From bd5da71907c350a5fd2e95d9b6bba2704ac940a8 Mon Sep 17 00:00:00 2001 From: mytruong <109653764+innnotruong@users.noreply.github.com> Date: Thu, 25 Apr 2024 13:59:53 +0700 Subject: [PATCH] fix: header, typo, spacing, error links (#37) --- benefits-and-perks.md | 12 +++--- compliance.md | 12 +++--- dwarves-foundation-is-you.md | 10 +++-- effective-meeting.md | 20 +++++----- engineering-ladder.md | 9 +++-- faq.md | 48 +++++++++++++----------- getting-started.md | 8 ++-- guides/continuing-education-allowance.md | 8 ++-- guides/email-communication-and-uses.md | 12 +++--- guides/leave-request.md | 22 +++++------ guides/reimbursement.md | 8 ++-- how-we-hire.md | 8 ++-- how-we-spend-money.md | 8 ++-- how-we-work.md | 27 +++++++------ making-a-career.md | 8 ++-- marketing-assets.md | 8 ++-- moonlighting.md | 19 ++++++---- one-on-one-meeting.md | 10 ++--- places-to-work.md | 11 ++++-- purpose.md | 10 ++--- routine.md | 8 ++-- security-rules.md | 14 ++++--- tools-and-systems.md | 10 ++--- what-we-stand-for.md | 16 ++++---- what-we-value.md | 23 ++++-------- where-we-work.md | 7 +--- who-does-what.md | 15 ++++---- 27 files changed, 188 insertions(+), 183 deletions(-) diff --git a/benefits-and-perks.md b/benefits-and-perks.md index 0668f01..d7af79a 100644 --- a/benefits-and-perks.md +++ b/benefits-and-perks.md @@ -1,7 +1,7 @@ --- title: Benefits & Perks date: 2019-02-21 -description: +description: Since most Dwarves Foundation employees work in Saigon, this section is written with that as the default. Some benefits don't make sense in other countries. We will try our best to provide comparable benefits and perks as it makes sense, though... authors: - han - duy @@ -11,11 +11,11 @@ tags: - team menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: -type: +type: handbook --- -# Benefits & Perks + Since most Dwarves Foundation employees work in Saigon, this section is written with that as the default. Some benefits don't make sense in other countries. We will try our best to provide comparable benefits and perks as it makes sense, though. ## Team Growth @@ -55,10 +55,12 @@ You can own the company if you don't want to be just tenured employees. As part We usually hire, and to keep the quality bar, the Dwarves are encouraged to recommend friends that you think they match with the team. We believe your suggestions should be helpful as you have to know the person. The company will pay a referral bonus to any employee who refers an applicant to our company hired by the company to a full-time position. The bonus is only applicable once the applicant successfully becomes a full-time Dwarves and is a part of at least one project. + The referring employee must still be employed with the company when the bonus is to be given. ### Employee Profit-Sharing Dwarves sometime offer 5 - 10% of its annual company profits with employees, which is distributed in shares based on tenure. Profits are distributed after the books are closed on the previous fiscal year, usually around March. + This model is eligible to participate after two years of working at Dwarves Foundation. The Program does not have any set expiration date, but the company reserves the right to amend it or cancel it at any time. You forfeit your shares in the profit sharing program if you resign or are terminated from Dwarves. ### Paid Time Off @@ -85,4 +87,4 @@ If you request further checkup, a 5-25% discount will be applied for full-time e ### Parental Leave When you welcome a new child, we encourage you to take up to 6 months leave for primary caregivers not more than 2 months before giving birth. The father is allowed up to 5 days of leave as a secondary caregiver. And if you have twins, you can take up to 10 fully paid days off. All parental leaves are at 100% base salary. -These benefits only applied for full-time Dwarves who have been on-boarded for more than 6 months in advance of pregnancy (internship and probation period are omitted) \ No newline at end of file +These benefits only applied for full-time Dwarves who have been on-boarded for more than 6 months in advance of pregnancy (internship and probation period are omitted). \ No newline at end of file diff --git a/compliance.md b/compliance.md index c8bd76f..d906df3 100644 --- a/compliance.md +++ b/compliance.md @@ -1,21 +1,21 @@ --- title: How we keep things on track date: 2019-03-13 -description: +description: Building an effective company is like building good software. authors: - han tags: - handbook - employee + - performance menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# How we keep things on track -## Building an effective company is like building good software: +## Building an effective company is like building good software - First, we define the specs. - Then we implement the specs. - After that, we test and make sure everything works correctly. So, first we need to define the specs, in this case: @@ -34,7 +34,7 @@ How do we check if the standard is being followed? From the playbook, we will produce a compliance checklist: ## Compliance checklist -Compliance checklists are being built, the very first version is stored [here](https://docs.google.com/spreadsheets/d/16HtA3skVpEdDpuJ9UEkPb5Ae_SK6IiJ5Czfl_94XqN4/edit#gid=0) which include the checklist for the **Projects** that we are running. It will be expanded to all other aspects of the company. The compliance process will be executed with the compliance plan: +Compliance checklists are being built, the very first version is stored [here](https://memo.d.foundation/newsletter/project-compliance/) which include the checklist for the **Projects** that we are running. It will be expanded to all other aspects of the company. The compliance process will be executed with the compliance plan: ## Compliance Execution plan Every month, the compliance checklist will be sent out to the person in charge of the project (it would be either in parallel OR incremental based on the company state). After they have answered all of the questions in the checklist, these will be the result: diff --git a/dwarves-foundation-is-you.md b/dwarves-foundation-is-you.md index 989584b..75f6807 100644 --- a/dwarves-foundation-is-you.md +++ b/dwarves-foundation-is-you.md @@ -1,22 +1,24 @@ --- title: You are Dwarves Foundation date: 2019-02-21 -description: +description: Everyone working at Dwarves Foundation represents Dwarves Foundation. authors: - han tags: - handbook - employee + - team menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -## You are Dwarves Foundation + Everyone working at Dwarves Foundation represents Dwarves Foundation. When a customer gets a response from Quang on support, Quang is Dwarves Foundation. When a customer reads a tweet by Huy that our systems are upgrading, Huy is Dwarves Foundation. When an engineer talks to you at a meetup, you are Dwarves Foundation. In those situations, all the other stuff we do to cultivate our best image is secondary. What’s right in front of someone in a time of need is what they’ll remember. That’s what we mean when we say marketing is everyone’s responsibility, and that it pays to spend the time to recognize that. This means avoiding the [bullshit of outage language](https://signalvnoise.com/posts/1528-the-bullshit-of-outage-language) and [bending our policies, not just lending your ears](https://signalvnoise.com/posts/3513-when-empathy-becomes-insulting). It means taking the time to get the writing right and consider how you’d feel if you were on