The Hatch Apps Culture

Param Jaggi
February 23, 2021

At Hatch Apps we believe that finding, building, and managing software should feel magical. We're intentional about the products we build and that starts with a unique work culture.

Company Principles

Remote work

We're a completely distributed team. All employees are online and available to respond during standard work hours but can choose when they want to get their work done.

Data driven

Make decisions based on data, not opinions. We value operational transparency and honesty, even when things don't go as planned.

A-players

We take pride in having a team of A-players. We're small but relentless. A-players are forces of nature: they get the job done, are proactive, and lead by example. We have a zero tolerance policy for mediocracy.

No meetings

We don't have company-wide meetings. 99% of meetings are a waste of time. Unless it's related to building a strategy, all information is shared via thoughtful written communication.

Modularity

We strive for operational efficiency through modularity, automation, and interconnectedness. Every part of the business should be plug-and-play for future use cases. This includes code, sales decks, contracts, and designs.

Don't be a sheep

We take inspiration from companies we respect but don't follow the herd. We're builders, not sheep.

Communication Strategy

Straightforward

We build our website with the assumption that our users value simplicity and transparency. No gimmicks.

Simple writing

Everything on our website is written in plain english (i.e. we try to minimize technical jargon). We believe in Einstein's quote, "If you can't explain it simply, you don't understand it well enough."

Move fast

We deploy fixes and enhancements weekly. Per the Monty Hall Problem, we believe that we're not always right about our original choices and assumptions. It's in our best interest to move as fast as possible to correct them.

Team Structure

We build teams at Hatch Apps around the fundamentals of financial levers. Revenue is the final outcome metric, a result of optimizing other metrics by department. This allows individual departments to strive for an outcome, rather than a process.

At its core the business is defined by the following equation:

(Number of Paid Users) x (Average Revenue Per User) - (Churn)

  • Growth: Increase the Number of Paid Users.
  • Product: Increase the value associated with the Average Revenue Per User.
  • Support: Reduce the number of Churn users.
  • Operations: Make sure people apart of the equation can stay focused on the equation.

Interested to join our team? Send us an email at support@hatchapps.com with why our culture resonates with you and why you're uniquely positioned to add value to the above equation.

Business Assumptions

As you can likely tell by now, we're an opinionated company. Our strong opinions of the world drive our day-to-day operations and ultimately creates value for our customers. Here's the list of our high level business assumptions:

  1. The cloud is here to stay. As more companies transition from on-premise to cloud infrastructure, new markets for software applications will be created.
  2. Modern business users care about design and security. As more software features become commoditized, things like ease-of-use and data protection become a differentiator.
  3. Building software products with shared full stack components (i.e. design, front-end, back-end, and system architecture) leads to lower development costs, ongoing operational efficiencies and immediate economies of scale. Although it may not be obvious upfront, this will give us a compounding advantage over competition long term.
  4. Customers prefer bundled subscriptions with a single vendor, rather than multiple.
  5. Given the macroeconomic cycle, we're approaching a consolidation of software companies. Private Equity firms and large companies will acquire successful startups to build a shared marketing and sales infrastructure. Ultimately, most single purpose software providers will go out of business.
  6. Talent is equally distributed. There are A-players all around the globe, that may have been overlooked by others. Traditional business recruitment and interviewing over-indexes for soft skills and cultural norms. Because of this, we've built our hiring process to uncover the extreme strengths of a candidate, rather than lack of weakness.