music series to start the week with good vibes at Cox’s Atlanta headquarters, plus a virtual livestream. Here’s how this event got started and why it’s about so much more than live entertainment.

Striking the first chord

The phrase “Make a Little Music” is one of the values Cox employees live by.

“‘Make A Little Music’ is all about bringing your unique talents, perspectives and skills to the work you do at Cox,” explained Ty Hodge, director of culture and workplace experience at Cox Enterprises.

This company motto came to life through literal music in 2019. On a whim, creative director Adam Benefield started playing some of his music mixes for his colleagues on his office floor just for fun.

“One day, our leader walks in and he’s bobbing his head, and he just says, ‘turn it up,’” Adam recalled.

That leader started encouraging people from other floors to come by to enjoy the music or add their own performances into the lineup. It was a way for employees to share their talents in a new way at work and would eventually become a full-blown live music series: “Make a Little Music Mondays.”

From jam session to center stage

During the COVID-19 pandemic, Make a Little Music Mondays evolved to become a virtual event to keep employees connected despite the distance.

This is when Fanye Abbey, a financial analysis manager at Cox Automotive, decided to get involved as a performer.

“We got on a Zoom call, and I just played music for a little bit,” said Fanye, who sings and plays guitar covers of singer-songwriters.

The event continued to gain popularity across the company throughout 2020. Then in 2021, as employees began returning to campus, Make a Little Music made its in-person comeback.

The live sessions were moved to the lobby floor, where more people could stumble upon the music and join the fun. This set the stage for Make a Little Music Mondays to become a beloved weekly staple ever since.

6 Tips to Stand Out and Move Up in Your Career

Fri, 12 Sep 2025 12:00:00 GMT

When I graduated from the University of Georgia, I had dreams of starting my career right there in Athens, GA, so I could stay in the town I loved.

But reality hit hard. There weren’t many local opportunities in my field as a journalism and film studies graduate.

Although I was looking to break into a sales job within media, I ended up accepting a role as an executive assistant at the local radio station. It wasn’t the glamourous position I had envisioned for myself as my first full-time job out of college. But it helped me get my foot in the door in the industry and launch my career.

Since then, I’ve had amazing opportunities throughout the media landscape, from that first radio station job in Athens to working in sales and media advertising at WSB-TV in Atlanta and later at the Atlanta Journal-Constitution (part of Cox Enterprises). And now, I’m starting a whole new chapter of my career as an advertising supervisor at Cox Automotive, where I’m stepping into an entirely different industry within the same Cox family of businesses.

Each step in my career taught me something new and helped me grow. I am now a people leader and couldn’t be happier about where I’ve landed and what’s in store for my future.

Here’s how I did it — and how you can, too.

1. Speak up and get noticed.

If there’s another team or department that you’re curious about, volunteer your time and help those other teams. It’s a great way to build relationships, learn new skills and show initiative. People will appreciate you and keep you in mind for future opportunities. It’s also a good way to figure out what you’re passionate about if you’re unsure. Plus, it gives you something extra to talk about in interviews and performance reviews.

2. Set goals and share them.

Write down clear, actionable goals and ask your manager for feedback and guidance on how to grow within the company. Keep your manager updated as you hit milestones. This shows drive and helps them advocate for your advancement. Once you prove yourself in your current role, new doors will open.

For example, I had an amazing manager who saw potential in me and trusted me to manage a few people. Once I proved I could handle that type of responsibility and discovered I genuinely enjoyed it, I was officially promoted to be a manager of a full team of five direct reports.

3. Build your network of supporters.

Cox encompasses many businesses and industries, so connections matter when making a name for yourself on a larger scale. One easy way to start building your network is to find a mentor within the company. I’ve been grateful for mine over the past few years because she has given me honest, non-biased advice based on her experience. She has also introduced me to her wide network and opened new doors for me.

Cox helps match you with a mentor. The company also offers programs like RandomCoffee, which make it easy to meet new people at work beyond your immediate circle. You never know who you’ll meet for a virtual or in-person coffee and what you’ll learn from them.

4. Embrace learning.

Take advantage of training and development programs. Cox offers tons of resources, from online courses to tuition reimbursement. Whether it’s leadership development or technical skills, continuous learning keeps you confident and competitive.

