Here Are the Best Companies for Professional Growth

If anything has defined 2024 so far, it’s the Big Stay. After the topsy-turvy labor market of the past few years, employees have hunkered down for a bit and seemingly settled in. But there are signs that that trend may be about to change course. 

The labor world is rarely static. Hiring around the globe has remained strong, and workers are as eager as ever to learn and grow, especially now that the workforce is being transformed by generative AI. According to LinkedIn’s recent Workplace Learning Report, workers are craving opportunities for career growth, learning, and skill-building. 

That’s why we’re thrilled to share our eighth annual LinkedIn Top Companies, which identifies the best places for professionals to develop their skills and grow their careers. This year, LinkedIn has selected the top companies in 23 countries across five continents. 

To see the full list and report for any individual country, click on its name: 

Australia, Austria, Belgium, Brazil, Canada, France, Germany, India, Indonesia, Ireland, Italy, Mexico, Netherlands, Poland, Saudi Arabia, Singapore, Spain, Sweden, Switzerland, Turkey, UAE, U.K., and U.S.

The lists focus on finding the best businesses for helping employees learn skills and grow. Because people still have concerns about the labor market, we continued to take a deep dive and look at factors such as tenure, attrition, and layoffs (companies that have laid off 10% or more of their workforce between January 1, 2023, and the list launch were not eligible for our lists). 

The lists show that regardless of industry — banking, consulting, accounting, healthcare, energy, technology, and more — these organizations are making serious investments in their employees’ development. The LinkedIn rankings are based on eight pillars: ability to advance, skills growth, company stability, external opportunities, company affinity, gender diversity, educational background, and employee presence in the country (more on each of these below). 

Lots of household names made this year’s lists. Procter & Gamble appears on the lists in 13 countries, Mastercard and EY on 11, and Deloitte and Alphabet (the parent company of Google) on 10. The lists showcase other famous brands, too, including Siemens, Schneider Electric, Amazon, Hitachi, and Michelin.

Without further ado, here are the 2024 Top Companies:

Help your company grow by helping your employees grow 

When candidates are looking for a new place to work, they want to know more than just whether you have open roles at your company. They also want to know: What would a career path look like with you? How would your company support their development? 

Highly skilled workers are increasingly prioritizing opportunities for professional development — and a lack of career development is often listed among the top reasons people seek new jobs. Nearly nine out of 10 job seekers want to see a skills development program, clear career paths, and career advancement opportunities when they’re considering a new role. This is especially true when it comes to AI. According to LinkedIn’s Workplace Learning Report, 4 out of 5 people want to learn more about how to use AI in their profession.

“If a company invests in learning today,” says Sara Dionne, chief learning officer at Comcast, one of the companies on the lists, “they will have more engaged and impactful employees ready to tackle tomorrow’s challenges.” 

How the 2024 Top Companies were determined

To compile the lists, the LinkedIn News team relied on in-depth research and LinkedIn data, examining eight pillars that are key to career progression: 

1. Ability to advance: Tracks employee promotions within a company and when they move to a new company, based on standardized job titles. 

2. Skills growth: Looks at how employees are gaining skills while at the company, using standardized LinkedIn skills.

3. Company stability: Tracks attrition over the past year as well as the percentage of employees who stay at the company for at least three years.

4. External opportunity: Looks at LinkedIn Recruiter outreach across employees at a company, signaling demand for workers coming from these companies.

5. Company affinity: Measures how supportive a company culture is, based on how many employees are connected to one another on LinkedIn, controlling for company size. 

6. Gender diversity: Measures gender parity within a company and its subsidiaries.

7. Educational background: Examines the variety of educational attainment among employees, from no degree through PhD levels, reflecting a commitment to recruiting professionals from a wide range of backgrounds. 

8. Employee presence in the country: Looks at the company’s number of employees in the country relative to other companies. 

For ideas about how your company can become a go-to destination for job seekers, check out the individual country reports and dive into the specifics of how our Top Companies have become models for promoting professional growth.

Finally, congratulations once again to all of this year’s Top Companies! 

Methodology

Our methodology uses LinkedIn data to rank companies based on eight pillars that have been shown to lead to career progression: ability to advance; skills growth; company stability; external opportunity; company affinity; gender diversity; educational background; and employee presence in the country. Ability to advance tracks employee promotions within a company and when they move to a new company, based on standardized job titles. Skills growth looks at how employees across the company are gaining skills while employed at the company, using standardized LinkedIn skills. Company stability tracks attrition over the past year, as well as the percentage of employees who stay at the company at least three years. External opportunity looks at Recruiter outreach across employees at the company, signaling demand for workers coming from these companies. Company affinity, which seeks to measure how supportive a company’s culture is, looks at connection volume on LinkedIn among employees, controlled for company size. Gender diversity measures gender parity within a company and its subsidiaries. Educational background examines the variety of educational attainment among employees, from no degree up to PhD levels, reflecting a commitment to recruiting a wide range of professionals. Finally, employee presence in the country looks at the company’s number of employees in the country relative to other companies, as a means of capturing companies that provide a diverse work environment and more opportunities for career advancement and networking.