Culture¶
This section defines who we are, how we work, and what we expect from each other.
- Remote Work — how we work day to day
- Communication — customer interactions, blockers, escalation
- Operations — handovers, leave, issue tracking, documents
- People — performance, disciplinary process, events
The Appcircle Standard¶
Five behaviors define how we operate.
Status Keep people informed without being asked. Update your tickets. Post progress in the right channel. Make your work visible. Visibility keeps the team aligned and lets blockers surface before they become problems.
Follow-up Own your work end-to-end — not just the implementation, but the outcome. Track it. Confirm it landed. Don't assume someone else is watching.
Escalation If something is too big, too ambiguous, or past your authority, say so early and bring context with you. The sooner it surfaces, the easier it is for the team to address.
Delegation You don't have to do everything yourself. Define the work clearly, hand it off, then track it. Your job is to own the outcome — not to be the only pair of hands on it.
Quality Quality comes before time and stress. Work is done when it's done right, not when it's done fast. "We rushed it" is not an excuse for sloppy output. If the timeline doesn't allow for quality, raise that early (see Escalation) rather than shipping something you know isn't right.
These are soft skills, and they matter. Practicing them consistently is what makes collaboration work here.
Red Lines¶
Zero Tolerance
Any of the following results in immediate termination — no warnings, no process:
- Data or IP breach — sharing company or customer data without authorization
- Harassment or discrimination — toward a colleague, customer, or anyone else
- Fraud or dishonesty — falsifying records, reports, or expenses
- Deliberate concealment — knowingly hiding a problem to avoid accountability, after the fact
Making a mistake is not a red line. Choosing to hide one is.