ID.me's vision is to be the leading digital identity network empowering people to control their own information and prove their credentials online, by phone, and in person. Their mission is to make the world more trusted by delivering high security with minimal friction at the lowest possible cost. The document discusses why culture is important, outlining ID.me's cultural values of trust, results, and behaving like a special forces unit. It provides guidance on screening candidates and emphasizes the importance of stars in every position to achieve excellence.
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
Agrilyst is a software platform helping greenhouse growers and indoor farmers scale their businesses. This deck walks through our company culture - why we do what we do and how we do it.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
Agrilyst is a software platform helping greenhouse growers and indoor farmers scale their businesses. This deck walks through our company culture - why we do what we do and how we do it.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
The first step of designing an intentional culture is to define the values and behaviours that will help us achieve our mission of connecting healthcare.
Our Culture Manifesto is the result of our work as a team to define and codify those values and behaviours.
This is how it's broken down:
- Background: what is culture, how values help us shape our culture, the culture design process, what a culture manifesto is and why we codified it.
- Pando's Culture Manifesto: our mission, vision & purpose, our values, and the behaviours that support them.
- How we hold ourselves accountable as we grow.
Limitless Lab is a strategic design and innovation company in the Philippines. Our mission is to enable people to innovate, create possibilities, and challenge the status quo using design.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
Small Company, Big Impact--Core Values in Action at PulsePointPulsePoint
Engineers. Pixel perfectionists. Code ninjas. Deal closers. Talent hunters. Data scientists. Media gurus. We strive everyday to create work that makes our clients happy, our teams happy and most importantly, ourselves happy. We celebrate individuality and cultivate a corporate culture that is nothing short of awesome. We’re a small company where every employee makes a BIG impact.
Join us if you’re up to the challenge.
recruiting@pulsepoint.com
https://www.pulsepoint.com/job-board.html
Y Combinator Startup Class #10 : Company Culture and Building a TeamFabien Grenet
Slide utilisé dans le cours n°10 de la Y Combinator Startup Class de Standford (http://startupclass.samaltman.com/) donné par Alfred Lin
Publiée sur slideshare pour pouvoir être intégrée à l'article http://startupeers.co/y-combinator-startup-class-10-company-culture-and-building-team-part-1
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
The first step of designing an intentional culture is to define the values and behaviours that will help us achieve our mission of connecting healthcare.
Our Culture Manifesto is the result of our work as a team to define and codify those values and behaviours.
This is how it's broken down:
- Background: what is culture, how values help us shape our culture, the culture design process, what a culture manifesto is and why we codified it.
- Pando's Culture Manifesto: our mission, vision & purpose, our values, and the behaviours that support them.
- How we hold ourselves accountable as we grow.
Limitless Lab is a strategic design and innovation company in the Philippines. Our mission is to enable people to innovate, create possibilities, and challenge the status quo using design.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
Small Company, Big Impact--Core Values in Action at PulsePointPulsePoint
Engineers. Pixel perfectionists. Code ninjas. Deal closers. Talent hunters. Data scientists. Media gurus. We strive everyday to create work that makes our clients happy, our teams happy and most importantly, ourselves happy. We celebrate individuality and cultivate a corporate culture that is nothing short of awesome. We’re a small company where every employee makes a BIG impact.
Join us if you’re up to the challenge.
recruiting@pulsepoint.com
https://www.pulsepoint.com/job-board.html
Y Combinator Startup Class #10 : Company Culture and Building a TeamFabien Grenet
Slide utilisé dans le cours n°10 de la Y Combinator Startup Class de Standford (http://startupclass.samaltman.com/) donné par Alfred Lin
Publiée sur slideshare pour pouvoir être intégrée à l'article http://startupeers.co/y-combinator-startup-class-10-company-culture-and-building-team-part-1
Coviam is an upstart digital platforms and products company with a core focus on disrupting traditional markets and business models with the strength of our innovation-driven digital value.
Ethics in the Work Place www.mannrentoy.comMann Rentoy
www.characterconferences.com
Being Ethical Professionals
About Mann Rentoy
A lecturer from the University of Asia and the Pacific (UA&P), he has taught for more than 30 years.
He is a graduate of the University of Santo Tomas (UST) where he earned a double-degree in AB Journalism and AB Literature, an MA in Creative Writing, and a PhD in Literature.
