As 2020 neared, we reflected back on the history of ADF and how we got to where we are today. This reflection involved all of our team members and told us what we were doing well and where we needed growth. It also helped us benchmark our culture and our aspirations. Our Culture Code informs how we interact with one another internally, how we interact with others, and how we choose members who are looking to build a career at ADF and join us in our mission.
A Culture Code isn't just how we do things; it's the why, it's who we are, and it's who we aspire to be.
We first heard of the Culture Code movement thanks to Netflix in 2009. What was originally an internal document for the company's benefit was publicly published as part of a global recruiting effort. Netflix's Culture Code spoke authentically about its goals, aspirations, mission, and more. Other companies soon followed suit in this movement. Other companies whose Culture Codes we've admired include:
A Culture Code requires a company-wide audit of its culture, helping to build core values and recruit the right people. At the heart of it, these slides are a collaborative effort that are a "live" document, meaning we're constantly re-evaluating and re-assessing its efficacy and meaning.
It helps us attract people who understand what it's really like to work for ADF and why they should want to work with us, and helps us stay accountable to our business goals and performance expectations.
When we were analyzing our Culture Code questionnaire responses, we kept seeing the same words- "obsessed", "invested", "dedicated", and more. These words spoke to a greater theme within our company: everything we do at ADF is all in. Our employees are all in. Our work is all in. Our excitement for our field is, you guessed it, all in. We're looking for people who share our mentality, whether it be customers, partners, or employees.