This is part 3 of 14 in the Inside Axelerant series regarding…

Axelerant’s Inside Axelerant series gives you a glimpse of principals, policies, and guidelines within our Open Company.

Your Guide to Success at Axelerant

  • Collaborate, get the right things done when they matter and effect positive change
  • Document decisions made
  • Follow or create defined processes for gettings things done
  • If something isn’t right, do something about it
  • Make the most of the work day and have a life outside it
  • Speak freely about Axelerant, products, projects, services, and related matters
  • When you need a break, take it, and come back to work refreshed

Career Growth

Career growth at Axelerant operates exactly as fast as you can manage to improve upon your knowledge, skills, and abilities. You’re in charge of your career path, and you can ask for help with it anytime from your team members and the strategy group.

Trial Hire

The trial hire period is meant to give new hires an opportunity to understand better Axelerant’s culture, pace, and uniqueness. We’ve learned through a variety of hard lessons that 30 days for production and 90-days for operations team members is enough to determine a fit, even when it means letting a good person go.

A successful trial hire pass with Axelerant requires completion of the following tasks.

  • Completed induction program and new hire paperwork
  • Majority fulfillment of role responsibilities
  • Reasonable attempts to meet KPI baselines
  • 67% vote of confidence trial hire peer feedback

Trial Hire Process

  • By the new hire’s join date, they’ll be added and tracked in the human resources system
  • New hire’s induction program will begin
  • Group leader with HR assistance will explain KPI expectations
  • A week before trial hire period ending, the new hire and their group leader will complete a trial hire review in human resources system
  • HR will share a “Fit or Not” evaluation form with the new hire’s peers
    • “Undecided” votes are considered as No
    • A vote of confidence is calculated by the count of Yes votes divided by all votes submitted.

Ambiguity in evaluation responses may occur when less than 80% of the new hire’s peers don’t provide feedback. If there’s ambiguity, then HR will open a private #trial-review-<person> channel on Slack for the new hire’s peers to discuss further. Within 3-business days, another “Fit or Not” evaluation form will be provided, and that vote is final.

“Fit or Not” Scoring Examples

  • 2 yes, 1 no = ⅔ = 66%; not a fit
  • 3 yes, 1 undecided = 3/4 = 75%; a fit
  • 2 yes, 1 undecided, 1 no = 2/4 = 50%; not a fit


At day’s end, we’re each empowered to do what’s best for Axelerant, clients, and ourselves in getting our responsibilities completed. At times, it might mean doing something quick and dirty that’s good enough for a better process or system is founded. At other times, it means making a hard decision to backlog priorities so that others can be completed.

Don’t be a Bureaucrat

When you’re asked to revise, critique or whatever of a Google document, edit it instead of wasting your time and others with comments like “Too subjective. Can we remove and keep it simple” or “Can we replace with ‘Regular participant…’ with ‘…'”.

Just make the desired changes because Google documents support revisions that allow knowing who made changes and reverting them as needed. If a discussion is needed, then use commenting.

In any case, be proactive and help move things ahead instead of holding them back.

Final Paychecks

Your last paycheck will be available on the next regular payday following your last day of work dependent upon completion of discussing task statuses with your supervisor and returning Axelerant provided equipment. In the case of an extended handoff, the time required for such will be mutually negotiated and compensated for.

Job Titles

Job titles are simple and derived from a common role basis per international standards without ranking modifiers. For example, if your role is a senior developer, your job title is simply developer.


The direction of product, project and service opportunities is often not a traditional managerial one. Being that leader is more about being an information clearinghouse and decision maker. All teams need leaders, and anyone can be that leader. If you want to lead, then lead.

Further, for when our organizational structure and culture has shortcomings. If you have ideas to help overcome these deficiencies, let us know via #guild-leadership.


It’s okay to make mistakes; please learn from them.

Moving Forward After a Mistake

  • Don’t repeat the same mistake over and over
  • Listen to customers or peers affected by the failure
  • Don’t ignore evidence; especially when it says you’re wrong


6-months after release from Axelerant, ex-team members become eligible for rehiring. Ex-team members must start over the candidate process. Further, prior benefits and compensation may be reduced or not offered.


You are free to leave Axelerant at any time for any or no reason with no adverse legal consequences when giving a resignation notice period of 30 days. Up to 60 days is the required resignation notice period when you’re a team member of an active project to onboard your replacement.

Axelerant reserves the right to accept a resignation as effective immediately.


Take risks. Consult with your peers and mitigate them the best you can before taking them.


Axelerant only offers one month’s severance as hardship pay to team members who are considered as Not a Fit during the trial hire period. No other severance pay options are offered.

No severance pay is offered for:

  • Team members terminated for fit or performance reasons.
  • Team members who quit or take an unauthorized leave of absence.
  • Team members let go for illegal or unethical activities.

Warnings & Termination

Axelerant isn’t a place to hide and wait to be told what to do. It is a place to innovate and to produce with other talented, like-minded team members. If you’re not mature enough or unable to handle yourself, then you should go work elsewhere.

Any team member committing a criminal offense, demonstrating misconduct with clients and peers, not fitting our culture, or having poor job performance may face disciplinary actions like a probation period or immediate termination.

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