I’ve taken multiple leadership courses through Learn@Cox — both online and in person — that have helped me become a better manager for my teams.

5. Stay on top of job opportunities.

Once you’re a Cox employee, you have more direct access to job openings across the entire enterprise. You can set up job alerts tailored to the types of roles you’re interested in to make it easier to stay up to date about openings that match your career goals. Plus, there are a variety of internal resources available to support your career growth, whether you’re updating your resume, preparing for interviews or exploring new paths within the company.

6. Be a star wherever you are.

As you begin planning for a future career move, make sure to shine where you are. Be proactive, reliable and positive. A true sign of career progression is excelling in your current role before taking the next step; it builds your reputation and strengthens your personal brand. When you consistently deliver, people take notice and don’t forget your name.

Remember, success doesn’t happen overnight, but every step counts. My first role may not have been the most exciting first step, but I chose to show up with curiosity, commitment and a willingness to learn. Over time, those small choices turned into big opportunities. When you lean in, even when it’s not exactly what you envisioned, you can pave the way for that dream role you have longed for.

Whether you’re just starting out in your career or looking to level up, your path is yours to shape. Be bold, be intentional and be patient. Don’t be afraid to embrace the long game like I did. The journey is just as important as the destination, and at Cox, there are countless ways to learn, grow and advance.

Ready to take that next step in your career? Explore job opportunities at Cox and sign up for the Cox Talent Community today!

Harvesting Change: How Cox Is Growing a Better Future

Mon, 08 Sep 2025 12:00:00 GMT

As both an innovation leader at Cox Automotive and a farmer at Whim-Wham Art Farm, I’ve always been fascinated by how technology, sustainability and food intersect. So, when I learned that our parent company, Cox Enterprises, was investing in sustainable agriculture a few years ago, it felt like more than just a milestone for our business — it felt deeply personal.

Then when Cox announced the official launch of Cox Farms in 2024, I felt a jolt of pride. Seeing my company take a leading role in sustainable agriculture makes me feel even more connected to our mission of building a better future for the next generation.

Cox Farms is redefining what it means to grow food responsibly. With more than 700 acres of greenhouse farms under glass and more than 2,500 employees, it’s now the largest greenhouse operator in North America. Through its brands, Mucci Farms and BrightFarms, Cox Farms is delivering fresh, flavorful produce to about 12,000 neighborhood stores, often within 24 hours of harvest. That’s not just impressive; it’s transformative.

As someone who spends weekends tending their own farm, I know firsthand how much care goes into growing something that nourishes people. Cox Farms brings that same care to scale, using advanced greenhouse technology to grow leafy greens, vine crops and salad kits year-round. The result? A more secure, sustainable food supply that’s better for our planet and our communities.

Mucci Farms, which has deep roots in Ontario and decades of growing experience, brings innovation and flavor to every tomato and bell pepper. BrightFarms, meanwhile, is revolutionizing the salad aisle with hydroponic greens that use 80% less water and 95% less shipping fuel than traditional field-grown produce. Together, these brands represent the future of farming — and I’m proud to be part of the Cox family of businesses that’s making it happen.

What excites me most is how Cox Farms aligns with my values. It’s not just about growing food; it’s about growing opportunity. Whether I’m researching innovation at work or harvesting flowers on my own farm, I see the same spirit of possibility in both worlds. Cox Farms is proof that innovation and agriculture don’t just coexist — they thrive together.

If you haven’t explored Cox Farms yet, I encourage you to check out coxfarms.com. It’s more than a website; it’s a window into the future of food.

Cox Farms is just one example of how Cox is investing in bold ideas that make a real impact. If you’re inspired by innovation and driven to make a difference, explore the many ways you can grow your career with us.

Discover career opportunities at Cox and sign up for our Talent Community today!

Finding Support While Navigating Loss

Wed, 03 Sep 2025 12:00:00 GMT

Life can be unpredictable. In the blink of an eye, everything can change.

Some moments make your heart tingle with joy, radiating excitement like sunshine: buying your first home, getting married, welcoming a new pet or hitting a personal milestone.

