Ilana

We discourage emails and private Slack channels, and we encourage everyone to share their work publicly early and often.

So I won't talk about the others, but we do have those written out in our handbook.

Okay, so now you have a bunch of words, right?

I'm sure all of you have some values too for your companies, or at least I hope you do.

You've probably defined what those mean.

And now you have to do the hard work of operationalizing those values as you scale your company.

And I think this is really hard.

The way that we did it is we started by codifying those values in our employee handbook.

We call it the remote handbook.

And it's actually, even though it's for employees, we make it publicly available to everyone so they know what our values are.

And then when we hire, we refer candidates to our handbook.

And what that does is it automatically screens for the candidates that we want to attract.

So those are the ones that care about our mission.

They care about our values.

And as a proof point, we get 10,000 applications every month.

And then you have to reinforce those values in everything you do.

And the way that we do that, and it sounds kind of silly, is we have emojis in Slack for each of our values.

We have a thanks channel where people thank each other for displaying the values.

They're embedded within our performance reviews and we have awards, for example, centered around our values.

So it really is deeply embedded in the fabric of the company's culture.