Personal growth

Contents

1. Hiring process
2. Onboarding & coaching
3. Career path
4. Remote working
5. Tech budget & benefits
6. Investment time
7. Time off
8. Parting ways

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Hiring process

Our hiring process is built on inclusivity, transparency and fairness, in five steps:

1. Application submission: candidates apply by email, through our website, social media or job boards.
2. Screening call: a first look at interest, experience and background.
3. Tech interview: we go through skills and experience in detail. Sometimes this is merged with the screening call.
4. Tech test: a practical exercise with clear instructions and support if you need it, scoped to a few hours rather than a weekend. It is never unpaid work on a real project.
5. Job offer: an offer with the full picture of perks and benefits, not a headline figure.

We communicate clearly at every step, and we give a reason when the answer is no.

Onboarding & coaching

Onboarding gives new team members the knowledge, tools and context they need to start well: our methods, technologies and vision, with nothing important left implicit.

From there, coaching is continuous. We ask people to set their own growth goals and work on them with their manager, and we treat work-life balance and mental well-being as part of that conversation rather than as a separate perk.

Career path

We are a small, fully remote team, and we would rather describe our structure as it is than as an org chart we have not needed yet.

Work is organised around three areas: product and design, engineering (frontend, backend, QA, cloud and AI), and operations and sales. People own projects end to end and, as they grow, take on the coordination of a team or the relationship with a partner.

Growth here means widening scope and responsibility rather than climbing formal grades: leading a project, owning a partner relationship, mentoring someone new, becoming the reference point for a technology. It is not automatic and it is not always linear. It follows demonstrated ability rather than time served. What we do commit to is that the criteria are discussed openly with your manager, not decided behind a closed door.

Remote working

We are fully remote. You work from wherever you want, as long as you stay within one hour of company time, ahead or behind, so that there are always hours when everyone is reachable.

We meet in person for team-building, training and celebrations when there is a reason to, deciding together rather than out of calendar obligation.

Tech budget & benefits

Technology is the job, so everyone is equipped for it from day one: laptop, software and the professional subscriptions the role needs. Collaborators with 2+ years receive a personal budget for devices (laptops, smartphones, tablets), renewed every two years.

Beyond that:

• Software & subscriptions: access to professional tools, and we listen to proposals for new ones.
• Professional opportunities: tech events, training programs and workshops.
• Meal vouchers.

Investment time

Everyone is encouraged to spend about 8 hours a month on their own development and well-being: open-source contributions, reading, e-learning, physical activity. It is work time, not spare time. That is the only reason it actually happens.

Time off

Everyone receives the leave they are legally entitled to, and we do not impose company-wide shutdown periods: needs differ, so the calendar is yours to plan.

On top of statutory leave:

• Your birthday: an extra paid day off.
• Mental health days: two paid days, usable in spring or autumn.
• San Giovanni: June 24th, paid (patron saint of Turin).
• Flexible days: up to three unpaid days for personal development, cultural activities or volunteering.

We ask only that days are planned in advance with your manager, so that neither colleagues nor partners are left uncovered.

Parting ways

Separations are difficult but sometimes necessary. When one starts to look likely, the first step is an open conversation with your manager. Often there is a solution nobody has said out loud yet.

Resignation: we respect the decision and handle it professionally. We ask for the notice set by contract and law, organise a proper knowledge handover, and run an exit interview, because the feedback of someone who is leaving is usually the most honest we get. Doors stay open.

Termination: the most serious form of separation, reserved for serious misconduct, poor performance or policy violations. Decisions rest on documented reasons and follow company policy and the law, and are handled with fairness and discretion.