How we work at Oglic

How candidates listen, explain, ask questions, respond to feedback, and conduct themselves. We evaluate communication, professionalism, curiosity, emotional maturity, and collaboration — not technical knowledge.

An honest look at strongest skills, past projects, preferred tools, and areas still being learned. We value honesty over exaggeration.

Work environments, management styles, and tasks the candidate finds energizing or draining. Preventing poor matches is better than fixing them later.

Hiring is a two-way decision. Candidates are expected to research Oglic and explain, in their own words, what we do, the problems we solve, our values, and why they want to work with us. This shows curiosity, not memorization.

Responsibilities, performance standards, compensation, growth, and any final questions. An offer is only made when both sides are confident in the fit.

• We hire for long-term compatibility, not short-term vacancies.
• Character and communication matter as much as technical ability.
• Honesty is valued more than perfection.
• A slower process is preferable to hiring the wrong person.

Not all tasks require the same effort or carry the same impact. Performance is evaluated on the value and complexity of the work completed, not on task volume, screen time, or hours logged.

Every task has one clearly defined owner — the person to whom it has been assigned. Ownership covers planning, execution, progress updates, clarifying questions, and final quality.

Colleagues are encouraged to help each other, but ownership does not transfer just because someone is busy. It only moves when a manager formally reassigns it. Helping is appreciated; accountability stays clear.

Responsibility belongs to the person closest to the work.

Because employees benefit from flexibility, generous leave, and Work From Anywhere, expectations around ownership and execution are intentionally high. That does not mean longer hours — it means focus, accountability, and professionalism during the time you do work. Productivity should come from clarity, skill, and efficiency, not overtime.

We do not operate on a 9-to-6 schedule. Organize your day around when you do your best work. The expectation is simple: deliver high-quality work, meet commitments, and communicate well.

Each team has one or two scheduled collaboration sessions per week where all relevant members are available at the same time — for planning, reviews, decisions, and unblocking. Outside those sessions, employees manage their own hours.

When AI contributes meaningfully to a deliverable, disclose it. This is not to discourage use; it exists so we understand how modern tools contribute to outcomes. Using AI is encouraged. Misrepresenting AI-assisted work as entirely manual is not.

You remain fully responsible for verifying, understanding, and standing behind anything produced with AI before it ships. The output belongs to you, not the tool.

Google Chat is the official platform for work communication — announcements, project discussions, approvals, documentation references, and day-to-day collaboration. Channels should stay well-organized, clearly categorized, and free of clutter.

During your working period, work-related messages should normally get a response within about 30 minutes. The goal is responsiveness, not constant availability. If you’ll be away for an extended period, say so in advance.

Anyone may message anyone — including managers — at any time. Receiving a message does not mean an immediate reply is expected; treat messages as tasks entering a queue, handled within the response window or when you resume work.

• Communicate early when challenges arise.
• Ask questions when requirements are unclear.
• Keep teammates informed of meaningful progress or delays.
• Raise concerns instead of making assumptions.
• Communicate professionally and respectfully.

Raise it as soon as you know. The goal isn’t permission — it’s giving the team time to reprioritize, reassign, inform stakeholders, and adjust timelines. Silence creates problems; communication creates solutions.

• Personal illness or emergencies.
• Project scope or requirements changed.
• You’re blocked waiting on approvals, assets, or information.
• Technical issues outside your control.

• Poor planning or ignored priorities.
• Silence until the deadline has already passed.
• Avoidable procrastination.
• Repeatedly underestimating work without improving.

Accountability belongs to everyone. Managers own clear requirements, realistic deadlines, timely feedback, and disciplined scope. Employees own planning, raising concerns early, and delivering. When a deadline is missed we first ask “why did this happen?” — not “who is to blame?”

People are accountable for what they can control. The company is accountable for creating an environment where people can succeed.

