Our Founders specifically designed our offices to foster collaboration. They are organised into open plan neighbourhoods for our cross-functional Tribes, with large social areas throughout to exchange ideas and encourage spontaneous conversations.
We use many communication channels, from Zoom, to Brown Bags, to Town Halls. We have a dedicated social Slack channel called #stayconnected, where employees can post about anything that’s important to them – personally (e.g. awareness days), or professionally. This connects employees across all regional locations and departments.
We encourage connection through social activities with a plethora of clubs, and host frequent cross-departmental offsites and get-togethers.
We also have a wide selection of communities that employees can become a part of – which are positive safe spaces for groups with a shared characteristic – be it gender, ethnicity, religion, sexuality or lifestyle.
We have a clearly defined mission, vision and purpose that we’re all heading towards, and we reflect on how we’re progressing with this (and against our North star metric) every quarter via company All Hands and Leadership QBRs.
We’re growing and scaling at an incredible rate, whilst encouraging continuous innovation in creating new products and revenue.
In spite of this rapid growth, we continue to have a Customer First approach – a commitment to serving our customers as best we can, with their needs genuinely at the forefront of every decision.
Promoting a culture of continuous feedback and listening via focus groups and engagement check-ins – conducted via Culture Amp three times a year, with pulse check-ins as needed.
Our Founders run “Meet the Founder Sessions” where new employees can ask or suggest anything they want, as well as other members of our Exec team e.g. “Cafezinho with our CPO”. Our People team also host weekly drop-ins where employees can discuss absolutely anything.
We also have a collective of DEI Champions, who feed back to the People team suggestions and issues raised within our DEI Communities, so everyone has a safe space to be heard.
We strongly encourage internal mobility and promotions based on people’s individual transferable skills, with 92 ‘Movers & Shakers’ in 2021. We sponsor professional qualifications and other external learning in support of this.
We provide regular 360 feedback and facilitate Trust Cycle feedback loops three times a year to identify areas of focus for employees’ personal and professional development.
We invest in all leaders’ development with direct access to a learning platform and face-to-face training.
We have created a learning platform where employees can also post learning for others via social learning, and a strong onboarding platform for Sales and Customer Service Agents.
Our company values were created by our employees – we conducted interactive exercises to discover what was most important to them.
We consistently evaluate these to ensure they are still aligned through surveys (e.g. in relation to our ‘Customer Obsessed’ value, 92% said they were proud of the value we add for customers).
We measure values as part of our interview process and provide new employees with welcome boxes with items pertaining to each of the values.
We host bi-weekly Values Awards, and bring them to life through initiatives such as: customer referral incentives (Customer Obsessed), learning via pilots (Curious), and sharing successes and failures via our #hadago channel (Relentless).
The People Team views people experience in the same way as our Product Team looks at product management – we aim to design experiences that solve our people’s problems in a delightful way.
We invest heavily in people analytics – capturing how our team is feeling and breaking it down into demographics (i.e. by department, location etc). This allows us to really understand what our customers (employees) want and build our people programmes around this, for example a Women in Leadership Mentoring Programme, baby bonding leave (10 weeks paid for secondary caregivers), a learning experience platform and flexible benefits platform.
In our April check in, 92% of our people would recommend Dojo as a place to work – which has increased to 94% in July.
Our Founders take every employee and customer into consideration when making any business decisions – their happiness is how we measure our success.
They lead the way in curiosity by always encouraging questions and challenges (e.g. via regular Ask us Anything sessions), and never wanting to do things the way other businesses do it – instead, doing it better.
They encourage innovation and perseverance at every level of the business – creating a safe culture of ‘failing forwards’ and delivering the message that the most important thing is to try.
They communicate honestly, transparently and regularly, for example sharing the notes from their weekly Executive meetings every Friday (and allowing employees to ask questions/comment) and at quarterly leadership meetings and All Hands.
We strongly focus on workplace experience, with an in-house coffee bar and baristas, and won the Fit Out of Workplace award at the British Council for Office Awards for our London office.
We offer top market salaries, all of which are regularly benchmarked against external UQ market data and subject to regular reviews (we don’t wait until an annual review if something needs adjusting).
We have a wide variety of clubs (e.g. Book Club) and communities (e.g. LGBTQ+) which run regular activities and events for people to get involved with.
We have a strong focus on wellbeing, offering free counselling sessions & courses via Spill to support people mentally, as well as Vitality and fitness sessions to support their physical health.
We are Dojo. We’re on a mission to empower businesses to thrive in the Experience Economy by creating the tools and technology that turn transactions into meaningful relationships, and our 900-strong team of Dojoers go all out every day to help strip away complexity from it, layer by layer.
We started with payments, but our ambition is now much greater than getting people paid. We’re creating products that enrich everyday interactions, tech that turns passing trade into paying customers, and apps that make grabbing a table at your favourite restaurant as easy as pie.
Find out more about opportunities at Dojo at https://www.dojo.careers/ and follow us on LinkedIn (linked above).
Brunel Building, Paddington, London
George Karibian & Jan Farrarons
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