
22 Florida companies make 2025 Fortune 500 list
Twenty-two of the country's top-grossing companies call Florida home — including three in Miami — according to the 2025 Fortune 500 list.
Why it matters: Fortune 500 companies can boost Florida's economy, influence its policy priorities and power job growth.
Florida's top ten ranked companies, by fiscal year 2024 revenue are:
71. Publix Super Markets (Lakeland): $60.18 billion — up 1 spot from last year
106. World Kinect (Miami): $42.17B — down 13 spots
129. Lennar (Miami): $35.4B — down 3
136. GuideWell Mutual Holding (Jacksonville): $32.9B — no change
148. Jabil (St. Petersburg): $28.9B — down 23 spots
160. AutoNation (Fort Lauderdale): $26.8B — down five spots
172. Carrier Global (Palm Beach Gardens): $24.8B — up 12 spots
173. NextEra Energy (Juno Beach): $24.8B — down 21 points
203. L3Harris Technologies (Melbourne): $21.3B — up 6 spots
294. Raymond James Financial (St. Petersburg): $14.9B — up 18 spots
The big picture: Walmart topped the magazine's annual list for the 13th straight year. Amazon, UnitedHealth Group, Apple and CVS Health round out the top five.

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
an hour ago
- Yahoo
Trump's hand against Beijing is getting weaker as Chinese exports to the U.S. tank 34% year over year
President Trump's tariff strategy was based on the belief that China, heavily reliant on the U.S. market, would absorb higher export costs and be forced to negotiate. However, recent data shows Chinese exports to the U.S. have sharply declined as China diversifies to other markets, undermining Trump's leverage and casting uncertainty over the future of U.S.-China trade relations despite a temporary truce. When President Trump announced his tariff regime, he said China would have to 'absorb' the increases to export prices and would be forced to the negotiating table to agree to new trading terms. After all, he reasoned, China is reliant on the U.S. as its greatest export market and would have to reshape its entire economy if it didn't agree to a deal. So, despite wanting to rebalance trade with economic partners, Trump's strong hand relied somewhat on the notion that Chinese businesses needed to keep selling to U.S. companies and consumers. But as negotiations rumble on and evolve, that foundation has shifted. Data released Monday reveals Chinese exports to the U.S. fell by more than 34% in May 2025 when compared year on year. Exports to the U.S. also dropped a little over 20% in April, signaling a conscious shift away from the reliable U.S. consumer toward other markets. These new pockets of potential for Chinese exporters include Africa, where exports were up more than 30% in May year over year, and Canada, where exports are up 20% in May compared with the same month last year, per analysis from FX and international payments specialists Convera. The diversification away from the U.S. for Chinese exporters could be interpreted as undermining Trump's seat at the negotiating table in Beijing, said Convera's lead FX and macro strategist, George Vessey. He tells Fortune: 'I think the data may be seen as undermining Trump's position and ability to hurt China. Still, given the disinflationary impact this is expected to have on other countries, it raises the risk of the trade war escalating elsewhere with other countries forced to impose their own tariffs on China. 'There was already growing evidence that China is successfully diversifying its trade relations, becoming less dependent on the U.S. as the destination of its manufactured goods. The share of the U.S. in overall Chinese exports has fallen from around 23% at the beginning of the century to 16%.' He also provided a caveat to the data, saying: 'It's worth noting that Chinese exports to the U.S. always fall around the Chinese New Year (generally February) but usually rebound strongly by now. This year, the post–Chinese New Year rebound simply hasn't happened. Although there was a surge in U.S. imports in Q1, nearly all came from Europe rather than from China.' The data may have come at a convenient time for Chinese officials, who are meeting with Trump aides to discuss a deal in London. To recap, currently the tit-for-tat trade war between Beijing and Washington, D.C., has entered something of a truce, with Treasury Secretary Scott Bessent announcing a 90-day pause in May. Both sides agreed to lower their rates by 115%, meaning Bejing faces a 30% tariff and the U.S. faces a 10% tariff. As officials met in the U.K. this week, analysts had hoped for some further evidence about what an eventual deal would look like. Instead, they received a reiteration of the truce already announced and a framework with little detail about future proceedings. President Trump said that a deal was 'done,' pending sign-off from President Xi. Rare earth magnets would be 'upfront' in the agreement, he added, leading some to speculate that the U.S. had agreed to commitments such as letting Chinese students into its universities. As Deutsche Bank's Jim Reid wrote in a note sent to Fortune this morning: 'Overall, this left a sense that the two sides had reestablished the trade truce that was signaled in Geneva last month, but with the path forward towards any genuine trade normalization still unclear.' Vessey chimes: 'Trade talks between major economies remain pivotal, shaping inflation and global market dynamics. We've heard some positive developments over the past week, but until there's more clarity, investor sentiment may pivot back to macro drivers.' This story was originally featured on
