A manager is a teacher in the truest sense of the word. They embody all of our core values and their most important job is to help their team grow. They are responsible for every project that comes from their team and are working toward taking ownership of outcomes. Managers constantly take feedback from their team on how to improve and recognize that their success is dependent on the success of each direct report.


Managers have a core set of expectations that they steward in the organization: Transparent - Don't mask problems, issues, or excitement, share these with your team and be direct. Allow every employee to bring their whole self to work and debate early and often if you disagree with a decision. You should want your team to be autonomous, and recognize that responsibility and ownership are two sides of the same coin. Champions of diversity - Trust in our shared values, core competencies, and best intentions, but actively seek out diverse perspectives and points of view. Think critically about your unconscious biases and how different members of your team (especially those who come from disadvantaged communities) may have differing needs. The best managers develop talent and shape the best ideas, not their ideas. Enjoying the journey - You are the most important steward of our vocational training program. Constantly ask your team where they want to grow and what they want to learn next. Be proactive about tailoring work accordingly and take the extra time to have fun. You should be optimistic that your team and every report can succeed.

Service-Level Agreement (SLA)

Employees have the right to hold their manager accountable for two types of meetings:

  • Weekly/Bi-Weekly 1:1s - Meetings can be structured or unstructured, but should cover the big picture, tactics, personal development, feedback, and next steps.
  • Growth Planning - In addition to our Performance Review cycle, we encourage frequent feedback discussions as we believe that feedback is most effective when provided ongoing. People managers are responsible for facilitating Growth Plans, and an opportunity to check in and review development goals.


There are a few specific milestones that a manager should aim to achieve:

  1. Development of their team toward their vocation
  2. Progression of their team to new roles and/or levels of seniority
  3. Onboarding and completion of new projects
  4. Positive Manager Reviews
Managers are responsible for both the success and failure of their teammates. Reports are expected to play an active role, but at the end of the day, their manager is responsible for helping them get there.

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