Fully-remote

Collaborative: Everyone at Constructor has a voice, and decisions are based on collaborative input. We make sure everyone is involved in the company’s success, no matter their role.

Welcoming: New employees are welcomed onto the Constructor team and encouraged to share their new ideas for the business. Plus, with Constructor’s various internal groups—such as parents, women at Constructor, those with pets, those interested in trips or video games, etc. — there is something for everyone to be a part of and opportunities to meet like-minded people. 

Transparent: Constructor is transparent with employees about how the business is doing, what is expected of teams and what it takes to move forward. There are no hidden agendas or motives – everyone is on the same page and moving toward the same goal of success. We share quarterly financials with the entire company so that they understand and are aware of the financial health of Constructor. We share OKRs publicly and the progress that is being made during All Hands meetings. Outside of All Hands, people are encouraged to ask questions if they have any about the information shared. 

Company leadership plays an important role in setting the standard for our company culture. Our co-founders, in particular, are heavily involved in special communications related to world events. Eli Finkelshteyn, our CEO, also has a 1:1 meeting with every person at the company, which is meant to give the employee the opportunity to ask him questions, and it, in turn, gives Eli a good pulse on how the team is doing. Our semi-annual Pulse Surveys are consistently reviewed by leadership to ensure that we are being responsive to the needs of the entire company and meeting any promises that we have made. We rely on leadership to ensure that we are interviewing and hiring with culture in mind. Leadership is an extension of the people operations team and will cover any questions from their team about important updates, policies and people programs that their team is curious about. Having our leaders’ support as stakeholders ensures that our culture is driven from the top. All of the leadership team is acting as stewards of the culture and values of Constructor. 

At Constructor, we acknowledge the importance of recognizing team members in ways that delight and bring attention to their work and/or milestones. For this, team members and managers use a variety of tools that fit the preference of the team member being recognized and the occasion.

A few of the ways that we personalize recognition at Constructor include: 

• At our weekly All Hands meetings, we have a section that is dedicated to giving other team members verbal shout-outs for work well done. 

• As an organization of Slack power-users, we also have a Slack channel called #winning where team members can give written recognition to anyone else on the team.

• If anyone posts a shout-out in our human resources information system (HRIS) tool, then that will sync into the #winning channel as well, so that everyone at the company can see it. 

• Our performance management tool is another option for team members to recognize each other. There, employees can give each other “praise” in the form of badges and written praise that is then saved on the Praise Wall for others to read.

All this is in addition to recognizing employees via promotions throughout their career trajectories.