First 10-Day Evaluation
New contractors and employees are evaluated during their first 10 days. The goal is to understand how quickly the person learns, adapts, absorbs feedback, and aligns with company operations.
The evaluation is not based on one isolated task or a fixed starting point. A person can begin with weak context and still pass if they show strong ramp-up speed, clear improvement, and fast adaptation.
Daily goal cycle
Section titled “Daily goal cycle”Each day, the manager assigns one clear goal for the day. The next day, the manager reviews the previous goal and assigns one of these grades:
- Unsatisfactory
- Regular
- Satisfactory
- Excellent
This cycle repeats throughout the full evaluation period. Daily goals create a short feedback loop, making progress, blockers, and adaptation speed visible early.
What managers evaluate
Section titled “What managers evaluate”Managers look for signals across the full 10-day window:
- Learning speed
- Adaptation to company values and culture
- Understanding of company operations
- Ability to absorb and apply feedback
- Daily progress against assigned goals
- Improvement from one day to the next
Final decision
Section titled “Final decision”At the end of the 10 days, the manager decides whether to keep working with the person based on their progress across the evaluation window.
We hire for raw intelligence, learning speed, and adaptability. Experience matters, but it is not the main signal. A person with less conventional experience who can learn the company operations in a week is often a better fit than someone with more years of experience but slower adaptation.
Cooldown period
Section titled “Cooldown period”If the person does not adapt to company values and culture during the evaluation, they are placed on cooldown.
Cooldown length is undefined, with a maximum of 6 months. During cooldown, no project matching is provided.