Our DNA defines who we are, why we exist, what we want to do and how we'll do it. It underpins everything that we do, how we hire, how we make decisions day to day and how we measure success.

You can tell a lot about a company's mission, values and strategy by what they do day to day rather than what's written on posters on a wall. It's our responsibility to live and breath these every day. It matters for our customers, each other, our shareholders and for society.

Mission

<aside> 🗻 Our mission is to empower people to build financially rewarding lives.

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Our principles

Our principles describe what we stand for and how we behave. We hire, recognise and evaluate performance of ourselves against our principles. We're all responsible for keeping each other accountable to them.

Obsess over customers:

We sweat the details and make every moment so seamless; it feels magical. We’re famous for how we go above and beyond for our customers.

<aside> 💃🏾 Direct customer contact: We expect every Yonderer to have direct customer contact (>2 hours) every six weeks - this could be in any possible way. It’s easy to engage with customers by proxy, through spreadsheets, analytics or reports - but there’s no replacement for direct customer contact.

We trade-off the short-term for long-term customer love: We’ll sacrifice short-term commercial performance to do what’s right for customer’s and get long-term customer love. We care more about customer satisfaction than time spent on chats.

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Act like an owner**:**

We take accountability for our successes and failures and set high standards. We always act in the best interests of Yonder and society.

<aside> 🧑🏽‍🍳 Tough on outcomes, flexible on the how: We always aim for a ‘single-threaded’ leader to own an outcome. They’re accountable for the result; but often need to lean on a wider team to make it happen. They’re given context and autonomy to figure out the ‘how’.

Everyone gets equity: We want everyone to share in the success of Yonder, so every full-time employee gets equity.

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Move quickly and learn:

We move quickly to deliver high impact results and aren’t afraid to learn from mistakes. We don’t wait for someone else to do it; we step up when we see a gap.

<aside> 🏃 Make reversible decisions quickly: We recognise that 99% of decisions are reversible, therefore we don’t make decisions by consensus - a single owner can make the call and circulate it.

No blame culture: Mistakes will always happen, what’s more important is what we learn from them. We’re comfortable with taking bets that don’t work out, as long as the learnings are valuable.

High velocity ways of working: We opt for the smallest possible team to keep us lean and fast. It’s okay to leave meetings halfway if you’re not needed. We avoid acronyms, these slow down communication in the long-term.

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