This post is part of our perpetually-work-in-progress Company Docs. Help us improve them by letting us know if you have suggestions, see something outdated, or find typos and grammar errors.

We take inspiration from or copy what a few other open-ish companies like Automattic, Basecamp, GitLab, Meet Edgar are doing.

Our team agreement

Everything here is a mutually beneficial exchange of value.

We view your job as a crucial part of making your life better and easier, but it is not your whole life. While we work remotely, we all keep regular, predictable hours - you’re not expected to check in outside of those hours, unless previously arranged for a specific purpose.

In return, we trust that you’ll reliably be here for us when you say you will - and that means working exclusively on Blanket during your work hours. We do understand that life happens during the day and that doctors and school officials keep schedules, too — but we expect that you’ll respect your coworkers by minimizing the impact of those and other unavoidable mid-day appointments.

Additionally, these are the things we think matter most to create the right team environment and culture at Blanket:

Provide a work environment you actually like

We love helping you be productive. We provide access to resources you need to do your job. We give you elbow room so you can make impactful decisions. We protect the high-performance environment you’re a part of. And, in addition to doing whatever we can to enable your best work, we make sure you’re having fun while doing it.

Pay fairly with regard to market values for roles and responsibilities

We’re just starting out, and can’t currently afford to pay the salaries we’d like for everyone to make. As time and growth allows, paying a fair, above average salary, will become the first area we invest in. We’ll share these changes and updates during your annual review, along with providing an annual salary increase, guaranteed.

Look out for your lifestyle and your family

We offer everybody access to as many benefits as we can responsibly make available to take care of individuals and their families. We’re committed to continually expand them as the company grows.

Providing support for your career long-term

Successful team members are ones that practice incremental improvement. That means that over the course of a year, we ensure team members have sharpened existing skills, gained new skills, and expanded their knowledge around their areas of expertise. Our goal is that every team member’s career prospects are bigger and better every year they work with us.

The right mindset

When making decisions at this company (and you will make many), use these rules to guide you towards the right mindset:

Work openly

As one of our core values, we believe that working openly serves as the foundation for making remote and asynchronous team collaboration successful.

  • Create a task for everything you work on, even very small ones
  • Starting, pausing and ending tasks
    • If you’re working on it, it should be on Working on now
    • If you stopped working on it, it should be sent back to Sprint (or Waiting or blocked)
  • Make everything available to everyone
    • No one should have to ask you for links, files, etc.
    • It should all be hosted on a live doc or in the shared folder
  • Asynchronous collaboration
    • You should't need to frequently collaborate with other teammates at the same time
    • If you do, schedule these collaborations
  • Set time expectations
    • Set a due date for everything you’re working on
      • Even if you’re going to change it or know you might miss the date

The short version: everyone should have access to everything at all times.

Default to action

Nothing exists until it's live. We love big new ideas, but they can't help us until they're real. Make things live as quickly as possible (MVPs), then work to improve them. Focus on being decisive and remember that no decision is irreversible.

Iterate and improve

We’re always improving everything in baby steps. Every task is an opportunity to raise the bar on quality, improve our internal processes, AND learn something new for yourself — always look for opportunities to do so. Just because a process or idea is the norm doesn’t mean that we aren’t open to changing it.

ROWE (Results Only Work Environment)

We're a results, not hours, driven company. More on ROWE.

Do what works, ditch what doesn't

If something worked, repeat it or see how you can improve it to make it even better. Avoid starting from scratch - do more of what works, and less of what doesn’t.

Share what you know

Shared information means faster, smarter decisions. Make everything public within the company (share your google docs, ask questions in public Slack rooms, document processes/updates) and build your work on the information others have shared with you. Use mistakes you've made in the past to help lead other team members toward success.

Be frugal and resourceful

We like spending, but only in the right places. Those places are our team and growth.

Performance feedback and reviews

Continuous Feedback

We’re all about continuous improvement, which means we thrive on continuous feedback. In your day to day experience, expect to be communicating with the team frequently about what is/isn’t working and where there are opportunities for improvement.


Your manager will check in with you once a week to talk about how things are going from your perspective. Here’s what we want to accomplish with these meetings.

For you

  • A regular and consistent time to talk about things that are important to you in regards to your work life
  • Share ideas about how your department and the company as a whole can better support you and your goals
  • A chance to privately ask for feedback and constructive criticism, or solicit advice about a problem
  • Clarify areas where you might be unsure of job duties or performance expectations
  • Spend more time getting to know your manager and just take a break from your day-to-day work

For your manager

  • A chance to listen to your ideas for improving your department and the company as a whole
  • To learn where your experience as a team member isn’t in alignment with our intentions or values
  • To discuss bigger-picture improvements to your areas of ownership
  • To learn more about your professional goals and career progression
  • A chance to listen to feedback about their own performance as a manager
  • Share wins and give props
  • Get a stronger sense for what brings you satisfaction at work so we can do more to add value to your experience

Further reading on this subject

Annual Reviews

In addition to regular feedback and 1on1s, you’ll also have an annual review with your manager. By default, these happen in the month of your hire date anniversary. If you receive an off-cycle review or role change, your next review will be scheduled for a year from that date instead.