the other side of the interaction. + It also means that you’re strongly encouraged to help share your thoughts, experiences, and learnings on [Medium](https://medium.com/dwarves-foundation), our blog. The vast majority of our customers come from word of mouth and much of that word comes from people in our audience. This is an audience we’ve been educating and entertaining for 5 years and counting, and your voice is part of us now, whether you like it or not. Tell us and our audience what you have to say. diff --git a/effective-meeting.md b/effective-meeting.md index 2da4a68..086105c 100644 --- a/effective-meeting.md +++ b/effective-meeting.md @@ -1,7 +1,7 @@ --- title: Effective Meeting date: 2019-02-21 -description: +description: To increase flexibility in how and where employees at Dwarves work, we agree on a shared set of constraints for group work and meetings. authors: - han tags: @@ -10,33 +10,33 @@ tags: - team menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -## Effective Meeting + To increase flexibility in how and where employees at Dwarves work, we agree on a shared set of constraints for group work and meetings. -#### Using the right Scheduling tool for meeting +### Using the right Scheduling tool for meeting * For meetings that only include internal recipients, it should be scheduled on Basecamp in the correct project/team and inform the people related. If it is all-hands meeting it should be schedule on Woodlands and inform the whole company. * For meetings that have clients or people outside of the organization, an extra invitation should be sent out using Google Calendar -#### Meetings start on time +### Meetings start on time If you’re leading a meeting, it’s your responsibility to start the meeting on time. If you’re attending a meeting, you are responsible for showing up on time. -#### Meetings happen in regular hours +### Meetings happen in regular hours All team members should make themselves available for face-to-face meetings between 10 am - 4 pm, as long as they are scheduled at least 24 hours in advance. If a meeting needs to happen outside of these hours, the meeting organizer should schedule it a week in advance. -#### Meetings should have a video option +### Meetings should have a video option * If you’re hosting a meeting with a remote worker invited, it’s your responsibility to provide a video link before the meeting starts for them to join. * If you’re attending a meeting remotely, you should join the video call before a meeting begins. It’s your responsibility to ensure this is possible — this means being in a quiet place with a fast internet connection before the meeting starts. Calling into a meeting via phone or from a public place is unacceptable. * For some meetings, voice calls will be sufficient - this decision is up to the meeting organizer when they create the meeting. -#### Responsiblities in the meeting +### Responsiblities in the meeting * Everyone is encouraged to contribute ideas to address problems and come up with solutions * If you do not agree with anything in the meeting, please raise and resolve it. After the agreement comes out, we have to follow what we agreed in the meeting to execute it. The team does not accept any execution out of the agreement. -#### Prerequisites for successful meetings +### Prerequisites for successful meetings The following things are pre-requisites for successful group work: * A fast, reliable internet connection. Remote employees should make all efforts to mitigate video call lag. * A quiet and private (must be if the condition meets) place to take meetings. If the meeting team is sitting with other people because of the limit of office space, the others who are not invited to the meeting have to respect the meeting team, please do not join the discussion or contribute any idea. Do not babble. diff --git a/engineering-ladder.md b/engineering-ladder.md index 80333ff..3d52ab8 100644 --- a/engineering-ladder.md +++ b/engineering-ladder.md @@ -1,7 +1,7 @@ --- title: Engineering Ladder date: 2021-11-01 -description: +description: One of the biggest challenges in people management is determining whether your engineers are growing in their careers. authors: - thanh tags: @@ -10,11 +10,11 @@ tags: - handbook menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# Engineering Ladder + One of the biggest challenges in people management is determining whether your engineers are growing in their careers. While large companies have established career ladders, most companies sacrifice them to stay “flatter” and “more agile”. In reality, there’s no such thing as a “flat” organization—having one means that people don’t spend time talking about or thinking about levels and promotions because there are so many other things to do. However, one of the main reasons people move out is because they experience stagnation in their careers. We often talk about how to scale our organization, and how to build innovative products but it’s impossible if we cannot retain our talents and have a high standard to look for new joins. For all of those reasons, we wrote [this ladder](https://docs.google.com/spreadsheets/d/1oT2u-cZ4u7ls-V3abmBiddjaZgGTUXBncycxVkyg4Jg/edit#gid=0) to enable software engineering managers to have meaningful conversations with their direct reports about the expectations of each position and how to plan for the next level in their careers without compromising consistency in external recruiting. @@ -29,6 +29,7 @@ The purpose of the ladder is to create a structure that would allow people to se - **Influence**: focus on the level of impact and influence on people, including leadership, knowledge sharing, mentoring, hiring, and onboarding. - **Collaboration & communication**: focus on teamwork, communication skills, asking for and giving feedback, collaborating, and documentation. + > > We believe that Technical and Execution are “value-adders”, while Influence and Collaboration & Communication are “value-multipliers”. An adder raises the productivity output of their team members, while a multiplier raises the productivity of those around them. As you progress through higher levels, the influence, collaboration & communication become significantly more involved. - **Career path**: give engineers a map of progress. We don’t assume that all engineers should (or want to) aspire to become managers. And leadership is not only for a senior role. diff --git a/faq.md b/faq.md index 24d3939..5ff03d5 100644 --- a/faq.md +++ b/faq.md @@ -1,7 +1,7 @@ --- title: FAQ date: 2019-02-21 -description: +description: Anything about Dwarves authors: - han tags: @@ -10,56 +10,62 @@ tags: - team menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# FAQ -1. How to pronounce the company name? +1. How to pronounce the company name? \ Dwarf is one of the hardest words to pronounce to the non-English speaker, but that’s what made we special. Checkout [how to pronounce dwarf on YouTube](https://youtu.be/3MJ1_blsY_s) **/dwɔːf/** It’s like ‘đ-ô-p’ with a ‘tr’ in between -> /đ-tr-ô-p/ -2. Just in case people don’t get it? +2. Just in case people don’t get it?\ We can give them the alias email **@d.foundation** -3. Do we have a theme song? +3. Do we have a theme song?\ An intern randomly suggested not an official one but a theme song in 2017 [DragonForce - Three Hammers](https://youtu.be/kVIGju-rSho) -4. One word to describe Dwarves Foundation value? +4. One word to describe Dwarves Foundation value?