Our Team

At Cyrq Energy, our people are our greatest resource. Across our plants in California, Nevada, and Utah — and in our offices in Salt Lake City and Reno — our team brings together a wide range of backgrounds, experiences, and perspectives, all united by a shared commitment to clean energy and to each other.

We believe a stronger, more inclusive workforce leads to better outcomes — for our employees, our communities, and the environment we’re working to protect. That’s why diversity, equity, and inclusion aren’t just values we talk about — they’re woven into how we hire, how we communicate, and how we grow.

We’re proud to be recognized as a Great Place to Work® — a reflection of the culture our team has built together and our ongoing commitment to making Cyrq a place where everyone can thrive.

Building a culture of inclusion

We’re actively working to make Cyrq a place where every employee feels seen, heard, and valued. That means creating regular opportunities for connection across our geographically dispersed locations — through employee spotlights, company-wide communications, and meaningful surveys that make sure our team’s voices shape our direction.

We’ve also taken concrete steps to support our employees at every stage of life. Our updated Maternity and Paternity leave policy reflects our belief that taking care of our people means supporting them when it matters most.

We’re proud of the progress we’ve made — and we remain committed to listening, learning, and doing more. At Cyrq, building a great place to work is an ongoing mission, not a finished product.

  • Develop and implement a communication plan via periodic emails and newsletters to all Cyrq employees. The information presented in these focuses on increasing education and awareness of DE&I topics and related events/holidays.
  • Create and distribute periodic “Employee Spotlights” that give employees a chance to share a few pictures and information about themselves to the rest of the company, helping to foster more inclusion across the geographical barriers that exist between our many locations.
  • Engage employees with intentional, meaningful surveys to make sure areas the committee focuses on are in line with the rest of the employee base.
  • Advocate for better transparency in the hiring process to diversify the pool of candidates.
  • Change and clarify policies for reporting issues as they relate to DE&I and general complaints so that status quo issues can be brought to light.

In addition, Cyrq is devoted to making meaningful changes to be as inclusive as possible and offer opportunities that will encourage more women and minorities to apply. We recently updated our Maternity and Paternity policy to make it easier on new parents and offer the time off needed for new parents.

At Cyrq progress will continuously be made, goals will be hit, and new goals will form as we tackle important issues and remain flexible to work through new issues that come up. In doing so, we are making a stronger, healthier, and more resilient company where employees of all types can thrive.