He was the Founding Executive Director of Westbridge School in Iloilo City. He was in the first batch of graduates of PAREF Southridge School, where he also taught for 15 years, occupying various posts including Principal of Intermediate School, Vice-Principal of High School and Department Head of Religion. As Moderator of “The Ridge”, the official publication of Southridge, he won 9 trophies from the Catholic Mass Media Awards including the first ever Hall of Fame for Student Publication, for winning as the best campus paper in the country for four consecutive years.
He is the Founding Executive Director of “Character Education Partnership Philippines”, or CEP Philippines, an international affiliate of CEP in Washington, DC, USA. As Founder of CEP Philippines, he has been invited to speak all over the country, as well as in Washington D.C., San Diego, California, USA, Colombo, Sri Lanka, and Kuala Lumpur, Malaysia. He also serves as the Founding President of Center for 4th and 5th Rs (Respect & Responsibility) Asia, otherwise known as the Thomas Lickona Institute for Asia. He is probably the most visible advocate of character formation in the country, having spoken to hundreds of schools and universities around the Philippines.
Email us at catalystpds@gmail.com
www.characterconferences.com
Success is about talking truth. Understanding People, and Influencing the decision making.
Leadership about understanding situation and taking decision. Leadership is understanding People.
Dating Skills For Engineers ( 2013 Version)iain.verigin
I begin by discussing Seth Godin's "Be Remarkable". Then I focus on four skills – Listening (Marshal Goldsmith), Communicating (Heath Brothers), Helping (Edgar Schein), and Don’t Be An Asshole (Robert Sutton). In recent years this lecture has earned a fun nickname Dating Skills for Engineers.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
2. 2
Agenda
ID.me’s Vision and Mission
Why is Culture Important?
ID.me’s Cultural Philosophy
How to Screen for Gifted Teammates
ID.me’s Cultural Values
3. ID.me’s Vision and Mission
3
• Vision: To be the world’s leading digital identity network empowering people to control their own
information and to prove their credentials across all channels: online, call center, and in-person.
• Mission: To make the world a more trusted place by delivering the highest level of security with
the least amount of friction at the lowest possible cost.
• People: We have an audacious mission. We aim to fix the identity layer of the internet. Billions of
people will live better lives with more trust and convenience thanks to ID.me. Like Special Forces,
we are executing against the most difficult missions where others have failed and given up.
4. Why is culture important?
4
• Culture is not a set of beliefs. Culture is what you do.
• ID.me’s Cultural Values and this presentation define the specific behaviors that result in
promotions, pay increases, and recognition.
• Great people make great workplaces. If we live our culture and enforce it, we will have an
exhilarating workplace where talented people have the chance to be their best self.
• If you observe an action that is inconsistent with ID.me’s values – and you don’t question it –
then you have just set a new hypocritical culture where our actions don’t match our values.
5. ID.me’s Cultural Philosophy: Trust and Results
5
• ID.me’s Culture is similar to Special Forces. We value
highly-skilled teammates who are worthy of trust and
capable of independent decision-making.
• We value results over effort. We particularly value results
and effort together. Talented people who push themselves
and each other to reach their potential are ideal teammates.
• Expectations for results are proportional to skill level, role,
and compensation. As compensation goes up, expectations
go up for return on investment. Entry level employee goals
might be 2 – 3x compensation while senior executives might
need to return 10x+. Like Special Forces, the expectations
for a cook or armorer are different from an operator.
• Excellence at your position – “do your
job well” — is the common expectation
across roles.
• Like a Special Forces unit, intimacy
and trust are performance based. We
must know we can trust our teammates
to do their job. Trust and Results define
performance cultures. Families don’t
condition membership on performance.
• At ID.me, the mission is bigger than
us – we can help billions of people –
and that takes priority.