\ Software Craftsmanship -5. One word to describe Dwarves Foundation? +5. One word to describe Dwarves Foundation?\ Empower Innovation with Software Craftsmanship -6. Do we have HR? +6. Do we have HR?\ We don’t have the HR department. We aim to build a flat and transparent organization where everything runs around the mission. The Ops team takes care of hiring and training their team members. + We only have an admin to take care of the paperwork. If you have any question, you can ask your team lead or the admin. -7. Which date will we receive the salary/paycheck/allowance? +7. Which date will we receive the salary/paycheck/allowance?\ You get the paycheck on the 1st or the 15th of the month depend on your joined day. -8. How about the working hours? +8. How about the working hours?\ We care about the quality of the work we produce rather than the number of hours worked. However if you prefer to have a fixed schedule, we recommend to start at 8am and end at 5pm as stated in [Flexible Working Hours](benefits-and-perks.md#flexible-working-hours) -9. How about the dress code? +9. How about the dress code?\ We don’t really have the dress code, but everyone is expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear. Clothing with offensive or inappropriate designs or stamps is not allowed. Clothing should not be too revealing. -10. Any interesting projects that we are working on? +10. Any interesting projects that we are working on?\ I suppose you can go to [Fortress](fort.d.foundation) to view all of that information and if you want to join any of them, you can ask the team lead. -11. How about my career path? +11. How about my career path?\ You can check up the [Making a Career](making-a-career.md) section where we’ve mapped our trajectory of mastery to *six different levels*. -12. What are we heading to this year? + +12. What are we heading to this year?\ Planning is guessing. It’s why we don’t really have a business plan. However, we do have an all-hands meeting every two months that you can join and get updated. -13. Can I work on my friend project? + +13. Can I work on my friend project?\ We have a short note on this topic [Moonlighting](moonlighting.md) -14. Where can I copy the email signature? + +14. Where can I copy the email signature?\ We build a small web app for it: [sign.d.foundation](https://sign.d.foundation) -15. How to raise an issue? + +15. How to raise an issue?\ Depend on the particular circumstances, you can follow the section [Raising an Issue](how-we-work.md#raising-an-issue) or just post a pitch to Basecamp. + We also have the anonymous feedback form for those who're shy. Check the Woodland HQ message board. -16. My friend who I referred to the company has already completed her probation period and finished her first month with the company. Why have I not received my referral bonus? - Our goal is to ensure that projects meet our quality standards. We may ask an engineer to join a project as a supporter at first, in order to learn the ropes under his or her mentor/lead. As soon as the engineer is ready to work on his or her own, we'll convert him or her into a full-time team member and begin charging clients for his or her billable hours. For more information, please check out [How We Hire](https://github.com/dwarvesf/handbook/blob/master/how-we-hire.md#referral). \ No newline at end of file + +16. My friend who I referred to the company has already completed her probation period and finished her first month with the company. Why have I not received my referral bonus?\ + Our goal is to ensure that projects meet our quality standards. We may ask an engineer to join a project as a supporter at first, in order to learn the ropes under his or her mentor/lead. As soon as the engineer is ready to work on his or her own, we'll convert him or her into a full-time team member and begin charging clients for his or her billable hours. For more information, please check out [How We Hire](https://github.com/dwarvesf/handbook/blob/master/how-we-hire.md#referral). \ No newline at end of file diff --git a/getting-started.md b/getting-started.md index c87e6ee..8a15c82 100644 --- a/getting-started.md +++ b/getting-started.md @@ -1,7 +1,7 @@ --- title: Getting Started date: 2019-02-21 -description: +description: Welcome onboard. Getting started at Dwarves Foundation can be overwhelming. Different roles have different expectation. authors: - han tags: @@ -10,11 +10,10 @@ tags: - employee menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# Getting Started ## Expectation Welcome onboard. Getting started at Dwarves Foundation can be overwhelming. Different roles have different expectation. Get to know [who does what](who-does-what.md) to warm up. There are a lot of little details, a number of big tasks, you’re learning a new job and new coworkers, and you’re likely doing all these things while working remotely. @@ -96,4 +95,5 @@ Before you start, your manager will set up a Basecamp dedicated to your on-boar ![](assets/getting-started_dwarves.webp) +--- > Next: [You are Dwarves Foundation](dwarves-foundation-is-you.md) \ No newline at end of file diff --git a/guides/continuing-education-allowance.md b/guides/continuing-education-allowance.md index 8352dcb..d67bc42 100644 --- a/guides/continuing-education-allowance.md +++ b/guides/continuing-education-allowance.md @@ -1,20 +1,20 @@ --- title: Continuing Education Allowance date: 2021-04-19 -description: +description: You will always grow by learning and playing with new and cool technologies. From books to conferences, you’ll get a yearly budget for your learning and development goals. authors: - duy tags: - culture - handbook - employee -menu: +menu: memo hide_frontmatter: false hide_title: false pinned: false -type: +type: guidelines --- -# Continuing Education Allowance + You will always grow by learning and playing with new and cool technologies. From books to conferences, you’ll get a yearly budget for your learning and development goals. If you’re interested in taking classes that you feel improve you professionally or personally, you have a $300 annual stipend to do so. Some people take courses directly related to their careers while taking photography lessons or learning a musical instrument. It’s up to you; the point is to learn something that you feel enriches you as a person and employee. diff --git a/guides/email-communication-and-uses.md b/guides/email-communication-and-uses.md index 3df4bf5..345f2ad 100644 --- a/guides/email-communication-and-uses.md +++ b/guides/email-communication-and-uses.md @@ -14,19 +14,19 @@ hide_title: false pinned: false type: --- -# Email Communication and Use + We use email as our formal tool for both internal and external communication. Every email is utilized for a specific field, which comes along with different instructions. We currently go with these: ## Communication -#### 1. team@d.foundation +### 1. team@d.foundation For external communication. Clients or people outside the company should only know this email to communicate with us. Every email composed by team@d.foundation should be meant for external contacts, such as agreement or announcement. -#### 2. operation@d.foundation +### 2. operation@d.foundation For internal communication. Everything happens in the company, the operation email should be in the cc. operation@d.foundation email is used to @@ -35,7 +35,7 @@ operation@d.foundation email is used to - Log conversation with clients from other