Being Axelerant

Being Axelerant

Greatness is a decision. It must be chosen. And making that choice is a defining moment.

Being Axelerant reflects why we’re part of Axelerant, what we aim to achieve together, and the shared boundaries and expectations that guide us in acting in Axelerant’s best interest.

Our purpose, mission, values, and principles are the foundation for how we make decisions and show up each day. These are the essential standards we strive to uphold—working in ways that are accountable, capable, coachable, and collaborative.

Being Axelerant replaces the need for a separate code of conduct or mutual work agreement, helping to keep our approach unified and free of ambiguity. We understand that perspectives may differ, and transitions are a natural part of any journey. We’re grateful for every contribution made along the way to help Axelerant thrive—for our peers, clients, families, and communities.

At the heart of it all is a commitment to a respectful, inclusive, and equitable workplace where everyone can grow and succeed

Table of Contents

Our Purpose

The top reason why we’re here.

We empower people in ways that matter to them to create substantial value for our customers and positively impact the world.

Our Mission

The topmost outcomes we’re working together towards.

We accelerate digital outcomes and scale with our customers as their partners of record.

Learn more about being a partner of record.

Our Mission Slogan

Digital Outcomes, Accelerated.

Our Values

At Axelerant, our values represent the principles and behaviors that guide how we work, collaborate, and grow together. These values influence not only our individual actions but also how we support one another as a team.

We share the intent and context behind these values to ensure that every team member—regardless of role, background, or identity—can understand and embrace our shared expectations. These values form the foundation of how we stay accountable, learn continuously, and contribute meaningfully to a respectful and inclusive workplace.

Enthusiasm

At Axelerant, enthusiasm is about cultivating energy, curiosity, and a willingness to explore new ideas and possibilities.

We encourage learning, experimentation, and action—even when things aren’t perfect. Instead of defaulting to caution or overplanning, we focus on momentum, collaboration, and thoughtful iteration. We recognize that energy levels and engagement may vary, and we aim to support one another in reigniting motivation and focus when needed.

Examples of Enthusiastic Behaviors

  • Actively find new things to know and share those with peers.

  • Brainstorming ideas and leaning towards action in a team or a peer group.

  • Consider our actions in the context of ourselves, our team, and Axelerant’s business.

  • Often recognize the efforts of team members as it influences our culture with positivity and motivation.

  • Participating in team or group activities.

  • Problem-Solving - Enthusiasm.

  • Self-Management - Enthusiasm.

  • Speaking up proactively regarding tasks at hand.

  • Thinking widely of the business aspects of a task and not just the technical aspects.

  • Trying new things in the spirit of learning.

Kindness

At Axelerant, kindness means acting with care, respect, and empathy in our day-to-day interactions. It’s about supporting one another’s well-being, recognizing diverse perspectives, and doing what’s right—even when it’s not easy.

Kindness goes beyond surface-level politeness. It includes honest, respectful conversations, making space for others to grow, and being mindful of how our actions affect those around us.

We foster a culture where psychological safety and meaningful feedback are valued over approval-seeking. Our kindness shows up in how we provide guidance, share responsibilities, and hold space for each other with compassion and accountability.Examples of Kind Behaviors

Openness

At Axelerant, openness means communicating transparently, respectfully, and with a shared understanding of how our actions affect others. We believe that making information available—appropriately and accessibly—empowers better collaboration, trust, and alignment.

Practicing openness includes being thoughtful about what should be shared widely and what requires care or privacy due to its sensitive or personal nature. We default to visibility while respecting confidentiality and context.

Openness also means actively listening to all feedback and ideas—across roles, backgrounds, and perspectives—and considering them thoughtfully as we strive to continuously improve.

We encourage clarity, accessibility, and proactive updates in our work. Whether it’s written documentation, public threads, or asynchronous updates, we aim to make collaboration inclusive, clear, and respectful for everyone.

