Whereby

Whereby ETHOS.

• Whereby ETHOS.‍
  Our ethical commitments are continuous and tangible. We strive to be a company that raises the bar and makes its people proud.
  This doesn’t mean we’re ethically immaculate. But we never shy from difficult conversations and we make all decisions transparently.
• Trust Trust
  We trust by default. This means assuming best intentions and giving people space and freedom from day one, not asking them to earn it.
  It doesn’t mean we stop paying attention. If things go wrong, we work together openly to reset expectations and re-align around shared goals.
• Human First
  We consider the whole human, beyond any one goal or moment. It helps us to support each other, and our customers, more meaningfully.
  But human-first doesn’t mean ‘work last’. Looking after people’s broader needs also improves our productivity because we have balance.
• Outwit & Outgrit
  To create serious change, we have to dig deeper and think smarter. Grit, resilience and creativity are the hallmarks of the underestimated.
  This doesn’t mean we burn ourselves out. It means we’re smart about where and when we push harder and when to be kinder to ourselves.
• Selfishly Diverse
  Embracing diversity is a moral duty, but it’s also smart. We want the full spectrum of talent in our team. Every perspective strengthens us.
  We never exploit diversity. We say ‘selfish’ as a sign of deep respect: Your unique differences make us better and we want you all on our side.

• Home office stipend
  Everyone in our team is offered a generous budget for their home office and computer set up.
• Unlimited holidays
  Everyone in our team is offered unlimited holiday days.
• 12 weeks paid parental leave*
  Everyone in our team who has been with us over 1 year has an entitlement to 12-weeks paid parental leave.* If you have been with the team for less than 1 year that entitlement is 6 weeks.
• Equity
  Due to the nature of our cap table, at present we have a limited options pool for new joiners. We do attempt to grant options across our entire team (all new starters) every few months, and at this stage everyone in our team who started before Jan 1 2020 has been offered them. However, as the number and timings of equity is not a certainty we are generally unable to offer equity at the offer stage for our new joiners.
  We do, however, retain a small options pool for Senior Hires, and if we have equity for those offers we aim to mention this in the initial telephone screening.
  For this reason, we do not use equity as a bargaining position, and see our equity as a variable compensation element above your offer which is a wonderful benefit to most of our team, but not an expectation at offer stage.
• Bonuses
  Everyone in our team has a clause in their contracts which enables a bonus to be added at a later date. At this point the vast majority of our roles have no variable compensation (two exceptions to this is our Executive team, and our Sales team).
  At this point our data infrastructure makes it quite difficult for us to set bonuses and ensure there are clear and tangible ways to meet your goals. For this reason, very few offers at this stage will include a bonus.