personal team accounts (through cc) - etc -#### 3. spawn@d.foundation +### 3. spawn@d.foundation For hiring. spawn@d.foundation stores every material used for the hiring process, which includes - Invitation for tests ( Pre-Assessment/ Assignment) @@ -44,7 +44,7 @@ For hiring. spawn@d.foundation stores every material used for the hiring process - Job offer - Automated receive CV from job sites (IT Viec) -#### 4. accounting@d.foundation +### 4. accounting@d.foundation As it sounds, accounting@d.foundation is all for the issue that relates to money transaction. - Invoice information (in & out) @@ -52,6 +52,6 @@ As it sounds, accounting@d.foundation is all for the issue that relates to money - Tax ## Use -#### 5. miner@d.foundation +### 5. miner@d.foundation Miner email is used by our Developers to create an account and log in all of our mobile applications for mobile testing. Whenever a problem or bug comes in our app, a notification should be dropped at this email. diff --git a/guides/leave-request.md b/guides/leave-request.md index d82b3e1..52bdcb2 100644 --- a/guides/leave-request.md +++ b/guides/leave-request.md @@ -1,24 +1,25 @@ --- title: Leave Request date: 2019-02-21 -description: +description: A consistent on leave process prevents a company from being accidentally disrupted when an employee request to be absent. authors: - duy tags: - employee - handbook - operations -menu: +menu: memo hide_frontmatter: false hide_title: false pinned: false -type: +type: guidelines --- -# Leave Request + A consistent on leave process prevents a company from being accidentally disrupted when an employee request to be absent. + At our woodland, every time an employee submit a request for on leave or remote work, whether it is for half-shift or all day absence, the process shall be required to follow these following steps: -### 1. Request submission +### Request submission Employee must submit the request within double the time he or she is absent. Employee is required to log in on the company's Basecamp channel and create a ticket on **Leave & Remote** list, with the detailed format as below: * List : On-Leave Requests @@ -31,20 +32,19 @@ For example, if engineer Khiem Vo is planning to have his day off on both Jan 4t * Ticket: Khiem Vo | Off | Jan 4th - Jan 5th * Assign to: Huy Nguyen -### 2. Notify and verification +### Notify and verification The mentor should notify Project Manager by email and cc Operation/ HR Department for their counsel of approval. In case the responsibility of this employee is involved in any project, a contingency strategy should be applied in order to prevent the working process from being interrupted or blocked. -### 3. Approval/ Denial +### Approval/ Denial After the approval/ denial decision has been made, Basecamp will inform the employee with an email of approval, along with a Google Calendar schedule. The manager will also mark done on the ticket which was assigned to him previously, and note down the employee's return date (if the request is approved) or the reason (if the request is denied) -### 4. Announcement +### Announcement An email of announcement should be sent from the mentor to the employee, Project Manager and Operation/HR for confirmation. In addition, a short message can be delivered informally to the related-team channel to notify other team members. -### 5. Holiday +### Holiday 1-2 weeks before holiday starts, Operation/HR will send official announcement via email to all clients about the holiday period. After that 2-3 days before holiday starts, Project Manager or Leader of the project need to remind clients again informally via Slack or other communication channels of that project. -Note: During Holiday day or day off, unless it's stated as URGENT, we should NOT response to client on that day - +Note: During Holiday day or day off, unless it's stated as URGENT, we should NOT response to client on that day \ No newline at end of file diff --git a/guides/reimbursement.md b/guides/reimbursement.md index 07480e5..8e3efd2 100644 --- a/guides/reimbursement.md +++ b/guides/reimbursement.md @@ -1,19 +1,19 @@ --- title: Reimbursement date: 2021-04-19 -description: +description: Sometimes the situation calls for realtime payment. Team lunch, device purchase, house cleaning, monthly drinking water. Normally, we pay it forward and claim those expense later. The reimbursement will be included in your payroll of that month. authors: - duy tags: - employee - handbook -menu: +menu: memo hide_frontmatter: false hide_title: false pinned: false -type: +type: guidelines --- -# Reimbursement + Sometimes the situation calls for realtime payment. Team lunch, device purchase, house cleaning, monthly drinking water. Normally, we pay it forward and claim those expense later. The reimbursement will be included in your payroll of that month. The request should follow this format in: Basecamp > Woodland > [Request](https://3.basecamp.com/4108948/buckets/9403032/todolists/1557155199) diff --git a/how-we-hire.md b/how-we-hire.md index 6a1cad8..2d27683 100644 --- a/how-we-hire.md +++ b/how-we-hire.md @@ -1,7 +1,7 @@ --- title: How We Hire date: 2019-02-21 -description: +description: Hiring means we need help. We only hire people who tell us what to do, not the other way around. We always look for long-term teammates that why we want to ensure the new hire is a value fit and culture fit. authors: - han tags: @@ -10,11 +10,11 @@ tags: - operations menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# How we hire + Hiring means we need help. We only hire people who tell us what to do, not the other way around. We always look for long-term teammates that why we want to ensure the new hire is a value fit and culture fit. ## We hire with goal diff --git a/how-we-spend-money.md b/how-we-spend-money.md index daacd75..8c199d6 100644 --- a/how-we-spend-money.md +++ b/how-we-spend-money.md @@ -1,7 +1,7 @@ --- title: How we spend money date: 2019-02-21 -description: +description: We do the business to provide engineering capabilities to help customers on their business. A part of the benefits package is the Stock Option Plan, and the money is the sensitive topic in most companies, but we want you to understand so you could commit your best to make Dwarves Foundation a right place to work. authors: - han tags: @@ -9,11 +9,11 @@ tags: - business menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# How we spend money + We do the business to provide engineering capabilities to help customers on their business. A part of the benefits package is the Stock Option Plan, and the money is the sensitive topic in most companies, but we want you to understand so you could commit your best to make Dwarves Foundation a right place to work. Besides the paycheck that we agreed on the employment contract, the revenue split into a various portion diff --git a/how-we-work.md b/how-we-work.md index 8f96ab3..24eb3fd 100644 --- a/how-we-work.md +++ b/how-we-work.md @@ -1,7 +1,7 @@ --- title: How We Work date: 2017-07-21 -description: +description: Hopefully, before joining us, you have discovered a bit about our activities here as a team. In the below sections, we won't repeat what has been out in our public and try to keep it short. authors: - han tags: @@ -10,11 +10,11 @@ tags: - management menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# How we work + Hopefully, before joining us, you have discovered a bit about our activities here as a team. In the