- In business 5 years
- Funding modelBootstrapped
- Team size 11
The Duckbill Group
We are a consulting firm that helps companies fix their AWS bill by making it smaller and less horrifying. Additionally, we run a well-known media publication, Last Week in AWS.
The Duckbill Group profile
How do you maintain flexibility & balance for your team?
- We are remote-first and have been since day 1.
- We have a standard vacation policy of three paid weeks off, in addition to parental leave and holidays. We expect everyone to use their vacation as they see fit; when someone is out, they are *out* and aren't pulled into work conversations on days off.
- We have unlimited sick leave, which we also count as covering a kid being sick. In other words, if one of our team needs to take time off to take care of a sick child, that time off is not counted against their vacation time.
- We encourage people to treat their schedule in a flexible way. Some people work a split day, for example, while others work late into the evening, and still others maintain a standard 9-5.
- We try to be as async as possible and limit the number of synchronous meetings.
- We try to be intentional about how we use Slack: it's often-repeated in our Slack that communication is not expected to be instant and someone responding quickly is just a happy coincidence. We encourage people to close out Slack when they're working, as Slack is not necessarily where work gets done.
How do you ensure autonomy and plan for the future?
How does your company try to hire people from underrepresented groups and improve the diversity of your team?
- We have structured interview processes and standardized questions for all candidates. Everyone who gets interviewed has the same experience.
- We post our jobs in communities where underrepresented people are.
- We use racially- and gender-diverse interview panels for every candidate.
- We take copious notes on all candidate interviews, so we're able to review all information when making decisions instead of relying on our memories.
Where we're still improving:
- While our company has high gender diversity, it has low racial diversity. We're beginning to make an intentional effort to recruit from racially-diverse communities, which we have not been doing previously.
How do you support your team to grow and improve?
We help individuals understand company goals on an ad-hoc basis--everyone is encouraged to reach out to the CEO if they have questions about them. Same process for any conflict management concerns.
That said, we are in the process of hiring managers in the company which will increase our capabilities here.