Other moments hit with the opposite force, making you want to sink under the covers, weighed down by the unimaginable grief of losing a loved one or missing an important opportunity.

When that happens, how do you find the strength to still show up to work as your best self?

Attending a team meeting or leading a virtual training may feel impossible when tears or raw emotion feel ready to spill at any moment.

Put simply — it’s hard.

This past June was an incredibly difficult month for me. I experienced two sudden losses in my family within days of each other. The first came unexpectedly, and the second shortly after, leaving my family and me reeling.

That month tested me in ways I hadn’t faced before. Between memorial services, hospital visits and supporting my loved ones, I confronted grief on a scale I hadn’t known was possible. Before then, I hadn’t suffered a loss like that in my lifetime. This feeling of grief was entirely new to me and mourning more than one loved one at once made me feel guilty.

But you know what I didn’t feel guilty about? Taking bereavement leave and leaning on my employer for support.

I reached out to HR, and they shared what Cox provided in terms of support:

Employee Assistance Program (EAP): Cox employees and their household members receive eight free confidential counseling sessions per topic, per family member, per year via phone, text, chat, video or face-to-face. After that, they can continue treatment through their insurance. Counselors are available 24/7 to provide support for personal and work-related challenges such as stress, anxiety, grief, relationships and more.
Calm app: Calm is a top-rated app for meditation, relaxation, focus and sleep. Cox employees receive a free subscription, with the ability to add up to five dependents over the age of 16, each with their own login.
Time off: Because of Cox’s bereavement and flexible PTO policy, I was able to take enough time off to start to get re-centered.

Coming back to work after everything my family and I went through wasn’t easy, and I’m still on my path to healing. But having the resources my HR team provided in my time of need, along with the kindness and support of my immediate team members, made finding my footing a little smoother. Their texts, check-ins and genuine care surrounded me in a way I didn’t expect — and will always remember.

Join a team that stands by you — in work and in life. Explore new career opportunities at Cox.

What I’ve Learned About Working at Cox as a Gen Z Intern

Fri, 29 Aug 2025 12:00:00 GMT

As the newest generation entering the workforce, Gen Z is redefining what it means to find the right company. We’re not just after a paycheck or title — we seek meaningful work that aligns with our values and supports our well-being. According to Deloitte’s 2025 Gen Z and Millennial Survey, 89% of Gen Zs say purpose is important to their job satisfaction, and more than half (54%) consider meaningful work a top priority when evaluating potential employers.

I know this all too well: I’m part of this generation, and this perspective isn’t just research to me — it’s real life. As a rising senior in college, I’m looking for a company that aligns with my career goals and offers the chance to make a real-world impact.

Still, I worry about feeling stuck after college. I want to find a place that will let me explore different roles and give me room to grow. Like many of my peers, I’m ambitious, but climbing a corporate ladder isn’t my ultimate goal. Instead, the career I envision prioritizes learning, work-life balance and investing into employees — values I’ve experienced firsthand as a summer intern at Cox.

Here’s what I’ve learned about Cox as a company during my summer internship, and what I think makes this is a great company for many people in my generation.

1. It’s a company that’s clearly investing in early talent.

A recent Workplace Intelligence Survey sponsored by Hult International Business School found that while 98% of leaders say their organizations are struggling to find talent, 89% still avoid hiring recent graduates. Many say it’s because we lack real-world experience or don’t have the right skill sets, which leaves me and my peers scratching our heads. How can I gain experience if I never get a chance? How will I learn about real-world scenarios if I’m never given real opportunities?

Or worse, what if I land what looks like a golden opportunity on paper, only to spend it on busywork? Too many interns know that sinking feeling: realizing you’re paper-shuffling your way through weeks that were supposed to build your skills, all while wondering how you’ll get enough experience to land a full-time job.

I’m happy to say that my internship at Cox has been anything but that. In fact, I feel more prepared to tackle real challenges because I’ve been trusted with meaningful projects from day one.

What Cox’s summer internship has to offer

Internships at Cox give you real-world experience and a genuine look at corporate life. You’re not kept at arms’ length: Interns are welcome at the same events, programs and spaces as full-time employees. I’ve never felt like “the intern.” From day one, my team included me in every lunch, meeting and project. At Cox, an internship isn’t just a line on your resume; it’s a real step forward in your career.