below sections, we won't repeat what has been out in our public and try to keep it short. ## We do Agile @@ -35,13 +35,13 @@ In between each cycle, we spend a week cooling down. That’s the time to deal w ## Meeting All the meetings could be found on Basecamp Schedule. -#### All-hands meeting +### All-hands meeting The all-hands meeting happens at the end of every cycle. The Dwarves look back and decide what to do next. -#### Team meeting +### Team meeting At the same time, you are a member of either Programmer, Designer, Operation or Business team. We have a team meeting on the last Friday of the month to sit down together. This is the guideline so if in any particular circumstances the team lead can require to adjust the number of meetings. -#### Project meeting +### Project meeting Every project has its meeting schedule. It should follow the company Cycles and Scrum guideline with at least Sprint Planning Meeting and Sprint Retrospective Meeting. ## Communication @@ -66,16 +66,15 @@ There’ll always be more pitches than we have time to field, though. So it’s Han and An is the team evaluating pitches for inclusion in the next cycle. Before the start of every cycle. -## Raising an Issue +## Raising an issue From time to time people may have problems or concerns about their colleagues, customers, company leadership, work environment and so forth. We want everyone in the team to be empowered to raise an issue and have it dealt with swiftly and fairly. -- Have a conversation with the person involved - -The first thing you can do, if you feel comfortable and able, raises the issue directly with the person concerned. This direct and informal approach is encouraged, and we expect your colleagues who are approached responsibly to respond similarly. This approach may be particularly appropriate in dealing with matters of speech and expression, where individuals may not be aware that their behavior is causing distress. - -- Ask a colleague to intervene on your behalf +- Have a conversation with the person involved\ + The first thing you can do, if you feel comfortable and able, raises the issue directly with the person concerned. This direct and informal approach is encouraged, and we expect your colleagues who are approached responsibly to respond similarly. This approach may be particularly appropriate in dealing with matters of speech and expression, where individuals may not be aware that their behavior is causing distress. -You may ask a colleague or leader to intervene informally on your behalf. In some situations, you may not feel able to approach the person or people involved directly and so going via a third party to raise your concern for you informally is another option available to you. +- Ask a colleague to intervene on your behalf\ + You may ask a colleague or leader to intervene informally on your behalf. In some situations, you may not feel able to approach the person or people involved directly and so going via a third party to raise your concern for you informally is another option available to you. + In particular, if you have a grievance with a leader and feel unable to raise it directly, you should raise this issue either with another leader or with a colleague who can raise it with a leader for you. If they can’t help to resolve, you can talk to Han. diff --git a/making-a-career.md b/making-a-career.md index 5e3ff32..443b781 100644 --- a/making-a-career.md +++ b/making-a-career.md @@ -1,7 +1,7 @@ --- title: Making a Career date: 2019-09-21 -description: +description: t Dwarves Foundation, it’s just around three years as of late 2018. That’s something to be proud of, and something to ensure endures. When you work at Dwarves Foundation, it should be feasible to think about this as the place for making a life-long career. authors: - han tags: @@ -10,11 +10,11 @@ tags: - employee menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# Making a Career + The average tenure of employees working at many technology companies today is shockingly low. At both Amazon, Google and other companies, it’s [just around one year](http://www.techrepublic.com/blog/career-management/tech-companies-have-highest-turnover-rate/). At Dwarves Foundation, it’s just around three years as of late 2018. That’s something to be proud of, and something to ensure endures. When you work at Dwarves Foundation, it should be feasible to think about this as the place for making a life-long career. ## Mastery & Titles diff --git a/marketing-assets.md b/marketing-assets.md index 71fdd1c..fbc2793 100644 --- a/marketing-assets.md +++ b/marketing-assets.md @@ -1,7 +1,7 @@ --- title: Marketing Assets date: 2019-02-21 -description: +description: Dwarves marketing assets authors: - han tags: @@ -9,11 +9,11 @@ tags: - company menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -### Marketing Assets + - About: https://d.foundation/about - Logo & Icon: https://d.foundation/presskit diff --git a/moonlighting.md b/moonlighting.md index 57430c3..17bd46d 100644 --- a/moonlighting.md +++ b/moonlighting.md @@ -1,7 +1,7 @@ --- title: Moonlighting date: 2019-02-21 -description: +description: Moonlighting means working other professional, paid jobs outside of your work at Dwarves Foundation. It’s not a black and white topic. There are one-time gigs, other pursuits, or opportunities that help you grow and make life interesting. We want to support that. authors: - han tags: @@ -10,29 +10,32 @@ tags: - performance menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -## Moonlighting -Moonlighting means working other professional, paid jobs outside of your work at Dwarves Foundation. It’s not a black and white topic. There are one-time gigs, other pursuits, or opportunities that help you grow and make life interesting. We want to support that. However, we want to make sure professional endeavors outside of Dwarves Foundation don’t create conflicts of interest or affect your time, dedication, or performance at Dwarves Foundation. So it’s a delicate balance. + +Moonlighting means working other professional, paid jobs outside of your work at Dwarves Foundation. It’s not a black and white topic. There are one-time gigs, other pursuits, or opportunities that help you grow and make life interesting. We want to support that. + +However, we want to make sure professional endeavors outside of Dwarves Foundation don’t create conflicts of interest or affect your time, dedication, or performance at Dwarves Foundation. So it’s a delicate balance. + With that in mind, here are some examples of what we’d consider OK and what we would consider a conflict of interest and not OK: -#### OK +### OK 1. An occasional side gig, free or paid, for someone you know. For example, if you want to work on a friend’s website or a design or writing project for something you’re involved with, that’s fine. 2. An occasional speaking gig, free or paid. Is someone going to pay you to give a talk somewhere? That’s fine as long as it doesn’t involve multiple days off for travel (unless you use your vacation time against this travel time). 3. A side business that’s different from your day job, as long as the commitment is only a few hours a week. If you come to work exhausted because you’re trying to start a full-time business on the side, it’s going to impact your performance here. 4. Serve as an advisor for another company, or be on board, as long as there’s no conflict of interest. The time commitment must be under a few hours a month. Also, if there’s a scheduling conflict, Dwarves Foundation gets priority. 