Mark McClain CEO and author

Organizational culture for the real world of work

A true people-first approach to company building

This people-first approach is what made Mark McClain the innovative leader of one of the most enterprising identity management companies in the industry. From its founding in 2005 to its IPO in 2017, Mark has been the steady hand on the wheel.

With 35 years of experience in tech and 20 years as a leader in identity management, Mark was able to grow SailPoint into the success it is today by focusing on what matters most: how your organization treats its people and creating useful products. As such, Mark directs the overall vision and strategy at SailPoint. Guided by values, Mark ensures that the organization is filled with high-performing teams that are constantly collaborating and innovating in service of the customer experience. It’s a practice that has made all the difference.

Mark spent his early career in sales and marketing roles at IBM and HP. After that engagement, Mark co-founded Waveset, eventually selling to Sun Microsystems in 2003. From there, Mark and his team formed SailPoint, the market’s dominant player in identity governance services. While his career has taken him to many places and afforded him even more experience, a few core priorities stayed true for Mark and his team throughout: innovation, integrity, impact, and individuals.

Troubled by the false-front of today’s startup culture that attempts to sell ping-pong tables and a beer fridge as organizational culture, Mark is on a mission to change the way companies prioritize values and their people.

Mark has been married for almost thirty-four years to his wife, Marj, and has three adult children (Andy, Rachel, and Grace), three wonderful kids-in-law (Erika, John, and Pate), and six grandkids.

“Creating a great company doesn’t happen by accident. It takes leadership and focus from the top, an innovative work environment that attracts the best talent in the industry, and a collective passion to solve customer problems.”

How does your organizational culture measure up?

This assessment aims to differentiate between flashy “pseudo-cultures” that attract talent and investors from the real cultures that actually put people first and develop meaningful products.

Take the assessment