They only care about the hours you log so they can make an invoice - Anonymous employee Capicua Employee Review

Hi. We’re so sorry you felt this was the only way to express your thoughts about our company and your job within it. However, we’d like to reply to the points being made since they do not correlate with objective reality. To reply to your concerns, we’ll divide your review into several main points. First of all, we’d like to highlight the horizontality that makes us so proud. Under no circumstances there are more than two levels of separation between the C-Suite and individual or team contributors. As a result, you’re either in weekly meetings with at least one of the management positions. On top of that, we’ve followed Scrum Process on all projects, where all voices are heard and taken into account in all the ceremonies, but more especially in the retros. We also have an open-door policy, where anyone can present complaints, improvements, or benefits to offer to our community. Member feedback is always received as important and always replied with an answer of what is possible. All collaborators receive on their first day an Onboarding Guide, which has this expressively written. To support this, you must be aware of the fact that we have a fully fledged People Care Team to guarantee that each and all of the members of our team are heard and seen. With that being said, we always bet on a double-way communication. So, the fact that you decided to skip every process and logistics specifically created for your voice to be heard, really exceeds our understanding. Our second point is related to extra hours, named toxic nightmares. Across all of our projects, as of the 2Q of 2022, Capicua has over 90 collaborators distributed in 11 countries. We run projects where people are both in different countries and work in different time zones. Just to provide a perspective of all the effort done monthly by everyone, we have an average of 53 hs a month distributed through the team. So, roughly 0,36% of the team's total effort. Another important thing is that potential extra hours are always agreed upon as a possibility prior to its appliance. Noone is about to clock out for the day and finds out at the last minute that there are extra hours to be made in order to meet a deadline. Also, it would have been only fair if you had also mentioned that, in the remote cases of ever having to make extra hours, every single one of them is paid. We never had, have, or will have any member team subjected to constant extra hours, not even to think about not paying each and one of them what is theirs and what they deserve. The next point we’d like to discuss is our Townhall Meetings. With the previously named amount of collaborators and countries (therefore, time zones), they’re far away from being just a space to say that we’re happy. As explained at the beginning of each of them, Townhalls have three purposes: introducing new members or collaborators so everyone can know each other, giving insights about what we’re doing as a company -in terms of teams, clients, projects, and further steps-, and, especially, to have a space where anyone can ask anything to the so-called “higher-ups''. In addition to always-opened-door policies, regular one-on-one spaces, and team meetings, you have these Townhalls to express your questions, comments, feedback, or disagreements. There are multiple spaces where you can give your feedback in the way you wish. In case you don’t feel comfortable, we can provide you with anonymous or personal ways to get your message read and heard. That leads us to our last but not least point. When talking about anonymous surveys, we believe you refer either to the Climate Survey (which can be anonymous or not, per the choice of who fills it), or to our Semestral Performance Review (which is anonymous to who you are reviewing, but not to People Care). In either case, there’s no chance of a manager interviewing a collaborator because of their answers on a survey regardless of how good or bad they were. We’re always open for feedback and, most of all, we do not assume we always do the right thing. We make mistakes, but we make those within the realm of our values. And when we are shown a better way or a correction, we raise our hand and correct the situation to create a better union for everyone. Nevertheless, we’re sure of our values and work atmosphere, but we are aware that we can't fight feelings with facts, here are our facts.