5. Do volunteer or occasional pro-bono work for a cause you’re actively involved with. A little work here and there is fine, but, for example, becoming an organization’s full-time web designer and being on the hook to work during your standard work day, etc., would not be OK. -#### Not OK +### Not OK 1. You can’t work full time or part time for another company in our industry. If you’re unclear about what our industry is, and you have a specific situation you’d like to talk about, ping Han or An. 2. Go out on a regular speaking circuit tour which is going to require multiple days of travel multiple times a year. That’s too disruptive to our work schedule and your fellow teammates. 3. Consult for other companies in our industry where there may be a conflict of interest (a competitor, a product tangentially related to Dwarves Foundation, etc.). 4. Be aggressive in marketing your availability for side work. If something comes to you through a friend or some connection, fine, but aggressively promoting something on the side will ultimately result in a conflict of interest here at work. 5. Take on anything outside of work that’ll pull attention from work. For example, if you wanted to launch an app, but the app requires providing timely customer support to people who use the app, that’s going to eat into your day here at work. That would ultimately be a problem. -#### In general +### In general Here are a few guiding principles about whether something could be a problem: * Is it competitive? * Does it occupy a disproportionate amount of your time? diff --git a/one-on-one-meeting.md b/one-on-one-meeting.md index b0c1075..1b922d1 100644 --- a/one-on-one-meeting.md +++ b/one-on-one-meeting.md @@ -1,7 +1,7 @@ --- -title: One on one meeting +title: 1 on 1 Meeting date: 2021-11-01 -description: +description: Our culture is founded upon the strong relationships between people. One-on-one meetings are the way to establish these relationships. Every manager has a 1-1 with each of their direct reports once a week, or whenever convenient for both parties involved. This page will take you through how we conduct a one-on-one at Dwarves Foundation as well as some tips to keep the meeting productive. authors: - han tags: @@ -10,11 +10,11 @@ tags: - performance menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# 1 on 1 + Our culture is founded upon the strong relationships between people. One-on-one meetings are the way to establish these relationships. Every manager has a 1-1 with each of their direct reports once a week, or whenever convenient for both parties involved. This page will take you through how we conduct a one-on-one at Dwarves Foundation as well as some tips to keep the meeting productive. ## The first meeting diff --git a/places-to-work.md b/places-to-work.md index 1f7efa7..ecf9129 100644 --- a/places-to-work.md +++ b/places-to-work.md @@ -1,19 +1,22 @@ --- title: Places to work date: 2019-02-21 -description: +description: If you’re doing creative work, research suggests you’ll want to be surrounded by ambient noise. A café or co-working space is the perfect choice in this case. If you need to focus on a specific task, however, you’re going to want silence as [quiet spaces help us focus on straightforward tasks. authors: - duy tags: +- remote +- team +- handbook menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false type: --- -## Places to work + ### Noise Levels -If you’re doing creative work, research suggests you’ll want to be surrounded by**ambient noise**. A café or co-working space is the perfect choice in this case. +If you’re doing creative work, research suggests you’ll want to be surrounded by **ambient noise**. A café or co-working space is the perfect choice in this case. If you need to focus on a specific task, however, you’re going to want silence as [quiet spaces help us focus on straightforward tasks](http://well.blogs.nytimes.com/2013/06/21/how-the-hum-of-a-coffee-shop-can-boost-creativity/) . * Coffitivity: [https://coffitivity.com](https://coffitivity.com/) | [https://soundcloud.com/coffitivity](https://soundcloud.com/coffitivity) diff --git a/purpose.md b/purpose.md index 5503d97..6e9d133 100644 --- a/purpose.md +++ b/purpose.md @@ -1,7 +1,7 @@ --- -title: Purpose +title: What We Are Heading date: 2020-07-01 -description: +description: We're on our journey to build an organization that empowers next innovation. The long-term goal is to create an engine for innovation where new ideas happen, we can develop things & bring positive impacts to the world. authors: - han tags: @@ -10,11 +10,11 @@ tags: - employee menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -## Where we are heading + We start with purpose. The mankind is here today because of 4 billion years of continuous evolution from a single cell to homo sapiens, through the stone age to bronze, iron, medieval to post-classical and renaissance. The nations and our civilization were built on production, on building. Every time we look back at what we are as a race; in the beginning, we feel motivated by what the ancestors have done. There is only one way to honor their legacy and to create the future we want for our own children and grandchildren, and that's to build. diff --git a/routine.md b/routine.md index 369312b..0868627 100644 --- a/routine.md +++ b/routine.md @@ -1,7 +1,7 @@ --- -title: Routine +title: Work Routine date: 2020-08-12 -description: +description: We work in an 8-week cycle at Dwarves Foundation. There are typically six cycles to a year. This fixed cadence serves to give us an internal sense of urgency, work as a scope hammer to keep projects from ballooning and provide a regular interval to decide what we’re working on. authors: - han tags: @@ -12,11 +12,9 @@ menu: handbook hide_frontmatter: true hide_title: true pinned: false -type: +type: handbook --- -# Work routine - As stated in [how we work](how-we-work.md), we keep the team small and follow the agile philosophy at scale. We work in an 8-week cycle at Dwarves Foundation. There are typically six cycles to a year. This fixed cadence serves to give us an internal sense of urgency, work as a scope hammer to keep projects from ballooning and provide a regular interval to decide what we’re working on. diff --git a/security-rules.md b/security-rules.md index 237e5ba..b873763 100644 --- a/security-rules.md +++ b/security-rules.md @@ -1,24 +1,26 @@ --- title: Security Rules date: 2019-02-21 -description: +description: Keeping laptops and phones secure is vitally important. We're a software company and many of us have access to secure systems (both our own and our customers). The following guidelines apply to how we physically secure our laptops and mobile devices that may contain customer or user data. authors: +- han tags: - security - employee - guideline menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- + ## Basic Security Keeping laptops and phones secure is vitally important. We're a software company and many of us have access to secure systems (both our own and our customers). The following guidelines apply to how we physically secure our laptops and mobile devices that may contain customer or user data. -#### General +### General - [ ] Make a note of serial numbers, model information - [ ] Two Factor Authentication and strong passwords - [ ] Keep your operating system and applications up to date @@ -26,7 +28,7 @@ The following guidelines apply to how we physically secure our laptops and mobil - [ ] Don't leave your devices unattended in an unsecured area. - [ ] Install a device tracking and remote data wipe tool such as Prey. -#### Desktop +### Desktop - [ ] [Encrypt your hard drive](https://support.apple.com/en-gb/HT204837) - [ ] Mac users must add [a firmware password](https://support.apple.com/en-gb/HT204455) - [ ] Non Mac users must add a BIOS password @@ -36,7 +38,7 @@ The following guidelines apply to how we physically secure our laptops and mobil - [ ] Only work from company laptops or follow BYOD policy - [ ] [Install iCloud/Find My Mac](https://www.icloud.com/) -#### Mobile +### Mobile We all use personal mobile devices, so your options are either not to add any company accounts to your phone (this includes Slack, Gmail etc), or to follow the checklist below. - [ ] Ideally disable finger print login (or at least have TouchID on). - [ ] [Create a 6 digit passcode (or better)](http://www.cnet.com/uk/how-to/secure-your-ios-device-with-a-six-digit-passcode-on-ios-9/) diff --git a/tools-and-systems.md b/tools-and-systems.md index 704791e..770b745 100644 --- a/tools-and-systems.md +++ b/tools-and-systems.md @@ -1,7 +1,7 @@ --- title: Tools and Systems date: 2019-02-21 -description: +description: tools and systems for work authors: - han tags: @@ -10,12 +10,12 @@ tags: - handbook menu: handbook hide_frontmatter: true -hide_title: true +hide_title: False pinned: false -type: +type: handbook --- -# Public-facing channel +## Public-facing channel ### Website - Foundation: [dwarves.foundation](https://dwarves.foundation) - Ventures: [dwarves.ventures](https://dwarves.ventures) @@ -27,7 +27,7 @@ type: - Twitter: [@dwarvesf](https://twitter.com/dwarvesf) - Keybase: [keybase.io/team/dwarvesf.alumni](https://keybase.io/team/dwarvesf.alumni) -# Tools & Systems +## Tools & Systems Besides the customer-facing applications, like the different versions of the website, we have a number of internal systems that help us support, report, and operate the company. They are as follows: ### 1Password diff --git a/what-we-stand-for.md b/what-we-stand-for.md index 9225c23..9cd49ef 100644 --- a/what-we-stand-for.md +++ b/what-we-stand-for.md @@ -1,7 +1,7 @@ --- title: What we stand for date: 2019-02-21 -description: +description: Building an innovation startup requires lots of different things, and it is tough. Most of them have to deal with business development, legal, fundraising, team recruitment, and product development at the same time. Tech startups need to move fast and break things. authors: - han - duy @@ -11,11 +11,10 @@ tags: - team menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# What we stand for ## Empower Innovation with Software Craftsmanship Innovation happens. There are many startups found and raise fund every day. They focus on making significant positive changes, impact millions of people, lead to breakthroughs and support the foundation of economic growth. @@ -26,16 +25,17 @@ At some points, growing a startup needs a strong and experienced team behind. Th Another motivation for Dwarves Foundation was the lack of respect that service firms receive. Most software companies out there focus on digital transformation and consultancy. The nature of the business with a tight deadline and budget force them to do tricks. They hit and run. The codebase and software they produced are full of crap, and it damages our pride. -**This is where Dwarves Foundation comes in.** +**This is where Dwarves Foundation comes in**
Despite the fact that service firms scale linearly, their ultimate size is capped and small, they don’t have life-changing exits for their founders, we start Dwarves Foundation as we want to build things right. I’ve always felt that companies like Dwarves Foundation are more important to the economy than the mildly pejorative phrase used to describe them. -**Dwarves Foundation is an innovation service firm**. We have been building an organization with high standard software practices and business growth capabilities, helping tech startups, entrepreneurs and makers deliver their innovative software product since 2013. +**Dwarves Foundation is an innovation service firm**
+ We have been building an organization with high standard software practices and business growth capabilities, helping tech startups, entrepreneurs and makers deliver their innovative software product since 2013. -**We stand for the craftsmanship in software development**. More than telling people how to do things, as a firm, we take responsibility for collaboratively creating the product of innovation with the client. We value the long-term partnership, and we brought the economic impact through massive product distribution and brought to the market by the clients. +**We stand for the craftsmanship in software development**
More than telling people how to do things, as a firm, we take responsibility for collaboratively creating the product of innovation with the client. We value the long-term partnership, and we brought the economic impact through massive product distribution and brought to the market by the clients. This is what we do here. It takes many forms, and we’re always working towards better software craftsmanship. -# The name: Dwarves +## The name: Dwarves ![](assets/what-we-stand-for_yggdrasill.webp) It begins in Norse Mythology. After the executed of Ymir, the very first giant of the universe, by Odin has conceived a whole new universe. In the new world, Yggdrasill is a giant ash tree located at the center cradles the nine realms of the cosmos. diff --git a/what-we-value.md b/what-we-value.md index 4813f29..98725ae 100644 --- a/what-we-value.md +++ b/what-we-value.md @@ -1,7 +1,7 @@ --- -title: What we value +title: What We Value date: 2019-02-21 -description: +description: Our core values guide our strategies and individual actions so that we create a company whose character is as radical as our work. authors: - han - duy @@ -11,11 +11,11 @@ tags: - team menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# What we value + Before anything else, values come first. The value is important to us. They are what we proud of. They help guide us when we are facing a difficult decision. They will be the things you like about what we do at Dwarves Foundation and how we do it. Our core values guide our strategies and individual actions so that we create a company whose character is as radical as our work. @@ -24,7 +24,7 @@ Our core values guide our strategies and individual actions so that we create a - **Teamwork**: Teamwork is all about trust and collaboration. Having someone in the team mean we can rely on this person. - **Sustainable**: We think long-term. We do not believe in rushing for project and working overtime. We believe in working sustainably and balanced so that we are a happy bunch of sane workers. Software requires good brains to create good codes and good processes. -# Culture Code +## Culture Code There is no such specific guide for culture code. So many of these employee handbook projects turn out to be ideal-case prescriptions rather than real-world descriptions. They cover all the ways people should act, not the ways they actually do. That’s a sham. Let’s not write a handbook like that. **Let’s keep it honest.