The Conveyorites

We believe that a relatively small, high-performing team is the best way to achieve large, game-changing results. Our team is talent dense and headcount lean. We believe in hiring slowly and moving on quickly when needed.

Employees are empowered to make big decisions and execute against a high bar. We collaborate and challenge each other to excel in our roles.

Our Culture

At Conveyor, we pride ourselves on creating an environment where everyone can thrive, contribute, and grow. Here's what makes our culture special:
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Trust and Transparency
We treat people like adults, which creates a culture of trust. There's a level of transparency that is admirable and special, particularly from leadership. We believe everyone has Conveyor's best interests in mind.
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Psychological Safety
We've built a psychologically safe environment. Conveyor is a place where it's completely safe to ask for help, take risks, and share unpolished ideas or diverging opinions. It is a space where everyone feels valued for their contributions and accepted for who they are. We encourage candidness and open discussions. We encourage candidness and open discussions. We create room for dissent. We are not afraid to voice our thoughts, ideas, feedback, questions or concerns openly as a group.
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"Having psychological safety at Conveyor means we all feel like it is safe to take risks here and it leads to solutions and better outcomes for all of us." - Sydney, Design

Ownership and Impact
For people who are excited to have impact and influence, who want to be taken seriously and given transparency - we are that place. If you are motivated by being able to create change, you will likely do well here.

Performance Feedback and Recognition
We believe good feedback is a gift - one that is bravely given and (hopefully) gratefully received. Holding back feedback deprives us of the opportunity to change and improve. The regular practice of giving and receiving feedback is perhaps the most critical contributor to our growth and development here at Conveyor. It helps us identify our blind spots, our weaknesses, and even strengths. And with that clarity of self-awareness, we can develop plans for growth, chart our career directions, and unlock our potential as individuals, not to mention the immense benefits for the organization as a whole.

When things go well, we celebrate and share the credit. We often recognize our peers publicly through our #Victory-Shoutouts Slack channel and live in our weekly "Wins" (aka All Hands) meeting. When things go poorly, we hold ourselves accountable. We encourage team members to practice giving critical feedback with the intent of helping each other be more successful. When we give feedback, we aim to uplift, not belittle.

When it comes to mistakes or unexpected outcomes, we are hard on problems not people. We practice solution orirented problem-solving via project retrospectives and blameless postmortems. This helps us to resolve difficult issues while supporting each other.

Keeping it Fun
Success doesn’t come without sacrifice, but having fun can make the sacrifice easier to swallow. We try to keep things light-hearted, leaving room for laughter and fostering a sense of togetherness. We should encourage and support each other to achieve work-life integration while understanding the importance of rest and recuperation for better outcomes.
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How We Work

Remotely
We believe that an important factor to success in a team is excellent collaboration and this is particularly true for us as an all-remote company.

We solicit input and feedback early, and we provide both positive and constructive feedback. We listen and we leave our egos at the door¹. We respect each other's time and we are responsive when we are a blocker.

We use a mix of synchronous and asynchronous communication, having a bias towards efficiency, speed and action while ensuring everyone who needs to participate can participate.

Video conferencing and Slack are central to how we work. We often use Loom videos, Figma / FigJam, Google Documents, and other creative mediums to share ideas and solicit feedback. Our team members routinely engage in informal Zoom calls to pair with each other.

We have a low-meeting / healthy meeting culture. When we have meetings, we make sure they are respectful by starting on time, having an agenda and ending on time (or even early!). We are intentional about how to best use our time together and we often distribute pre-work in advance if that allows for more fruitful discussion.

We are not afraid to experiment with new meeting styles or to phase out meetings that do not provide a good return on our time.

In-Person
We aim to bring the whole team together for an onsite at least once a year. These tend to focus on company-wide discussions and connecting with each other over food and activities. We are company of foodies, and treat eating well as both a bonding ritual and a competitive sport - discovering great restaurants and sharing memorable meals is an essential part of our culture.

Individual functions / team members may also meet up to better facilitate brainstorming, or just to not be alone for a little bit. These are more work-focused, though food and games are often present too.

"Our best traditions are onsites - I love connecting with people in person that I don't have opportunity to remotely... these moments build our culture." - Sydney, Design

Company Org Structure

• Our team is small and mighty and has 3 reporting structure tiers right now
• The leaders at Conveyor are also in the trenches, and are all Individual Contributors (ICs). We are a team full of player/coaches
• Career advancement opportunities are not restricted to moving into managerial roles. We want to support your career development and promote from within
• Skip level 1:1s with CEO for career progression check-ins, goal setting, execution action plans

¹ Or whatever the equivalent to “door” is in Zoom
² Such as curling