A Mission-driven Firm with a Unique Culture

Businesses make better technology decisions with AIMultiple

We are the sum of our decisions. Tech decisions are especially complex and impactful. Better technology decisions enable organizations progress towards achieving their goals.

Our values

Our values have been shaped over the years to support our mission.

Results oriented

We have a mission worthy of spending a part of our precious life. We have to make sure that our efforts counts in achieving our mission. Therefore, AIMultiple team is results-oriented and sets stretch targets. To give people the flexibility to achieve these, AIMultiple

• provides a non-hierarchical workplace and autonomy. We, as a team, decide what needs to happen and then based on their responsibilities team members sort out how to do things. Clear responsibilities are important to achieve this, we keep a list of all key AIMultiple activities and their directly responsible individuals (DRIs). All our team members have access to this list.
• supports simplification and focus. We live by “Done is better than perfect” and KISS.
• discourages fixed mindsets and dogma, relies on data, insights and transparency. We can’t achieve results if we are constrained by mental barriers.

Autonomous

We are a mission driven company. We measure individual contributions towards this mission and leave our team members to make all other decisions such as

• when they work
• where they work from
• when to go on vacation
• how much vacation time to use

Autonomy is harder to achieve when there are mid-level managers and complex hierarchies. Therefore, we are a flat organization without mid-management. This has been easy currently when we are a relatively small organization of ~30 individuals. Growth will bring challenges but we will work creatively and overcome them. We are ensuring that value added by mid-managers is added via other mechanisms:

• Company wide alignment: We share our short term goals clearly within the company following an OKR process simplified for our size. Our long term goals are explained in articles like this.
• Coordination between different business units: Company wide alignment reduces coordination needs. In addition, modern communication apps and a culture of open communication that allows for admitting mistakes are helping improve coordination
• Figuring out what to do as a business unit: Clear responsibilities, alignment on KPIs and KPI monitoring incentivize employees to take on this responsibility.
• Allocation of work: Clear responsibilities help minimize this as a separate task

We were inspired by Netflix in shaping this aspect of our culture. Though we do not follow Holacracy by the book, we are inspired by its principles as we build our organization.

Data driven

We enable better decisions through data driven decision making. To make better decisions as a company, we base decisions as much as possible on data.

Transparent

We started AIMultiple to increase transparency and enable better decisions. We must lead by example and embrace transparency. Any employee has access to these data:

• Cap table
• Our client list & revenues
• Our compensation policy for every level
• The KPIs for each team

We were inspired by Ray Dalio’s Principles in this aspect of our culture. We strive to be an idea meritocracy where radical truth and radical transparency are the norm.

Caring

Acknowledging that with stretch targets, people will sometimes fail, AIMultiple has a caring culture. AIMultiple will thrive as long as people fail with limited waste and keep learning during the process.

Inclusive and diverse

AIMultiple is fiercely committed to diversity and is driven by a sense of responsibility. We provide a caring work environment for individuals of all ethnic groups, ages, national origins, belief systems, sexual orientations, gender identities and/or expressions.

To minimize bias in hiring, we hire diligently based on objective criteria:

• Time-limited assessments
• Measurable past achievements
• Reference calls

We do not have any hiring quotas based on inclusivity or diversity related criteria. However we do monitor the results of our hiring process to ensure that we are not being biased.

How we live our values

• We explain where we are coming from in our internal documentation and encourage all employees to read the books that inspired us, including No Rules Rules: Netflix and the Culture of Reinvention, Netflix's updated culture memo, Principles and Measure What Matters.
• We follow tools and processes that are aligned with our culture such as Scrum.
• Every month we dedicate about an hour to discuss our latest results, culture and how we work

If we are an organization that you would like to be part of, follow us on Linkedin and stay up to date on our open positions.