Fully-remote

1. Care

   Feedback: We run company-wide monthly feedback sessions and quarterly anonymous surveys. We ask each other for feedback frequently. We strive to give and receive feedback well. Open, thoughtful dialogue and improvement is a form of care.

2. Mindful

   Notications: We schedule our responses on Slack or use the Snail emoji to let someone know we don't expect an immediate response, which helps us stay focused and mindful of each other's time.

3. Discovery

   Understand Motives: We strive to have clarity about a candidate's or prospect's true motives  before convincing them about Lumos. To address a different person's needs, wt must understand what those needs are. For example, a first call with a candidate starts with:"what are  you trying to optimize for?" instead of "here is what Lumos does!"

4. Alchemic

   Search for Inspiration in Unlikely Places: We seek inspiration from varied and unlikely places to  avoid groupthink. For our branding initiatives, we actively explore other  elds than IT or identity for inspiration and ideas that challenge our assumptions and biases.

5. Share Uncommon Ideas and Experiences: We love to learn from each other, especially if there’s something that feels new and exciting. That's why we conduct regular Humans of Lumos Sessions and Knowledge Sharing meetings in which Alchemists (our name for employees) share learnings, passions, and their eclectic interests. 

Decisions are made with our company values in mind. No matter the decision-maker or role, each person, including the CEO and co-founders, view the values as guiding principles and ensure that there is clear thought and reasoning behind decisions before executing on them.

We conduct performance reviews and promotions twice a year. Each performance review cycle includes a 360 review (upward, manager, and self reviews). Using these data, individuals are promoted when they have demonstrated the ability to operate at the next level, measured by our career framework. Recognition varies per person. While some individuals appreciate monetary rewards or equity refreshers, others appreciate manager shout-outs. The truth is that there is no "one-size-fits-all" solution in recognition; each employee has their own motivators and values, and managers and leadership are tasked with discovering how individuals like to be recognized and creating relevant solutions.