Reviews use a weighted evaluation across multiple senior reviewers to reduce personal bias. Feedback runs both ways: managers give identifiable, direct feedback to employees; employees give anonymous feedback about their managers. If a review hasn’t happened on time, employees are encouraged to request one — career growth shouldn’t stall because a review was overlooked. All review discussions stay confidential.

If a genuine mistake causes real impact, it’s reviewed formally to establish facts, understand root cause, and prevent recurrence — not to assign blame.

Repeated carelessness or disregard for responsibilities is treated differently, because it reflects a pattern rather than an isolated incident.

Hiding a mistake is significantly more serious than making one. Report significant errors immediately. Problems raised early can usually be solved; hidden problems become trust problems.

• Start with the person directly, if you reasonably can. Most issues end here.
• If that isn’t appropriate or doesn’t resolve it, raise it with your manager’s manager or a founder directly.
• For anything involving harassment, discrimination, safety, or retaliation, skip straight to a founder. No intermediate step is required.
• Anonymous escalation is available through the twice-yearly review channel and can be used at any time, not only during review cycles.

• Acknowledgement within 2 working days.
• A named person accountable for looking into it.
• A written outcome within 14 working days, or a written reason for the delay.
• Confidentiality, to the extent an honest investigation allows.
• No retaliation. Retaliating against someone for raising a concern in good faith is itself treated as serious misconduct.

A set of company-wide paid days off, reviewed and published annually. Examples: Republic Day, Independence Day, Gandhi Jayanti, Christmas, New Year’s Day.

Instead of closing the company for every festival, each employee receives a generous allocation of Flexible Festival Holidays to use on any eligible celebration from the annual calendar that matters most to them.

Leave policies may evolve as the company grows while remaining consistent with our commitment to employee well-being.

Employees may store work on their personal Google Drive or other approved workspaces, provided every company file remains accessible to their reporting manager — so managers can access work, duplicate important files, and maintain continuity. Company knowledge should never live in only one person’s account.

During notice, transfer all company work: share relevant files with your manager or replacement, keep documents editable where required, organize project folders, and remove company files from personal devices and storage after handover has been verified.

Unless information has been intentionally published by Oglic, treat it as confidential — internal discussions, strategy, product plans, financials, client information, docs, designs, source files, research, and processes. When in doubt, ask before sharing.

Unlike many organizations, we don’t automatically prohibit employees from building things that may overlap with — or even compete with — the company. Our expectation is that you continue to fulfill your responsibilities, protect confidential information, avoid conflicts of integrity, and keep company work separate from personal work.

Oglic doesn’t claim ownership over work created independently outside your responsibilities at the company. Personal businesses, creative projects, and research remain your intellectual property unless a separate written agreement exists.

We hire builders, not just employees.

Employees are expected to provide one month’s notice. The notice period exists to ensure continuity and a smooth handover. In exceptional personal circumstances, an earlier departure may be approved case-by-case.

During notice, the departing employee is expected to:

• Complete ongoing work where possible.
• Document important processes.
• Organize project files.
• Assist with the transition of responsibilities.
• Help onboard the replacement, if hired.

The goal is to transfer knowledge so the next person can build on existing work rather than start from scratch — not to expect them to immediately perform at the same level.

The commitment runs both ways. Except in cases of gross misconduct, fraud, or a serious breach of confidentiality — where employment may end immediately — Oglic gives the same one month’s notice, or payment in lieu of it, that we ask of you. All statutory dues, earned salary, and accrued unused leave are settled within the final settlement period required by law.

Termination for performance is never a surprise. It only follows a documented performance improvement process: written expectations, an agreed timeline of at least 60 days, a named manager accountable for support, and a mid-point review. If the standard is met, the process closes. If it isn’t, the outcome — a role change, a demotion, or an exit — is communicated in writing with the reasons stated plainly.

If a role is eliminated for business reasons rather than performance, the same notice applies plus a severance of at least one month’s salary, and we will say so honestly in any reference we are asked to give.