Culture

Culture is paramount to us. We believe that our culture helps us work together to pursue and achieve ambitious goals. Culture-fit plays an important part in our hiring decisions.

As a company, we work hard to strike the right balance between permissiveness and accountability. Our Code of Conduct and Ethics captures the essence of our culture here at VeriHelp:

STAY HAPPY
  • You spend half your waking life here at work. Make it count.
PURSUE EXCELLENCE IN 3 AREAS
  • Maintaining a healthy mind.
  • Expanding your repertoire of skills.
  • Growing professionally.
KEEP LEARNING
  • Be disciplined in dedicating time to learn and acquire new skills.
  • Embrace challenges. They help you push the boundaries and grow.
BE BOLD AND TAKE THE INITIATIVE – IT’S OK TO FAIL
  • As a small team, we are often dependent on each other to get tasks done. Bandwidth constraints of your colleagues may result in your tasks being delayed. When possible, proactively try to get the task done yourself. When your colleague becomes available, they can help you refine your work (this also helps you learn new skills!).
  • It is perfectly acceptable to try and fail; the operative word is “try.”
WORK HARD AND SMART
  • The only shortcut to success is hard work. Prioritize, set small goals, and work hard to accomplish them.
RESPECT YOUR COLLEAGUES
  • Always be polite and professional when communicating with colleagues, irrespective of the situation.
  • Respect the personal space and private property of others, particularly in an open plan office.
  • Be respectful of your colleagues’ time. Use the calendar to check the availability of other people and schedule discussions / meetings.
ALWAYS BE ON TIME; COMMUNICATE TO STAKEHOLDERS IF YOU CAN’T
  • We have flexible work hours. But communicate well in advance of your schedule so that others can work around it; use the calendar, if necessary.
  • Make yourself available to your colleagues during normal business hours. It’s your responsibility to make sure your colleagues can reach you effortlessly.
  • Always respond to messages, even if only to acknowledge it and inform that you will respond in detail later.
VACATIONS AND OOO TIME
  • Whenever possible, please try to notify the immediate team well in advance about your sick time or vacation plans; also send a message to the team chat.  If you’re planning on a longer vacation (more than a couple of days), please try to notify your manager in advance, which will help him / her in better planning.  Please cc your manager in all such notification emails, so that he / she doesn’t miss it.
  • You do not have to ask for permission to take time off. You are a professional who should have the wisdom to judge when you should take time off. You do not have to provide a reason or excuse for taking time off; but please notify your colleagues well in advance, and ensure that your absence does not adversely impact other stakeholders.
WORKING HOURS
  • Our formal business hours are 8:00 AM to 6:00 PM. Please try to be available in the office between these hours. However, consult with your colleagues to choose your personal work hours, if you need to, on a time-to-time basis. Understand that formal business hours are not intended to constrain your personal work hours. Hard work may require you to work longer hours.
  • It makes sense to try and be at work during the hours that your colleagues are at work to foster collaboration, etc.
  • If you’re going to be in very late, send an email / hangouts message to the team and to your manager letting them know that you’ll be late.
THINK SYSTEM VS. RESULTS
  • We cannot always control the outcome. Focus on what we can control – plan intelligently, execute diligently, measure constantly, and improvise to course-correct. The desired outcome will typically follow.
AVOID CONFLICTS OF INTEREST
  • Do not ask vendors or your colleagues to do you personal favors. Do not employ them in your personal work, unless you had a pre-existing relationship. Even so, inform the company.
  • Do not moonlight or engage in commercially gainful activities during your employment.
  • Do not accept gifts or favors from vendors.
  • If you are unsure whether your action may be deemed a conflict of interest, ask.
BE TRANSPARENT AND OVER-COMMUNICATE
  • We’re small enough that everyone can stay involved in everything – don’t be shy about sending updates on team hangouts. It’s important to keep everyone in the know with respect to what you’re doing, not only to keep all stakeholders updated but also in the interest of upkeep of overall motivation levels – we’re all working hard and it’s important to know that your colleagues are working as hard as you are.
  • Participate in the team sprint meeting every second Friday. During this meeting, we plan what will be accomplished over the next 10 days (two business weeks).
  • Participate in the daily 15-minute stand-up meetings to share quick updates with the team. This is a mandatory video / in-person meeting.
BE A RESPONSIBLE CUSTODIAN OF COMPANY PROPERTY
  • We will be issuing managed devices (computers and mobile phones) to all employees; please take good care of all such company-issued hardware and software.
  • If any company-issued hardware is damaged, you must pay the actual cost of repair.
AVOID USE OF COMPANY PROPERTY FOR ANYTHING OTHER THAN WORK
  • Do not use company property for personal use, beyond reasonable needs.
  • Do not install unverified or unapproved software on company property that could compromise the security of the hardware, company data, or company network.
  • Do not use company property for any commercial purpose other than company tasks.
  • Do not make unauthorized copies of any Intellectual Property (IP) of the company. This may constitute a criminal offense that goes beyond the scope of the company rules and policies.
INTELLECTUAL HONESTY
  • When confronted with a situation that presents an incentive to lie or deceive, choose to be honest, irrespective of the cost.
  • When solving problems, set personal biases aside and approach the problem objectively. Assess a solution by merit, not based on who suggested it.
  • Do not omit facts or information simply because it contradicts your personal opinions or beliefs.
STAY POSITIVE
  • Needless to say, startups are brutal – but we all need to bring our most positive selves to work.
  • As a corollary, if you have an issue or a concern – no matter how trivial or controversial – talk to your manager about it openly and transparently, rather than gossip and chatter behind closed doors.
SEXUAL HARASSMENT
  • Refuse to participate in any activity that may constitute harassment. Support a colleague to reject unwelcome behavior. Act as a witness if a person being harassed decides to lodge a complaint.
  • We use the reasonable person standard to determine whether or not conduct was offensive and what a reasonable person would have done. Further, it is important to note that determining whether or not harassment has occurred does not depend on the intention of the person, but on the experience of the aggrieved employee.
  • Any unwelcome sexually-determined behavior or pattern of conduct that would cause discomfort and / or humiliate a person at whom the behavior or conduct was directed will be considered sexual harassment. Namely:
    • Physical contact and advances;
    • Demand or request for sexual favors;
    • Sexually-colored remarks or remarks of a sexual nature about a person’s clothing or body;
    • Showing pornography, making or posting sexual pranks, sexual teasing, sexual jokes, sexually demeaning or offensive pictures, cartoons, or other materials through email, SMS, MMS, etc.;
    • Repeatedly asking to socialize during off-duty hours or continued expressions of sexual interest against a person’s wishes;
      Giving gifts or leaving objects that are sexually suggestive;
    • Eve teasing, innuendos and taunts, physical confinement against one’s will, or any such act likely to intrude upon one’s privacy;
      Persistent watching, following, contacting of a person;
    • Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature; and
    • Implied or explicit promise of preferential treatment in employment, explicit threat of detrimental treatment in employment, or explicit threat about the present or future employment status.
CONFIDENTIALITY
  • Your employment contract contains confidentiality clauses that define what constitutes confidential information.
  • Understand what information you have access to is confidential. Do not discuss the company’s confidential information with anyone (friends or family), at any time, casually or otherwise.