For each role we hire, we take extra effort to ensure we review an adequate number of diverse candidates and take a rigorous approach to candidate sourcing to accommodate. As a result of this, we've significantly increased diverse headcount in the past 12 months. Internally, we revisit compensation biannually with a systematic process to ensure that everyone is paid fairly. We also have anonymous feedback collection mechanisms to ensure that people are comfortable voicing dissent with organizational decisions / hiring as needed. There is certainly still more for us to accomplish in this area, but we’re getting better.
Lightyear is built around continuous cultural improvement and learning for the betterment of our team. We approach culture in the way we approach product. Our leadership team undergoes a rigorous biannual performance review process where we collect anonymized feedback from direct reports, other leaders, and the entire company and feedback is provided in an unbiased manner. Throughout the year, we also solicit feedback via internal 1:1s and other means. Asynchronously, we use Lattice for employees to anonymously provide feedback at any time. All of this results in constant evaluation and improvement to ensure we’re never complacent in the environment afforded to team members.
Quirkiness. Employees have made 2 music videos about Lightyear (for no specific reason). We've gone over the top for April Fools day twice in a row. Our last team event was a March Madness style bracket event for us to vote on / debate which holidays to take off ("Battle of the Holidays"). At Lightyear, “World Wide Web Day” is now an official holiday!