We believe in building a product that works over smart sales strategies.
Software allows few people to have a large impact and that happens through a great product. We talk to our users every day, and they share their enthusiasm for Peergrade with us. This is what get us up in the morning. Peergrade is a tool for teachers and students that allows them to run peer feedback sessions. Students submit work and provide feedback to their peers - a process where students train critical thinking, giving feedback and learn to take ownership of their own learning. Peergrade started as a tool for a class we taught and we keep dogfooding our own product to ensure it stays relevant and great. In the end, we are our product.
One of the reasons we like to work in a small startup is that we can work with great people - not just because they are smart and extremely qualified, but also because they are great people.
We have spent a lot of time together outside of work, for example when the entire team relocated to participate in Y Combinator in the summer of 2017 and lived together in a 3-bedroom for 3 months. Outside of work many people from the team coordinate different social events, but many people also meet on their own time to go concerts, trivia nights, parties and other activities. The last event was a dinner together at a good restaurant in Copenhagen, and the next two are watching the Eurovision Song Contest together and a trip to a local park in Copenhagen for a picnic. Everyone is always invited, most people participate but participation is not required.
We believe in feedback - in all forms.
We take feedback from our users through Intercom, Satismeter, and by meeting with them every week. People from our team regularly go and introduce new teachers to Peergrade at seminars, conferences and schedule meeting with instructors trying to implement Peergrade. We have monthly 1-on-1’s with everyone on the team and quarterly performance reviews. We try to have a very open feedback culture where everyone can bring up any request to anyone. The only way to avoid group-thinking is to really push each other’s ideas all the time. After each round of 1-on-1’s we change 2-3 things about the way we work on average, from better scheduling of holidays, new sprint structures to finding career mentors for employees.