What are the golden behaviors?
The 10 Orange Behaviors are norms that will be part of our culture in the future.
We’ve created them together to set the main principles driving us in our day-to-day work and underlying our relationships.
If someone doesn’t respect them, please let them know. Nobody will be penalized but we should always be aware and respect what is important for us and, especially for Pack.
PS: if you think that something should be changed, please feel free to challenge all of us.
What if we observe someone misbehaving?
We believe in continuous personal and professional growth. Every team member should have a clear development path, supported by quarterly OKRs and KPIs. Growth is not only individual — we are all responsible for helping each other grow and improve.
Open conversations and continuous feedback are the foundation of our culture. We expect everyone to give and receive regular feedback and to participate in quarterly goal reviews. You are encouraged to ask questions, challenge ideas, and share concerns at any time, with anyone.
Continuous feedback is part of our day-to-day and we are always ready to support someone in their professional and personal life.
We actively promote a culture of questioning, both challenging each other's decisions and introspectively examining our own. Fostering curiosity and a deep understanding.
Our ambition drives us.
We aim high and want to create real impact — in our product, in our clients’ lives, and in the labor market improving the conditions and welfare of employees. This means setting bold goals, thinking disruptively, and taking ownership. We push beyond limits and believe every idea can make a difference.
For this reason, we have to set challenging goals and always continue to push ourselves.
But ambition without adaptability doesn’t work in a startup. We embrace fast changes, shifting priorities, and unexpected challenges. We’re not attached to rigid plans — we adapt with curiosity, resilience, and focus on the outcome.
Every employee is part of this journey, we are building this company together, for this reason, every idea matters and we encourage disruption.
We hire A-players fast, fire fast when needed, and onboard with care. Both effectiveness and speed are more important. Some roles require longer processes (e.g. tech), but we always aim to act quickly and decisively. Onboarding must make people autonomous and aligned fast.
We have to choose people who closely fit with our values and necessity. We don't have to settle if we are not convinced enough.
We have to understand what are the best working methods/conditions for each role and build/organize the working structure for them.
We work by objectives.
We set goals and measure them with clear OKRs and KPIs. Our performance system defines what success looks like at individual, team, and company levels. When trade-offs happen, company goals come first, then team, then individual.
At the end of each quarter, we review the performance so far and discuss it, giving advice and organizing some support activities to improve in the following period.
OKR logic to be added July 26, 2025 9:00 AM (GMT+2)
We believe in the power of mistakes.
Every person should make mistakes and learn from them.
This is the reason why we created a Notion Dashboard where we take notes about them.
At the end of each month, we take a moment to share them with everyone and to speak about the main topics.
Friday For Future is a weekly meeting that has always been part of our culture.
This is the place where we speak about a future topic, share ideas, discuss topics/pieces of knowledge, and give everyone a chance to share their opinion.
This is not only a moment to learn something new but also to spend time together without speaking about work-related topics.
We are a full remote startup but sometimes it is useful to work together to share knowledge and improve ourselves.
Working in parallel on the same project/activity/task can help to contaminate and have fun even if we are not in the same place.
Decisions should prioritize the team and company over the individual.
If something is decided democratically, everyone must act according to that decision, balancing personal opinions with the needs of the company and the team.
But if it doesn’t work or if the decision involves seeking input from more people, it requires a team consultation to expand the circle of influence beyond the team. Everyone can express their opinion, but the final decision should be take democratically and the individual has to adapt and act like the decision taken.
We think globally — in how we hire, communicate, design, and grow.
English is our working language. We build a culture, product, and team that can scale across borders, with diverse perspectives and no local limits.
Having a global mindset means thinking and acting with an international perspective. It’s about being aware of and responsive to cultural differences, creating scalable strategies, and ensuring that all actions—internal and external—are inclusive, accessible, and relevant across markets.
It’s not just about translation. It’s about building with the global in mind from the start.