6. How to Screen for Gifted Teammates ( 1 of 2 )
6
Cognitive
• Keen power of abstraction
• Interest in problem-solving and applying concepts
• Voracious and early reader
• Large vocabulary
• Intellectual curiosity
• Power of critical thinking, skepticism, self-criticism
• Persistent, goal-directed behavior
• Independence in work and study
• Diversity of interests and abilities
Creative
• Creativeness and inventiveness
• Keen sense of humor
• Ability for fantasy
• Openness to stimuli, wide interests
• Intuitiveness
• Flexibility
• Independence in attitude and social behavior
• Self-acceptance and unconcern for social norms
• Aesthetic and moral commitment to self-selected work
7. How to Screen for Gifted Teammates ( 2 of 2 )
7
Affective
• Unusual emotional depth and intensity
• Sensitivity/empathy to the feelings of others
• High expectations of self and others, often
leading to feelings of frustration
• Heightened self-awareness, accompanied
by feelings of being different
• Easily wounded, need for emotional support
• Need for consistency between abstract
values and personal actions
• Advanced levels of moral judgment
• Idealism and sense of justice
Behavioral
• Spontaneity
• Boundless enthusiasm
• Intensely focused on passions—resists changing activities when
engrossed in own interests
• Highly energetic
• Constantly questions
• Insatiable curiosity
• Impulsive, eager and spirited
• Perseverance—strong determination in areas of importance
• High levels of frustration—particularly when having difficulty meeting
standards of performance (either imposed by self or others)
8. Stars in every position
8
• Like Special Forces, ID.me depends upon stars in every position. Mediocre performers are subtraction by
addition in performance cultures. They not only do not add value, but put the team, the mission, and the
culture at risk. Special Forces are special because the people in Special Forces are special.
• Trust in each individual creates the conditions for maximizing individual performance. When you know the
teammate to your left and right will do their job, you can focus on your role.
• Raw ability and alignment trumps experience (https://www.youtube.com/watch?v=JPHVeQ7-ynA).
(Note, raw ability, alignment, and experience together is the best combination.)
• ID.me’s ambitious mission and scale means a poor performer doesn’t just impact the team, but also
millions of users who depend on us to protect their data and improve their lives.
• The Keeper Test: ID.me has a simple test for managers. Would you fight to keep a member of your team if
they were recruited away? If no, we immediately offer generous severance.
9. 9
1 2 3
1 Employee
2 Team
3 Company
4 Investors
5 Customers
6 Members
4 5 6 7
Expand Your
Sphere of Compassion
10. We value A players with A effort but not B players with A effort
10
Great Fit – Star Not a Fit – Wrong Role
11. Keeping only the most effective people allows us to pay top of market
11
• Pay top of market. ID.me proactively calibrates compensation to market. We dynamically adjust
compensation to match market rates when we identify high-performers.
• Unlimited vacation. ID.me trusts employees who live our values to exhibit responsible judgment.
We allow high-performers to take time off as they choose.
• Stock Options. ID.me offers attractive stock option packages that allow employees to become owners
and to benefit from the collective harvest of our high-performing culture.
• Three Months Paid Parental Leave. ID.me offers three months of paid parental leave.
• 401k Match. 3% of salary up to $6K.
12. No shame and generous severance
12
• There is no shame in failing to make it at a high-performing culture. We always treat people
with dignity and class because we respect the courage it takes to try to join an elite group.
• We explicitly do not enforce rules like force ranking the top and bottom 10% of employees
or other structures that can demoralize people and hurt collaboration. The Keeper Test and
calibration to market are the only rules for managers for retention and compensation.
• If a manager decides someone isn’t a good fit for ID.me within 30 days of hiring, then we
pay two weeks for severance packages.
• If a manager decides someone isn’t a good fit for ID.me after 30 days of hiring, then we pay
three months for severance packages.
14. 1Don’t be a jerk
14
• We do not tolerate brilliant jerks or normal jerks or any other kind of jerk. The total impact of a
jerk in a company is always negative.
• You treat people with respect and dignity. You particularly treat people with the least power
with the most respect.
• You control your temper. If you cannot control your temper, you remove yourself from the
situation until you can cool down. We do not yell at our teammates (at any level) at ID.me.
• You go out of your way to welcome new teammates, to spread knowledge, and to build
relationships across the company.
• You don’t make people scared to come into work.
• You don’t make anyone cry.
Learn More: Tony Hsieh
15. Always compete
15
• You have a demonstrated track record of excellence for the pursuits where you truly dedicated
yourself: work, academics, athletics, the arts, etc.
• You love winning and hate losing.
• You accept adversity willingly and take on the extra work with a chip on your shoulder.
• You work harder than anyone else and make that a habit in your life.
• You cannot stop your irrational and relentless drive to win when you are competing – whether
recreational games or video games or contests (and people are aware of it).
• You acquire and master the skills necessary to achieve your goals.
• You do your best work no matter how great or dire the situation might appear to be.
Learn More: Will Smith
2
16. Ask questions like a five-year old
16
• You research ID.me prior to your interview, and you deeply understand ID.me’s products and
customers after you join.
• You openly share as much information as possible with your teammates.
• You are curious about your teammates and interested in getting to know them.
• You seek guidance when you don’t understand what is expected of you.