Notes on feedback and reviews

Why do we do annual reviews when we have 1on1s already?

To enhance our more immediate feedback, we like to take a moment to ensure we’re paying attention to larger trends, preferences, career accomplishments, and development. A good way to think about this is that annual reviews are for reflection and celebrating a milestone; regular feedback and 1on1s are more geared toward immediate action.

We’ll talk about your salary on your annual review.

Do I need to prepare anything for these meetings?

To get the most out of your 1on1s with your manager, treat it as your time.

Think about things you want to discuss - especially areas where you’re having a hard time. If you have a difficult topic or something you want to share some critical feedback about, this is the best venue to do so. Come ready with questions you want to ask and help your Advocate by making the 1on1 more of a two-way conversation rather than a Q&A session.


Security Policy

Security is important, and you can't practice these guidelines without understanding them. Make sure you understand each guideline, why it exists, and how to follow it. Failing to follow these guidelines will likely put you, your team, and our customers at risk of compromise or loss of privacy. Ask a teammate if you don't understand something!


Blanket is an online company, and so passwords are the only protection we have from bad people getting in. It's vital that all of our passwords for all services that we use are impossible to guess.

  • Use 1Password to store your passwords and/or to share with the team
  • Use 1Password to generate a unique password for every account you have (don't use the same password twice!)
  • The randomly generated password must be at least 8 characters long and have all character types allowed (you're using 1Password, so you should never have to actually type this password in)
  • Video guide that shows you how to generate a password using 1Password

And remember: your password to login to 1Password itself are the keys to the kingdom. You probably don't want to use a randomly generated password here because you'll actually have to remember this one and type in manually.

If you've already got a password in mind that has at least 8 characters, includes letters, numbers and punctuation feel free to use that (as long as you don't use it for any other service!). Otherwise use the XKCD method - 4 random words pushed together. Here's a password generator for you.

If you currently have a password that doesn't follow the above rules, take the time to change it.

The more we grow the more we become a target for hackers. Wordpress and Google Mail are both extremely likely to be attacked (Wordpress because it is used a lot and has a history of vulnerabilities, Google Mail because with your email address, all other services become liable to attack via a "forgot my password" link).

Logging into your device

All devices that you use to access services need to be password or passcode protected in case of theft or loss (that probably means at least your laptop and phone). Remember, if the attacker can access your email, they can access everything! Make sure that your device automatically goes to sleep after a certain period of inactivity and that it requires a password or passcode to log back in.

Remote wiping

If available, your device needs to be configured so that you can remotely wipe it in case of theft or loss. For Apple products this service is called Find My Mac/iPhone - set up here:

Log in here to see if your devices are set up:

If you have an Android device you can find info here:

Your one stop security checklist

  • My laptop has a password
  • I can remotely wipe my laptop
  • My phone has a passcode
  • I can remotely wipe my phone
  • My iPad has a password
  • I can remotely wipe my iPad
  • My 1Password master password is secure
  • All of the passwords I store in 1Password are secure
  • I will update my passwords quarterly

All employees and contractors must be able to say yes to the above checklist.

Social media policy

Your personal social media accounts are your own, to express your own opinions. However, everything you post online can affect public image of our company. Be mindful of that. Absolutely no racist, sexist, or homophobic behavior will be tolerated on your personal social media accounts, just as it isn't tolerated in our company.

If you are using a personal account to act as a representative of our brand, use careful judgement. If you post something on Facebook or Twitter specifically about your role in our company, ask yourself if what you're going to say is something we would share on our official accounts.

Code of conduct and workplace behavior

You’re expected to behave in a way that ensures efficient business operations and protects the safety and well-being of everyone we do business with -- including other employees, independent contractors, partners, colleagues, clients, and users.

We reserve the right to determine the appropriate level of disciplinary action for disruptive and/or inappropriate conduct. Disciplinary action can include written or verbal warnings, suspension with or without pay, and discharge. Each situation will be dealt with on an individual basis.

Examples of behavior that may result in disciplinary action, including possible termination, are:

  • Failing to report to work at assigned times or reporting to work ill-equipped or willfully unable to perform your duties as scheduled
  • Treating others in a discourteous manner
  • Threatening or intimidating others
  • Using abusive language
  • Racist, sexist, or homophobic behavior
  • Sexual or any other form of harassment
  • Reporting for work under the influence of alcohol/drugs
  • Violation of company policies or directives
  • Refusal to follow instructions concerning an employment-related directive
  • Misuse of company time and/or resources
  • Failure to meet job performance standards

This list is not an exclusive list of inappropriate behavior. We retain complete discretion to administer disciplinary action for any behavior deemed inappropriate.

In closing

We don't have many policies, rules, or regulations. You're an adult and we like treating you that way. Our existing policies can generally be summed up by the following guidelines:

  • Treat this company like your company
  • Whether you're weighing in on a particularly emotionally-charged comment thread, pondering a charge on your company credit card, or about to book some business travel, always speak/act/book/buy as if the company belonged to you.
  • Use your best judgement, always
  • Don't be a jerk (and make it right if you realize you've been one)