Maca

Maca empowers your RevOps and Sales teams with next-level insights on revenue data to make more informed decisions as your pricing strategy naturally evolves.

We believe startup life is like training for a marathon - you can have sprint days for growth, but rest and recovery are required to build healthy, sustainable products and teams. We believe in remote-first teams because the best talent can come from anywhere and we want to support people with families who may live outside of major metropolitan areas. Our leadership team has 6 years of experience at GitHub managing remote-first teams. We maintain a strong documentation culture, flexible hours, and once a quarter in-person offsites for bonding time. 

We love involving the team in decisions. "Ownership" is a major value of ours and we are always looking for ways to encourage the team to improve all aspects of the company. While the leadership team does set the direction of the roadmap, the rest of the team is heavily involved in solving customer problems, designing the product, improving team processes, and suggesting better implementation details. Our main mantra is "what is the customer problem we are trying to solve?" If any of us (including leadership!) are arguing to do something for personal or egotistical reasons, it doesn't solve the customer problem, and therefore it's not a good enough reason to continue doing something in that way. 

Everything that the team does should be tied towards a goal and a priority. We set the priority each week and make sure that everyone is clear on the most important thing we're working on and how it relates to the overall vision of the company. If it's unclear why something is a priority, we have a discussion and provide clarity and context. From the weekly priorities, the team figures out the tasks that are needed to get there.

People of different backgrounds make better products and better teams, period. Having a single type of people on your team is the people equivalent of saying "works on my machine"!  Maca is founded and led by women of color and our entire team is either people of color or first-generation immigrants and we love the value that each person’s experience brings to the team. 

Our hiring process is intentionally built to remove as much bias as possible. There is a written rubric for each stage to maintain consistency. We remove names and pronouns wherever possible within the process. Schools are not considered as part of the criteria due to bias from legacy programs. Job recs are written with gender-neutral language and realistic requirements (eg no "rockstar" or 20 years of Swift experience). Our technical exam is a take home exam to allow for flexibility of hours. We include an interpersonal interview that is built around the company leadership values such as "customer obsession" and "product ownership" rather than "culture fit". We also look for entrepreneurial experience, understanding that people from underrepresented backgrounds may not have a more traditional career path.

Danielle, our VP of Engineering has written about this quite a bit, but people are the most important part of a company. The leadership team’s number one job is to help people be the most well-rounded individuals that they can be. 

We dedicate time to personal development and career growth during weekly 1:1s and quarterly check-ins, help team members keep a weekly log of startup learnings, and coach individuals through difficult conversations and areas of growth through regular and timely feedback sessions. 

Unlimited PTO, full medical/dental/vision insurance, quarterly in-person offsites