8 Jan 2019
Anonymous employee
DCMN Response
7yThank you very much for your feedback. You're right, some of our international offices are in a startup phase. DCMN is a high-growth company, and we're expanding rapidly into different markets. In each market, we need to start somewhere to build a high-performing team for local markets around the globe. A team which will take over the markets. The connecting element for all our teams around the world is our culture, which is also expressed by our organizational model, called BETA. A non-hierarchical type of an organizational model which is built on trust. We're building a global brand that lives the same culture. In a company with no hierarchies, an entirely different mindset of all employees is required than in companies which are built on hierarchical layers.
We're also aware that our organizational model is not something for everybody. If you think that only people that have more work experience should be allowed to provide feedback, then DCMN is not the right place for you. We believe that all our employees – no matter of their work experience - should be allowed to share their thoughts and feelings. One of our guiding principles is that everybody has a voice and we believe in this principle very much. For instance, we are also convinced that every colleague needs to share his/her thoughts about the cultural fit of a new hire (we hire for attitude - we train for skills). And also if somebody doesn't have a lot of professional experience in the filed of a colleague, everybody is a human and has thoughts about a cultural fit.
If we hire new colleagues, we follow our global hiring approach. This means during the hiring process for a new international office a candidate will always have touchpoints with people who are working in our headquarters and also people of his future local team. The final hiring decision is always made by the team which a new colleague will join. Also, this team will decide autonomously about the probation period of a new hire.