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Everything about Axelerant is towards mutually beneficial exchanges. We

We view your role as a crucial part of to making your life and Axelerants better and more accessible. We acknowledge that your professional career is not the only aspect of your life. Though we work remotely, we keep regular, predictable hours with the intention of mutual respect and high productivity.

Our values shape us, and here is how that consciously happens.

A 90-day onboarding period allows new team members time better to understand Axelerant's culture, pace, and uniqueness while ramping up to meet our expectations of their role. Relevant department or service area director or other designated person provides onboarding oversight.


Our team has many customer-driven roles that aim to create happily expected and sustainable outcomes. Therefore, people skills followed by role competency are pretty essential. When an onboarding component doesn't apply to you, move on or ask for clarity. At the day's end, each of us is responsible for our success and our partners as a team.


  1. By providing a work environment , you like. We love helping you be productive. We provide access to the resources you need to do your job. We give you elbow room so you can make impactful decisions. We protect the high-performance culture you're a part of. And, while doing your best work, have fun. 

  2. By paying fairly for roles and responsibilities. We research information from multiple sources based on role responsibilities rather than job titles. As your job and responsibilities change, your pay will reflect it based on our annual research.

  3. By looking out for your lifestyle and your family. We offer everybody access to as many benefits as we can responsibly make available to take care of for individuals and their families. Including access to , including health benefits, ample vacation time, sick time, holidays off, and paid leave for new parents.

  4. By providing support for your career long-term. Successful team members practice incremental improvement. That means that throughout a career at Axelerant, we ensure team members have sharpened existing skills, gained new skills, and expanded their knowledge around their areas of expertise. Our goal is that We aim for every team member's career prospects are to be bigger and better every year they work with us.

  5. By providing a place to demonstrate ownership. Axelerant is a reasonably flat organization, broken into two groups: delivery and operations, each owned and led by a singular person supported by many. These groups form symbiotic relationships that enhance learning, coordination, and efficiency across the company that other teams can create.

How do we care for you?

Upon joining Axelerant and at least quarterly after that, your manager and a Performance Coach will facilitate getting-to-know-you conversations toward establishing an Individual Development Plan and periodic reviews.

At least monthly, a performance coach will help team members select, complete, and support the most relevant skills development and objective goal-reaching per the Individual Development Plan. Furthermore, coaches are available for other kinds of personal and professional conversations.

A leader may facilitate empowerment-orientated group conversations towards improved trust amongst peers and collaboration efforts during recurring departmental or project retrospectives approximately once a month.We demonstrate that we care for you through ongoing conversations on the following topics.

Child pages (Children Display)
pageCareer Progression

What do we expect from our team members?

The first days week of onboarding involve involves learning about our systems before completing the typical fulfilling role tasks during week 2culture and systems. The proceeding weeks get you into fulfilling your. Going slow is okay, as you must understand how things work.


New Team Member Onboarding Expectations

For Leadership

  • Day 0 - Leadership Onboarding

  • Schedule time with the new team member

  • 30- to 60-minutes, a few days apart, for Day 1 and X+3 onboarding

  • Follow on conversations will happen weekly, then bi-weekly, and eventually monthly as relevant

Oversight Team Expectations

  • The onboarding team is accountable for welcoming the new team member to Axelerant and establishing first-week activities.

  • Directors are accountable for welcoming new team members to their group and creating post-first-week activities.

  • Directors are accountable for gathering at least bi-weekly feedback during the onboarding period.

  • Onboarding team members support directors in accomplishing the onboarding oversight.