Early career opportunities for recent grads

But your journey here doesn’t have to end with an internship. For new and recent grads, LEAD is a rotational program that lets young professionals work in different industries within the Cox family of businesses, build valuable skills and find the best fit for them.

Anna Cate Puchalski joined the LEAD program in June 2024, a few months after she graduated from the University of Georgia. So far, she has completed a year-long rotation as a project manager at Cox Business, part of Cox Communications.

“As this is my first year out of college, I feel incredibly supported and poured into by both the LEADership team and my peers,” she said. “I love that LEAD gives me the opportunity to become a general athlete by developing me across different areas within the Cox family of businesses.”

One reason Anna Cate values the program is that it allows her to explore different paths while staying employed within the same company. For her second rotation, she’s working as an analyst for hospitality operations at Cox Enterprises.

“LEAD also appealed to me because, unlike similar programs, it doesn’t end after a year or two,” she said. “If you’re looking for a company where you can continue to grow and explore, Cox might be the place.”

2. It’s a company that prioritizes community and sustainability.

Most of Gen Z has grown up hearing about climate change, especially as its effects have become more visible in recent years. That awareness has made us more conscious of companies’ carbon footprints and inspired us to ask how we can make a real, positive impact on the world around us.

One of the first things that really struck me about Cox was learning how deeply involved the company is in sustainability and conservation efforts. It’s clear that this isn’t just talk: Cox puts real action behind its commitment to protecting the planet.

For example, Cox has been making meaningful progress through Cox Conserves, the company’s national sustainability program focused on energy and water conservation, waste diversion, recycling and community engagement.

In 2024, Cox became the first US-based, enterprise-wide service company recognized by Zero Waste USA as a zero-waste business, achieving a verified 92% diversion rate through GreenCircle Certified. Cox also continually invests in cleantech businesses and technology.

Aside from large-scale initiatives, the company also empowers employees to contribute through everyday actions like composting, recycling and volunteering in their communities.

“Working on the corporate social responsibility (CSR) team has let me see how much of a priority sustainability and community engagement is to the company,” said CSR intern Olivia Terrell, who is studying environmental economics and management. “It has been great to connect with so many people who want to work to make the world a better place for future generations.”

3. It’s a company that nurtures both personal and professional well-being.

Each generation grows up with more access to health and wellness information than the last. That’s part of why I think Gen Z cares so deeply about well-being and takes a holistic approach to prioritizing both physical and mental wellness. No matter what area you want to focus on, Cox has the resources to support your wellness journey.

For example, these are just a few of the benefits you can access as a full-time employee:

Financial wellness resources
Personalized student debt assistance services
Telehealth access
Tuition assistance programs
Free annual health screenings
Programs to support weight management and chronic conditions
On-site fitness centers with 24/7 gym access
Free therapy/mental health counseling sessions
Free access to Calm, a sleep/meditation app

Well-being is also about feeling connected and supported at work. At Cox, Employee Resource Groups (ERGs) create spaces where all employees can find community and build relationships beyond their day-to-day roles.

As an intern, I got a glimpse into how ERGs bring a whole new dimension to people’s lives at work. And I wasn’t the only one who noticed.

“Being part of the ERGs and volunteering has honestly been one of the most grounding parts of my internship,” said Alston Plummer, a product management intern at Cox Automotive. “This internship could’ve just been about learning tools or doing tasks, but those experiences gave it soul.”

My time at Cox has shown me how the right company makes all the difference. At the end of the day, my career is in my hands, and I want to spend my next years at a place that invests in me as much as I invest in it. Cox could be that place for me when I graduate next year — and it might be for you, too.

Ready to start your career? Explore opportunities at Cox and sign up for our Talent Community today!

Cox Enterprises is the first US-based, enterprise-wide service company recognized by Zero Waste USA as a zero-waste business, achieving a 92% diversion rate that was verified by GreenCircle Certified. The Zero Waste by 2024 achievement excludes acquisitions since 2021 and international locations.