Wildbit has been a remote company for 20 years, but the COVID-19 pandemic still impacted how we operate. While our day-to-day operations stayed mostly the same, travel plummeted this year as we canceled our annual team retreat and conferences moved online.
Continue reading → • Matt West wrote in Culture
To many people, “remote-first” and “remote-friendly” may seem like almost interchangeable terms. However, there’s a subtle-yet-crucial distinction between these two approaches that can tell you a lot about how a company views working remotely and, in some cases, that company’s values.
Continue reading → • Natalie Nagele wrote in Culture
In recent weeks, many people in tech have been following a set of policy changes announced at Basecamp, a company that many of us have admired and emulated. As the changes culminated in a mass exodus, leaders within the tech community found themselves in a state of profound reflection and introspection.
I’m not here to debate policy. I want to talk about what heavily influences the policies:
Leadership. Particularly leadership for companies that consider themselves people first.
Continue reading → • Natalie Nagele wrote in Culture
This is the story of how a fairly routine process—hiring a new teammate—ultimately became an experiment in radical transparency and a valuable learning experience for our team. Dubbed “hiring in the open”, this experience has fundamentally changed how we hire at Wildbit as we tried to understand the intent behind opaque “standards” that are commonly seen in recruitment, and challenged ourselves to create a more equitable hiring process.
The end result was a commitment to being as honest, visible, and communicative as possible in a way that aligns with our people-first values as a company.
Continue reading → • Justine Jordan wrote in Culture
We’ve always wanted to maximize our team's ability to have a life outside of work. That started with only working 40 hours a week, which wasn’t typically something you bragged about in the tech space (in fact, it's usually the opposite). Then, after reading Deep Work by Cal Newport, our CEO and co-founder Natalie Nagele wanted to take it a step further. That's when we decided to try a 4-day workweek.
Continue reading → • Chris Bowler wrote in Culture
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