7. The Right People

We are the right People for the job.

• We support our employees’ personal development …

  • … with regular, meaningful 🌏 development reviews (including peer feedback).

  • … by defining 🌏 SMART goals for every team member.

  • … in frequent 1on1 sessions.

  • … by providing clear expectations based on our 🌏 Engineering Competency Matrix.

• We hire the right people by …

  • … extensively assessing candidates’ technical, cultural and mindset fit.

  • … making full use of the probation, being helpful and giving candid feedback.

  • … aligning our interview questions, job descriptions, role expectations and competency matrix.

• We are part of the engineering community.

  • We publish blog posts and other content for our networks.

  • We speak at, attend and host meetups and conferences.

  • We contribute to open source software.

• We build complementary teams (e.g. mindset, origin, gender identity, background, seniority) because they 🌏 act smarter, make 🌏 better decisions and 🌏 generate more revenue.

• We want to do the right thing by being caring, open-minded and honest.

• We approach challenges with a positive can-do-attitude and don't easily freak out.

• We’re curious and excited about new opportunities and are flexible to change assignments if necessary.

• We care for each other by being respectful, happy to help and honest.

• We’re rational and openly reflect on shortcomings. We aspire true personal growth and avoid becoming 🌏 expert beginners.

• We rally behind our company mission and team goals. We’re resilient to market or product failures.

T-profiles over Monothematic experts over superficial allrounders

We strive for depth in at least one technology and broad general technical understanding. That way we can collaborate in other languages and ecosystems and become better at comparing technologies while remaining up-to-date experts in one field.