Everything about Axelerant is towards mutually beneficial exchanges. We view your role as a crucial part of making your life and Axelerants better and easier. 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.
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.
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.
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 individuals and their families. Including access to health benefits, ample vacation time, sick time, holidays off, and paid leave for new parents.
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 every team member's career prospects are bigger and better every year they work with us.
By providing a place to demonstrate ownership. Axelerant is a reasonably flat organization, broken into two types of groups: sales and marketing and service areas like DevOps and staffing owned and led by a singular director or another manager. These groups form symbiotic relationships that enhance learning, coordination, and efficiency across the company that other teams can create.
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.