Work-life balance
Work fits life — not the other way around. Remote-first, async-by-default, we measure outcomes not hours. Mental health is not a perk.
Work-life balance is not flex hours — it's a complete system that respects life outside of work. That means operating decisions, not LinkedIn slogans.
We operate async-by-default, with a maximum of 2 meetings/day and meeting-free Wednesdays. PTO has a minimum (not a maximum) because minimums protect the people who don't dare take time off.
Principles
01
Outcomes, not hours
No hour tracking. Every role has explicit quarterly OKRs. If you hit them, we don't care when you worked.
02
Async by default
Every important decision is documented. If a meeting was required, it's recorded and summarized in writing.
03
Mental health on par with physical
Monthly stipend for therapy, meditation apps, or coaching. No justification, no receipts.
Programs and practices
Remote-first global
100% remote. No mandatory core hours. Any timezone between UTC-8 and UTC+2.
Unlimited PTO · 25-day minimum
Yes, unlimited. But also a public minimum of 25 days/year your manager must ensure you take.
Parental leave · 16 weeks
16 weeks paid at 100% for anyone becoming a parent — adoption included, no gender distinction.
No-meeting Wednesdays
Full day blocked on team calendars. Exceptions require explicit CEO approval.
Wellbeing stipend
$100 USD/month for therapy, meditation, gym, or coaching. No justification, no receipts.
Sabbatical · every 4 years
4 extra paid weeks every 4 continuous years at the company. Stackable with regular PTO.
4-day workweek pilot
Q3 2026: 6-month pilot with 80% of the org. Same salary, Fridays off. Results published at close.
Metrics and progress
Average PTO days taken
28 days
full-time team, 2025
Average meetings/day
1.7
target: ≤ 2
Burnout score
Low
Maslach Inventory · Q4 2025
Wellbeing stipend adoption
84%
of team, monthly
Accountability
Owner: People Team + Founders. Quarterly burnout survey with aggregated data published.
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