** We believe the culture is defined by whom we hire, what we promote and encourage. It is dynamic, and it should expand like our business. We welcome its change as long as we still stay on the ground. Just like we want people to contribute new skills and ideas, we want people to contribute to the new culture. @@ -56,7 +56,6 @@ We effectively have an environment in which competition and collaboration co-exi ![](assets/what-we-value_i_in_team.webp) - ### It's not about you Everything that happens here is not about anyone in this company. It's not about the CEO, the core team or anyone. They are here because they want to join forces to accomplish the mission of craftsmanship in software engineering. They want to pursue the ultimate goal of empowering innovation. @@ -91,8 +90,6 @@ As a software firm, it is our job to convince and recommend *solution*. Features ![](assets/what-we-value_misinterpretation.webp) ---- - ### You are what you do People see you through your action, not talks. Be a doer. We craft software and stuff. We want to bring positive impact to the world through software. @@ -112,7 +109,6 @@ It doesn't matter if it happens in the kitchen, or on your way to the beach. Wor ![](assets/what-we-value_time_management.webp) - ### Around the clock We work for the future of ourselves and the future of this team. We care about the quality of the work we produce rather than the number of hours worked. We do not have a specific start time or time to leave the office. @@ -180,7 +176,6 @@ Not applying software engineering methods results in more expensive, less reliab ![](assets/what-we-value_flow_charts.webp) - ### Not a replaceable cog In every software, the engineering team is one of the most crucial factors to make it successful. Software is more of artisanship, and software engineers aren't a replaceable cog. @@ -193,7 +188,6 @@ If your idea makes the most sense, that's what we'll do, regardless of your role ![](assets/what-we-value_good_code.webp) - ### Lean approach Lean philosophy regards everything, not adding values to the customer as waste. In order to eliminate waste, one should be able to recognize it. Partially done work, extra processes like paperwork and features not often used by customers are waste. Rework, or unnecessarily complex solutions are waste. Waiting for other activities, teams, processes is waste. Managerial overhead not producing real values is waste. @@ -221,12 +215,9 @@ We grant everyone at Dwarves the rights to make a decision as long as it benefit ![](assets/what-we-value_move_fast_and_break_things.webp) ---- - ## Toward the future ![](assets/what-we-value_future.webp) - ### Thought on software The world is running on software. Software is all around us, yet few people think much about the many ways that software impacts the world every day. Software is used by businesses to communicate worldwide. It is used to operate some of the most complex medical machines. The software also helps make life convenient. @@ -247,4 +238,4 @@ So as an ambitious team who is going to co-create the future together with start ![](assets/what-we-value_skynet.webp) -![](assets/what-we-value_rtfm.webp) +![](assets/what-we-value_rtfm.webp) \ No newline at end of file diff --git a/where-we-work.md b/where-we-work.md index 06d2306..d75ec2a 100644 --- a/where-we-work.md +++ b/where-we-work.md @@ -1,7 +1,7 @@ --- title: Where we work date: 2019-02-21 -description: +description: The Dwarves HQ is in Saigon, Vietnam. Fifty-ish people and two cats have desk space in the Saigon office, but those people also work from home regularly. We expand the office space when the old one is full and people want the new office. Anyone is welcome to visit Saigon and work from the office at any time. authors: - duy tags: @@ -12,15 +12,12 @@ menu: handbook hide_frontmatter: true hide_title: true pinned: false -type: +type: handbook --- -# Where we work ### Office The Dwarves HQ is in Saigon, Vietnam. Fifty-ish people and two cats have desk space in the Saigon office, but those people also work from home regularly. We expand the office space when the old one is full and people want the new office. Anyone is welcome to visit Saigon and work from the office at any time. -![](img/office.png) - ### From home A few people at Dwarves Foundation are based in other countries and they work from home most of the time. Getting the basics right will make a big difference: [a good chair and a good desk](https://medium.com/dwarves-foundation/dfstaythefhome-5e416a4c457c). diff --git a/who-does-what.md b/who-does-what.md index 628323b..db5fdf2 100644 --- a/who-does-what.md +++ b/who-does-what.md @@ -1,7 +1,7 @@ --- -title: Who does what +title: Who Does What date: 2019-02-21 -description: +description: Figuring out whom to bring a particular issue or question to shouldn’t be a guessing game. Most concerns fall pretty clearly within the responsibility of a specific team at Dwarves Foundation, and the head of that team should be the first point of contact. authors: - han tags: @@ -10,11 +10,11 @@ tags: - employee menu: handbook hide_frontmatter: true -hide_title: true +hide_title: false pinned: false -type: +type: handbook --- -# Who does what + Figuring out whom to bring a particular issue or question to shouldn’t be a guessing game. Most concerns fall pretty clearly within the responsibility of a specific team at Dwarves Foundation, and the head of that team should be the first point of contact. At the same time, every single person who works at Dwarves Foundation is approachable and friendly, more than willing to point you in the right direction. If you have a question, you’re probably not the first, so speak up! ## Expectation @@ -22,6 +22,7 @@ Expectations are the responsibility defined for each role. If you are qualified ## Beyond a role The expectations define the bar for the role, but what about going above and beyond? We would love everyone in the company to go above and beyond these expectations. In fact we pretty much expect everyone in the company to be meeting them and then asking us what more they can do to help. + When we see people pushing the limits of their current role, and **when we see people already fulfilling other roles** we will jump on this as soon as we notice to **offer up extra activities** or even a new role. We want to foster a culture where everybody feels empowered to do their role and as they feel comfortable and ready to push in any direction they wish. @@ -53,7 +54,7 @@ The design group is lead by Khai and consists of 2 teams: ### Executive We have one C-level executive at Dwarves Foundation. -#### CEO +### CEO Han is our CEO. He’s principally responsible for setting the overall direction of the company. He was the founder who started Dwarves Ventures, the ventures builder that led to Dwarves Foundation, back in 2014. As the company keeps growing, he also helps to recruit and fills up the missing pieces. ### Operation @@ -79,7 +80,7 @@ Before we ship a new feature, **Quynh**, our resident bug squashers. Their job i #### Web The web team is lead by **Huy G**, **Minh T** and **Thanh P**. They are responsible for the user-facing system on the web front. They work across multiple products and ensure the user experience. -### Infras +#### Infras Dwarves Foundation and its customer's infrastructure operate across different cloud platforms. Keeping the lights on with high reliability is the foremost mission of the Infras operations team or SRE, and they're op-fully amazing at doing it. **Quang** is team lead and he works with **Nam N** to make sure our infrastructure stays healthy. ---