Growth & Learning

Every new joiner is paired with a senior mentor from week one — a tax expert, an engineering lead, or a senior operations manager. Mentor-mentee pairs meet twice a week for the first month, then weekly for the next three months. Mentors get a 10% time-credit bonus on their own goals for the duration of the pairing.

Mentorship is structured but informal: the mentor reviews work samples (draft tax memos, code reviews, client briefs), runs mock client-calls, and helps the mentee plan their next quarter. A mentee who is stuck on something specific can swap mentors without paperwork — fit matters more than hierarchy.

We reimburse 100% of any certification fee (cloud engineering, Kubernetes administration, programming foundations, project management, internal-audit, securities compliance) and grant 10 paid study days when the certification falls within the employee's role. We also pay for any reading list — books, journals, paid newsletter subscriptions — up to ₹6,000 per year.

Every quarter we run a "deep dive week" where the whole company closes 3 days for one craft. Past topics: GST notice reply drafting, mark-to-market accounting for startups, advanced SvelteKit patterns, sales pipeline hygiene.

Every role has a 4-band ladder from Junior → Lead → Senior → Principal. Each band has a documented minimum salary, the skill expectations, and the rough scope of work. Salary revisions happen quarterly — never annually — and every revision is published in the company-wide handbook within 24 hours.

We do not negotiate salaries in private. New joiners see the band their offer falls in and can compare to peers with the same band and tenure. Promotions require a "promo packet" — three months of evidence from your manager and your peers — and are reviewed by a panel of three engineers + one founder, not a single manager.