Yahoo
2 hours ago
- Yahoo
Spotify's new HR leader masterminded her company's remote work policy and gives one piece of key advice
Spotify has found a new HR leader: Anna Lundström. The native Swede was appointed as CHRO of the music streaming giant in April of this year. She previously served as VP of HR, and has been with the company since 2016. One of Lundström's most notable contributions to the company so far was the formation of the company's 'work from anywhere' policy, which launched in 2021. A Spotify spokesperson previously told Fortune that the remote work strategy led to a 50% drop in attrition. In her new role, Lundström oversees all aspects of the company's human resources department, including people strategy, and managing a workforce of 7,500 employees across 180 markets. And her appointment comes at an exciting time for Spotify: the company celebrated its first full year of profitability since it was founded in 2008. Lundström sat down with Fortune to discuss her vision for the CHRO role, plans to integrate AI into her department's workflow, focusing on employee mental health, and connecting people strategy with business strategy. This interview has been edited and condensed for clarity. Fortune: What first brought you to Spotify? Anna Lundström: I was with NASDAQ for almost a decade before joining Spotify. I still had about 20 years in HR, but was obviously working in more of a financial services environment. I loved it, but Spotify reached out and was just starting to expand in the U.S. [Spotify] is obviously a product that I love and use, so that was important for me as I took my next step, but also the match with me being a Swede in the U.S. and being part of the Spotify journey and expansion here, was really attractive. You've said that one of the goals is to make AI a key focus across the organization. How are you planning to integrate AI into your HR department? My team partners closely with the product and technology team. A couple weeks ago, Gustav [Söderström], our chief product officer, and I, went out to the full organization with a set of guiding principles around not only the importance of AI, but [how] we are taking the learning approach. A lot of companies are missing out [by] saying, 'Get on the AI train!' But they're not really doing that. They just want to be fast and out there with the world. We launched a set of trainings for our employees—everything from prompt trainings to more advanced ones, based on your role. It's not about rolling out [AI]. It's rolled out, and now everyone is working on learning. Leaning fully into the learning, making our employees future ready, providing them with AI literacy skills—that will position them really well. We don't know what the future will hold, but the bet we're taking is making everyone AI ready. In HR specifically, we have also been early adopters. We've had a couple of people analytics tools for about two years. Disco is one of them, which gives us real time data. So no more Excel spreadsheets. We go into a Disco feature we've built ourselves that gets real time attrition, engagement, and more. We have another platform, Echo, that is built on machine learning and serves as our internal LinkedIn. What are some of your other priorities as CHRO? Another big focus is mental health. We're really leaning into that. We have doubled down on more support for our employees. This year we launched a new mental health platform that provides a more personalized experience, Modern Health. We believe that a sustainable and healthy workforce is a competitive advantage. Retaining our top talent is a massive focus of mine. Culture is always evolving. Product and business have evolved a lot one year into profitability. For me, a genuine people experience is when you really tie people strategy to business strategy, and they are one. One of Spotify's hallmarks is its 'Work from Anywhere' policy. How do you view the RTO debate in 2025? Fun fact: My colleague, Alexander Westerdahl, and I were the architects of that policy. We launched early in 2021. One of our key success factors, as a product but also in our employee offerings, is that we do not look at other companies that much. Of course we set benchmarks. But we have always believed that we have really talented, driven employees with high agency—motivation to work hard, have fun and deliver on the results. Then we don't necessarily care where you work from. What we have found in the years since we started 'Work from Anywhere' is that we need to have those touch points where people come together. We recently implemented what we call 'Core Week,' which is one week per year when your core team comes together and you work from an office of your choosing. The whole purpose is coming together, working, socializing, and planning together. What mistakes do you think leaders are making when it comes to RTO? When we launched Work from Anywhere, we said that [companies] need to do what's right for their