Examples of Open Behaviors

Axelerant’s Domain Principles

We work together in many ways, and each manner has its expectations of desired behavior shared below.

Decision Making

We intend for timely, good-enough decisions at Axelerant.

Enjoyable Customer (External & Internal) Experiences

We look to consistently provide great experiences that matter to our clients and peers.

  • Be desired-outcome focused

  • Be easy to work with

  • Deliver quality and service reliably

  • Ensure long-term relationships

  • Keep our promises

  • Mutually improve profitability

  • Practice fair negotiation and agreements

Feedback

We ask for, give, and receive feedback.

  • Feedback is an act of kindness.

  • Constructively debate and disagree.

  • Focus on improvement.

  • Influence is a value-add, not a title.

  • Make suggestions for improvements.

  • Seek and give lots of feedback.

  • We value truth-seeking over cohesion.

More at Feedback, Asking for, Feedback Giving at Axelerant , and Feedback, Receiving.

Freelancing

We’re open to your other work that does not conflict with Axelerant’s best interests.

  • Axelerant work should always be the priority, without exception.

  • We hope that your freelancing brings value to yourself and Axelerant.

  • When in doubt, ask People Operations to verify conflicts of interest.

  • When Axelerant fits your project, please let us help and earn a commission.

Getting Things Done

Focus on getting the most relevant tasks done first.

  • Coordination will occur through collaboration, not centralization

  • Organizational boundaries will be porous

  • Strategy-making will be a dynamic, company-wide conversation

  • Strive to make the organization simpler.

  • Structure emerges where it creates value and disappears everywhere else.

  • We will achieve control through transparency and peer feedback

  • We work asynchronously by writing relevant things down as they happen.

Meetings

Get together respectfully.

  • Align meetings by purpose and share notes before the meeting.

  • Be on time to demonstrate respect for the people attending.

  • Casually enjoy the first minutes before getting focused.

  • Default to asynchronous conversations to avoid timezone and work timing conflicts.

  • Don’t wait for others to show or repeat things for latecomers.

  • Leave the meeting when it’s no longer relevant to you.

  • Only invite relevant people to meetings.

  • Video is on by default, communicate your reasons when not possible.

  • When ending a meeting, summarize the salient points and calls to action.

  • Work towards unblocking decisions or systems asynchronously.

Welcoming–Diversity, Equity, Inclusivity, and Belonging

Be a globally aware team.

  • Respect, appreciate, understand, and support every aspect of diversity.

  • Welcome people with differences regardless of age, ethnicity, experiences, family relations, gender, ideology, nationality, neurodiversity, perspectives, physical abilities, religious beliefs, sexual orientation, or social status.

More at Welcoming–Diversity, Equity, Inclusion, and Belonging.

Unacceptable Behavior

Axelerant team members act per Being Axelerant | Our Values and Principles, and when not, Exceptional Situations are the consequence. Axelerant has zero tolerance for breaches of our values, professional ethics, Safe Space violations, and these non-inclusive behavior examples.

  • Discrimination: demeaning, intimidating, racist, sexist, or threatening behaviors

  • Disrespect: discourteous or disrespectful treatment, using abusive or offensive language

  • Harassment: bullying, sexual, or any other form of harassment 

  • Incompetence: failure to meet job performance standards, severe misuse of judgment

  • Insobriety: reporting for work under the influence of alcohol, drugs

  • Insubordination: refusal to follow work instructions, role-related activities 

  • Negligence: failing to report to work at assigned times, misusing company time, and delaying projects

Report violations as soon as feasible.

Anti-Enthusiastic Behaviors

  • Resistance to active learning or coaching.

  • Resisting other-than-your-own techniques to solve problems.

Anti-Kind Behaviors

  • Withholding feedback from the team or Axelerant.

  • Working as a team of one.

Anti-Open Behaviors

  • Exclusively using private channels.

  • Not paying attention to documentation or not prioritizing it.

  • Withholding relevant feedback from peers and Axelerant.

References

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