How We Act

Core Behaviors

Our core behaviors are the practical implementation of our values. These are practices we adhere to constantly.

  • Overcommunicate. We provide more detail in written communication than is strictly necessary. When tracking hours, we track to the minute. After a call, we send a full recap.
  • Emote. In a remote context, people’s emotions are masked. When you’re enthusaistic, be extra enthusiastic in your communication. When you’re upset, be more direct with others around you about what’s on your mind. We don’t have non-verbal cues to pick up on, so be upfront with how you’re feeling.
  • Read It Twice. Take the time to cogently absorb written communication before responding. Don’t rush communication.
  • Write it down. When you figure out how to do something, don’t just store it in your own memory – write out a guide for others in the Handbook. Most projects should produce not only good work, but long-lasting documentation and resources for future projects.
  • Be Accountable. Don’t let your deadlines pass without notifying the people who might have been counting on the work. Own your work.

Respect and Inclusion

The safety and dignity of our team is paramount.

We have a zero-tolerance policy for racist, sexist, homophobic, or religiously bigoted behavior or speech. If we observe these things, you will be let go. In a case of extreme misunderstanding and with the explicit comfort of the whole group, we may make an exception.

When it comes to speaking about politics to team members and clients, it's best to ensure that your language is sensitive to the possibility that there are others who may not share the same opinion as you. You are free to say what you like about politics, but you must communicate your views in a way that does not degrade or ostracize others who may hold a different opinion.

We have a zero-tolerance policy for sexual abuse or harassment. The Equal Employment Opportunity Commission states that:

It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Both the victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Cantilever policy is stricter than the law. Any kind of unsolicited sexual comment or advancement between you and a team member/client/partner will result in immediate termination.

If your manager is not Ty, you may report an incident confidentially to your manager, who then must immediately report it to Ty.

In the case of both hate speech and sexual harassment, any reports a manager receives must be immediately sent to Ty.

Not passing along a report immediately is unacceptable.

If you have a report regarding Ty or your manager, such that you would not want to report it to them, please report it to Chris instead.

There is no statute of limitations on reporting. All reports are valid and important at any time and with any degree of detail.

In cases where the legal definition is grey, we reserve the right to make the final judgment on what constitutes hate speech, abuse, or harassment.