culture manifesto

What we look for

We are not for everyone - and that's intentional.

We are for those who:

• Demand more from themselves than anyone else could.
• Invest in others' growth as much as their own.
• Move with urgency, but never recklessly.
• Take accountability for every outcome - good or bad.
• Challenge ideas, not individuals - then commit completely to hard decisions.
• Value execution more than ego.
• Stay relentlessly curious, humble, and hungry.
• Treat security as a shared responsibility.
• Build with focus and opinion, not distraction or imitation.

Core Beliefs

Our culture rewards:

• Impact, not intentions.
• Ownership, not excuses.
• Results, not bureaucracy.
• Mentorship, not ego.

Excellence isn't limited to one role.

‍Every teammate, in every function, helps move the mission. If you want to coast, this isn't your place. If you want to build something great - and make yourself great in the process - this is your team.

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Every person, every project, every decision must elevate the company. We are a meritocracy where results earn recognition, not position.

1. Develop People First: We invest deeply in our people's growth, providing mentorship and opportunities before expecting excellence.
2. Extreme Ownership: We own our outcomes, our decisions, and our impact on the mission.
3. Relentless Ambition with Integrity: We pursue excellence in everything we do, never settling for adequate.
4. Unified Security: We protect what we build together, treating security as everyone's responsibility.
5. Principled Speed: We move fast with purpose, balancing urgency with accountability.

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Operational Principles

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Develop Relentlessly. Expect Excellence.

We pour ourselves into developing our teammates, creating clear paths to success before demanding results. Everyone gets coached up before they get coached out. We invest in your growth and provide the tools to succeed - but ultimately, you must deliver.

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How we practice this:

• Pair new hires with mentors who exemplify our standards.
• Give specific, actionable feedback before performance becomes an issue.
• Document growth paths clearly - no surprise exits

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No Passengers. Raise the Bar.

Every person, every project, every decision must elevate the company. We are a meritocracy where results earn recognition, not position. Adequacy is insufficient-- everyone rows, everyone raises the bar.

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How we practice this:

• Give direct feedback when standards slip
• Celebrate those who push boundaries, not those who play it safe
• Ask "How does this raise the bar?" before every hire and decision

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Build. Break. Better.

We release and refine with urgency, knowing that iteration beats perfection. Breaking things is part of the process; getting better is the mandate. Velocity matters, but progress demands reflection.

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How we practice this:

• Ship early and often, iterate based on real feedback
• Hold blameless post-mortems focused on learning, not finger-pointing
• Set aggressive timelines but build on reflection checkpoints.

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Drive Impact with Decisive Ownership.

We prioritize smart, decisive action backed by full accountability. We balance speed with responsibility; owning both successes and failures. Initiative is rewarded - indecision is not.

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How we practice this:

• Make reversible decisions quickly, irreversible ones carefully
• Volunteer for hard problems without being asked
• Own failures and share lessons learned

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Disagree, Decide, and Deliver.

We debate passionately but align once decided, executing without drama. Ideas do battle, not individuals, and ego never trumps mission. We disagree and deliver as teammates.

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How we practice this:

• Use "I disagree and commit" to signal aligned execution
• Time-box debates and designate clear decision makers
• Champion decisions, even ones you argued against

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Trust is Earned through Delivery.

Trust isn't given-- it's earned every time we deliver. We invest in your ability to succeed before demanding results. Performance is our baseline for credibility, and consistency builds confidence.

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How we practice this:

• Update stakeholders proactively, especially when things go wrong
• Track and share metrics that matter, not vanity numbers
• Follow through on commitments or renegotiate explicitly

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Security is a Team Sport.

Security isn't a department - it's a mindset and shared responsibility. We treat customer trust as sacred and non-negotiable. No blind spots, no handoffs-- we protect what we build together.

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How we practice this:

• Include security considerations in every design discussion
• Escalate security concerns immediately, without fear
• Share security knowledge openly across teams

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We Lead. We Don't Follow.

We shape the market rather than chase competitors, investing in what makes us unique. Our differentiated view is our strength. Clarity of vision acts as our force multiplier, letting us build with speed and confidence.

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How we practice this:

• Spend 10x more time with cusomters than analyzing competitors
• Say "no" to feature parity requests that don't fit our vision
• Build opinionated products that reflect our unique perspective

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Never Settle. Never Solo.

We maintain beginner's mindset even as experts, knowing complacency kills companies. Every win is shared, every challenge faced together. We compete externally, not internally - your sucess lifts us all.

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How we practice this:

• Seek feedback from juniors and peers, not just seniors
• Share wins publicly, discuss failures privately but openly
• Jump in to help teammates without being asked

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