Most corporate values lists describe the company the leadership wishes it were. Ours describes the four behaviors that materially predict success working here. If any of them sound uncomfortable, this probably isn't a fit.
1. Public honesty
We publish things most companies wouldn't. Open metrics, incident histories, cap-table state, salary bands, refund policy. The reason to work here comfortably is if you believe public honesty compounds trust faster than opacity compounds mystique. If you would find yourself wanting to hide a bad quarter, this pattern breaks under you.
2. Small over comfortable
We stay small on purpose. The meal-donation economics work at small headcount and get harder with growth. Working here means owning breadth of work you'd delegate at a larger company — sales conversations, support tickets, procurement responses. If your career trajectory requires headcount growth to make sense, ours isn't the right one.
3. Ship over prove
We prefer landing a rough version of a real feature over an elegant plan for a feature that never ships. Every quarter we look at what shipped, not what was proposed. Elegant design of unshipped systems doesn't count. This isn't 'move fast and break things' — it's shipping quality at a specific frequency, not accumulating unshipped genius.
4. Say the thing
In a two-person team, unspoken disagreements compound quickly. We reward people who name the thing that's bothering them in the moment, in writing, with specificity. Passive-aggressive dynamics at this scale are fatal. Confrontation is uncomfortable; the alternative is worse. If you'd rather send a hint than raise the issue, you'd struggle here.
What we don't put on this list
“Move fast”, “think big”, “customer obsession”, “bias for action” — these are true of any tech company that cares about the outcome. Naming them is decoration. Values are only useful if they filter behavior; if everyone claims to have “customer obsession”, it stops being a differentiator and starts being noise.