• You voraciously consume knowledge (books, podcasts, videos, or articles) in order to learn.
• You are able to connect the dots to discover patterns and to apply those insights to work.
• You ask seemingly simple questions when you don’t understand rather than holding back.
• You ensure your activities are aligned with ID.me’s goals.
Learn More: Ray Dalio
3
17. Inspire people with your passion
17
• You are an optimist. Startups are contrarian endeavors. Pessimists will give up too easily at
the first signs of trouble and they will demoralize the team. Virtually all founders are optimists.
• You are deeply committed to accomplishing ID.me’s Vision and Mission.
• You inspire belief in others that they can achieve the seemingly impossible.
• You don’t listen to the naysayers.
• You equip the team around you to win.
• You are someone who your teammates can rely upon.
• You never give up when you have set your sights upon a worthy goal.
Learn More: Steve Jobs
4
18. Make something better every day
18
• You pick up trash on the floor if you see it.
• You identify friction points in organizations and move rapidly to smooth them out.
• You maintain and develop persistent habits to improve yourself, your teammates, and ID.me.
• You help teammates when you see they are struggling.
• You take the initiative to improve the organization even if outside your area of responsibility.
• You don’t believe that you are above performing any task.
Learn More: Arnold
5
19. Treat each customer like your
favorite family member
19
• You exhibit a high degree of emotional intelligence and empathy.
• You are able to connect with other people and to feel their pain and need.
• You use your position and authority to take care of customers to the best of your ability.
• You express genuine and appropriate emotions to ensure the customer feels understood.
• You use language that ensures the customer feels listened to and understood.
• You provide customers with a plan and context for how ID.me is working to build features that
will help them or actively reviewing a policy, even if you can’t help them at that moment.
Learn More: Brene Brown
6
20. Own your mistakes so you can
learn from them
20
• You are responsible for everything you and your team does and does not do.
• You do not offer up excuses when things go wrong.
• You focus more on your own role in the failure and learning than on blaming others.
• You are self-aware and selfless enough to accurately diagnose what went wrong.
• You are competent and organized enough to develop an action plan to get better.
• You demonstrate a repeated habit of learning and getting better after failing.
Learn More: Jocko Willink
7
21. Details are everything
21
• You are able to focus your work so you can become a craftsman.
• You are a perfectionist and take pride in producing high-quality work the first time.
• You avoid unnecessary mistakes by planning and mitigating risk before things break.
• You dive deep and demonstrate ownership over your workstream.
• Your communication is specific and uses facts rather than adjectives whenever possible.
• You conduct thorough research and cite primary and secondary sources before making claims.
• You polish up the rough edges of your work and finish them to make things easy for others.
Learn More: Steve JobsLearn More: Admiral McRaven
8
22. Act like a scientist, not a talking head
22
• You create active feedback loops to constantly change and revise your plans based on new information.
• You have a history of being right about major decisions.
• You are able to leverage validated learning to increase the speed and accuracy of decisions.
• You value facts over opinions.
• You are able to consider multiple points of view before arriving at a conclusion.
• You rigorously test assumptions to confirm or deny truth.
• You have little patience for ideological points of view that are not buttressed by quantifiable evidence.
• You setup systems to speed up the time it takes to test new ideas.
Learn More: Jeff Bezos
9
23. Be truthful
(even when it’s hard)
23
• You understand bad news doesn’t get better with time and report bad news immediately.
• You avoid telling small lies to soften the impact of what is truly happening.
• You are direct when describing the situation and details.
• You report activity you observe that is, or is not, happening that might lead to a bad outcome.
• You ask for help if you are unable to solve a hard problem on your own.
• You ensure everyone has a consistent and referenceable source of truth.
• You build or improve scalable reporting and processes that make information accessible.
Learn More: IncrementalismLearn More: Lying
10
24. If the rule prevents the right outcome,
then break the rule
24
• You understand ID.me’s Vision and Mission and Values.
• You prioritize justice and fairness over what is bureaucratically required.
• You attempt to change the rules to lead to more than just outcomes at scale.
• You realize that rules cannot capture all scenarios.
• Your judgment is sound.
• You understand the goals of your team and your OKRs.
• You pursue outcomes that are consistent with ID.me’s values.
Learn More: Principled Disobedience
11
25. Reflect ID.me’s Values In Your Actions
25
“We are what we repeatedly
do. Excellence, then, is not an
act, but a habit.”
— A R I S TO T L E
LearnLearn More: Culture