This page outlines the values we strive to embody at Picnic, the traits that we look for when hiring and the frames of reference we expect people to use to make decisions. Also known as our 'culture'.

<aside> 🔥 Note: In all likelihood, a future HR professional will take a blowtorch to this page. In the meantime however, we strongly encourage team members to speak up and make us aware if they find that aspects of our culture do not match reality (anymore). We strive for this page to always be an honest description of how we actually do stuff rather than a shallow tale of how we would like to be seen.

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What Would Dunbar Do?

Our mission to make the world better friends is at the core of everything we do. Abandoning our integrity would be a surefire way of ending up becoming the very thing (or company) we set out to disrupt. We are committed now and always to putting people's wellbeing above profits.

That means we'll never consider extractive advertising business models that harvest or sell people's data as viable. Every feature we build or decision we take must be rooted in strengthening relationships and improving wellbeing, backed by the science that's available to us.

Put simply, when faced with a moral conundrum of any kind we ask ourselves: What Would Dunbar Do? #WWDD

Question: WWDD?
Answer: 'Be a legend'.

Question: WWDD? Answer: 'Be a legend'.

We treat each other like adults.

At the core of our culture is our belief that the best teams are built on a foundation of genuine trust. Treating each other like adults is a practical way we think about framing the kind of trust that we give and expect to receive from everyone at Picnic.

  1. We hire people who have their shit together. We might sometimes appear not to have our shit together on the surface, but we're driven and hungry for success. We care deeply about our mission and are serious about our responsibilities to each other.
  2. We take pride in being great communicators. We're proactive and always err towards over-communicating. We align with stakeholders regularly throughout projects. We strive to provide good context for the decisions we make. ****We openly share the full picture - the good, the bad and the ugly.
  3. We're comfortable with being wrong. We expect to be wrong a lot and don't see it as failure or look for blame. We accept that we are operating in uncertainty and tumbling towards progress. We trust that we're all doing our best with the available information. The pace at which we learn and iterate is more important to us than being right.
  4. We hold ourselves to account. We reach out for help if we're unsure of anything. We try to call out potential hurdles before they become issues. We flag issues as soon as they become apparent. When we do slip up, we hold our hands up and admit it. We learn from it, and we communicate what we're doing to get us back on track.

Examples of how our culture comes to life..

<aside> 📅 Decision Expiration Dates: We sometimes set an 'Expiration Date' when we need to make a decision. This helps give others context on 1) our confidence or satisfaction with the conclusion reached 2) how important the decision is and 3) when roughly we expect to revisit it once we have more context. By detaching ourselves emotionally from the outcome this helps us to avoid over-engineering the smaller more reversible decisions while giving us perspective that helps us to hold one another to account.

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More coming soon..