business. It's not a one-size-fits-all. If you really trust and respect your employees, as long as you're able to explain the reasoning, then you can pick whatever works for you. Which Spotify benefits are you most proud of? Parental leave is huge. Our employees love it. Six months, all paid. For all parents: men, women, same sex couples, those carrying a child via surrogacy—it's for everyone. One of our most beloved ones is what we call Wellness Week. That came out of the pandemic. Everyone was at home and getting Zoom fatigue. So we came up with an idea to offer one week where the whole company is off. So now we are, for the fifth year in a row, closing all our offices in the first week of November. All 7,500 people, including executive management—no emails, no slacks, no WhatsApp. People go and spend their time recharging, being with their families. People love that because usually, when you're on vacation, you come back to a full inbox and a long to-do list. But here, everyone's off at the same time. Sometimes CHROs can be left out of conversations around the C-suite. What is your relationship like to the other executive leaders at Spotify? One of the key success factors of being an effective HR professional, at all levels, is obviously your capability to build relationships, to harness the relationships, act with high integrity. But it's also about being able to connect the dots between business, product priorities and people strategy—that's high level. I've been with the company for 10 years. I've supported almost all teams in the organization. I know the business and product inside and out. I've spent a lot of time with our C-suite and executive team. Once a week, the 'E-team,' or executive team, meets for three hours every Tuesday afternoon. We discuss top priorities, how we're tracking progress on these priorities, people and culture items, whatever that may be. That has made us so connected and collaborative and fast as an organization. I feel extremely well positioned for the job based on my tenure here and where I've worked in the organization and the relationships I've had. This story was originally featured on
Yahoo
3 hours ago
- Yahoo
eCIFM Solutions Inc. Celebrates 25 Years of Workplace Technology Innovation and Client Success
SAN RAMON, Calif., June 12, 2025 /PRNewswire/ -- eCIFM Solutions Inc. (eCIFM®), a global leader in Integrated Workplace Management Systems (IWMS), proudly announces its 25th anniversary, marking a significant milestone in workplace technology innovation and client partnership. In 2021 and 2023, Verdantix recognized eCIFM as one of the top global workplace systems integrators (SI), highlighting its end-to-end IWMS deployment and its value-added mobile application, eCIFM On-The-Go. Verdantix is an independent research and advisory firm in the Connected Portfolio Intelligence Platforms (CPIP) space. Since its founding in 2000, eCIFM has transformed from a boutique consultancy into a powerhouse of enterprise software solutions, serving Fortune 500 companies, universities, and government agencies. The company has earned a reputation for delivering robust, flexible, and scalable IWMS solutions that empower organizations to optimize real estate, facilities, and asset management. "We are incredibly proud to celebrate this milestone with our clients, partners, and team members who have made our journey possible," said Vimal Uberoi, President of eCIFM . "Our mission has always been to drive innovation and deliver solutions that empower organizations to make smarter, data-driven decisions about their facilities and operations." A Legacy of Innovation Over the past 25 years, eCIFM has consistently led the charge in redefining the digital workplace. Key achievements include: We are IBM Gold, Eptura Gold, ServiceNow, and Haltian Sensor Technology Business Partners. Launching the award-winning eCIFM On-The-Go! Mobile App Suite, enabling real-time, mobile-first facilities and operations management. Delivering AI-driven workplace solutions and digital twin capabilities tailored for today's hybrid work environments. Establishing a global presence with clients across healthcare, higher education, financial services, and the public sector. Looking Ahead As organizations continue to adapt to evolving workplace demands, eCIFM remains committed to pioneering the next wave of smart workplace technology. The company's forward-looking strategy includes expanding its offerings in AI, IoT, and predictive analytics—while continuing to provide industry-leading client support and service delivery. For a quarter-century, eCIFM has been a trusted partner to organizations navigating complex facilities challenges. Today, it celebrates a legacy of excellence and a future of continued innovation. About eCIFM Solutions Inc. eCIFM® Solutions Inc. is a premier provider of Integrated Workplace Management System (IWMS) solutions, offering software, consulting, implementation, and support services. Headquartered in San Ramon, CA, eCIFM helps organizations manage facilities, real estate, and assets with smarter technology and greater efficiency. Media Contact:Aman SingheCIFM Solutions View original content to download multimedia: SOURCE eCIFM Solutions Inc. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data