A website dedicated to making our implicit practices explicit.
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Our writing roots date back to the company’s earliest days, and it is the foundation of how we make decisions.
An organization needs healthy employee relationships to stay organized around its goals as it scales.
HashiCorp is a remote-first company, meaning we optimize our workflows for decentralized remote teams.
Rather than trying to write a list of tips or general remote advice, we collected stories of HashiCorp employees' remote work habits.
We use data to set shared expectations of what success looks like, and enable team members to contribute towards that success in clear ways.
A robust, scaled, and global manager development program, which standardizes what we expect of HashiCorp People Managers and promotes consistent capability across a core set of HashiCorp manager competencies.
Our recommended best practices for different types of meetings span structured brainstorms, team meetings and project kick-offs, one-on-ones, ad-hoc meetings, and social events.
Giving and receiving feedback that is clear and direct is a critical part of how we interact.
HashiCorp’s success is driven by its people — and that makes hiring one of the most important investments we can make in the future of the company.
A company operating cadence is the drum beat that drives the business. Done well, it sets the company up for success.
Culture itself is not created. It is an emergent property of our organization’s people and systems, which are built on shared principles.